ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02324.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Training evaluation is one of the most under‐researched and neglected areas of industrial/organizational psychology. This article discusses the need for, and feasibility of, utilizing extended‐control‐group pretest designs in evaluation research; and reports a field application of such a design (the Solomon 4‐Group) in an organizational training context. The effectiveness of a basic electricity training program for telephone installer‐repairmen was measured, and the potential contaminating effects of pretesting were monitored. The results indicated that the training was potentially effective, but that pretest contaminations were present. To identify the pretest effects it was necessary to go beyond the Solomon model and consider complex interactions involving numerical aptitude level, pretesting and training. Pretest exposure depressed the posttest performance of trained subjects of medium and low numerical aptitude, while facilitating that of medium leveluntrainedsubjects. Pretest exposure had no effect on subjects scoring high in numerical aptitude in either the trained or untrained condition. Possible explanations for the moderating role of numerical aptitude are offered, and implications of the findings are discussed relative to applied organizational evaluation efforts and future

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02325.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Multiple correlation analysis and means tests were used to test the effectiveness of fifteen psychological, economic and other variables in explaining the variance in post job transfer satisfaction among a sample of managers.Of the variables to emerge as significant predictors of satisfaction in both of two subsamples, preference for location of residence predominated. Multiple Classification Analysis (MCA) was then employed to explore which of sixteen urban factors was most important in determining location preference among the managers and their spouses. The MCA analysis showed that size of the city ranked as the major predictor of location preference among both the managers and their spouses.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02326.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Managers, supervisory personnel, clerical workers, and high school students were administered questionnaires which asked them to indicate whether or not they would discuss various work‐related factors if they were applicants in an employment interview situation. A systematic tendency was found for respondents to prefer to discuss “motivators” as opposed to “hygiene factors” as characteristics they would seek in a new job, or as reasons for dissatisfaction with a previous one. Responding to a modified version of the questionnaire, twenty professional employment interviewers indicated that it is in fact wise to emphasize motivators and deemphasize hygiene factors if the applicant's intent is to maximize the likelihood of being offe

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02327.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision‐making. The latter is rejected very strongly by all the managers surveye

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02328.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Survey data were used to examine hypotheses about job size and satisfaction in a broad spectrum of jobs. Job size, higher‐order need importance, urban‐rural residence, and blue‐ or white‐collar job category were tested as predictors of satisfaction (N= 2,094). Job size, need importance, and job category all related to job satisfaction. In constrast to earlier findings among blue‐collar workers, there was no evidence that either the urban‐rural variable or need importance moderated the job size‐satisfaction relation. Job category did not moderate these results, indicating that the present results extend to white‐collar workers. It was possible to control for income in a subsample (N= 753). Controlling for income's effect, job size, need importance, and job category still related to satisfaction; again, no moderating effects were observed. Results are discussed in terms of three potential sources of variation in satisfaction: job, person, and interaction of

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02329.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

In contrast to earlier evidence that the relationship between level of occupation and job satisfaction is positive and monotonic, analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional‐technical occupations and that this variation is independent of a number of other variables. Removal of occupational prestige modifies the occupation‐job satisfaction relationship in a manner which suggests that job satisfaction may arise more from ascribed prestige than from such job characteristics as work autonomy, authority, and inc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02330.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

A 70 item questionnaire was constructed using the rationale of several current value/expectancy theories of motivation and the results of two prior factor analyses of motivation items. It was completed anonymously by 240 employed adults in 35 organizations and the resulting factor analysis yielded a hierarchical structure of motivation and eight reliable subscales. Direct and indirect criterion measures also obtained via the questionnaire and covering job characteristics/components; satisfaction (need) levels forn ach, n affil, n power; the four elements of Heider's attribution theory of motivation; and salary, education and job classification were used to validate the subscales. Support for the criteria was found and promising validities were indicated. Lastly, personal, job and organizational variables were included with the motivation subscales and criteria in a subsequent factor analysis to examine moderator effects of the obtained validities. Results are discussed in terms of motivation theories, validities, moderator effects in study designs, and future use of the questionnaire by other researchers with business‐industrial sample

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02331.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Concurrent and predictive test validity data and test‐retest reliability data were obtained for a work sample performance measure and two paper and pencil tests in a laboratory setting. The work sample predicted performance on the criterion comparably with the two traditional paper and pencil tests for both concurrent and predictive validity conditions. The results of this study coupled with the inherent advantages of work samples for personnel selection offer a favorable prognosis for future research and application of work samples. The findings are interpreted in light of a behavioral consistency model and the practical utility of work samples as a personnel selection techniqu

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02332.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY

摘要:

Behavioral Expectation Scales (BES) research has concentrated upon psychometric properties, while evidence for potential operational advantages has been largely anecdotal. This empirical study explored the operational value of BES as a technique for identifying divergent rater‐ratee perceptions of ratee behavior frequency and for facilitating subsequent ratee behavior change. Results indicated that ratees perceived desired behaviors as occurring more often and undesired behaviors occurring less often than did raters. Behavior change was demonstrated both after development and after implementation of BES. Such operational advantages of BES are argued as a crucial factor in the choice of an organization's performance appraisal forma

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1977.tb02333.x

出版商:Blackwell Publishing Ltd    

年代:1977

数据来源: WILEY