摘要:

Directors of college recruiting for Fortune 1000 corporations were surveyed regarding a broad set of college recruiting practices and college recruiting effectiveness measures. Descriptive results suggested that most college recruiting programs diverge from normative prescriptions (e.g., little recruiter training, limited data collection, and almost no empirical evaluation of recruiting outcomes). Stepwise regression revealed several statistically significant relationships between organizational characteristics, recruiting practices, and perceived recruiting effectiveness. Some of these findings were consistent with conventional wisdom (e.g., positive relationships between perceived effectiveness and recruiter information, recruiter selection criteria, and recorded information about new hires) while others were not (e.g., negative associations between perceived effectiveness, personalization of rejection notices, training recruiters in a broad range of content areas, and the existence of a human resource information system). Methodological limitations are noted, and suggestions are offered for future practical recruitment improvements and theoretical research.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00592.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

A laboratory and a field study investigated the biasing effects of subordinate likableness on leaders' attributions for subordinate poor performance and their corrective actions toward subordinates. In the laboratory study, 96 undergraduate students served as leaders and were presented with a vignette describing an incident of poor performance committed by either a liked or a disliked subordinate. Leaders made attributions for the poor performance and then rated the appropriateness of a series of corrective actions. Analyses revealed that leaders made similar attributions for the poor performance of liked and disliked subordinates, but were more inclined to punish a disliked subordinate than a liked subordinate. A second study replicated these findings with 98 leaders in an actual organization. Implications of the results for disciplinary policies are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00593.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Jones, Main, Butler, and Johnson (1982) stated that job‐naive raters provided with only narrative job descriptions can produce valid and reliable Position Analysis Questionnaire (PAQ) ratings. This implies that traditional time‐ and labor‐intensive methods of collecting job analysis information (e.g., interviews, direct observation) are not necessary in order to accurately complete the PAQ. However, PAQ ratings in the Jones et al. study were not validated against an external standard. Consequently, their conclusion is open to question. To determine the convergent validity of the Jones et al. approach, we provided job‐naive raters with varying amounts of job descriptive information and, in some cases, prior practice rating the job with another job analysis instrument; PAQ ratings were validated against those of job analysts who were also job content experts. None of the reduced job descriptive information conditions (or the practice) enabled job‐naive raters to obtain either acceptable levels of convergent validity with experts or high interrater reliability. Two areas of research that may make the PAQ more time‐ and labor‐efficient

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00594.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Although the predictive validity of biographical information has been extensively documented in a variety of environments, the extent to which responses to a biodata questionnaire are accurate has not been adequately investigated. In particular, the accuracy of unverifi‐able biodata items has not been determined. Evidence of accuracy was obtained in the present study using a test‐retest design and informed external observers for verification. Responses were obtained from 237 study participants and 200 observers. Factor and item re‐test correlations were obtained for subject and observer data, and responses were compared using product‐moment correlations andttests. Results provide evidence that many responses to a biodata questionnaire are accurate. Sources of inaccuracy were assessed, including the impact of social desirability, and applications of the findings to industrial uses of biodata wer

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00595.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

A meta‐analysis was conducted with 23 studies to assess the relationship between supervisory ratings and results‐oriented measures of performance. As hypothesized, the corrected mean correlation was higher when a relative (versus absolute) rating format was used and when a composite (versus overall) rating method was used. These differences did not, however, account for all of the remaining variance around the relationship between ratings and results. Suggestions are offered for the direction of future research and pract

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00596.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Outcome expectancies of people who conduct performance appraisals were identified in two disparate industries, newsprint and banking, using two methodologies: interviewing and administering a questionnaire. The alternate hypothesis was that appraisers perceive the consequences to them of conducting a thorough appraisal (i.e., giving negative as well as positive feedback) as aversive. This hypothesis was rejected. Appraisers did not perceive any consequences to them for conducting appraisals. Moderate support for the alternate hypothesis was obtained in the second study.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00597.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

This study investigated the psychometric properties of three methods of scoring a Mixed Standard Scale (MSS) performance evaluation: the patterned procedure as corrected by Saal (1979); a simple nonpatterned scoring procedure suggested by Prien, Jones, and Miller (1977), which gives equal weights to the performance statements; and a procedure that assigned differential weights to each statement on the basis of scale values provided by a panel of subject matter experts. Interrater reliabilities, scale variances for averaged ratings, and a convergent/discriminant validity analysis, which included an alternate method of job skill ratings, indicated no difference in the score distribution variance, interrater reliability, or validity of different method scores.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00598.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00599.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Book Reviewed in this article:LUND.ROBERTT. AND HANSEN.JOHNA. Keeping America at Work: Strategies for Employing the New Technologies.SCHULER. RANDALLAND YOUNGBLOOD. STUARTA. Case Problems in Personnel and Human Resource Management.PETERS. TOMAND AUSTIN. NANCY. A Passion for Excellence: The Leadership Diference.JOHNSTON, JOSEPHS., JR., AND ASSOCIATES. Educating Managers: Executive Effectiveness through Liberal Learning.KOWLMAN, RICHARD E. Managing Productivity in Organizations: A Practical People‐Oriented Perspective.HICKSON, DAVID J., BUTLER, RICHARD J., CRAY, DAVID, MALLORY, GEOFFREY R. AND WILSON, DAVIDC. Top Decisions: Straiegic Decision‐Making in Orgainzations.WILLIAMSON, JOHN N. (ED.). The Leader Manager.SRIVASTVA, SURES CHAND ASSOCIATES. Executive Power: How Executives Influence People and Organizations.RONEN, SIMCHA. Comparative and Multinational Management.NASH, MICHAEL, Making People Productive: What Really Works in Raising Managerial and Employee Performance.MICHAL‐JOHNSON, PAULA. Saying Goodbye: A Manager's Guide to Employee Dismissal.FERNANDEZ, JOHNP. Child Care and Corporate Productivity: Resolving Family/Work Conflicts.MINER, JOHN B. People Problems: The Executive Answer Book.LOCKE, EDWINA. (ED.). Generalizing from Laboratory to Field Settings: Research Findings from Industrial‐Organizational Psychology, Organizational Behavior, and Human Resource Management.RAUSCH, ERWIN. Win‐Win Performance Management/Appraisal: A Problem Solving Approach.GOLEMBIEWSKI, ROBERTT. Humanizing Public Organizations: Perspectives on Doing Better‐Than‐Average When Average Ain't at All Bad.JANDT, FRED E. WITH PAUL GILLETTE. Win‐Win Negotiation: Turning Conjoier into Agreement.GUEST, ROBERT H., HERSEY. PAULAND BLANCHARD. KENNETH H. Organizational Change through Effective Leadership (2nd ed.).GREENLAW, PAUL S. AND KOHL, JOHN P. Personnel Management: Managing Human Resources.FLETCHER, CLIVEAND WILLIAMS. RICHARD. Performance Appraisal and Career Development.BRINBERG, DAVIDAND MCGRATH. JOSEPHE. Validity and the Research Process.MILLER, R.C.I. Moving into Management.GUTEK, BARBARAA. Sex and the Workplace: The Impact of Sexual Behavior and Harassment on Women, Men and Organizations.HICHMAN, EDITH L. The Organization Woman: Building a Career‐An Inside Report.RESKIN, BARBARAF. AND HARTMANN, HEIDII. (ED.). Women's Work. Men's Work: Sex Segre

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00600.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY