摘要:

Two approaches to objective biodata, designed to achieve the interpretability and stability of rational approaches, yet minimize socially desirable responding, were explored. The first was a quasi‐rational attempt to derive biodata analogs to an existing temperament measure, and then use them as rational scales. The second was a theory‐based variant of criterion‐referenced keying, termed rainforest empiricism. Both were utilized with two consecutive classes of U.S. Military Academy cadets (n= 2,565) to predict leadership performance over four rating periods. The biodata analogs to the temperament measure added incremental validity over the Academy's current admissions package and had significantly smaller correlations with a social desirability scale than their equivalent temperament scales. Scales developed with the rainforest approach had higher incremental validities and lower social desirability. Both methods demonstrated satisfactory stability upon cross‐validation, and provided complementary interpretability. Advantages to each approach, and the implications for their use, are di

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01566.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

An index of Socially Desirable Responding (SDR) was developed to measure the extent of impression management exhibited in applicant and incumbent samples when responding to a biodata form. The sample consisted of 2,262 incumbent sales representatives and 2,726 applicants for sales positions. Greater applicant versus incumbent SDR was observed, but differences varied across a priori item content areas. Impression management was minimal in item categories such as Previous Work Experience and Economic Motivation, but it was more prevalent in categories such as Work Style and Preferences and Self‐Evaluations of Prior Sales Success. Using a smaller sample of 810 incumbents and 555 applicants, largely equated for experience, an item‐keyed biodata inventory was developed for selection. When regression procedures were used to develop final keys, no comparable items existed across the keys from the two samples. SDR was more highly related to the applicant key than to the incumbent key. Results for option‐keyed instruments developed and validated on the same samples were compared with the results associated with the item‐keyed instruments, and the conclusions were similar. Implications for the development of biodata forms for selection are di

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01567.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

We studied the effects of faking biodata test items by randomly warning 214 of 429 applicants for a nurse's assistant position against faking. While the warning mitigated the propensity to fake, the specific warning effects depended on item transparency. For transparent items, warning reduced the extremeness of item means and increased item variances. For nontransparent items, warning did not have an effect on item means and reduced item variances. These faking effects were best predicted when transparency was operationalized in terms of item‐specific job desirability in addition to the item‐general social desirability. We also demonstrated a psychometric principle: The effect of warning on means at the item level is preserved in scales constructed from those items, but the effect on variances at the item level is masked at the scale level. These results raise new questions regarding the attenuating effects of faking on validity, and regarding the benefit of warning applicants against fak

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01568.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Others have demonstrated that traditional applications of the Brogden‐Cronbach‐Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw&Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strategic context faced by managerial decision makers. We modify the traditional BCG model to yield an estimate of total utility derived from human resources (Utotal) that can be directly compared to firms' strategic need at a particular point in time (Utarget)‐Further, we demonstrate that, while strategic need is rarely constant over time, the capacity of a selection system to meet that need is also likely to change asrxyandSDychange over time. Re‐examination of what is important to strategic human resource decision makers (selection utility vs. total utility and strategic need) and changing selection system contributions over time yields a more realistic view of how firms benefit from personnel se

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01569.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

In a longitudinal field experiment, applicants for a correctional officer position were randomly assigned to two groups. One group was exposed to a videotaped realistic job preview designed to lower expectations, the second group was not exposed to the preview. Participants also completed attitudinal and descriptive survey measures at three points in time. Among the qualified applicants who were offered employment (n =1,117), 358 accepted positions as correctional officers. The preview resulted in a lower rate of job acceptance among applicants with previous exposure to the job and a higher rate of acceptance among applicants with no previous job exposure (p.05) during a probationary employment period, and significantly higher (p<.05) after the probationary period. Results of the survey measures suggested that persons may have interpreted the realistic information differently depending upon their prior exposure to the job.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01570.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Five common themes were derived from the literature on effective work groups, and then characteristics representing the themes were related to effectivness criteria. Themes included job design, interdependence, composition, context, and process. They contained 19 group characteristics which were assessed by employees and managers. Effectiveness criteria included productivity, employee satisfaction, and manager judgments. Data were collected from 391 employees, 70 managers, and archival records for 80 work groups in a financial organization. Results showed that all three effectiveness criteria were predicted by the characteristics, and nearly all characteristics predicted some of the effectiveness criteria. The job design and process themes were slightly more predictive than the interdependence, composition, and context themes. Implications for designing effective work groups were discussed, and a 54‐item measure of the 19 characteristics was presented for future researc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01571.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book review in this Article:MITCHELL, GARRY. The Trainer's Handbook: The AMA Guide to Effective Training (2nd ed.).PHILLIPS, JACK J. Handbook of Training Evaluation and Measurement Methods (2nd ed.).FLEISHMAN, EDWIN A. and REILLY, MAUREEN E. Handbook of Human Abilities: Definitions, Measurements and Job Task Requirements.ENGLAND, PAULA. Comparable Worth: Theories and Evidence.BASSMAN, EMILY S. Abuse in the Workplace: Management Remedies and Bottom Line Impact.KELLEY, KATHRYN (Ed.). Issues, Theory, and Research in Industrial/Organizational Psychology.DENTON, D. KEITH. Recruitment, Retention, and Employee Relations:MURPHY, KEVIN R. Honesty in the Workplace.MASI, DALE A. (Ed.). The AMA Handbook for Developing Employee Assistance and Counseling Programs.LAWLER, EDWARD E., III, MOHRMAN, SUSAN ALBERS, and LEDFORD, GERALD E., JR. Employee Involvement and Total Quality Management:FISHER, KIMBALL. Leading Self‐Directed Work Teams: A Guide to Developing New Team Leadership Skills.LOSEBY, PAUL H. Employment Security: Balancing Human and Economic Considerations.KOZMINSKI, ANDRZEJ and CUSHMAN, DONALD P. (Eds.). Organizational Communication and Management: A Global Perspective.VAN GUNDY, ARTHUR B. Idea Power: Techniques and Resources to Unleash the Creativity in Your Organization.WEXLEY, KENNETH N. and SILVERMAN, STANLEY B. Working Scared: Achieving Success in Trying Times.ALVESSON, MATS and WILLMOTT, HUGH (Eds.). Critical Management Studies.HEISKANEN, HEIKKI and SWANSON, G.A. Management Observation and Communication Theor

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb01572.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY