摘要:

A meta‐analysis of the effects on worker productivity of 11 types of psychologically based organizational interventions showed that such programs, on average, raised worker productivity by nearly one‐half standard deviation. The strength of effects was found to vary by type of intervention, criterion of productivity, contextual factors in organizations, and features of research design. Also discussed in the paper are comparisons of conclusions reached through meta‐analysis versus traditional methods of literature r

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00547.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

This study analyzes the measurement properties of the personnel audit as an organizational assessment tool and the extent to which audit results relate to important organizational criteria. The findings reported here indicate that nine dimensions can effectively summarize 37 audit measures. The composite factor scores for these dimensions predict executive perceptions of “overall organizational performance” and “overall contribution of Personnel Function,” employee “overall satisfaction with personnel services,” and to a lesser extent, “profitability per capita.” The personnel budget allotted per capita is in turn related to executive perceptions of Personnel'

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00548.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

One hundred eighty‐two University of Arizona employees each participated in one of two field studies of the valuation of fringe benefits. Findings included: (a) a lack of employee knowledge regarding employer cost and market value of the studied benefit, and (b) significant undervaluation of the benefit by employees. These findings are consistent with the hypothesis that employee benefit valuations anchor on employee contributions. Implications for practitioners and suggestions for further research are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00549.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Impression formation research (Snyder&Swann, 1978) suggests that people engage in information seeking strategies designed to confirm their impressions of others. In an extension of this work to the selection interview, Sackett (1982) found, however, that subjects did not consistently adopt a confirmatory information seeking strategy. This study is a further examination of Snyder and Swann's theory. In simulated interviews 170 subjects (1) read resumes of hypothetical applicants, (2) selected ten questions to ask each applicant, (3) received written responses to each question immediately on its selection, and (4) rated each applicant's suitability. An interaction accounting for 73% of variance indicated that applicant ratings were based primarily on the content of applicants' responses, but initial impressions also played a part. No clear‐cut, confirmatory information seeking strategy was observe

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00550.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Recently, performance appraisal researchers have adopted a cognitive approach to analyzing judgment processes in performance appraisal. While this approach allows researchers to tap a wealth of knowledge applicable to the appraisal context, this line of research is likely to widen the already existing gap between research and practice. We argue that coordination of the talents of researchers and practitioners is essential for narrowing the gap. Specifically, we suggest researchers focus their research on the bestmethodsof ensuring use of relevant and valid data in appraisal, given organizational constraints. We also suggest practitioners focus on determining observable and measurable aspects of performance, and thus, specify appropriate appraisalcontent.We also note that cognitive process research has promise for increasing raters'abilityto judge accurately, but that this approach does not necessarily address the rater'swillingnessto provide accurate ratings.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00551.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

The purpose of this paper is to define logic‐based measurement as a method of measurement in which all measures (test items) are constructed according to the applicable inferential formulae of logic. Such a method of test construction brings into verbal reasoning tests the inferential objectivity of numerical reasoning tests. The availability of such a technology has powerful implications in personnel selection regarding real‐life prediction of inferential performance, the legal defensibility of personnel selection tests, the design of economical, inferentially nonredundant tests, and the design of test taxonomies in which basic inferential processes can be thoroughly sampled. These implications are discussed in this paper. Also the paper includes a discussion of the linkage of logic‐based measurement with other recently developed technologies such as validity generalization and computer‐tailored

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00552.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Organizations need to create the conditions in which superiors use their power effectively and appropriately, perhaps especially when subordinates are performing inadequately. Ninety undergraduates became managers who interacted with a low performing worker who demonstrated either insufficient ability or motivation. The managers also believed that their goals were cooperatively, individualistically, or competitively linked to the subordinate. Results identify situational variables that moderate superiors' influence. Generally, the social context affected the orientation to the subordinate in that cooperative compared to competitive superiors expected mutual assistance, communicated supportively, and gave assistance. Attribution affected the choice of influence methods and the attitudes of superiors. Superiors used threats and came to dislike the low effort subordinate, but wanted to work again with the low ability subordinate. Cooperation fostered attraction even when the other performed ineffectively, provided the reason was inadequate ability and not inadequate motivation. Evidence also suggests that competition creates a rigid response to the low performing subordinate whereas cooperative supervisors flexibly respond to the specific shortcoming of subordinates.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00553.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Measures of managerial motivation (the Miner Sentence Completion Scale ‐ Form H) were obtained from a sample composed of 75 chief executive and operating officers, executive vice presidents, and group vice presidents. Within this sample, 49 individuals had clearly worked their way up a bureaucratic hierarchy, and thus were congruent with managerial role motivation theory, while 26 were either the original entrepreneur or relatives of the entrepreneur. Comparisons were made with a sample of 65 managers in the same companies who, although of similar ages, had not reached the same high levels. The theory congruent top executives proved to have higher managerial motivation than either of the other two groups. These results support the hierarchic role‐motivation theory and reinforce one of its most central propositions; they also support the use of the MSCS‐Form H in the selection of managerial talent and in executive asses

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00554.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Book Reviewed in this article:MOUTON. JANE SRYGLEYAND BLAKE, ROBERT R. Synergogy: A New Strategy for Education. Training and DevelopmentNADLER, LEONARD (Ed.). The Handbook of Human Resource Development.KNOWLES, MALCOLMS. AND ASSOCIATES.Andragogy in Action: Applying Modern Principles of Adult Learning.KNOWLES, MALCOLMS. The Adult Learner: A Neglected Species (3rd ed.).FLEISHMAN, EDWIN A. AND QUAINTANCE. MARILYNK. with the assistance of Laurie A. Broedling. Taxonomies of Human Performance: The Description of Human Tasks.BOLMAN, LEE G. AND DEAL, TERRENCE, E. Modern Approaches to Understanding and Managing Organizations.MYERS, DONALV W. Establishing and Building Employee Assistance Programs.KETS DE VRIES. MANFRED F. R. AND MILLER, DANNY.The Neurotic Organization.SETHI, AMARJIT SINGHAND SCHULER, RANDALL S. (Eds.). Handbook of Organizational Stress coping Strategies.ODIORNE, GEORGE S. Strategic Management of Human Resources.GRUNEBERG, MICHAELAND WALL, TOBY (Eds.). Social Psychology and Organizational Behaviour.WARRICK, D. D. (Ed.). Contemporary Organization Development: Current Thinking and Applications.How to Conduct Lawful and Effective Interviews (2nd ed.).SETHI, S. PRAKASH. NAMIKI. NOBUAKI, AND SWANSON. CARL L. The False Promise of the Japanese Miracle: Illusions and Realities of the Japanese Management System.TAYLOR, RONALD N. Behavioral Decision Making.BULLOCK, R. J. Improving Job Satisfaction.BRIEF, ARTHUR P. (Ed.). Managing Human Resources in Retail Organizations.KRINSKY, LEONARDw., KIEFFER, SHERMAN N., CARONE, PASQUALE A., AND YOLLES. STANLEYF. (Eds.). Stress and Productivity.FREDERIKSEN, LEE w AND RILEY. ANNEw (Eds) Improving staff Effectiveness in Human Service Settings Organizational Behavior Management ApproachesDAWSON, PETER P Fundamentals of Organizational Behavior An Experiential ApproachDRATH, WILFRED H AND KAPLAN. ROBERT E The Looking Class Experience A Story of Learning through Action and ReflectionHERRIOT, PETER Down from the Ivory Tower Graduates and Their JobsYOLLES, STANLEYF KRINSKY, LEONARD W KIEFFER, SHERMANN AND CARONE. PASQUALE A (Eds.) The Aging EmployeeJOHANSEN, ELAINE Comparable Worth The Myth and the MovementRESKIN, BARBARAF (Ed) Sex Segregation in the Workplace Trends, Explanations.SUSSMAN, LYLEAND DEEP, SAMUEL D COMEX The Communication Experience in Human RelationsGRAHAM, JOHN R AND LILLY, ROY S Psychological TestingHILL, NORMAN C How to Increase Employee Competence

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00555.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY