摘要:

Changes in views of personnel selection research include changing opinions about choosing predictors and criteria, methods of data collection, and methods of evaluating selection procedures. In particular, distinctions are (or can be) made between job‐relatedness, inferred in part from validity coefficients based on job‐related criteria, and the valid measurement of a trait (attribute), inferred in part from research using construct‐related criteria. The major change identified is a reduction in the sanctity with which a single correlation is viewed for either pu

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00601.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

In the first (N= 140) of two quasi‐experimental field studies, trial group employees were changed from a 5/40 to a 4/40 work schedule for four months then returned to a 5/40 schedule. In a second study (N= 102), trial group employees were changed from 5/40 to flextime. Reactions were evaluated using a model for understanding the impact of work schedules. The effects of schedule changes matched those anticipated by pre‐intervention surveys of employees. Factors related to organizational effectiveness were enhanced where specific organizational needs were met. Interference with personal activities was reduced where employees had experienced specific difficulties. The most powerful effect, however, was on worker attitudes toward specific work schedules. In addition, a mild positive (perhaps Hawthorne) effect was evident for a wide range of general worker reacti

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00602.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The finding that assessment centers are successful in making valid predictions of managerial success is well established in the literature. Unfortunately, it is not clearly understoodwhyassessment centers work. For example, construct validity of assessment center dimensions is rarely obtained. In this paper we affirm the evidence for predictive validity of assessment centers and conclude that assessment centers can work for a variety of purposes and in numerous contexts. But we also assert that we do not know why they work. The bulk of the paper goes on to raise possible explanations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00603.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five‐stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00604.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta‐analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta‐analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta‐analytic results demonstrated that most of the cross‐study variance was due to statistical artifacts. True variance across studies was found for the job characteristics‐performance relationship, however, and subsequent analyses suggested that growth‐need strength moderates this relationship. Implications for potential revisions of the model and for practice ar

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00605.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Current concepts of the construct of work maturity have focused on a cognitive developmental perspective. This study demonstrates the criterion‐related validity of a behavior‐based measure of work maturity. The work‐maturity levels of 142 youth enrollees in a job training program sponsored by the Job Training Partnership Act (JTPA) were measured using a locally relevant, behavior‐based instrument. Through factor and linear regression analyses, the construct of work maturity was defined and related to later job performance. Two work‐maturity factors (Time Consciousness and Sociability) were found to predict a weighted composite criterion composed of ten job performance dimensions. In addition, the ability of individual dimensions to predict job performance was also examined. Future studies of work maturity that combine cognitive and behavioral measures are

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00606.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

This paper examines the development and reporting of knowledge about employee alcoholism programs. It argues that specialists in this field frequently have overstated both the severity of the problem and the effectiveness of rehabilitative measures. Their claims are compared with evidence from the limited body of systematic research on this topic.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00607.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Book Reviewed in this article:SCANLON, WALTER E. Alcoholism and Drug Abuse in the Workplace: Employee Assistance Programs.SHAIN, MARTIN, SUURVALI, HELEN and BOUTILIER, MARIE. Healthier Workers: Health Promotion and Employee Assistance Programs.SONNENSTUHL, WILLIAM J. Inside an Emotional Health Program: A Field Study of Workplace Assistance for Troubled Employees.SONNENSTUHL, WILLIAM J. and TRICE, HARRISON M. Strategies for Employee Assistance Programs: The Crucial Balance (Key Issues‐Number 30).BELLMAN, GEOFFREY M. The Quest for Staff Leadership.CAMP, RICHAURD R., BLANCHARD, P. NICK and HUSZCZO, GREGORY E. Toword a More Organizationally Effective Training Strategy and Practice.LANDY, FRANK J. Psychology of Work Behavior (3rd ed.).SCHNEIDER, BENJAMIN and SCHMITT, NEAL. Staffing Organizations (2nd ed.).RUBIN, BETH, SCHNEIDER, BENJAMIN, SCHMITT, NEAL and SCHNEIDER, LEE A. Instructor's Manual: Staffing Organizations (2nd ed.).STEELE, FRITZ. Making and Managing High Quality Workplaces: An Organizational Ecology.GAVIN, JAMES. Organizational Development in the Mining Industry: Theory and Practice.HAIDER, MANFRED, KOLLER, MARGIT and CERVINKA, RENATE (Eds.). Night and Shiftwork: Longterm Effects and Their Prevention (Studies in Industrial and Organizational Psychology, Volume 3).STAHL, MICHAEL J. Managerial and Technical Motivation: Assessing Needs for Achievement, Power, and Affiliation.LANDY, FRANK J. (Ed.). Readings in Industrial and Organizational Psychology.LORSCH, JAY W. (Ed.). Handbook of Organizational Behavior.NADLER, LEONARD and WIGGS, GARLAND D. Managing Human Resource Development: A Practical Guide.LEWIS, CHRISTOPHER. Employee Selection.HALL, DOUGLAS T. and ASSOCIATES. Career Development in Organizations.MORGAN, GARETH. Images of Organization.CRANE, DONALD P. Personnel: The Management of Human Resources (4th ed.).DEEGAN, ARTHUR X, II. Succession Planning: Key to Corporate Excellence.FRESE, MICHAEL and SABINI, JOHN (Eds.). Goal Directed Behavior: The Concept of Action in Psychology.MANESE, WILFREDO R. Fair and Effective Employment Testing: Administrative, Psychometric and Legal Issues for the Human Resources Profession.HALL, RICHARD H. Dimensions of Wor

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb00608.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY