摘要:

Despite the growing popularity of upward feedback programs, there has been very little research on the effects of upward feedback on changes in managerial performance over time. We examined the effects of implementing an upward feedback program in which subordinates' ratings were collected for 238 first‐through fifth‐level managers in a large corporation at two points in time about 6 months apart. Research questions drawn from goal‐setting, control, and social cognition theories guided our investigation of the effects of (a) receiving feedback, (b) completing self‐ratings, (c) managers' initial level of performance, and (d) subordinate's familiarity with the manager on changes over time in the level of ratings and reported opportunity to observe managerial behaviors. Ratings were provided on a 33‐item behavioral observation scale that focused on areas such as the manager's commitment to quality, communications, support of subordinates (encouraging participation, coaching), and fairness. Based on subordinates' ratings, managers whose initial level of performance was moderate or low improved over the 6‐month period, and this improvement could not be attributed solely to regression to the mean. Also, both managers and their subordinates became more likely over time to indicate that the managers had an opportunity to demonstrate behaviors measured by the upward feedback

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01744.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The impact of upward feedback (followers' perceptions of leadership provided to leaders) on leaders' self‐evaluations and followers' subsequent ratings of leadership was assessed in a field setting. Subjects were 978 student leaders and their 1,232 followers. Results indicated that overall, leaders' behaviors as rated by followers improved after feedback. Leaders' self‐evaluations following feedback became more similar to the evaluations provided by followers. Interestingly, when leaders were grouped according to whether feedback was positive, neutral, or negative based on agreement between self‐ and follower ratings, differences between groups in post‐feedback self‐evaluations and follower ratings emerged. Self‐evaluations for leaders receiving negative feedback (high self‐ relative to followers' ratings) went down, while self‐evaluations for leaders receiving positive feedback (low self‐ relative to follower's ratings) went up. Follower ratings of leaders who received negative feedback improved following feedback to leaders, while there was no change in follower ratings for those receiving positive feedback. Implications for using upward feedback in organizati

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01745.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Selection outcomes under banding are affected by characteristics of the selection system and the applicant pool. This study examined the effects of eight parameters on the proportions hired from higher‐ and lower‐scoring groups: (a) selection ratio; (b) reliability; (b) fixed vs. sliding bands; (d) top‐down vs. random within‐band selection; (e) preferential vs. nonpreferential selection; (f) mean differences; (g) standard deviation differences; and (h) proportion of applicants from the lower‐scoring group. Simulation results were analyzed in a fully‐crossed eight‐way ANOVA. Higher‐order interactions among selection system and applicant pool characteristics had virtually no effect on selection outcomes; the proportion of the applicant pool from the lower‐scoring group accounted for nearly half the variance in out‐comes. Other important effects are, in order, the effects of standard deviation differences, mean differences, preferential hiring, and the selection ratio. Applicant pool characteristics have considerably more influence on selection outcomes than do selection sys

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01746.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The present study examined the effect of sex similarity on recruiters' evaluations of actual applicants in campus interviews and tested whether perceived similarity and interpersonal attraction mediated this effect. Structural equation modeling was performed on data from 476 campus interviews. The results revealed complex effects of sex similarity on recruiters' decision processes. Perceived similarity and interpersonal attraction mediated the effect of sex similarity on female recruiters' assessments of applicants' qualifications. Unexpectedly, female recruiters saw male applicants as more similar to themselves and more qualified than female applicants. For male recruiters, interview outcomes were not affected by sex similarity. Social identity theory, which suggests that the status associated with demographic characteristics may influence the nature of demographic similarity effects, provides a possible explanation for the findings.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01747.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra‐Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho‐social factors. The perceived relative importance of psycho‐social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01748.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

A path model was developed to determine the predictive power of the group values (Lind&Tyler, 1988) and the self‐interest/control (Thibaut&Walker, 1975) models in the justice judgments of three state impasse resolution procedures for teacher bargaining disputes. Surveys were returned by 90 school superintendents and 74 union presidents from districts that had used the procedures during the last contract negotiations. The group values variables of perceived neutrality of, and trust in, third parties were most predictive of procedural justice judgments. Process control was also predictive of procedural justice judgments, whereas decision control was not. Neither model was predictive of distributive justice judgments. Further, the path analysis clearly indicates the importance in this context of examining procedural and distributive justice from the competing perspectives of labor and management. Labor/management affiliation was strongly related to trust in third parties, perceptions of relative pay, and overall distributive justice judgment

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01749.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Brogden's equations for employment test utility analysis have been used in conjunction with direct range restriction correction formulas, because the data used typically come from selected applicant (incumbent) samples. We show that the use of direct range restriction corrections in utility analysis is not needed. Identical results can be obtained using a simpler equation that employs a regression coefficient based on the employee (i.e., restricted or job incumbent) population. This utility estimation procedure, which does not employ range restriction corrections, is derived and discussed. We recommend that this new equation be used in the practice of selection utility analysis because it not only provides identical utility estimates to those obtained using current equations that employ direct range restriction correction formulas, but also is computationally simpler.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01750.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Many researchers have discussed the theoretical and practical importance of rating purpose. Nevertheless, the body of empirical studies, the majority of which were conducted in a laboratory setting, focus on leniency. There has been little research on other effects of rating purpose. The present study examines 223 ratees in a field setting for whom there were both administrative‐based performance appraisal ratings (which were actually used for personnel decisions) and research‐based performance appraisal ratings (obtained for a validation study). Two of the hypotheses were supported; administrative ratings were more lenient than research‐based ratings. The administrative‐based ratings demonstrated a statistically significant relationship with ratee seniority, while the research‐based ratings did not. There was mixed support for a third hypothesis: Research ratings were significantly correlated with a predictor, while the administrative ratings were not. The difference between the validity coefficients, however, was not significant. Contrary to the hypothesis, the rank order between administrative‐based and research‐based ratings was relatively

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01751.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01752.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

An application of TQM concepts is described for a survey assessment of State of Wisconsin managers' satisfaction with staffing‐services delivered to them by the State's central staffing function. Focus groups of managers were used to identify the survey's content domain, and a steering group of managers guided decisions about final survey content, survey administration, and usage of results. The survey was administered ton= 645 line and HR managers. Results of psychometric analysis of responses provide favorable evidence (internal consistency, dimension independence) supporting usage of tke survey. Survey results served as a key input to implementation of several initiatives to improve staffing‐service delivery. These initiatives lead to increases in speed of service delivery, elimination of paperwork, higher reported applicant quality, and positive applicant reactions. The satisfaction survey was not readministered, so it is impossible to specify what, if any, changes occurred in managers' satisfaction with staffing servi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01753.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY