摘要:

The purpose of this study was to provide an evaluation of an interviewee skills training program in a field setting using a broad sample of interviewers, jobs, and candidates. The training program (n= 158) derived its content from previous literature and used multiple instructional techniques. An experimental design was employed with a self‐study (placebo control) group (n= 140), random assignment, and many levels of evaluation criteria. Measures exhibited acceptable reliability, and statistical power was high for all analyses. Results indicated that class members responded positively to the program and demonstrated substantial learning. Interviewer evaluations of behavior failed to distinguish between experimental groups, however, and no differences were observed in job offers. Furthermore, no differences were observed between study participants and nonparticipants (n= 174) in terms of interview behavior and job offers. This study illustrates the danger of relying solely on reaction or learning criteria in the evaluation of training programs. Several explanations are offered for the finding

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00619.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

This study investigated the frequent (but previously untested) assertion that utility analysis can improve communication and decision making about human resource management programs by examining a performance feedback intervention applied in a small retail fast‐food store. The study employed several new features, including (1) applying a utility model focusing on improvements in group production most salient to decision makers (as opposed to more common approaches that measure the standard deviation of individual performance), (2) explicitly comparing empirical utility results with subjectively derived utility values, and (3) comparing managerial decisions and decision processes with the prescriptions of the normative utility model. Utility analysis results suggested substantial payoffs from performance feedback, though the store's owner‐managers had earlier rejected the program. A structured interview and questionnaire analysis of the owner‐managers' decision processes suggested that their utility parameter estimates were inaccurate (especially with regard to the cost and the effect of the feedback program) and showed that they had considered several additional program outcomes that were negatively evaluated. The combination of the inaccuracy and additional negative factors, however, was still not sufficient to produce negative subjective utility estimates. Failure to adopt the program apparently occurred because decision makers underestimated the importance of the performance problem and, therefore, failed to formally analyze the performance feedback interve

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00620.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The purpose of this study was to explore the utility of adopting a supply‐side approach to understanding the nature of wage differentials between men and women. Using an expectancy theory framework, a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth. Preferences for each job also were obtained using a paired comparison procedure. The results suggested that much of the wage gap between men and women can be explained by (1) evaluations of multiple outcomes other than pay and (2) gender‐related differences in expectancies, instrumentalities, and valences with respect to these outcomes. Both the theoretical and practical utility of approaching the issue of comparable worth from a supply as well as a demand side are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00621.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

This study examines several dimensions and characteristics of drug‐testing programs that are associated with personnel managers' judgments of the programs' effectiveness. The data gathered from 190 human resource management (HRM) executives indicate that firms with drug‐testing policies differ from non‐drug‐testing organizations. Drug‐testing programs considered to be effective are supported by ancillary activities such as employee assistance programs, supervisory training, and employee drug‐awareness communications. Organizations perceived to have effective drug‐testing policies engage in drug testing for targeted groups of employees and focus on the rehabilitation of those individuals who

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00622.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Previous cross‐sectional field and laboratory research has provided mixed results as to whether recruiter characteristics and behaviors influence applicant reactions to employment opportunities. The present research was conducted to examine the effect of recruiter characteristics using a pre‐post study design in a naturally occurring setting. In addition, the effects of several potential moderators on recruiter influence were tested. Results indicated that recruiter characteristics had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company. There was little evidence that the effect of recruiter characteristics was moderated by selected applicant, job, or interviewer variab

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00623.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

A survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research. Users were significantly more favorable in their attitudes toward peer appraisals when the appraisals were used for developmental rather than evaluative purposes. Favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process. User reactions were negatively associated with perceived friendship bias and years of company experience. No relationship was found between peer or self‐ratings of performance and reactions to the peer appraisal proces

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00624.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The motivation to attend quality circle (QC) meetings and the task performance of 47 quality circles over a three‐year period were examined as a function of quality circle initiation (self‐ vs. management‐initiated) in a field study. Motivation to attend meetings was operationally defined as the number of members per QC (QC size) and the attendance rate at QC meetings. Task performance reflected the number of projects completed and the amount of time required to complete the project. The results of a MANOVA suggested that QC initiation had significant impacts on motivation to attend meetings in that self‐initiated QCs had more QC members than had management‐initiated QCs. Further, management‐initiated QCs solved more work‐related problems and solved their problems significantly faster than did self‐initiated QCs. The effect of QC initiation on the number of projects completed failed to reach significance, however, when QC size was controlled as a covariate. Further, a high attendance rate at QC meetings was associated with a low quantity of projects completed in self‐initiated QCs and a slow speed of problem solving in management‐initiated QCs. Some implications related to the effectiveness o

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00625.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Evaluations of performance evaluation ratings conventionally use various psychometric criteria, with reliability being the measure most commonly reported. Rating errors have been attributed to a variety of sources, including the statistical properties of the format or content, ratee performance variability, rater biases, and characteristics of the work setting. This article reports research on error statistics that can be generated using the Mixed Standard Scale (MSS) evaluation format. The reduction of system error rates following revision guided by statistical analysis is a clear indication that the quality control features of this format are useful in the management of performance evaluation systems.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00626.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Book reviewed in this article:BARNEY, JAY B. and OUCHI, WILLIAM G. (Eds.). Organizational Economics: Toward a New Paradigm for Understanding and Studying Organizations.RITTI, R. RICHARD and FUNKHOUSER, G. RAY. The Ropes to Skip and The Ropes to Know: The Inner Life of an Organization (3rd ed.).MILES, ROBERT H. Managing the Corporate Social Environment: A Grounded Theory.NEVO, BARUCH (Ed.). The Scientific Aspects of Graphology: A Handbook.O'BRIEN, GORDON E. Psychology of Work and Unemployment.HILLS, FREDERICK S. Compensation Decision Making.VAN GUNDY, ARTHUR B. Creative Problem Solving: A Guide for Trainers and Managers.HARGIE, OWEN (Ed.). A Handbook of Communications Skills.BLOCK, PETER. The Empowered Manager: Positive Political Skills at Work.EZORSKY, GERTRUDE (Ed.). Moral Rights in the Workplace.MYERS, DONALD W. Human Resource Management: Principles and Practice.ZEIDNER, JOSEPH (Ed.). Human Productivity Enhancement: Organizations, Personnel, and Decision Making (Vol. 2).HARTMANN, HEIDI I., KRAUT, ROBERT E., TILLY, LOUISE A. (Eds.). Computer Chips and Paper Clips: Technology and Women's Employment, (Vol. I).EASTMAN KODAK COMPANY, ERGONOMICS GROUP, HEALTH AND ENVIRONMENT LABORATORIES. Ergonomics Design for People at Work, Volume II: The Design of Jobs.TJOSVOLD, DEAN. Working Together to Get Things Done: Managing Organizational Productivity.GARDNER, JAMES E. Stabilizing the Workforce: A Complete Guide to Controlling Turnover.SZILAGYI, ANDREW D. and WALLACE, MARC J. Organizational Behavior and Performance (4th ed.).HOLLEY, WILLIAM H. and JENNINGS, KENNETH M. Personnel/Human Resource Management: Contributions and Activities (rev. ed.).LEIBOWITZ, ZANDY B., FARREN, CAELA, and KAYE, BEVERLY L. Designing Career Development Systems.HODGETTS, RICHARD M. Modern Human Relations at Work (3rd ed.).ROBERSON, CLIFF. Preventing Employee Misconduct: A Self‐Defense Manual for Businesses.MANGHAM, IAIN L. Power and Performance in Organizations: An Exploration of Executive Process.SCOTT, W. RICHARD. Organizations: Rational, Natural, and Open Systems (2nd ed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00627.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00628.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY