ISSN:1044-8004    

DOI:10.1002/hrdq.3920080302

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

摘要:

AbstractThis study uses data from the National Longitudinal Study of Labor Market Experience, Young Women's Cohort, to examine job training characteristics and sociodemographic factors that had a significant impact on the earning potential of women throughout the 1970s and 1980s. Specifically, we investigated the job training patterns of women, by race, across the two decades; the influence of family status on training opportunities; the effects of demographic characteristics as well as training attributes on completion rates of women, by race; and the contribution of human capital on income levels. Most significant is the finding that as the cohort of women matured, the cumulative intensity of job training began to account for some variance in income, albeit marginal.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080303

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080304

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080305

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

摘要:

AbstractA Crosby quality‐training intervention was studied in a single facility to evaluate its long‐term effects in terms of both quality level and dollar utility. Using an interrupted time‐series design pooling six twelve‐year series, this study found that the training demonstrates a positive effect size for the quality level of the goods produced in a vitreous china plant and has a positive dollar utility. The study also revealed an important contextual factor—production process—in the evaluation of the effect size of a quality‐training intervention. In addition, the analysis method—a fixed effects model—was shown to be useful for studying training interventions in single facilities where there are multi

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080306

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

摘要:

AbstractA simulation game of employees working in self‐managed teams was used to test the effects of locus of control and performance‐contingent incentives on productivity and job satisfaction. The only performance effect was that participants with external locus of control (externals) in the incentive condition outperformed externals without incentive. Participants with internal locus of control (internals) were more satisfied with their supervisors than were externals. This article discusses implications for employee involvement approaches and makes recommendations for further resea

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080307

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080308

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080309

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080310

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080301

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1997

数据来源: WILEY