摘要:

Empirical research on the validity of the polygraph, voice stress analysis, and paper and pencil instruments as mechanisms for the detection of deception is reviewed. It is noted that while these devices have their greatest use in the employment context, virtually all research has been done in an actual or simulated criminal investigation context. Three separate uses of devices for the detection of deception in the employment context are identified, namely, pre‐employment screening, periodic screening of current employees, and investigation into a specific theft. Differences between each of these uses and the criminal investigation context are identified, and issues limiting the generalizability of research findings from one context to another are raised. Among the issues are the effects of a low base rate of guilt on accuracy, the effects of making multiple judgments on overall accuracy, and the potential for racial or ethnic bias in judgments of guilt or innocenc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02147.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Several potential problems are noted with the recent proposal of Arvey and Mossholder (1977) to use analysis of variance technique to determine similarities and differences among jobs. Cluster analytic techniques are suggested as an adjunct to other procedures.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02148.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Significant legal, practical, and statistical issues regarding the use of the Arvey and Mossholder (1977) procedure for determining similarities and differences among jobs are discussed. On the basis of these issues the authors recommend against using this procedure.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02149.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

This paper considers the general problem of analyzing data for job similarities/differences. Cluster analysis and univariate analysis of variance, which are recent suggestions for attacking this problem, are briefly reviewed. The suggestion made in this paper is to use multivariate analysis of variance, accompanied by a multivariate extension of the well known proportion of variance index, ω2. Discriminant analysis and related techniques are suggested to provide information regarding specific hypotheses. The potential users are provided with the references to well known computer packages that allow all the analyses to be performed easily, rapidly, and accurately on their own data. Appropriate interpretations of each result are also indicated, and illustrated with an example

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02150.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present pa

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02151.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Personnel managers examined vignettes in which an employee had made a serious judgmental error. The employee was seen in a traditional male position (construction supervisor, production manager), or in a relatively more female‐identified position (public relations officer, executive secretary), and was identified as male or female. Individuals employed in male‐identified positions were viewed as more competent than those in traditional female positions. Overall, evaluations were correlated with recommended personnel actions. Punishing personnel action was least likely to be recommended, however, for males employed in traditional male positions. The results are interpreted as consistent with role theory and with certain attributional concepts. Implications are discussed for career strategy and for personnel pol

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02152.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

The definition of fairness in the guidelines is the same as Cleary'sregression modelof test bias, which results in a lower proportion of new hires that is minority than the proportion of qualified applicants that is minority. This article explains the disparity, reviews alternative definitions that reduce the disadvantage, and discusses legal arguments. Apparently the guidelines definition is widely disregarded in practice–acolor‐blind modelseems to be the definition generally used by employers. That definition puts minorities at less of a disadvantage than the federal guidelines definition d

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02153.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Correlates of subordinates' perceptions of their psychological influence on supervisors' decisions were examined for 126 subordinates in high technology jobs and 205 subordinates in low technology, production line jobs. Based on the psychological climate perspective of work environment perceptions, it was predicted that perceptions of psychological influence would be related significantly to (a) situational attributes, including supervisor behaviors, (b) individual characteristics, and (c) person by situation interactions. Results supported these assumptions and suggested that a cognitive information processing model assists in explaining environmental perceptions.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02154.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Book reviewed in this article:Peterson, RichardB.andTracy, Lane. Systematic Management of Human Resources.Thomason, George. A Textbook of Personnel Management. (Third Edition)Lansbury, RussellD. Professionals and Management: A Study of Behaviour in Organizations.Buros, OscarKrisen. (Editor) The Eighth Mental Measurements Year Book, Vols. I and II.Dunham, RandallB.andSmith, FrankJ. Organizational Surveys: An Internal Assessment of Organizational Health.Lau, JamesB. Behavior in Organizations: An Experiential Approach. (Revised Edition)Rausch, Erwin. Balancing Needs of People and Organizations: The Linking Elements Concepts.Watson, CharlesE. Management Development Through Training.Woodcock, Mike andFrancis, Dave. Unblocking Your Organization.Hinrichs, JohnR. Practical Management for Productivity.Gilbert, ThomasF. Human Competence: Engineering Worthy Performance.Cooper, CaryL.andAlderfer, Clayton. (Editors). Advances in Experiential Social Processes: Volume 1.Saxon House, Teakfield Limited, 1978.Killian, RayA. Managers Must Lead. (Revised Edition)Brisolara, Ashton. The Alcoholic Employee: A Handbook of Helpful Guidelines.Walker, JamesW.andLazer, HarrietL. The End of Mandatory Retirement: Implications for Management.America, RichardF.andAnderson, BernardE. Moving Ahead: Black Managers in A merican Business.Anderson, HowardJ. Primer of Equal Employment Opportunity.Barrett, RichardS. Zetetic for Testers II. Hastings‐on‐the‐Hudson.Jansen, RobertB.Garvin, CharlesD., Smith, AudreyD.andReid, WilliamJ. (Editors). The Work Incentive Experience.DuBrin, AndrewJ. Winning at Office Politics.Rosenzweig, MarkR.andPorter, LymanW. (Editors) Annual Review df Psychology, 1979. (Volu

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02155.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02156.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY