摘要:

Sample size requirements needed to achieve various levels of statistical power using posttest‐only, gain‐score, and analysis of covariance designs in evaluating training interventions have been developed. Results are presented which indicate that the power to detect true effects differs according to the type of design, the correlation between the pre‐ and posttest, and the size of the effect due to the training program. We show that the type of design and correlations between the pre‐ and posttest complexly determine the power curve. Finally, an estimate of typical sample sizes used in training evaluation design has been determined and reviewed to determine the power of the various designs to detect true effects, given this sample‐size specification. Recommendations for type of design are provided based on sample size and projected correlations between pre‐ and post

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00556.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large‐sample validity study (N= 1,455), this research generated numerous small‐sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data‐analytic procedures and the practice of reliance on single small‐sample studies. In contrast to the erroneous conclusions produced by traditional data‐analytic procedures, meta‐analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between‐study variance in observed validities was due to samplin

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00557.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

The potential explanations of why some observers report organizational wrongdoing, whereas others do not, are considered in this study. Nearly 8,600 randomly selected employees of 15 organizations completed questionnaires concerning whistle‐blowing. Archival data and aggregate measures of organizational climate were also used. Discriminant analysis revealed that organization members who had observed alleged wrongdoing were more likely to blow the whistle if they had convincing evidence of wrongdoing, if the wrongdoing was serious, and if it directly affected them. Further, where the organization appeared to be dependent on the wrongdoing and threatened retaliation, whistle‐blowers were more likely to report it to someone outside the organization. Implications for management practice and suggestions for future research are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00558.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Three issues were examined in this study relative to the role of subordinate age in performance evaluations. First, it was found that supervisors rated older subordinates lower than younger subordinates doing the same job. Second, differences between self‐ratings of performance and supervisory ratings seemed to be a function of the subordinate's age. Third, a significant age × performance interaction was detected on ability attributio

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00559.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Eighty‐one formal sexual harassment charges were examined in an attempt to identify the characteristics of individuals who file formal sexual harassment charges and describe the behaviors and employment‐related consequences associated with such charges. The sex, age, marital status, educational level, occupation, and salary distributions of complainants differed significantly from the expected distributions based upon labor force statistics. As regards reported behaviors and consequences, the most compelling finding was that over 65% of the charges involved job discha

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00560.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

This study reports the results of a positive incentive program designed to reduce absenteeism at a hospital. Absence data for a treatment group (N= 164) and a comparison group (N= 136) were collected for one year prior to the incentive program, the three years the plan was operational, and the year after the program was discontinued. In the treatment program, absence from the treatment group decreased significantly during the first and third years of the program; effects during the second year of the program were marginally significant. No changes occurred in the comparison group's absence level. A utility analysis revealed that the incentive program produced an 11.7% return on investment.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00561.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

In a series of experiments, college students, line managers, and compensation managers allocated salary increases to hypothetical job holders who varied in the criticality of their positions for accomplishment of organizational goals, occupational marketability, job performance, personal need for money, and increase in capability since the last performance review. Results indicated that though performance had the largest impact, a number of nonperformance factors also influenced the recommendations. Salary recommendations were lower when constrained by a budget, and performance, growth in capabilities, marketability, and criticality were all significantly related to the magnitudes of suggested increases.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00562.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Quality circles have repeatedly been suggested as a technique for enhancing employees' involvement in and satisfaction with their work. This study explored the relationship between employees' participation in quality circle (QC) activities and their reactions to their jobs. Specifically, the relationship of participation in QC activities and employees' perceptions of the influence they have on their jobs, the characteristics of their jobs, and their overall job satisfaction were examined. Four hundred and fifty‐five (455) QC members and 305 non‐QC members, all employees of a large electronics manufacturer, were surveyed. The effect of QC membership as well as tenure in quality circles on the above variables is reported. Involvement in a quality circle was found to have a significant relationship to employees' perception of influence, as well as to some job characteristics. No significant effect of QC membership on job satisfaction was found. The results are discussed in the context of the need for further validation of many arguments heard about quality circ

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00563.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Book Reviewed in this article:BEER, MICHAEL, SPECTOR, BERT, LAWRENCE, PAUL R., MILLS, D. QUINNAND WALTON, RICHARD E. Managing Human Assets: The Groundbreaking Harvard Business School Program.LUTHANS, FREDAND KREITNER, ROBERT. Organizational Behavior ModiJication and Beyond: An Operant and Social Learning Approach.BLAKE, ROBERT R. AND MOUTON, JANESRYGLEY. Solving Costly Organizational Conflicts: Achieving Intergroup Trust, Cooperation, and Teamwork.DRENTH. P. J. D., THIERRY. H., WILLEMS, P. J. AND DE WOLFF, C. J. (Editors). Handbook of Work and Organizational Psychology (Vol. 2).KILMANN, RALPH H. Beyond the Quick Fix: Managing Five Tracks to Organizaiional Success.SRINIVAS, KALBURGIM. (Ed.) Human Resource Management: Contemporary Perspectives in Canada.ROSENBAUM. JAMESE. Career Mobility in a Corporate Hierarchy.SCHERMERHORN, JOHN R. JR., HUNT, JAMESG. AND OSBORN, RICHARD N. Managing Organizational Behavior (2nd ed.).HUNT, JAMESG., HOSKING. DIAN‐MARIE. SCHRIESHEI M. CHESTER A. AND STEW ART, ROSEMARY (Eds.). Leaders and Managers: International Perspectives on Managerial Behavior and Leadership.FOMBRUN. CHARLES, TICHY, NOEL M. AND DEVANNA. MARY ANNE (Eds.). Strategic Human Resource Management.BLACKLER. FRANK AND SHIMMIN. SYLVIA.Applying Psychology in Organizations.LEGGE, K. Evaluating Planned Organizational Change.GENEEN, HAROLDS, with Alvin Moscow. Managing.BROWN, DUANE, BROOKS, LINDAAND ASSOCIATES. Career Choice and Development: Applying Contemporary Theories to Practice.GERSTEL, NAOMIAND GROSS, HARRIET. Commuter Marriage: A Study of Work and Family.BENNER, PATRICIAE. Stress and Satisfaction on the Job: Work Meanings and Coping of Mid‐Career

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00564.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY