摘要:

Current research developments in several areas of personnel selection methodology are reviewed. The areas reviewed represent attempts to develop alternatives to traditional paper‐and‐pencil methods of test development. These areas include computer‐interactive tests in the employment situation, new ways of using life‐history information, the use of physical tests in selecting individuals for physically demanding jobs, and the development of job‐related medical standards for job a

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00647.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

This paper argues that a construct‐oriented approach to test validation is likely to enhance scientific understanding of our predictor measures, performance criteria, and links between them. In particular, examining relationships between relatively homogeneous predictors and criteria tapping specific performance areas operationalizes earlier conceptual statements made by Guion and Dunnette about test validation for scientific understanding. Two demonstrations are offered to show how measures of predictor constructs have predictably different patterns of correlations with different criteria. In a study of Navy recruiters (N= 267), individual personality scales had significantly different relationships with three different rating criteria; in a second study, with Army enlisted soldiers (N= 8, 642), cognitive ability and personality construct measures also showed predictable patterns of correlations, with rating criteria measuring three different performance areas. The paper discusses scientific and practical implications of this construct‐oriented approach to test validat

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00648.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

Drug testing is increasingly used in the screening of applicants for employment. Despite the growth of drug testing, there is little research that examines the value of pre‐employment drug‐use information in the prediction of post‐employment suitability. This research, which was based on a sample of 10,188 young adults, examined the criterion‐related validity of pre‐employment drug‐use information. For all drugs examined, the greater the frequency of use and the earlier the age at which the drug was first used, the greater the probability of a person being classified as unsuitable after hire. However, the operational validity of each drug variable was influenced by the base rate of drug use. The low base rates for some drugs make their operational validity of limited value. The operational validity of the marijuana frequency‐of‐use measure (.07) was approximately equal to that of less frequently used drugs (e.g., stimulants and depressants). No strong moderators of the validity of a drug‐composite m

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00649.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

A survey was systematically developed to assess issues related to management training and education, and it was sent to 1,000 randomly selected U.S. companies with at least 1,000 employees. Based on a 61% response rate, findings were obtained regarding issues such as needs assessment, management training and development approaches, reasons for selecting particular programs, characteristics of participants, how decisions are made regarding who will participate, preparation and follow‐up of participants, evaluation of management training programs, future management training trends, and needed training content. Significant findings by company size and industry type also are reporte

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00650.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

A study was conducted with 104 hospital employees to assess the relationship between pay‐for‐performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi‐item measure of pay‐for‐performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay‐for‐performance perceptions and pay‐raise satisfaction, pay‐level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfact

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00651.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

Recent studies have attempted to reduce the cost and intrusiveness of the Position Analysis Questionnaire (PAQ) by limiting the amount of information provided to the analyst, with consistently negative results. We examined an alternative technique for improving the cost‐effectiveness of the PAQ that avoids the need to rate the hundreds of items that constitute the instrument. Three groups of raters (professional job analysts, graduate students in industrial psychology who were familiar with the PAQ, and PAQ‐unfamiliar undergraduates) made direct holistic ratings of the PAQ dimensions for four familiar jobs. The holistic ratings were compared with decomposed PAQ dimension profiles obtained from the item‐level ratings of the professional analysts. Cronbach accuracy analyses indicated near‐zero convergence between the holistic and decomposed dimension ratings, even for the professional PAQ job analysts. We conclude that holistic rating of dimensions is not an effective means of reducing the cost of a PAQ job analyses and that it is likely to be similarly ineffective with task‐ or ability‐based

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00652.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

Recently, the issue of range enhancement effects on correlations has been raised as a potential criticism of correction for range restriction in validity generalization. While adding to or deleting from a sample can affect both the variance and correlation in the sample, increases or decreases in individual differences in an intact sample resulting from such factors as history, maturation, training, and experience will not necessarily affect correlations. If such changes in individual differences do occur in concurrent validation studies, the most likely result will be an underestimate of the unrestricted validity.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00653.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

Research has consistently identified poor interrater agreement among multiple assessments of managerial performance. Three alternative sources of dissensus in the effectiveness ratings were examined: rating errors, selective perceptions, and variations in criteria type or weight. As the available empirical evidence and theoretical analysis show, all three causes provide plausible reasons—though in varying degrees—for the low agreement coefficient. However, an empirical study designed to test three specific hypotheses on criterion type and criterion weights found consensus in the effectiveness models of superiors, subordinates, and peers. Consensus among different raters was high on both the role behaviors and on the personal traits of the managers as criteria for effectiveness. While these findings supported Biddle's role theory (1979), disagreement on the relative weights of these criteria was evident. These observations underscore the need for further conceptualization on the preference functions of raters as a primary source of the low convergent validity coefficients among multiple raters. Further research is also desirable on contextual and cognitive factors that may lead to shifts in criterion type and criterion weight, as well as on actual rating error tendencies among different rat

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00654.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY

摘要:

Book Reviewed in this article:HAWTHORNE, ELIZABETH M. Evaluating Employee Training Programs: A Re‐ search‐Based Guide for Human Resources ManagersNALBANTIAN, HAIG R. (Ed.). Incentives, Cooperation, and Risk Sharing: Eco‐ nomic and Psychological Perspectives on Employment ContractsBARD, RAY, BELL, CHIP, STEPHEN, LESLIE and WEBSTER, LINDA. The Trainer's Professional Development HandbookREDDY, W. BRENDAN and HENDERSON, CLENARD C. (CHIP) JR. (Eds.). Train‐ ing Theory and PracticeTUNG, ROSALIE L. The New Expatriates: Managing Human Resources AbroadKOTER, JOHN P. The Leadership FactorKOUZES, JAMES M. and POSNER, BARRY 2. The Leadership Challenge: How to Get Extraordinary Things Done in OrganizationsHUNT, JAMES GERALD, BALJGA, B. RAJARAM, DACHLER, H. PETER and SCHRIESHEIM, CHESTER A. (Eds.). Emerging Leadership VistasCHALOFSKY, NEAL E. and REINHART, CARLENE. Effecrive Human Resource Development: How to Build a Strong and Responsive HRD FunctionROTHMAN, ROBERT A. Working: Sociological PerspectivesOBORNE, DAVID J. Ergonomics at Work (2nd ed.)HIRSH, HANNAH ROTHSTEIN (Ed.). Megatrends in Indusfriaii Organizational Psychology (A special issue of Journal of Business and Psychology, Vol. 2, No. 1)HA'TEN, KENNETH J. and HATTEN, MARY LOUISE. Eflective Strategic Man‐ agement: Analysis and ActionLUTHANS, FRED, HODGETTS, RICHARD M. and ROSENKRANTZ, STUART A. Real ManagersROWE, ALAN J. and MASON, RICHARD 0. Managing with Style: A Guide to Understanding, Assessing, and Improving Decision MakingJOHNS, GARY. Organizational Behavior: Understanding Life at Work (2nd ed.)ORGAN, DENNIS W. Organizational Citizenship Behavior: The Good Soldier Syn. dromeREITZ, H. JOSEPH. Behavior in Organizations (3rd ed.)KOSSEN, STAN. The Human Side of Organizations (4th ed.)ROBINERE, HILLARY M. Burnout in Blue: Managing the Police Marginal Per‐ formerIVANCEVICH, JOHN M. and GANSTER, DANIEL D. (Eds.) Job Stress: From Theory to SuggestionDAVIDSON, MARILYN J. and COOPER, CARY L. (Eds.). Women and Information TechnologyWERWIE, DORIS M. Sex and Pay in the Federal Government: (Jsing Job Evalimtion Systems to Implement Comparable WorthSIITERLY, CONNIE and DUKE, BETH WHITLEY. A Woman's Place: ManagementTOULSON, NORMAN. Preparing Staff fo

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1988.tb00655.x

出版商:Blackwell Publishing Ltd    

年代:1988

数据来源: WILEY