摘要:

This article reviews recent changes in evidentiary standards in employment discrimination litigation as they relate to disparate impact theory. Precedents established inWatsonv.Fort Worth BankandWards Cove Packing Co.v.Atonio, altering the employee's and the employer's responsibilities in discrimination cases are analyzed. In reaction to these and other Supreme Court rulings, Congress introduced a civil rights bill which was eventually signed into law after numerous compromises. The debate surrounding the development of the 1991 Civil Rights Act and the legislation itself are reviewed. With respect to disparate impact, the Act addresses the criteria for establishinga prima faciecase (causation), burden of proof standards, and a definition of business necessity. However, a close reading of the Act and a review of recent disparate impact cases suggest the causation and business necessity issues are not fully resolved. Potential implications for managing personnel decision systems in this new environment are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00873.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta‐analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu‐dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single‐ versus multi‐item scales, the 9‐ versus 15‐item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal c

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00874.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This study examined the construct validity of personality scales, a personality‐based integrity test, and homogenous biodata scales as reflected in their ability to discriminate white collar criminals from other white collar employees. The sample included 365 prison inmates incarcerated in 23 federal correctional institutions for white collar offenses, and 344 individuals employed in upper‐level positions of authority. A cross‐validated linear discriminant function (DF) based on 16 variables selected in the developmental sample produced a large difference (1.83 standard deviation units) between the two sample groups. The pattern of score differences revealed the offenders as having greater tendencies toward irresponsibility, lack of dependability, and disregard of rules and social norms. This study indicates that there are large and measurable psychological differences between white collar offenders and nonoffenders, and that the major construct underlying these differences is “social conscientiousness.” The best measure of this difference was a personality‐based int

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00875.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This study tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables. Using two samples, 339 registered nurses and 234 insurance company employees, three measures of job search were distinguished: preparatory job search behavior, active job search behavior, and general effort job search. Active job search behavior had a stronger relationship to voluntary turnover than preparatory job search behavior or general effort job search, and it accounted for significant additional turnover variance beyond work attitude and withdrawal cognition variables. Stronger results were found when unavoidable leavers were deleted from the turnover subsample.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00876.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

The present study investigated the validity of the dimensions of the Pay Satisfaction Questionnaire (PSQ), in particular the degree to which the dimensions of the PSQ were differentially predicted by a number of antecedents. A series of tests supported dimensionality of the PSQ. Perhaps more importantly, a theoretical model was hypothesized and tested which was based on the assumption that different variables predict each of the four dimensions of pay satisfaction. Data was collected from a heterogeneous sample of sales, managerial, professional‐technical, and nonexempt employees from a large multidivision corporation. A series of analyses indicated that the items from the PSQ loaded on their hypothesized dimensions, and the dimensions were empirically distinct. Furthermore, the dimensions were differentially predicted by a series of antecedents. This differential prediction evidence supports the validity of the dimensions of the PSQ in a more rigorous and comprehensive manner than has been produced by past researc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00877.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Although self‐ratings of performance are usually higher than ratings obtained from supervisors, Farh, Dobbins, and Cheng (1991) found that Taiwanese workers exhibited modesty bias (i.e., self‐ratings that were lower than supervisory ratings). They explained their findings in terms of broad cultural differences between Taiwanese and Western workers. To test this cultural relativity hypothesis, we replicated their study using data from several organizations in mainland China. As is typically found in Western research, Chinese workers showed leniency in self‐ratings (i.e., self‐ratings that were higher than supervisor or peer ratings), which suggests that broad cultural factors do not explain the modesty bias reported by Far

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00878.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book Review in This Article:JACKSON, SUSAN E. and Associates. Diversity in the Workplace: Human Resources Initiatives.CRANNY, C.J., SMITH, PATRICIA CAIN, and STONE, EUGENE F. Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance.CONGER, JAY A. Learning to Lead: The Art of Transforming Managers into Leaders.WEITZUL, JAMES B. Evaluating Interpersonal Skills in the Job Interview: A Guide for Human Resource Professionals.GEISINGER, KURT (Ed.). Psychological Testing of Hispanics.SULLIVAN, JEREMIAH J. Invasion of the Salarymen: The Japanese Business Presence in America.TRACEY, WILLIAM R. Designing Training and Development Systems (3rd ed.).SACKMANN, SONJA A. Cultural Knowledge in Organizations: Exploring the Collective Mind.VAN VELSOR, ELLEN and LESLIE, JEAN BRITTAIN. Feedback to Managers. Vol. I: A Guide for Evaluating Multi‐Rater Feedback Instruments.BRYMAN, ALAN. Charisma and Leadership in Organizations. Newbury Park, CA: Sage Publications, 1992. Pp.x + 198. $49.95 cloth, $17.95 paperWARME, BARBARA D., LUNDY, KATHERINA L. P., and LUNDY, LARRY A. (Eds.). Working Part‐Time: Risks and Opportunities.ROBERSON, CLIFF. Hire Right/Fire Right: A Manager's Guide to Employment Practices that Avoid Lawsuits.ASHERMAN, IRA G. and ASHERMAN, SANDRA VANCE (Eds.). The Sales Management Sourcebook.PESTONJEE, D. M. Stress and Coping: The Indian Experience.PORTER, LYMAN W. and ROSENZWEIG, MARK R. (Eds.). Annual Review of Psychology, Vol. 44,1

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00879.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00880.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY