摘要:

SummaryInitiativeis one of the traits stressed in the selection and placement of personnel, particularly those being considered for higher positions. Because of the importance of this trait, an attempt was made to develop a scale for measuring it. On the basis of responses of college students on an occupational objectives questionnaire two criterion groups were formed, one for whom initiative was important and another for whom it was unimportant. These students also took a forced‐choice inventory and an item analysis was performed to locate differentiating items. These items were grouped together to form a scale of initiative. The inventory was considered to possess satisfactory validity since it correlated positively with ratings of initiative, job success in supervisory positions, occupational level, and job success in management positions, and negatively with job success in routine line position

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01195.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryThepresent paper describes a study of 470 Navy officers who occupied 45 different types of positions in 47 different organizations. These officers were divided into 120 groups. Each group consisted of all the officers in the same specialty in the same type of organization. In order to avoid the computation of inter correlations among the 120 groups, an iterative method of factor analysis was employed. Eight factors emerged. The factors isolate those groups of officers who exhibit similar patterns of performance. It is found that groups of persons occupying the same type of position tend to fall in the same factor. The factors also reflect differences in organizations, in that some types of positions isolated by the factors are found almost exclusively either in large or in small organizations, or either on ships or in units ashore.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01196.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01197.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01198.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01199.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummarySupervisoryratings were analyzed to determine whether supervisors could rate aircraft mechanics on several dimensions of on‐the‐job proficiency, or whether their ratings contained nothing more than global general impressions. Three samples of USAF aircraft mechanics were administered a test of technical competence, while supervisory and co‐worker ratings were obtained on them. The rating instruments contained a large number of detailed items, plus one over‐all item. Special effort was directed at items which reflected motivational areas, or those “non‐technical” variables which appear to modify job performance so that technical skill does not perfectly predict actual performance.Several clusters of rating dimensions were obtained from both the supervisory and co‐worker rating instruments. These dimensions tended to correlate differentially with measures most likely to reflect technical skill, so that the ratings of technical skill correlated highest with them, while the other dimensions had negligible correlations with test and experience. Rater agreement was at the level usually found for rating instruments, although evidence showed supervisors were better raters than co‐workers.Using a criterion of grouped co‐worker over‐all ratings, it was found that the supervisory rating dimensions were a useful addition to the test of technical competence in predicting over‐all proficiency. This was interpreted as evidence of the existence of non‐technical variables in the supervisory ratings, since technical competenc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01200.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryA group of 240 mechanical engineers in a large manufacturing plant were examined with a battery of general mental ability and engineering aptitude tests. Percentile norms are presented. Comparisons of relative proficiency were made with test norms for the general population. It was found that mechanical engineers were clearly superior on all tests. Insofar as comparisons could be made between different normative groups, no greater superiority was found on tests which are usually regarded as indicative of engineering aptitude, such as Mechanical Comprehension and Space Relations, than on tests of general intelligence. The engineers also did as well on verbal as on non‐verbal tests. Mechanical Comprehension was much easier for them than Space Relation

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01201.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01202.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryA previous study in this series (4) reported the results obtained from questionnaire validation with a sample of hourly workers at the Lockheed Aircraft Corporation, Burbank, California.2In that and other studies in the series (1, 2, 3, 4, 6, 7), questionnaires composed of objective and relatively homogeneous items, or dimensions, were given to employees to obtain quantitative measures of their attitudes toward various aspects of their work, the organization, and its supervision. These dimension scores have been validated against a variety of criteria, including ratings, quality control measures, and production data.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01203.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01204.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY