摘要:

Seven hundred and eighty‐five human resource professionals responded to a questionnaire about diversity issues in their organizations. Analyses were conducted to determine the factors associated with (a) adoption of diversity training and (b) perceived training success. Results revealed that both training adoption and perceived training success were strongly associated with top management support for diversity. In addition, training adoption was associated with large organizational size, positive top management beliefs about diversity, high strategic priority of diversity relative to other competing objectives, presence of a diversity manager, and existence of a large number of other diversity‐supportive policies. Perceived training success was also associated with mandatory attendance for all managers, long‐term evaluation of training results, managerial rewards for increasing diversity, and a broad inclusionary definition of diversity in the organization. Suggestions for future research are of

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01756.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The 1991General Social Surveyof 745 randomly selected workers in the United States assessed the impact of family‐responsive human resource policies, such as parental leave, flexible schedules, and child care assistance on organizational attachment. Employees who had access to family‐responsive policies showed significantly greater organizational committment and expressed significantly lower intention to quit their jobs. Additionally, child care information referral had a greater impact on affective commitment among employees eligible for that benefit. The data supported the theory that offering assistance to employees in need symbolizes concern for employees and positively influences attachment to the organization. The contrasting theoretical explanation–that people are more attached to companies when they individually benefit from progressive human resource policies–received considerably less support. The practical implication of the study for human resource management professionals is that providing comprehensive family‐friendly policies may have a positive impact beyond the individual employees who tap these

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01757.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

This research compared the validity of two different types of structured interview questions (i.e., experience‐based and situational) under tightly controlled conditions. The experience‐based interview questions required that 108 study participants relate how they had handled situations in the past requiring skills and abilities necessary for effective performance on the job. Situational questions, administered to another group of 108 study participants, provided interviewees with hypothetical job‐relevant situations and asked them how they would respond if they were confronted with these problems. The experience‐based interview questions yielded higher levels of validity than the situational questions. Additional analyses showed that the interview added incrementally to the prediction of performance beyond the variance accounted for by a cognitive ability test. There were small differences in subgroup performance (White, Black, Hispanic, male, and female) on the experience‐based interview, though it was equally valid for all

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01758.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

This paper attempts to use biodata to uncover behavioral and experiential antecedents of organizational identification (OID), and to demonstrate one way in which theory can be used in the development and analysis of objective biodata. The biodata correlates of organizational identification were assessed with a sample of 2,535 new U.S. Army recruits. Four biodata factors emerged: activities involving outdoor work or pastimes; a dependable, non‐delinquent, lifestyle reflecting socialization to institutional expectations; a general preference for group attachments; and diligent involvement in intellectual pastimes. Results with a subset of 1,082 recruits revealed that both OID and the biodata antecedents predicted subsequent attrition across 6 time periods spanning 6 to 24 months. Results also revealed relatively high OID among the recruit

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01759.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959‐1993 and contains 46 samples with a total of 42,625 individuals, meta‐analyses were performed. In contrast to previous reviews (Cotton&Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero (p= ‐.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organiz

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01760.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Previous investigations into the processes and outcomes of training have been restricted to conventional “closed” settings. However, learning is likely to become increasingly “open,” with greater discretion granted for individuals to choose how and when they will acquire new skills and information. In a study of 106 junior managers over a 7‐month period, the impact of 11 trainee characteristics was investigated in relation to immediate learning scores, reactions to the program, and changes in rated job behaviors. It was found that learning score was significantly independently predicted by general training attitude, the use of an analytic learning strategy, and (low) age. Post‐training reactions were identified as being of three kinds: reported enjoyment, usefulness, and difficulty. These were shown to be differentially associated with the trainee characteristics studied. Significant associations were found between learning score and changes in rated job

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01761.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

This study addresses the question of whether developmental assessment centers are effective interventions. Career outcomes of assessment center participants (n= 151) were evaluated with respect to center ratings, developmental activity, and acceptance of feedback. Although comparison between a subgroup of assessees (n= 113) and a naturally occurring control group of non‐assessees (n= 167) showed no differences in terms of career advancement, findings within the assessee sample did show that developmental activity related to advancement. Findings also showed that assessors' ratings of career motivation, rather than ratings of knowledge or skill (KS) dimensions, predicted both developmental activity and career advancemen

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01762.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01763.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The use of objective criterion measures in validation research raises the issue of criterion contamination. Several methods of treating sales measures in the empirical keying of a biodata instrument are compared. The relative contaminating effects of local economic conditions and company factors are evaluated. This study is an example of how practitioners can use their knowledge about the selection context to develop acceptable criterion norming strategies.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01764.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Books reviewed in this article:William Bridges.Job Shift: How to Prosper in a Workplace Without Jobs.Ann Howard and Associates (Eds.).Diagnosis for Organizational Change: Methods and Models.Jeanne M. Wilson, Jill George, Richard S. Wellins, with William C. Byham.Leadership Trapeze: Strategies for Leadership in Ram‐Based Organizations.Kenneth Kaye.Workplace Wars and How to End Them: Turning Personal Conflicts Into Productive Teamwork.Abraham K. Korman and Associates (Eds.).Human Dilemmas in Work Organizations: Strategies for Resolution.Mats Alvesson.Cultural Perspectives on Organizations.Peter Anthony.Managing Culture.M. Afzalur Rahim and Albert A. Blum (Eds.).Global Perspectives on Organizational Conflict.Martin J. Gannon and Associates.Understanding Global Cultures: Metaphorical Journeys Through 17 Countries.Mitchell Lee Marks.From Turmoil to Triumph: New Life After Mergers, Acquisitions, and Downsizing.Kerry A. Bunker and Amy D. Webb.Learning How to Learn from Experience: Impact of Stress and Coping.Stephen A. Stumpf and Joel R. Deluca.Learning to Use What You Already Know.Andrea P. Baridon and David R. Eyler.Working Together: The New Rules and Realities for Managing Men and Women at Work.Gary N. Powell.Gender and Diversity in the Workplace: Learning Activities and Exercises.Ann M. Morrison and Kristen M. Crabtree.Developing Diversity in Organizations: A Digest of Selected Literature.Catherine Dorton Fyock and Ann Marrs Dorton.Un Retirement: A Career Guide for the Retired… the Soon‐to‐Be‐Retired… the Never‐Want‐to‐Be‐Retired.Clay Carr.The Competitive Power of Constant Creativity.Stanley S. Gryskiewicz (Ed.).Discovering Creativity: Proceedings of the 1992 International Creativity and Innovation Net‐working Conference.Tokutaro Suzuki (Ed.).TPM in Process Industries.Pulin K. Garg and Indira J. Parikh.Young Managers at the Crossroads: The Trishanku Complex.David W. E. Cabell (Ed.) and Deborah L. English (Assoc. Ed.).Cabell's Directory of Publishing Opportunities in Management and MarketingHerbert G. Heneman III and Robert L. Heneman.Staffing Organizations.Reviewer's Rejoinder by William E. Coleman, President, Coleman&Associates, Santa Monica, CA.CENTERED ON ASSESSMENTDOUGLAS W. BRAYTOUCHED BY THE SHADOW OF FREUDMANFRED F. R. KETS DE VRIESEmpl

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01765.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY