摘要:

SummaryThevalidity of the usual normative scoring method for the Gordon Personal Profile (GPP), a forced‐choice personality test, was compared to the validity of an ipsative scoring method devised for this test. The criteria used were different aspects of sales performance over a three‐year period for a sample of 130 data processing machine salesmen. One of the ipsative traits, Sociability, correlated negatively (—.34) with a continuous sales production criterion (n= 90) and showed a significant difference in proportions between a top producing and promoted group (n= 44) and a low producing and separated group (n= 42). None of the normative GPP trait scores was significantly related to either criterion.The distributions of GPP ipsative traits differed significantly for men rated highest on performance in the company sales training program (n= 55) and men in the top producing and promoted group (n= 44). The top salesmen had fewer men high on Sociability and more men high on Responsibility than the top training group. These findings suggested the need for a re‐examination of the company's sales training and recruiting personality stereotype in view of the significant proportion of men employed who were high on Sociability and whose chances of becoming top producing salesmen we

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01241.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

摘要:

SummaryThisstudy is concerned with the proposition that the nature of superior‐subordinate relationships in an organization, as perceived or evaluated by subordinates, affects the job performance of subordinates, whether the latter are considered as a group or as individuals. This rather widely accepted proposition was tested using four more specific hypotheses which were derived from it, and which involve certain aspects of superior‐subordinate interaction, as specified in the paper. The objectives were to test the hypothesized relationships between these variables and subordinate performance, and to examine the generality of these relationsh

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01242.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01243.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01244.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01245.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01246.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

摘要:

Book review in this ArticleMann, FloydC.,andNeff, FranklinW.Managing Major Change in Organizations: An Undeveloped Area of Administration and Social Research.Programmed Learning: Evolving Principles and Industrial Applications.Buckingham, Walter.Automation: Its Impact on Business and People.Simon, HerbertA.The New Science of Management Decision.Yuzuk, RonaldPaul.The Assessment of Employee Morale: A Comparison of Two Measures.Hemphill, JohnK.Dimensions of Executive Positions: A Study of the Basic Characteristics of the Positions of Ninety‐Three Business Executives.Beaumont, RichardA.,andTower, JamesW.Executive Retirement and Effective Management.Langsner, Adolph,andZollitsch, HerbertG.Wage and Salary Administration.GilmerB.vonHaller.Industrial Psychology.Laird, DonaldA.,andLaird, Eleanor.Practical Business Psychology.Famularo, JosephJ.Supervisors in Action: Developing Your Skills in Managing Peopl

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01247.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1961.tb01248.x

出版商:Blackwell Publishing Ltd    

年代:1961

数据来源: WILEY