摘要:

Cascio, Outtz, Zedeck, and Goldstein (1991) described the application of a number of test score banding procedures in personnel selection. Equations are developed illustrating the relationship between the width of test score bands and test reliability. When reliability is moderate to low, bands are likely to be larger than the standard deviation of the test, and are likely to include a large proportion of the applicant pool. The relationships between band widths and the differences between higher scoring and lower scoring groups are also examined. When the band is smaller than the differences between groups (which may happen when highly reliable tests are used), banding may not by itself prove effective as a means of reducing the adverse impact of tests, even when banding systems that maximize opportunities for members of the lower scoring group are used.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01733.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

In the course of analyzing data from a criterion‐related test validation study, an unexpected pattern of initial job placement was noticed. There was a statistically significant tendency in this large commercial bank to assign new employees to supervisors of the same ethnic group; and among those who were subsequently reassigned within 5 months, the level of such identity‐basedhomophilyincreased significantly further. Four alternative nonracial hypotheses that might have explained the pattern of reassignments were investigated and rejected. At present, no explanations are available of the processes underlying the pattern of intra‐organizational “ethnic drift.” Implications are noted for the study of cultural diversity and subgroup differences in organizations, and for the investigation of criterion relevance and test bias in validatio

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01734.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This study examined antecedents to involuntary turnover due to a reduction in force. The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover. Results showed that general mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct. The results demonstrate that involuntary turnover decisions are significantly related to performance; however, other variables also influenced these decisions. Implications and future research needs are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01735.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

There has been conspicuously little research concerning missing data problems in the applied psychology literature. Fortunately, other fields have begun to investigate this issue. These include survey research, marketing, statistics, economics, and biometrics. A review of this literature suggests several trends for applied psychologists. For example, listwise deletion of data is often the least accurate technique to deal with missing data. Other methods for estimating missing data scores may be more accurate and preserve more data for investigators to analyze. Further, the literature reveals that the amount of missing data and the reasons for deletion of data impact how investigators should handle the problem. Finally, there is a great need for more investigation of strategies for dealing with missing data, especially when data are missing in nonrandom or systematic patterns.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01736.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Except for a few rough estimates, the literature contains no precise data on the relative size of each correctable artifact in a meta‐analysis. The purpose of the present study was to determine these proportions and see if artifacts were related to various sample and subpopulation parameters. The study confirmed the notion that sampling error accounts for the bulk of the total artifactual variance (i.e., more than 90% for small or medium samples and more than 70% for large samples, e.g., N = 500). Nevertheless, variation in the percentages of each artifact was found to be primarily a function of sample size and mean correlation. Total artifactual variance was found to be a function of subpopulation correlation differences and sample size. Practical implications of the results are presente

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01737.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re‐screening individuals with the same inventory is frequent. This paper examines the effect of re‐screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become “test‐wise,” and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01738.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Training evaluation is a process designed to measure the degree of trainee changes (on learning as well as on other dimensions) that training programs cause. Whereas many experimental and correlational designs permitting such inferences exist, they are rarely used, principally for practical reasons. This paper evaluates an operationally simple procedure for estimating effectiveness of training in improving trainee knowledge–the Internal Referencing Strategy (IRS). It identifies and tests the implicit training evaluation notion that training‐relevant content should show more change (pre‐post) than training‐irrelevant content. An empirical evaluation study conducted with 66 managers enrolled in a training course compares the inferences produced by the IRS versus a more traditional experimental evaluation. The results indicate that the IRS approach may permit inferences that mirror those obtained by the more complex design. The paper closes with a discussion of the limits and possible uses of this

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01739.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization‐specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization‐specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization‐specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection pr

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01740.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.tb01741.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Books reviewed in this article:PFEFFER, JEFFREY.Competitive Advantage Through People: Unleashing the Power of the Work Force.SCHULER, HEINZ, FARR, JAMES L., and SMITH, MIKE (Eds.).Personnel Selection and Assessment: Individual and Organizational Perspectives.NAKAMURA, SHIGEHIRO.The New Standardization: Keystone of Continuous Improvement in Manufacturing.SHIBA, SHOJI, GRAHAM, ALAN, and WALDEN, DAVID.A New American TQM: Four Practical Revolutions in Management.UCHIMARU, KIYOSHI, OKAMOTO, SUSUMU, and KURAHARA, BUNTERU.TQM for Technical Groups: Total Quality Principles for Product Development.MEYER, CHRISTOPHERFast Cycle Time: How to Align Purpose, Strategy, and Structure for Speed.SIMS, DAVID, FINEMAN, STEPHEN, and GABRIEL, YIANNSOrganizing and Organizations: An Introduction.BARGE, BRUCE N. and CARLSON, JOHN G.The Executive's Guide to Controlling Health Care and Disability Costs: Strategy‐Based Solutions.BAKER, WAYNE E.Networking Smart: How to Build Relationships for Personal and Oganizational Success.CARER, CARLA C.Human Resource Management and the Total Quality Imperative.BOWDITCH, JAMES L. and BUONO, ANTHONY F.A Primer on Organizational BehaviorDIAMNT, LOUIS (Ed.).Homosexual Issues in the Workplace.CLARK, JON (Ed.).Human Resource Management and Technical Change.AGÓCS, CAROL, BURR, CATHERINE, and SOMERSET FELICITY.Employment Equity: Cooperative Strategies for Organizational Change.QUAID, MAEVEJob Evaluation: The Myth of Equitable Assessment.CHAKRABORTY, S. K.Managerial Transformation by Values: A Corporate pilgrimage.HYLAND, BRUCE N. and YOST, MERLE J.Reflections for Managers: A Collection of Wisdom and Inspiration From the World's Best Managers.LOEN, RAYMOND O.Superior Supervision: The 10% Solution.BUTMAN, JOHN.Flying Fox: A Business Adventure in Teams and Teamwork.HICKMAN, CRAIG R.The Strategy Game: An Interactive Business Game Where You Make or Break the Company.FERNANDEZ, JOHN P. with Mary Barr.The Diversity Advantage: How American Business Can Out‐Perform Japanese and European Companies in the Global Marketplace, New York:GOLD, MICHAEL EVAN.An Introduction to the Law of Employee Discrimination.NEAL, MARGARETB., CHAPMAN, NANCY, J., INGERSOL, DAYTON, and EMLEN, ARTHUR.Balancing Work and Caregiving for Children, Adults, and Elders.DAVIES, GRANT.20 Training Workshops for Improving Management Performance.MOYNIHAN, MICHAEL.The Economist Intelligence Unit Global Manager: Recruiting, Developing, and Keeping World Class Executives.JONES, JOHN W.High‐speed Management: Time‐Based Strategies for Managers and Organizations.HITT, WILLIAM D.The Model Leader: A Fuliy Functionin

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1994.tb01742.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY