摘要:

Published validation studies of assessment centers are reviewed with respect to criteria used, staff composition, and the number of organizations involved. Impressive, consistent results are noted, but a trend is identified: Acceptance of the method is based on relatively few studies, conducted by fewer organizations, using a limited range of criteria. It is argued that perhaps the assessment center staff is evaluating candidates based on its familiarity with the preferences of the decision makers who will actually promote, thus merely duplicating already existing decision procedures. What is needed are comparative predictive studies incorporating alternative predictors and criteria.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00428.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

The determination of job similarities and differences is important for several reasons. First, to satisfy legal requirements concerning validity generalizations and second, to justify in some circumstances, collapsing across jobs for validational purposes. The proposed Analysis of Variance procedure allows researchers to test for significant differences among jobs. Moreover, the procedure permits the calculation of variance estimates to estimate the relative degree of similarities and differences among jobs. An example is presented.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00429.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six‐month time‐lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational le

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00430.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

This study addresses the concept of “absentee‐proneness,” the notion that a small percentage of employees are responsible for a great percentage of absenteeism. Two uncorrelated measures of absence (paid and unpaid) were recorded for each individual in a sample of 195 employees working in the accounting department of a large public utility. Data were recorded for seven consecutive quarters (e.g., 21 months). The results showed that a core of employees was responsible for the vast majority of absenteeism in any one quarter, but that core changed from quarter to quarter. The distribution of absence data over the full 21 month period did not differ from chance expec

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00431.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

The fakability of anempirically keyedbiographical inventory was studied in a three factor design. The factors were: 1. specificity of position applied for (sales representative versus a general managerial position, 2. induced subtlety of faking (warning of a lie scale versus no warning), and 3. sex of the respondent. Subjects were 91 male and 57 female college students who completed the biographical questionnaire under “fake” and “honest” response sets. Subjects were able to substantially improve their scores under faking instructions. Only the position specific‐fake subtle condition failed to show improvement. Instructions indicating that a lie‐detection scale might be used reduced faking to a considerable extent. Comparison with norms for the sales representative biographical key suggested that students in the faking condition tended to fake more than did a nation‐wide sample of col

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00432.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

The major hypothesis of this study was that halo due to irrelevant characteristics could be reduced by giving raters the opportunity to separately rate the irrelevant characteristics.Thirty‐six non‐commissioned Navy officers participated in this study. Subjects were randomly assigned to one or four conditions: negative halo‐job related scales, negative halo‐job related and irrelevant scales, positive halo‐job related scales, and positive halo‐job related irrelevant scales.Subjects were required to read a hypothetical job description and then a narrative performance description of a specific ratee. They then were required to evaluate their assigned ratee on a set of graphic rating scales.The data partially supported the major hypothesis in that the graphic ratings based solely on job‐related scales in the negative halo condition contained greater halo than ratings based on a set of identical scales but which included, in addition, scales relevant to non‐job related characteristics. Reasons for the lack of statistical significance with respect to the positive halo condition

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00433.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

The relationships of leader behavior variability indices to a variety of subordinate affective responses and experienced psychological states were examined for two samples differing in perceived job characteristics. In the sample facing routine task demands, little relationship was evident between leader behavior variability indices and subordinate responses. In the sample characterized by greater variability in task demands, correlations between responses and leader variability indices were generally significant and stronger than those between responses and absolute levels of leader behaviors. For both samples, leader behavior variability was negatively related to subordinate responses. Implications of the findings and suggestions for future research are presented.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00434.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

In order to test predictions derived from an expectancy theory model developed by Lawler, measures of higher‐order need satisfaction, locus of control, and intrinsic motivation were obtained from 252 female assembly line workers. Also, each employee was asked whether or not she wished to volunteer for a job enrichment project. Enriched jobs were described as having greater autonomy, variety, task identity, and feedback than typical assembly line jobs. Both locus of control and intrinsic motivation were found to serve as effective moderators of the relationship between higher‐order need satisfaction and volunteering for job enrichment, in that significantly higher negative relationships were obtained for persons high in locus of control and intrinsic motivation than for persons low in these measures. These results are seen as supportive of applicable portions of Lawler's model. Also, implications of the results for placement of individuals in enriched jobs are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00435.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Published evidence, based largely on bivariate methods of analysis, generally suggests that pay, race, occupational prestige, supervisory status, and work autonomy are associated with job satisfaction and that sex is not. Regression analysis of a representative sample of U.S. workers, which partialled out the effects of a number of other variables, affirms that supervisory status makes an independent contribution to job satisfaction and that sex is unrelated, but suggests that the zero‐order effects of pay, race, occupational prestige, and work autonomy are spuriou

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00436.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

The biorhythm theory of accident explanation that has been increasingly popularized in the business press was empirically examined. The data set consisted of municipal employees adjudged to be at fault in 150 work‐related vehicular accidents, and municipal employees involved in 210 on‐the‐job accidents resulting in workmen's compensation claims. Each accident case was analyzed to determine whether or not the accident occurred on a biorhythmically critical day. The results showed no systematic relationship between critical days and accident occurrences for these data groups. The data were also systematically evaluated for the existence of non‐biorhythmic cycles. The results of this analysis showed that no useful level of association existed for any cycle. It was concluded that, while other groups or events may exhibit measurable cyclical patterns, it seems likely that the relationships are more complex than a simple association such as that posited on the basis of biorhythm

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb00437.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY