摘要:

SummaryThereis a substantial body of research which documents the importance of the leader's interpersonal skills in determining the attitudes and behavior of group members. Most of this work has been done in industry and has been concentrated on the relationship between the foreman and his men. The present article represents an attempt to replicate several of the well‐established industrial findings on a different population–union stewards and the members of their shops.Participation in union activities was regarded as the analog of individual productivity, and it was predicted that this criterion would be related to the perceived leadership skills of the steward in (1) communicating to the men, (2) involving them in decision making, (3) providing “help” to the men, and (4) taking personal interest in how the men get along on the job.These relationships were tested in four local unions of the industrial type in southern Michigan. The locals had been selected to differ with respect to the participation criterion. Data were collected by written questionnaire, with telephone and personal follow‐up. Results were substantially as predicted, with the rank order of locals on the leadership dimensions corresponding closely to the ranking on the participation

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00781.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00782.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00783.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

摘要:

SummaryThisis the second in a series of studies on attitudes of industrial personnel toward employment tests. A total of 116 executives in a variety of industries returned a questionnaire similar to that used to poll workers in a previous study. Intercorrelations were computed among variables of importance. In general, management believes employment tests to be valuable aids in selection and placement. Furthermore, executives also indicate a much more favorable opinion of how employees react to tests than was previously supposed. The authors conclude that employer reluctance to adopt scientific selection procedures probably should not be attributed to poor managerial opinions of tests and false beliefs about worker reactions toward tests.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00784.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

摘要:

SummarySelection of electronics personnel in the U. S. Navy has been substantially improved during the last two years. This improvement has been effected by the use of “achievement” tests in conjunction with “aptitude” tests. These “achievement” tests, as well as being appropriate as to subject‐matter content, are also pitched at difficulty levels commensurate with the high level of the trainees in the technical schools. This results in an increment in predictive efficiency of a magnitude hitherto unattainable by the mere addition of other aptitude tests to an operational battery of a small number of effective aptitude tests. This finding has important theoretical as well as practical implications and is serving as the basis for revamping the entire enlisted classification testing procedure

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00785.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

摘要:

SummaryInthis study we establish the fact that the degree of satisfaction of certain personal needs supplied by a person's place of employment has a significant direct relationship to his continuing to work for that company. These personal needs are for recognition, for autonomy, for a feeling of doing work that is important, and for evaluation by fair standards. In addition, knowing important people in the organization is related to continued employment. There are some indications that anxiety develops in those employees who state that their needs for autonomy and fair evaluation are not satisfied.In addition to the degree of need satisfaction provided by the job, we examined the degree to which the employment situation limits satisfactions which the worker can receive from his family and from his community. We found that the extent to which the job interferes with family and community satisfactions is related to turnover as strongly as the failure to receive need satisfactions on the job. But interference with off‐the‐job sources of satisfaction is not related to experiencing dissatisfaction on the job. We interpret these results to mean that there are two essentially different kinds of reasons for leaving the employing organization. Some people resign for reasons of both kinds: the job itself does not satisfy needs, and it also keeps them from receiving satisfactions from other sources. Most of the people in this study who resigned, how‐ ever, felt only one or the other of these two forms of dissatisfaction. (The interference with off ‐the‐job satisfactions is probably higher among the people studied than in the popula‐ tion at large since shift work is prevalent in the industry in which this study was

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00786.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00787.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

摘要:

Books reviewed in this article:Cros, Pierre, Emmanuel, LucasL., Gamble, RobertB., EtAl.Imagination‐Undeveloped ResourceRoe, Anne.The Psychology of OccupationsFraser, JohnMunro.Psychology: General, Industrial, SocialMaier, NormanR. F., Solem, AllenR., AND Maier, AyeshaA.Supervisory and Executive Development: A Manual for Role PlayingUrwick, LyndallF.The Pattern of ManagementHemphill, JohnK.Group Dzmensions: A Manual for Their MeasurementCampbell, DonaldT.Leadership and Its Egects Upon the GroupCalhoon, RichardP., AND Kirkpatrick, C. A.Influencing Employee BehaviorSpriegel, WilliamR., Schulz, Edward, AND Spriegel, WilliamB.Elements of SupervisionAbruzzi, Adam.Work, Workers, and Work MeasurementStogdill, RalphM., Scott, EllisL., AND Jaynes, WilliamE.Leadership and Role ExpectationsSelekman, Sylvia, AND Selekman, Benjamin.Power and Morality in a Business SocietyStunkel, EvaRussell, Heitman, SaraM., AND Davidoff, IsabelS.Improving Employment Reference Chec

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00788.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1957.tb00789.x

出版商:Blackwell Publishing Ltd    

年代:1957

数据来源: WILEY