摘要:

Though an important and widespread industrial relations concept, seniority has been a neglected subject of study by behavioral scientists. The purpose of this paper is to emphasize the importance of the topic by reviewing seniority's legal status in the management of human resources. Further, while there is little research on seniority per se, conjecture and empirical study on the concept's salient behavioral dimensions, viz., tenure and reward, were reviewed. Suggestions were offered for the methodological and theoretical aspects of future research on seniority.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02196.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02197.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Twenty‐four first‐line supervisors were randomly assigned to two behavior modeling workshops. The training was designed to improve the supervisors' skills in coaching and handling employee complaints. One workshop included both formalized symbolic coding and symbolic rehearsal processes (experimental group) and one did not (control group). Trainee reaction to the training did not differ between groups; however, generalization of observational learning to a novel context was significantly better in the experimental group. The results of this field study replicated Decker's (1980) laboratory results showing the efficacy of formalized retention processes over any retention processes performed by trainees spontaneously. The implications of this line of research are discussed as well as future research ne

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02198.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

This article describes and illustrates the adaptation of the linear‐regression‐based decision‐theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02199.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The need for reliable and valid measures of personality and motivational factors in the prediction of success in military training was discussed. The personnel classification system currently used by the Israeli Army was briefly described. The personality factors used in that system are measured by an interview, which is individually administered to each enlisted man. The goal of the present study was to replace this interview by an objective group questionnaire, with the hope of saving time, manpower and effort without any loss to predictive validity. The criterion for validation of the system was the performance of the soldiers in elementary training. This performance was assessed by commanding officers and by peers. The results showed that the questionnaire is eventually equivalent to the interview as a predictor of performance in military training. It was concluded that the questionnaire should be preferred for economical reasons.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02200.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Several studies have found an inverted U‐shaped relationship between stress and performance levels for individuals. The present study determined whether such a relationship exists between stress and the perceived effectiveness of formal organization groups. Analysis of data from four firms provided no support for the existence of such a relationship. Instead, a negative relationship between stress and perceived organizational effectiveness was found. The results suggest that the type of stress moderates the stress and effectiveness relationship. Dysfunctional stress was the dominant type of stress in all four firms. Further, the level of dysfunctional stress provided a better explanation of variations in effectiveness levels than total stress level

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02201.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The purpose of this research is to test the importance of temporal trends within absenteeism data for males and females. The data support previous findings of higher absenteeism rates for women when compared to men. The data also indicate the importance of temporal trends as suggested by Dansereau, Alutto, and Markham (1978). Conclusions are drawn concerning the use of absence rates as dependent variables.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02202.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

TheUniform Guidelines for Employee Selection Procedureshave served to create an urgent need for efficient validation methods that can be generalized to a class of occupations. The one method currently authorized for such a purpose by theGuidelinesis synthetic validation. (TheGuidelineserroneously describe the synthetic validity paradigm as construct validity.) Approaches to synthetic validity employed by Lawshe, Guion, McCormick, and Primoff are described. Their extent of conformance to theGuidelinesvalidation requirements is noted. Primoff'sJ‐Coefficient approach is recommended for two reasons; it meets theGuidelinesrequirements and under certain circumstances it permits the test user to estimate the traditional validity coefficient. An illustrated example of Primoff's method is presente

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02203.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

A government agency wished to define effective supervisory behavior. Fifty‐seven government employees participated in the job analysis. The employees were randomly assigned to one of three goal setting conditions, namely, self‐set, participatively set, and assigned goals. The task required each individual to brainstorm individually job behaviors that he or she had seen make the difference between effective and ineffective job behavior as a supervisor. Goals were set in terms of the number of behaviors to be listed within 20 minutes. There was no significant difference in goal difficulty between those with participatively set goals and those with self‐set goals. Goal difficulty was held constant between the participative and assigned goal conditions by imposing a goal agreed upon by an employee in the participative condition upon an employee in the assigned condition. There was no significant difference among the three goal setting conditions regarding goal acceptance or actual performance. This was true regardless of employee age, education, position level, years as a supervisor, or time employed in the public sector. The correlation between goal difficulty and performance was .62, .69, and .74, respectively, in the participative, self‐set, and assigned goal con

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02204.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Book reviewed in this article:Nystrom, PaulC.andStarbuck, WilliamH. (Editors) Handbook of Organizational Design. Volume 2: Remodeling Organizations and Their Environments.Nystrom, PaulC.andStarbuck, WilliamH. (Editors) Handbook of Organizational Design. Volume 2: Remodeling Organizations and Their Environments.Bate, Paul andMangham, Iain. Exploring Participation.Ouchi, William. Theory Z: How American Business Can Meet the Japanese Challenge.Sashkin, Marshall. Assessing Performance Appraisal.Macdonald, CharlesR. MBO Can Work: How to Manage by Contract.Olson, RichardF. Performance Appraisal: A Guide to Greater Productivity.Ross, JoelE. Productivity, People, and Profits.Wexley, KennethN.andLatham, GaryP. Developing and Training Human Resources in Organizations.Tracey, WilliamR. Human Resources Development Standards: A Self‐Evaluation Manual for HRD Managers and Specialists.Pareek, Udai andRao, T. Venkateswara. Designing and Managing Human Resource Systems.Megginson, LeonC. Personnel Management: A Human Resources Approach. (Fourth Edition)Jones, JohnE.andPfeiffer, J. William. (Editors)The 1981 Annual Handbook for Group Facilitators.Brown, LindaKeller. The Woman Manager in the United States: A Research Analysis and Bibliography.Treiman, DonaldJ.andHartman, HeidiI. (Editors) Women, Work, and Wages: Equal Pay for Jobs of Equal Value.Fernandez, JohnP. Racism and Sexism in Corporate Life: Changing Values in American Business.Anderson, HowardJ. Major Employment‐Law Principles Established by the EEOC, the OFCCP, and the Courts (December 1960‐December 1980).Rosenbaum, BernardL. HOW to Motivate Today's Workers: Motivational Models for Managers and Supervisors.Bennett, Roger. Managing Personnel and Performance: An Alternative Approach.DeMontmollin, Maurice. Le Taylorisme a Visage Humain.Meltzer, H.andNord, WalterR. (Editors) Making Organizations Humane and Productive: A Handbook for Practitioners.Bridge, John. Economics in Personnel Management. London, England: Institute of Personnel Management, 1981.Parnes, HerbertS. (Editor) Work and Retirement: A Longitudinal Study of Men.Coulson, Robert. The Termination Handbook.Taylor, LyndaKing. Not for Bread Alone: An Appreciation of Job Enrichment. (Third Edition).Margerison, Charles. How to Assess Your Managerial Style.Hoffman, W. Michael andWyly, ThomasJ. (Editors) The Work Ethic in Business: Proceedings of the Third National Conference on Business Ethics.Zand, DaleE. Information, Organization, and Power: Effective Management in the Knowledge Society.Huchingson, R. Dale. New Horizons for Human Factors in Design.Sisk, HenryL.andWilliams, J. Clifton. Management and Organization. (Fourth Edition)Steers, RichardM. Introduction to Organizational Beh

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02205.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY