摘要:

Six studies using isometric strength tests as part of their selection procedures are reported. The studies represent seven jobs across various industries with a total sample size of 1,364 individuals. The relationships between performance on four isometric strength tests and both supervisory ratings of physical performance and performance on work simulations were examined. Results of meta‐analyses indicated that isometric strength tests were valid predictors of both types of criteria across all jobs examined. In addition, the four tests were found to correlate more strongly with work simulations than with supervisory ratings of physical performance. Analyses by demographic subgroups are presented. Finally, descriptive physical strength data on over 12,000 applicants across various gender, ethnic/racial, and age groups are presente

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01724.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work‐family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purpose

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01725.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12‐month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteri

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01726.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers, that these pay systems would affect applicant attraction to organizations, and that different types of job seekers would be attracted to different types of pay systems. The sample comprised 171 college students who were seeking jobs during the study, and who represented six majors, three degree types, and two degree levels. Experimental policy‐capturing results and results obtained about actual companies with which the job seekers would potentially interview supported hypotheses that organizations perceived to offer high pay levels, flexible benefits, individual‐based pay, and fixed pay policies were more attractive to job seekers. Results further suggested that the attractiveness of these pay policies may be heightened by greater levels of fit between individual personality traits and compensation system characterist

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01727.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Do subordinates feel and respond differently to upward appraisal procedures depending on whether they are accountable or anonymous? Accountability requires subordinates to identify themselves on the upward appraisal questionnaires they complete. In an experimental field study, 38 managers and their subordinates from an insurance company were randomly assigned to use one of the appraisal procedures. As hypothesized, managers who received feedback from specific individuals in the accountability procedure viewed the upward appraisal process more positively than did managers in the anonymity procedure. However, subordinates felt more comfortable giving anonymous responses. As a result, subordinates who used the accountability procedure rated their managers significantly higher than the subordinates who responded anonymously. Therefore, the results of this study suggest that an upward appraisal procedure in which individuals are accountable for their responses may produce inflated ratings of managers' performance. Further research should compare the accountability and anonymous upward appraisal procedures to determine which procedure produces more accurate ratings.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01728.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

A field experiment with 86 employees tested whether performance feedback that attributes past performance to factors within trainees' control would result in heightened software efficacy, goal commitment, positive mood, and learning, compared to feedback that attributes past performance to factors outside trainees' control. In addition, we assessed whether the use of feedback would produce a Galatea effect, or gain in trainees' performance that is the result of a boost in their self‐efficacy. The results show that trainees who received feedback that attributed their performance to factors within their control had higher software efficacy. Software efficacy was positively related to learning (both declarative knowledge and compilation). Contrary to our expectations, feedback did not influence goal commitment or positive mood. Further, a statistically significant Galatea effect was not obtained; however, feedback that attributes performance to factors outside trainees' control was related to a decrease in software efficac

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01729.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01730.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Books reviewed in this article:GALBRAITH, JAY R., LAWLER, EDWARD E., III andAssociates Organizing for the Future: The New Logic for Managing Complex Organizations.COHEN, ALLAN R.The Portable MBA in Management.SCHMITT, NEAL, BORMAN, WALTER C. and Associates,Personnel Selection in Organizations.GOLDSTEIN, IRWIN L.Training in Organizations: Needs Assessment, Development, and EvaluationLEIDNER, ROBIN.Fast Food, Fast Talk: Service Work and the Routinization of Everyday Life.GUTMAN, ARTHUR.EEO Law and Personnel Practices.NEUHAUSER, PEG C.Corporate Legends and Lore: The Power of Storytelling as a Management Tool.GRYSKIEWICZ, STANLEY S. and HILLS, DAVID A. (Eds.).Readings in Innovation.CHRISTOPHER, WILLIAM F. and THOR, CARL G. (Eds.).Handbook for Productivity Measurement and Improvement.FURNHAM, ADRIAN.Personality at Work: The Role of Individual 09‐Differences in the Workplace.SIMS, RONALD R.Training Enhancement in Government Organizations.WICK, CALHOUN W. and LEON, LU SANTON.The Learning Edge: How Smart Managers and Smart Companies Stay Ahead.WILLIAMS, LLOYD C.The Congruence of People and Organizations: Healing Dysfunction from the Inside Out.CALVERT GENE.High Wire Management: Risk‐Taking Tactics for Leaders, Innovators, and Trailblazers.MENTHANE, ANTHONY, FORSTER, NICK, ALTMAN, YOCHANAN, and GREENBURY, LINDA.Job Relocation: Managing People on the Move.MAWHINNEY, THOMAS C. (Ed.).Organizational Culture, Rule‐Governed Behavior and Organizational Behavior Management: Theoretical Foundations and Implications for Research and Practice.FAIRHOLM, GILBERT W.Organizational Power Politics: Tactics in Organizational Leadership.NIRENBERG, JOHN.The Living Organization: Transforming Teams into Workplace Communities.BANTA, WILLIAM F.AIDS in the Workpace: Legal Quesitons and Practical Answers.TOMASKO, ROBERT M.Rethinking the Corporation: The Architecture of Change.SPENCER, LYLE M. JR. and SPENCER, SIGNE M.Competence at Work: Models for Superior Performance.BELKER, LOREN B.The First‐Time ManagerQUIGLEY, JOSEPH W.Vision: How Leaders Develop It, Share It, Sustain It.BURACK, ELMER H.Corporate Resurgence and the New Employment Relationship After the Reckoning.TJOSVOLD, DEAN.Learning to Manage Conflict: Getting People to Work Together Productively.NOER, DAVID M.Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations.MANN, REBECCA B.Behavior Mismatch: How to Manage “Problem” Employees Whose Actions Don't Match Your E

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01731.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01732.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY