ISSN:0894-3796    

DOI:10.1002/job.4030160402

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThis investigation consisted of a questionnaire survey of the graduate selection methods used by 536 organizations in the U.K. The use of application forms for pre‐selection purposes was widespread, although only a minority of organizations appeared to have approached this task in a systematic way. While references were also widely used, they were often taken up very late in the selection process, and only a minority of organizations sought specific information about job related abilities from referees. Interviews were universally used, both on their own, and as a component of an assessment centre. A total of 44 per cent of organizations used assessment centres as part of graduate recruitment. For most of those organizations using assessment centres, the interview was reported as being the most important component of the centre in determining final selection decisions. Most organizations provided some training for their selectors but this was typically general in nature, rather than being specific to graduate recruitment. The results are discussed in terms of their implications, both for practical application, and for future researc

ISSN:0894-3796    

DOI:10.1002/job.4030160403

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractTransformational leadership theory was examined in 89 schools in Singapore using a split sample technique (N= 846 teachers). The study sought to examine the influence of transformational leader behavior by school principals as it related to organizational commitment, organizational citizenship behavior, teacher satisfaction with leader, and student academic performance. Attitudinal and behavioral data were collected from both teachers and principals; student academic performance was collected from school records. School level analyses showed that transformational leadership had significant add‐on effects to transactional leadership in the prediction of organizational commitment, organizational citizenship behavior, and teacher satisfaction. Moreover, transformational leadership was found to have indirect effects on student academic achievement. Finally, it was found that transactional leadership had little add‐on effect on transformational leadership in predicting outcomes. Implications and directions for future research are discus

ISSN:0894-3796    

DOI:10.1002/job.4030160404

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractCorrelational studies have identified worksite coping resources such as social support and perceived control, and have suggested a positive role for such resources in employee stress processes. However, little experimental evidence has demonstrated the causal role of worksite coping resources in improving mental health, nor how worksite coping resources can be enhanced. This paper reports the results of a field experiment intended to provide such evidence. Human service workers participated in a theory‐driven training program designed to increase individual and group psychosocial coping resources and individuals' abilities to use those resources when coping with job demands. The inclusion of selection variables in models used to estimate the impact of the intervention controlled for selection biases and also allowed for the assessment of the impact of the training on those workers identified as most prone to turnover and on those most likely to participate in such an intervention. Results indicated that the program enhanced the work team climate and reduced depresssive symptoms and somatization in those most at risk for leaving their jobs. The program was also effective in increasing the amount of supervisor support received on the job and strengthening perceptions of coping abilities in those workers most likely to participate in the progra

ISSN:0894-3796    

DOI:10.1002/job.4030160405

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractImplicit theories lead individuals to make assumptions about one trait based on their knowledge of another trait. These assumptions can be particularly costly to organizations if they bias performance evaluations. Two studies experimentally examined Implicit Stress Theory (IST) using a 2 (high and low stressor) × 2 (high and low performance) design across three dependent variables: ratings of effectiveness, commitment, and burnout. Results from a sample of MBA students and a sample of practicing managers showed that employees in a high‐stressor job were rated as more effective, committed, and burned out than employees in a low‐stressor job when performance was indicated using subjective descriptive anchors. Interactive patterns in the manager sample demonstrated that the biasing effects were more pronounced for low performing emplo

ISSN:0894-3796    

DOI:10.1002/job.4030160406

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThe aim of the study was to test hypotheses derived from Nicholson's (1984) theory of work‐role transitions within the context of job relocation. These hypotheses concern the adjustment strategies used by those changing jobs. A total of 121 U.K. employees provided data at three points in time during the process of their relocation. Measures included job characteristics, personal change, role innovation, self‐esteem and subjective well‐being. Data were analysed via non‐recursive structural equation models using LISREL VI. Results were generally consistent with the model of work‐role transitions. Individual differences in self‐esteem were found to influence adjustment strategies over and above the effects of job char

ISSN:0894-3796    

DOI:10.1002/job.4030160407

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractAlthough research has demonstrated that difficult, specific goals produce higher performance than easy or non‐specific goals, little research has examined goal setting in relation to competition. In such circumstances, at least four potential outcomes are logically possible (i.e. complete or partial performance enhancement with competition versus complete or partial performance reduction). Thus, this investigation manipulated goal level and competition in a 3 × 2 factorial design. Participants (N= 109) solved routine arithmetic problems. Results demonstrated that competition had a significantdysfunctionaleffect on task performance within goal setting conditio

ISSN:0894-3796    

DOI:10.1002/job.4030160408

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThe purpose of this paper was to examine the relationship of race and gender to managers' ratings of promotion potential for a sample of 1268 managerial and professional employees. Hierarchial regression analysis showed that controlling for age, education, tenure, salary grade, functional area, and satisfaction with career support, both race and gender were significantly related to promotion potential. Females were rated lower than males, and Blacks and Asians were rated lower than Whites. There were no interaction effects between race and gender.

ISSN:0894-3796    

DOI:10.1002/job.4030160409

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030160401

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY