摘要:

This paper examines the relationship between education, management style, and organizational effectiveness. The increasing education level in the society is pointed to as a strong force toward a more participative management style. However, it is stressed that much of the education which is taking place in the United States may not equip people to participate effectively in a more democratically managed workplace. Finally, a model of a new more participative management style is presented and its relationship to education and skills is explicated.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00538.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

The standard deviation of performance quality measured in dollars,SD$, is critical to calculating the utility of personnel decisions. A popular technique for obtainingSD$calls for supervisor estimates of the dollar value of performance at different levels. In many cases supervisors can base their estimates on the cost of contracting out the various levels of performance. Estimation problems can arise, however, in contexts where contracting out is not possible, such as in government organizations without private industry counterparts. Estimation problems may also exist where individual salary is only a small percentage of the value of the performance to the organization or of the equipment operated. This paper presents two strategies for estimating the value of performance and for determiningSD$by considering the changes in the numbers and performance levels of system units which lead to increased aggregate performance. One hundred U.S. Army tank commanders provided data about their jobs for these two strategies as well as for the supervisor estimation and salary percentage strategies. The new strategies appear to provide more appropriate and acceptable values ofSD$for those complex, expensive systems where dollar values of performance are less easily estimated.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00539.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Discussions of “the criterion problem” stress the assumedly frequent incidence of dynamic criteria. However, different concepts of dynamic criteria have not been distinguished. Three views of dynamic criteria are clarified in this paper. These are dynamic criteria conceptualized as (a) changes in group average performance over time, (b) changes in validity over time, and (c) changes in the rank‐ordering of scores on the criterion over time. The evidence cited for each concept of dynamic criteria is critically analyzed and submitted to significance tests. The results of analyses of 735r's and 532 pairedr's across time from studies pertinent to dynamic criteria are reported. It is concluded that dynamic criteria are rare phenomena, with the significant changes found in key studies explainable by methodological artifacts. Though many sources suggest that dynamic criteria have dire consequences for the overall selection process, we argue that the phenomena have been over‐emphasized in the literature, and that practitioners' concern should focus instead on removing sources of criterion unreli

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00540.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Several investigations have examined the relationship between absenteeism and turnover. These behaviors have been variously found to be correlated positively, negatively, or not at all. The present investigation studied this relationship using multiple measures of both absenteeism and turnover. The findings showed that different types of relationships were present depending on the measures used. A search for invariant relationships, using mutually exclusive models, does not seem useful. The absenteeism‐turnover relationship appears to be a variable process over time, people, situations, and measure

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00541.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

This paper summarizes the empirical evidence on compressed work weeks and analyzes the effects of an implementation of a three‐day/ thirty‐eight hour (3/38) work schedule among information systems personnel (N= 84). Data showed that eighteen months after implementation, 3/38 employees still strongly favor the compressed schedule. Those most likely to express favorable attitudes towards the schedule were employees who had participated in the decision to implement 3/38, those whose jobs had been enriched by the schedule change, and those with strong higher order needs. Fatigue did not appear to be a problem. The data also suggest substantial organizational payoffs including reductions in sick time, overtime, and personal leave t

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00542.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Traditional models of participative decision making neglect the role subordinates play in establishing a participative environment. In this study, participative decision making is viewed as a social phenomenon defined through interaction between superiors and subordinates. Data obtained from 264 employees of a large social service organization were used to test hypotheses predicting positive associations between participation and superior‐subordinate communication behavior. The results provide support for the contention that, for subordinates, participation in decision making is associated strongly with the quantity and quality of communication they experience with their superior. Considering the impact of superior‐subordinate communication in the establishment of participative decision making may aid in understanding what preconditions are necessary before such arrangements can become success

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00543.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

A technique was developed which provided a quantitative index of the fit between training curriculum content and job task performance requirements. The procedure also generates a listing of tasks which receive undue emphasis in the training curriculum, those which are not being trained, and those which instructors intend to train, but which course graduates report being unable to perform. The procedure is illustrated for three training programs in the U.S. Coast Guard Class ‘A’ scho

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00544.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

There is extensive and persuasive documentation that the gender of an individual may bias a wide variety of managerial decisions. Potential differences in workplace justice as a function of the “defendent's” gender, however, have received little attention in organizational studies, and remain untested outside laboratory protocol. This study of 361 workplace justice proceedings in a field setting strongly suggests that men and women receive substantially different outcomes. These results are invariant across differences in the severity and viability of the contested iss

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00545.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY

摘要:

Book Reviewed in this article:CRONBACH, LEE J. Essentials of Psychological Testing (4th edition).PARSONS, DAVID. Employment and Manpower Surveys: A Practitioner's Guide.BERNARDIN, H. JOHN and BEATTY, RICHARD W. Performance Appraisal: Assessing Human Behavior at Work.TUNG, ROSALIE L. Key to Japan's Economic Strength: Human Power.PINDER, CRAIG C. Work Motivation: Theory, Issues, and Applications.BRIEF, ARTHUR P. (Editor). Productivity Research in the Behavioral and Social Sciences.FITZ‐ENZ, JAC. How to Measure Human Resources Management.KETS DE VRIES, MANFRED F. R. (Editor). The Irrational Executive: Psychoanalytic Studies in Management.BATEMAN, THOMAS S. and FERRIS, GERALD R. Method and Analysis in Organizational Research.QUICK, JAMES C. and QUICK, JONATHAN D. Organizational Stress and Preventive Management.SCHULER, RANDALL S. Personnel and Human Resource Management (2nd edition).SCHULER, RANDALL S. and YOUNGBLOOD, STUART A. Readings in Personnel and Human Resource Management (2nd edition).DESSLER, GARY. Personnel Management: Modern Concepts and Techniques (3rd edition).KAKABADSE, ANDREW and PARKER, CHRISTOPHER (Editors). Power, Politics, and Organizations: A Behavioural Science View.MILKOVICH, GEORGE T. and NEWMAN, JERRY M. Compensation.SMITH, IAN. The Management of Remuneration: Paying for Efectiveness.MARGOLIS, FREDERIC H. and BELL, CHIP R. Managing the Learning Process.OBORNE, D. J. and GRUNEBERG, M. M. (Editors). The Physical Environment at Work.BOWMAN, JAMES S., ELLISTON, FREDERICK, and LOCKHART, PAULA. Professional Dissent: An Annotated Bibliography and Research Guide.FIEDLER, FRED E. and CHEMERS, MARTIN M. Improving Leadership Efectiveness: The Leader Match Concept (2nd edition).LAMBERT, CLARK. The Complete Book of Supervisory Training.SPIELBERGER, CHARLES D. and BUTCHER, JAMES N. (Editors). Advances in Personality Assessment (Volume 3).PEPPER, ALLAN D. Managing the Training and Development Function.MASLOW, ALBERT P. Staffing the Public Service.BURGESS, JOHN H. Human Factors in Forms Design.PETTMAN, BARRIE O. and TAVERNIER, GERARD. Manpower Planning Workbook (2nd edition).SWAP, WALTER C. and ASSOCIATES. Group Decision Making.GOODWORTH, CLIVE T. Eflective Interviewing for Employment Selection.SIKULA, andREW F. and MCKENNA, JOHN F. The Management of Human Resources: Personnel Text and Current Issues.FLIPPO, EDWIN B. Personnel Management (6th edition).GMELCH, WALTER H. and MISKIN, VAL D. Productivity Teams: Beyond Quality Circles.TIMM, PAUL R. Supervision.HESS, KAREN (Editor). The Positive Manager.BOELLA, M. J. Personnel Management in the Hotel and Catering Industry (3rd edition

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1985.tb00546.x

出版商:Blackwell Publishing Ltd    

年代:1985

数据来源: WILEY