摘要:

The present research was aimed primarily at establishing and evaluating an In‐Basket exercise and scoring procedures that greatly reduce training and scoring time while retaining adequate reliability and validity. In the first of two studies, an optimal subset of In‐Basket items was identified for scoring. Their reliability and concurrent validity were then re‐evaluated in a second, cross‐validation study. No loss in reliability and little in validity resulted from the scoring‐item reduction. In addition, results emerged that shed light on attainable In‐Basket reliability and criterion‐related validity. Implications for In‐Baske

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00101.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This study investigated the effect of information frame and informant gender on people's views on merit versus gender‐based selection. Results showed that people in general support merit selection and oppose preferential selection. However, the negative reaction to gender‐based selection could be attenuated when (1) female informants described the advantages of gender‐based selection to female respondents, and (2) male informants argued the same case to male respondents. In addition, the provision of justification further exacerbated perceptions of unfairness of gender‐based se

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00102.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

The validity of written job knowledge tests as predictors of job performance and training success was examined. Based on a sample of 363,528 persons and 502 coefficients, meta‐analyses were performed to investigate the extent of validity generalization and the effects of two hypothesized moderator variables: content similarity and job complexity. Corrected mean validities were 0.45 for studies predicting job performance and 0.47 for studies of training success. Support was found for both moderators since validities were higher for high complexity jobs and when job‐test content similarity was high. The implications of this study for personnel selection and research in the area of work performance are discus

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00103.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Validity generalization research suggests that much of the variability in validity coefficients is due to statistical artifacts, such as sampling error. Correcting for these artifacts usually reduces the trans‐situational variability in validity coefficients, but the reverse can happen. Conditions under which corrections for statistical artifacts canincreasethe variability in validity coefficients are described, examples of meta‐analyses reporting larger corrected than observed variance in validity are cited, and implications for the situational specificity of validity coefficients are discussed. In general, the true variability in validity coefficients based on large samples is often larger than the observed variability in test validit

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00104.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00105.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00106.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00107.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book Reviewed in this article:Reassessing Human Resource Management, edited by Paul BlytonIndustrial Tribunalsby Roger GreenhalghPower, Performance and Ethics, edited by Stuart Rock and Carol KennedyManaging Changeby Bernard Burnes

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00108.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1993.tb00100.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY