摘要:

As an alternative approach to setting affirmative action hiring targets, preferences for non‐management jobs were explored using a research technique known as conjoint measurement or trade‐off analysis. A general population sample and an applicant sample were surveyed in two cities. Results showed sharp differences in job preferences between men and women. It was also found that women were less interested in non‐traditional telephone work than men—probably because the jobs that are non‐traditional for women were outdoors, dirty, and had a higher chance of injury. The research technique also permitted the identification of the demographic characteristics of those people who are interested in non‐tradi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00454.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

The retranslation method for rating scale development was used to develop a scale to evaluate an educational television series designed to teach basal reading skills. This extension of the method, outside the context of job performance rating, was evaluated using both developmental and actual field use data. The results during the developmental stage of the method are generally supportive of the use of the technique in this situation; the results from the field test yielded mixed support.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00455.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Career planning programs require participant effort to influence career progress. This study investigated the relationship of beliefs in internal vs. external locus of control of behavior (I/E) and self‐reported activity four months after a one‐day career planning workshop. Internally oriented secretaries took more actions to explore potential career goals and to identify means of attaining these goals. In addition, respondents to the follow‐up questionnaire were more internally oriented than non‐respondents. Implications for administration of career planning programs are

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00456.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

The training literature (1967‐1976) was searched for reports of scientific evaluations of behavior modification and behavior modeling used in industrial training. No reported scientific evaluations of behavior modification were found. Four reports (1976) of scientific evaluation of behavior modeling used in training managers were found. The research designs used in these studies were analyzed for possible threats to internal validity. Enough threats to internal validity were discovered in the designs used to question the reported results of behavior modeling training of manager

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00457.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Evidence has suggested the usefulness of viewing job satisfaction as composed ofcontentandcontextaspects. Armstrong attempted to develop intuitive‐theoretical scales measuring content and context satisfaction but the scales lacked discriminant validity. The present study attempted the development of content and context scales based on Schletzer's overall job satisfaction instrument. After the criteria of internal consistency and discriminant validity were applied in refining scales, it was found that the inter‐correlation between content and context scales after correction for attenuation was 0.06 and 0.05 for two separate samples of professional workers. It was concluded that the data provided some support for the content‐context dichotomy. Application of the new scales and the general method for developing scales in industrial and organizational psychology are consi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00458.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Students' impressions of campus recruiters influence students decisions on eventual job choice. In this study, the authors attempted to assess the effects of three variables—recruiter's age, recruiter's title, and recruiter's presentation—on students' impressions. A three factor factorial analysis of variance with three separate post hoc tests indicated that recruiter title and recruiter age significantly influenced impressions, while nonfluent presentation may have had a selective influence on impressi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00459.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

The purpose of this paper is to describe and analyze a unique and innovative appraisal and development system. The Performance Management System (PMS) is the formal vehicle used by Corning Glass Works managers to measure and improve the performance and potential for advancement of approximately 3,000 managerial and professional employees. The current design of PMS is the result of several years of research and development work by staff psychologists and personnel specialists at Corning along with applied psychological research conducted in other organizations. PMS is distinguished from most appraisal systems by the following characteristics: (1) Its emphasis on both psychometric accuracy and practical utility; (2) Its emphasis on development as opposed to evaluation; (3) Its use of ipsative measurement; (4) Its integration of results with behavior centered appraisal. This paper is comprised of an introduction, reports on the initial research, the design and introduction, the evaluation and revision of PMS, and an overall summary. The strategies, results, and problems encountered at each phase of PMS development will be described and analyzed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00460.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

This study was designed to test the hypothesis that observed sex differences in job satisfaction are due not to the influence of sex per se, but rather to the effects of several variables which covary with sex. Biographical and job satisfaction (Job Descriptive Index) data were obtained from 154 male and 326 female state government employees. Significant observed differences (male greater than female) in satisfactions with promotions and work “washed out” when the effects of age, education, tenure in organization, tenure in present position, and four cross‐product variables were held constant through analysis of covariance. However, a nonsignificant observed difference (female greater than male) in satisfaction with pay was greatly magnified (to significance) through analysis of covariance. The hypothesis received only partial support, since a significant difference in overall job satisfaction remained after the effects of the covariate variables were partialled out. Alternative explanations for the reversal in the direction of the difference in overall job satisfaction are disc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00461.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Three characteristics of demographic questionnaire items were manipulated on a job satisfaction survey administered to 888 faculty members in order to assess effects on survey return rate and response bias. Demographic factors analyzed were Amount (number of demographic items), Format (questionnaires with all categorical answers versus those with a combination of categorical and continuous answers), and Location (demographic items placed before versus being placed after attitudinal items). Analysis of the 461 questionnaires which were returned revealed significant results for the Format rnanipulation, in that responses indicating higher satisfaction were obtained when the survey instrument contained questions which required both categorical and continuous answers rather than only questions requiring categorical responses. Also, this format‐induced response bias occurred more frequently among sensitive than nonsensitive job satisfaction items. Implications of the results for questionnaire design are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00462.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

This research examines (a) the relative importance of each of three role variables—role conflict, ambiguity, and overload—as sources of stress and dissatisfaction among managerial‐level personnel, and (b) the moderating effects of job enrichment characteristics on the relationships between role stressors and intrinsic job satisfaction, involvement, and anxiety. Data were collected from a sample of 89 managerial personnel of a large, heavy‐equipment manufacturing company in the Midwest. Results show that role ambiguity has the strongest relationships with role responses in the predicted directions. Further, significant interactions are obtained between each of role ambiguity and role overload, but not role conflict, and job characteristics. The two role stressors tend to be more aversive for individuals on low‐enriched rather than high‐enriched jobs. Implications of the findings for work design and the management of stress ar

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb00463.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY