摘要:

Review and metaanalyses of published validation studies for the years 1964‐1982of Journal of Applied PsychologyandPersonnel Psychologywere undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor‐criterion combination on the level of observed validity coefficients. Results indicate that concurrent validation designs produce validity coefficients roughly equivalent to those obtained in predictive validation designs and that both of these designs produce higher validity coefficients than does a predictive design which includes use of the selection instrument. Of the criteria examined, performance rating criteria generally produced lower validity coefficients than did the use of other more “objective” criteria. In comparing the validities of various types of predictors, it was found cognitive ability tests were not superior to other predictors such as assessment centers, work samples, and supervisory/peer evaluations as has been found in previous metaanalytic work. Personality measures were clearly less valid. Compared to previous validity generalization work, much unexplained variance in validity coefficients remained after corrections for differences in sample size. Finally, the studies reviewed were deficient for our purposes with respect to the data reported. Selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations were rarely and inconsistently reported. There are also many predictor‐criterion relationships for which very few validation efforts have been u

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00519.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

A growing body of genetic research suggests that individuals with various genetic conditions are hypersusceptible to toxins in the work environment, thereby increasing their likelihood of contracting occupational diseases. Genetic screening in the employment context involves identification of such hypersusceptible individuals to enable selective placement of new hires or incumbents on the basis of the genetic information. In this paper, the status of genetic screening devices is evaluated against standard testing and legal criteria. Unique features of genetic tests are identified and their policy implications are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00520.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

The present study evaluated the effectiveness of performance appraisal training in an organizational setting. Four hundred and two middle level managers were randomly assigned to one of three conditions: no training, computer assisted instruction only (CAI), or CAI training plus a behavior modeling workshop (CAIW). Training effectiveness was assessed on two categories of dependent variables, managerial learning and managerial job performance. As predicted trained managers were found to be more knowledgeable of performance appraisal than untrained managers. Also as predicted, managers in the CAIW group conducted appraisal discussions which were perceived by employees as more satisfying than employees of managers in the no training group. Only partial support was obtained for the hypothesis that trained managers would be more effective in completing performance appraisal forms.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00521.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

A finding by Smith and Hakel (1979) is that job expert ratings on the PAQ correlate highly with ratings obtained from college students who are given no information about jobs other than their titles. One possible explanation for this finding is that the PAQ measures only trivial or common knowledge about work that both experts and naive observers possess. This particular view, of course, has serious implications for the use of the PAQ. In this paper we point out a problem in the way Smith and Hakel calculated the convergent validity between expert raters and naive raters. We also present the results from a replication study that indicate convergent validities are much lower than those reported by Smith and Hakel. Additional points are presented in order to caution against the interpretation that the PAQ measures only common knowledge about jobs.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00522.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

The intention of this study was to improve behavioral modeling's effectiveness by substituting managers for professional trainers and to evaluate the effect on 44 male supervisors using Kirkpatrick's four levels of evaluation: reaction, learning, behavior on the job, and performance. Twenty‐two supervisors were trained with six behavior modeling modules and the effect was compared to a control group consisting of 22 supervisors. The research also examined the effects of trainees’ self‐esteem and the perceived power of the trainers. The results showed that behavior modeling resulted in favorable reactions and an increase in learning, but did not produce behavior change on the job, or improved performance results. Power and self‐esteem did not moderate the training effectiveness. The findings are compared with previous behavior modeling research. The discussion concludes with a recommendation for researchers to identify more complete theoretical models which explain behavioral change on the job (e.g., Maltz's theory of psycho‐cybernetics) as opposed to relying solely on Bandura's social learni

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00523.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

In evaluating the fairness of personnel selection tests, the Ceary model (Cleary, 1968) is the most widely used and accepted method. Recently, a simplified approach to applying the Cleary model has been recommended (Lawshe, 1983; Reynolds, 1980, 1982). Analysis of this new method revealed that under certain circumstances it can produce misleading results. Recommendations were made for avoiding this problem.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00524.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

Using a 2 × 2 experimental design, the present study examined the main and interactive effects of feedback sequence (negative‐positive vs. positive‐negative) and expertise of the rater (high vs. low) on perceptions of feedback accuracy. In addition, the study assessed the moderating effects of locus of control and self‐esteem on the relationship between feedback sequence and perceived feedback accuracy. Results indicate that the order in which positive or negative feedback is presented affects perceived feedback accuracy. Moreover, results suggest that feedback sequence interacts with the expertise of the rater to affect perceptions of feedback accuracy. In addition, the findings suggest that both locus of control and self‐esteem moderate the relationship between feedback sequence and perceived feedback accuracy. Implications of the study's findings for presenting feedback in performance appraisal/feedback sessions are d

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00525.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

This study examined the validity of a rationally developed biographical questionnaire for predicting content valid test performance for electrician applicants (N= 221). Job analysis task statements were utilized as biographical items, and applicants were required to rate their previous work experience regarding each task. The utility of the questionnaire in screening applicant populations was shown to be both statistically and practically significant. EEOC implications are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00526.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

Book Reviewed in this article:RONCO, WILLIAM AND PEATTIE, LISA. Making Work: Sev‐ Created Jobs in Participatory Organizations.HENDERSON, RICHARD I. Performance Appraisal.ROCK, MILTON L. (Ed.) Handbook of Wage and Salary Administration.LEVINE, EDWARD L. Everything You Always Wanted to Know about Job Analysis (and More!…A Job Analysis Primer).DREHER, GEORGE F. AND SACKETT, PAUL R. Perspectives on Employee Stafing and Selection: Readings and Commentary.NEILSEN, ERIC H. Becoming an OD Practitioner.SCHRANK, ROBERT (Ed.) Industry Democracy at Sea: Authority and Democracy on a Norwegian Freighter.HOPKINS, ANNE H. Work and Job Satisfaction in the Public Sector.RUCH, RICHARD S. AND GOODMAN, RONALD. Image at the Top: Crisis and Renaissance in Corporate Leadership.MITROFF, IAN I. Stakeholders of the Organizational Mind: Toward a New View of Organizational Policy Making.PFEIFFER, J. WILLIAM. (Ed.) A Handbook of Structured Experiences for Human Relations Training Vol IX.HUCZYNSKI, ANDRZEJ Encyclopedia development Methods.MUNSON, LAWRENCE S. How to Conduct Training SemiCARROLL, STEPHEN J. AND SCHULER, RANDALL S. (Eds.) Human Resources Managment in the 1980s: Supplement to the ASPA Handbook of Personnel and Industrial Relations.DESATNICK, ROBERT L. The Business of Human Resource Management: A Guide for the Results Oriented Executive.WEXLEY, KENNETH N. AND YUKL, GARY A. Organizational Behavior and Personnel Psychology. (Rev. Ed.)KOLB, DAVID A., RUBIN, IRWIN M. AND McINTYRE, JAMES M . Organizational Psychology: An Experiential Approach to Organizational Behavior, (Fourth Ed.) and KOLB, DAVID A., RUBIN, IRWIN M. AND McINTYRE, JAMES M. Organizational Psychology: A Book of Readings.LAU, JAMES B. AND JELINEK, MARIANN. Behavior in Organizations: An Experiential Approach.WALSH, W. BRUCE AND OSIPOW, SAMUEL H. (Eds.) Handbook of Vocational Psychology. Vol. I: Foundations. and WALSH, W. BRUCE AND OSIPOW, SAMUEL H. (Eds.) Handbood of Vocational Psychology. Vol. 2: Applications.PAGE, TERRY. (Ed.) Computers in Personnel: Papers for the First National Confence and Exhibition of Computers in Personnel (22‐24 June 1982). and PAGE, TERRY, (Ed.) Computers in Personnel: Toward the Personnel Ofice of the Future.TAYLOR, A ROBERT. How to Select and Use an Executive Search

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1984.tb00527.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY