摘要:

The first phase of this research effort describes an effort to directly measure the attitudes and opinions of employment test takers toward the tests they just took; the instrument is called the Test Attitude Survey (TAS). Nine factors were developed which reflect test takers' expressed effort and motivation on the test, the degree of concentration, perceived test ease, and the like. Several studies were conducted showing that TAS factors were significantly sensitive to differences in test types and administration permitting the inference that the TAS possessed construct validity. The second phase of this study tested several propositions and hypotheses. In one study, it is shown that the applicants report significantly higher effort and motivation on the employment tests compared to incumbents, even when ability is held constant. A second study showed that a small but significant relationship exists between TAS factor scores, test performances, and the person factors. Moreover, some of the racial differences on test performances can be accounted for via the TAS factor scores; it is observed that after holding these TAS factors constant, racial differences on the employment tests scores diminished. In a third study, very limited evidence was found for the incremental and moderating effects of these attitudes, but there were several limitations to the study associated with small sample sizes, unknown reliabilities in the criterion scales, and so forth. Discussion focussed on the potential practical applications of the TAS instrument and factor scores. It is suggested that further research could have some utility in this domain.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00679.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The concept of dynamic criteria has been the subject of a recent debate regarding both the definition and prevalence of the phenomenon (Austin, Humphreys,&Hulin, 1989; Barrett&Alexander, 1989; Barrett, Caldwell,&Alexander, 1985). The present paper questions the adequacy of the conceptual framework underlying the debate and provides data supporting a refined concept of dynamic criteria. The incidence and possible causes of change in relative performance were investigated using weekly performance data from 509 sewing machine operators. Analyses were conducted to determine the degree of performance consistency, potential moderators of consistency, and the stability of predictor‐criteria relationships using multiple predictors and criteria. Results revealed a steady decline in performance stability coefficients as the interval between measures increased. This decay was evident regardless of employees' prior job experience, cognitive ability, or psychomotor ability. Analyses of predictive validity coefficients revealed temporal changes in validity for both objective and subjective criteria, but not in the expected direction. The validity of cognitive ability increased, the validity of psychomotor ability was stable, and that of prior job experience decreased over time. Implications for theory and research are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00680.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Many interviewers must handle the competing demands of assessment and recruitment when conducting interviews. Both interviewers and applicants in a college placement setting provided their perceptions of each other and the interview process. The present study explored possible mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their postinterview impressions of the same applicants, as well as the effects on recruiting success. Consistent with a process model of the interview (Dipboye, 1982), preinterview impressions were positively related to postinterview impressions. Several other predictions were not supported, however, and suggestions are made for modifications in the process model and directions for future research.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00681.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This research examines employee background variables moderating problems with child care arrangements and variance in work‐related attitudes and behaviors. Gender, household employment configuration, dependents' care profile, managerial status, and use of familial care arrangements help explain variance in child care problems, attitudes toward managing work and child care responsibilities, and the absence behavior of working parents in a public utility. The relationship between employee backgrounds and preferences for child care assistance is also examined. The study demonstrates that employees' child care needs are diverse, multi‐faceted, and changing. It is suggested that organizations consider developing several packages of child care assistance policies that can be responsive to changes in the mix of employees' assistance needs and their work forces' demographics over t

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00682.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00683.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

A multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department. Data were collected as part of a managerial training needs analysis conducted at a large gold and silver mining organization. Participants included 140 incumbent managers and their immediate supervisors, who were embedded in 140 incumbent/supervisor dyads, 39 managerial work groups, and eight departments of the organization. Results from Within and Between Analysis (WABA) suggested that (a) incumbent ratings of both performance and skill importance were characterized by individual differences, (b) supervisory ratings of both performance and skill importance were primarily characterized by between‐groups (supervisors) differences, (c) matched incumbent‐supervisory performance ratings displayed individual differences, and (d) matched incumbent‐supervisory importance ratings displayed dyadic agreement (i.e., between‐dyads differences). Practical implications of these results for interpreting these and other types of personnel‐related data are

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00684.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The in‐basket test is a frequently used assessment tool for predicting job performance and, to a lesser extent, as a technique for research and development in various human resource applications. While the in‐basket test has obvious attractive features for application in the business setting, there is a great degree of uniqueness in each application and relatively little research focusing on critical issues involved in construction or evaluation. In this paper, the literature focusing on the psychometric properties of in‐basket measures of performance are reviewed and evaluated. The compiled evidence provides only modest support of the usefulness of the in‐basket test as a measureme

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00685.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Book Review in This Article:GOLDSTEIN, IRWIN L. and Associates. Training and Development in Organizations.YORKS, LYLE and WHITSETT, DAVID A. Scenarios of Change: Advocacy and the Diffusion of Job Redesign in Organizations.SPELLER, JEFFREY LYNN. Executives in Crisis: Recognizing and Managing the Alcoholic, Drug‐Addicted, or Mentally III Executive.EHRENBERG, RONALD G. (Ed.). Do Compensation Policies Matter?LONDON, MANUEL. Managing the Training Enterprise: High Quality, Cost‐Effective Employee Training in Organizations.CONOLEY, JANE CLOSE and KRAMER, JACK J. (Eds.). The Tenth Mental Measurements Yearbook.CARNEVALE, ANTHONY P., GAINER, LEILA J. and VILLET, JANICE. Training in America: The Organization and Strategic Role of Training.HARMON, ROY L. and PETERSON, LEROY D. Reinventing the Factory: Productivity Breakthroughs in Manufacturing Today.DONALD D. DAVISAssociate Professor of Psychology Director, Graduate Program in Industrial and Organizational PsychologyPASCARELLA, PERRY and FROHMAN, MARK A.The Purpose‐Driven Organization:CONGER, JAY A. The Charismatic Leader: Behind the Mystique of Exceptional Leadership.WILLBORN, STEVEN L.A Secretary and a Cook: Challenging Women's Wages in the Courts of the United States and Great Britain.QUICK, THOMAS L. Unconventional Wisdom: Irreverent Solutions for Tough Problems at Work.SMART, BRADFORD D. The Smart Interviewer: Tools and Techniques for Hiring the Best.MARTIN, WILLIAM T Problem Employees and Their Personalities: A Guide to Behaviors, Dynamics, and Intervention Strategies for Personnel Specialists.VARNEY, GLENN H. Building Productive Teams: An Action Guide and Resource Book.OSIGWEH, CHIMEZIE A.B., YG. (Ed.). Managing Employee Rights and Responsibil

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb00686.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY