摘要:

SummaryThisresearch has undertaken the task of attempting to establish test standards when accepted validation procedures are inapplicable. An elemental approach to job analysis has been used, test requirements for the elements have been established, and a procedure for their use is proposed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01208.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryInthis paper it initially is pointed out that varying types of questions included within job satisfaction surveys often are interpreted as being equivalent; that is, as giving some measure of satisfaction‐dissatisfaction. A modification is proposed which not only would overcome that difficulty, but would give some insight into reasons behind evaluations. A questionnaire incorporating this modification, and used in a survey of union member attitudes about their union organization, is described.The following conclusions were derived: (1) The danger of interpreting varying types of questions as providing a measure of satisfaction‐dissatisfaction was demonstrated. (2) The proposed modification provided insight into the reasons behind satisfaction‐dissatisfaction. (3) Differing statistical treatment of the data produced no significant differences in interpret

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01209.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryTheinterests of mechanical engineers were studied by means of the Strong Vocational Interest Blank, selected items from a personal history form, and an interview. The data indicate the following interest pattern: Mechanical engineers are extremely fond of sports and active outdoor pursuits. Their strong mechanical and technical interests tend toward immediate application rather than toward basic science and research. They are, in a sense, more technologists than scientists. There were suggestions in the tabular data that mechanical engineers are social conformists and show close rapport with commonly accepted beliefs and practices. Though they have been shown to have superior verbal problem‐solving ability, they are primarily non‐verbalists. They are basically more interested in things than in people. Their values are conspicuously masculine. Engineers as a whole have few cultural or esthetic interests. Although highly intelligent, they are no more intellectuals than they are political extremists or bohemians. The scope of their interests, relative to their intellectual potentialities, may be described as constric

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01210.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryThisstudy sought to determine whether the Short Employment Tests (SET) were as discriminating as the General Clerical Test (GCT) in selecting and classifying two groups of office workers with different educational backgrounds.Group I was composed of male and female clerical and other office applicants who were mainly high school graduates. This group was given the GCT and the vocabulary, numerical, and clerical sub‐tests of the SET. Group II included male and female secretarial and stenographic applicants most of whom had business school or college training beyond high school. These applicants took the verbal section of the GCT and the verbal sub‐test of the SET.For the clerical applicants, the correlation (.87) between the GCT and the SET total scores indicated that the SET could satisfactorily replace the GCT in the selection procedure and reduce test administration time. For the secretarial and stenographic applicants, the correlation between the GCT‐B (Verbal) and SET Verbal was .77. The GCT‐B differentiated more finely throughout the entire score range among these better educated applicants than the SET Verbal, which was too easy a test for this group. However, the SET Verbal appeared to be useful as a rough screen for eliminating the poorest applicants. No validity data are r

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01211.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryAnassumption which apparently underlies much of the importance ascribed to employee communications is that good communications bring about high morale. One aspect of this assumption is examined in the present article. Measures of employee knowledge of information given them by their companies were compared with measures of morale for the same employees. Negligible correlations were found between information and attitude scores. It is concluded that there is no significant relationship between employees' attitudes toward the company and their knowledge about the company as measured by tools used in this study. Several possible reasons for this finding are suggested. Mean scores for different subgroups of employees provide some support for the hypothesis that morale is related to the amount of information given to employees rather than to the amount retained by them.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01212.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01213.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryThisarticle is a report of the eighth in a series of studies designed to discover some of the variables related to organizational effectiveness (1, 2, 3, 4, 5, 7, 8)2. Questionnaires containing groups of relatively homogeneous items hypothesized to have some relation to organizational effectiveness have been administered to individuals within subunits of various organizations. These variables have been analyzed against ratings of effectiveness and several types of objective criteria to determine if individuals in the “better” subunits respond to the items differently from those in the “less effective” subunits.In this study, questionnaires were administered to 213 workers, 244 supervisors, and 29 foremen at the Lockheed Aircraft Corporation, California Division, Burbank, California. Two previous articles have described the results from the worker and supervisor survey (4, 5). The present report is concerned with the foremen, each of whom headed one of the 29 departments surveyed. Four criterion measures pertinent to the effectiveness of these departments were obtained: two quality control indices, a measure of quantity of production based upon per cent realization of engineered time standards, and a rating by a staff executive of over‐all department effectiveness. Responses to the questionnaire dimensions were correlated, by means of the epsilonctechnique, with each of the four criterion measures.Results from the analysis of foremen questionnaires against the criteria are summarized below:1. Only two significant correlations occurred with the two quality control criteria. Since this is about the number of significant correlations one would expect from chance alone, no great weight is placed upon their occurrence.2. Six significant correlations were obtained between the dimensions and the production criterion: Adequate Authority, Attitude Toward Paper Work, Backing Up Decisions, Job Security Consciousness, Non‐Hypercritical Attitude Toward Subordinates, and Urgency.3. With the rating criterion, the only significant dimension was Feeling About

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01214.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01215.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01216.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

Book Reviewed in This Article:Seashore, StanleyE.Group Cohesiveness in the Industrial Work Group.Chalmers, W. Ellison,et al.Labor Management Relations in Illini City. I. The Case Studies.Kornhauser, Arthur, Dubin, Robert,andRoss, ArthurM. (Eds.)Industrial Conflict.Heron, AlexanderR.Reasonable Goals in Industrial Relations.Argyris, Chris.Organization of a Bank: A Study of the Nature of Organization and the Fusion Process.Bellows, RogerM.Psychology of Personnel in Business and Industry.Finlay, W. W., Sartain, A. Q.,andTate, W. M.Human Behavior in Industry.Donahue, Wilma. (Compiler)Education for Later Maturity: A Handbook.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01217.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY