摘要:

The extent to which transactional and transformational leadership practices are related to the attitudinal and rated performance outcomes of a performance appraisal process was examined in this study involving 256 managers in a large business organization. Results indicated that only aspects of transformational leadership were related to performance appraisal scores. However, the contingent reward factor of transactional leadership, as well as all factors of transformational leadership, were related to satisfaction with performance appraisal processes. Management‐by‐exception was associated with lower satisfaction. Conclusions were drawn regarding the need for active transactional and transformational leadership in the performance appraisal proc

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00251.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant validity. The results indicate that within‐exercise ratings of different traits correlate more highly than across‐exercise ratings of the same trait. Factor analyses of the data reveal that underlying factors represent exercises and not dimensions. The implications of the results for the design of assessment centres are di

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00252.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Previous research has suggested that cognitive schemata serve as organizing frameworks which direct rater attention, categorization, integration and recall of ratee behaviour. It has been suggested that raters with more valid schemata, i.e. with cognitive organizing structures which are more sensitive to relevant ratee behaviours, rate more accurately. The study described here examined rater accuracy as a function of schemata derived from past experience and as a function of “imposed” schemata. Subjects were drawn from three populations (undergraduates, MBA students and personnel managers) who were expected to use successively more valid schemata for rating three videotaped personnel managers. Half of the subjects in each population were familiarized with the rating scales prior to ratee observation in order to impose schemata that incorporated the relevant performance rating dimensions. Multiple regression analysis indicated that raters who were expected to have acquired more valid schemata from experience, based on population membership and number of previous performance appraisals conducted personally, rated more accurately. In addition, they generated a greater number of relevant performance dimensions prior to ratee observation. Familiarization with the rating scales did not result in greater accuracy, perhaps due to the limited time made available for familiarization. Results are discussed with respect to past rater schemata research and the need to consider various types of schemata that raters may be using simultaneou

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00253.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Forty‐six empirical studies directly investigating the effects of three classes of nonverbal variables (demographic cues, physical appearance, non‐verbal behaviours) on performance appraisal were reviewed. In addition, relevant social psychological and communication research in the areas of person perception and impression formation was highlighted. The review indicated that the effects of non‐verbal cues on person perception in general, and performance appraisal in particular, are significant and varied. The review also revealed that(a)the majority of performance appraisal literature has exclusively examined demographic cues,(b)potential interactions among the three classes of non‐verbal variables have been generally ignored, and(c)most of the research is non‐theoretical. In an attempt to remedy this situation, a conceptual framework within which to examine the impact of non‐verbal cues on the performance appraisal process was proposed.Research in performance has been conducted explicitly for over 40 years (and implicitly since the time of Aristotle). We know lots of little things about the topic. A major obstacle to increasing our understanding of the bigger issues in performance theory seems to be the absence of a clear agenda for research and thinking. We have been bogged down in the technology of performance assessment and have paid little attention to the theory which must support this technology (Landyet al., 1

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00254.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The present field study was designed to examine the influence of organizational frustration and locus of control on emotional and behavioural reactions to frustrating conditions. Data were collected by questionnaire from 160 employees from all levels of a community mental health facility. As hypothesized, organizational frustration was found to be positively related to interpersonal aggression, sabotage and withdrawal. Subgroup moderator analysis supported the hypothesized moderating relationship of locus of control on the perceived frustration behavioural reactions relationship. These results suggest that persons with an external locus of control are more likely to respond to frustration with counterproductive behaviour than persons with an internal locus of control. The implications of these findings for organizations are discussed.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00255.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The congruence between male prison officers' (POs) perceptions of job‐related stress and wives' perceptions of their husbands' stress was examined. A Sources of Stress Questionnaire (SSQ) and the GHQ were administered to a random sample of POs. Their wives were asked to identify the sources of stress in their husbands' job, and to complete the GHQ. The results of two measures of congruence are reported. Firstly, separate factor analyses of the SSQ for the POs and their wives revealed similar factor structures and, secondly, the pattern and magnitude of the stress reported by the couples varied within factors. Wives reported greater stress originating from the violent nature of their husbands' job, and less stress originating from living in a prison village than their husbands. It is suggested that the wives' accurate perceptions arise as the result of subjective assessments, communication of which is facilitated by particular features of the work and work environmen

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00256.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

This paper presents the results of a simulation study designed to show how a moderator variable affects the form of the relationship between two other variables. Particular attention is paid to the relationship of the strength of a moderator to statistical significance and the magnitude of the increment inR2associated with the moderator. The increment inR2is viewed as an incomplete measure of the strength of moderator effects. We propose a standardized measure of the strength of moderator effects based on the rate of change in the slope of the regression surface. The relation of sample size and statistical power to this measure is investigated.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00257.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Hackett&Betz (1981) proposed that Bandura's (1977) theory of self‐efficacy can provide a useful conceptual framework in which to view the occupational preferences of women. They suggested that, largely due to socialization experiences, women have low self‐efficacy expectations in relation to traditionally male occupations, and that this may contribute to women's continued underrepresentation in these occupations. A total of 121 current and prospective university students rated their self‐efficacy for, their liking of, and the extent to which they had considered entering, various traditionally male and traditionally female occupations. The females displayed lower self‐efficacy than the males for all but one of the traditionally male occupations. The males did not lack self‐efficacy in relation to the majority of the traditionally female occupations. However, contrary to expectations, women's lower self‐efficacy did not deter them from considering entering traditionally male occupations. The implications of these findings are discussed and some of the assumptions underlying the self‐efficacy theory of women's occupational preference a

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00258.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Book reviewed in this article:Evaluation of Training. By PETER HRAMLKY.Psychological Aspects of the Technology and Organizational Change in Work. Edited by LEENA NORROS&MATTI VARTIAINEN.Humor and Life Stress—Antidote to Adversity. HERBERT M. LEFC0URT&ROD A. MARTIN.UK Occupation and Employment Trends to 1990. By A. RAJAN&R. PEARSON.Not as Far as You Think: The Realities of Working Women. by LYNDA L. MOORE.Managing People at Work, 2nd ed. By JOHN W. HUNT.Human Resources and Computing. By IAN WINFIEL

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00259.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY