摘要:

The relationship between Pilot Candidate Selection Method (PCSM) scores and the number of flying training hours required to complete United States Air Force Undergraduate Pilot Training (UPT) was investigated on a sample of 1,082 graduates. This was done to demonstrate that ability testing has real world correlates and that cost savings accrued as a result of ability testing. The criterion ‘extra flying hours’ was computed by subtracting each student's cumulative flying hours from the sample mean. The correlations (corrected for range restriction) between PCSM scores and primary and advanced flying training extra hours were −0.206 and −0.270, respectively. Demonstrating that UPT graduates with higher PCSM scores required fewer flying hours to complete training facilitates the estimation of the cost avoidance achieved by abilit

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00068.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

摘要:

This paper presents a survey designed to identify the procedures used by British university departments when selecting academic staff and compare them with typical practice in other UK organizations. The results indicate that, compared with other large organizations, university departments make much less use of psychometric tests or assessment centres, relying heavily on the application form, a single interview and a presentation. There were no differences between academic departments of English, Biology or Psychology and the level of academic appointment only affected the composition of the interview panel. Possible reasons for the failure to use modern objective methods of selection are considered. It is argued that universities should apply more objective selection methods based on a full analysis of the competencies required of the higher education lecturer.

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00069.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

摘要:

Two studies were concerned with the perceived fairness of the promotion procedures adopted by a police organization. The first study used Leventhal's (1980) theory of procedural justice to analyse the reasons given by unsuccessful candidates for their appeals against the decision. A content analysis revealed that the rules of ‘consistency and accuracy’ accounted for 81.8% of all the reasons stated. The second study applied the social cognitive theory (Bandura 1989a; 1989b) to examining the effect of perceived procedural fairness on unsuccessful candidates' self‐efficacy and job attitudes related to police work. Results show that ‘procedural fairness’ was predictive of ‘self‐efficacy and procedural satisfaction’, both of which in turn predicted officers' organizational commitment and job satisfaction. Theoretical implications of the studies for procedural justice and social cognitive theory

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00070.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

摘要:

All job extrants formulate a set of expectations about what a new job will be like. A least in part, these expectations are shaped by their experience of the organization's selection process. What impact do these early impressions have upon subsequent job attitudes and behaviour? This article reports the findings of a longitudinal study of UK graduates from a few weeks prior to organizational entry to five or six years after commencing employment. Both the level of pre‐entry expectations and the congruency of these expectations with work experience are found to correlate with subsequent job satisfaction and organizational commitment. More support is found for the congruent expectations hypotheses, and the implications of this for company selection and socialization strategies are discusse

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00071.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00072.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00073.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00074.x

出版商:Blackwell Publishers Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00075.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Book Reviewed in this article:Human Resource Management, An International and Comparative Perspective on the Employment Relationship, by Graham Hollinshead and Mike Leat.The Future of Employment Relations, by P.B. Beaumont.International Human Resource Management, edited by A.W. Harzing and J. Van Ruysseveldt.

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00076.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY