摘要:

Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between‐study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first‐line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial‐organizational psychology are disc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02134.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

This paper illustrates a methodological approach to classifying jobs for the purpose of developing performance evaluation instruments. The approach was to administer a worker‐oriented job inventory to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard. The data from the job inventory were then analyzed using Tucker's Three‐Mode Factor Analysis. Output from the three‐mode factor analysis was used to identify combinations of jobs and ranks for which separate appraisal instruments could be developed. In addition, output from the three‐mode factor analysis was used to suggest the content of the various appraisal instruments. Advantages, applications, and limitations of this approach are di

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02135.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Behavioral observation scales (BOS) were developed for first line foremen. BOS are similar to behavioral expectation scales (BES) in that both are based on a job analysis procedure known as the critical incident technique. However, the BOS differ from BES in that, in developing BOS, (a) a group of individuals is observed and rated on a five‐point scale as to the frequency with which they engage in the behavior described by each incident/statement, (b) a total score for each individual is determined by summing the observer's responses for each behavioral item, and (c) an item analysis (or factor analysis, depending upon the sample size) is conducted to select the most discriminating items. Those items with the highest correlations with the total score on a scale are retained to form one behavioral criterion or scale (BOS

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02136.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Perceptions about the Pearson product moment correlation,r, from bivariate scatterplots were investigated through the use of a questionnaire. It was found that subjects who are relatively sophisticated in psychometric techniques tend to underestimate the magnitude ofr, with most pronounced disparity in the range .2<|r|< .6. Additionally, estimates ofrfrom specially designed scatterplots indicated that subjects (1) correctly estimated the effects of range restriction, (2) underestimated the effects of attenuating outliers, (3) incorrectly reduced estimates ofrwhen the regression slope was relatively high or low, and (4) often failed to consider the effects of removing the middle third of the data. Several implications of these generally conservative estimations are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02137.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

A group of 250 early retirees and a similar group of 422 nonretired Civil Service employees were compared on demographic, experience and job attitude variables. Consistent with earlier published studies, demographic, health, and income variables accounted for approximately three times as much variance in the retirement status variable as did the motivational and attitudinal variables. Retirees reported that their jobs afforded less Autonomy, Skill Variety, Opportunity to Deal with Others, and less intrinsic satisfaction, but more Feedback from Others relative to nonretirees. Analysis of the demographic variables indicated retirees were more likely to be female, have less financial commitments, and have had more jobs in their career. It is suggested that the retirement decision may represent a positive attempt on the part of individuals to pursue more challenging, interesting activities, and that longitudinal research be initiated to explore in more detail the determinants of the retirement decision and subsequent retirement satisfaction.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02138.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Procedures used for developing a quantified job analysis system for 1710 exempt employees in a power utility firm are described. Factor analysis of these data yielded 60 job dimensions which were used to describe position and job profiles. These job profiles then served as the basic input into the development of job clusters, defined as jobs at the same organizational level which have similar job content. The usefulness of information in this format for selection, promotion, transfer, compensation and training decisions is discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02139.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Recruiter ratings of 338 on‐campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job‐interview skills training are discussed, and suggestions for a comprehensive workshop model are presen

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02140.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

The present study deals with implementing and evaluating Schoenfeldt's assessment‐classification model in an industrial setting using a multiplicity of job families and a range of criteria. A total of 1,987 non‐exempt employees of a U. S. oil company were administered an extensive autobiographical inventory. Hierarchical clustering of the resulting biographical profiles produced 18 subgroups of employees such that within any one subgroup, background experiences and interests were similar and between subgroups they were different. A similar methodology was applied to job analysis data in creating a structure of 19 job families for 939 office and clerical jobs. Significant relationships were found between biodata subgroups and criteria of sex, education level, termination rate, equal employment opportunity job classification and performance ratings. There was no statistically significant relationship between subgroup membership and race. In addition, there was a significant relationship between subgroups and job families. Applications for a variety of personnel management practices are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02141.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

An experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants. The applicant was either an amputee, an epileptic, or “normal.” The job either involved public contact or it did not; and, it either involved supervisory responsibilities or it did not. Generally, handicapped applicants were evaluated no differently than normal applicants. Epileptic applicants, however, were expected to establish better relationships with clients and customers as well as with other employees than were normal applicants. Further, amputees were offered a smaller salary than normals. Implications for future research and unfair discrimination are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02142.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Measures of overall job satisfaction, intention about remaining with the company, and frequency of absences were correlated with termination over two one‐year periods for a sample of female clerical employees. A step‐wise multiple regression indicated that both intent to remain with the company and frequency of absences added to the prediction of turnover during both one‐year periods. Job satisfaction did not add to the prediction for either

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb02143.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY