摘要:

In this study, job performance increases resulting from improved selection validity were measured empirically rather than estimated from the standard linear regression utility equations. Selection utility analyses based on these empirical measurements were carried out for most white‐collar jobs in the federal government. Results indicate that selection of aone‐year cohortbased on valid measures of cognitive ability, rather than on non‐test procedures (mostly evaluations of education and experience), produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. Newly hired federal employees remain with the government an average of approximately 13 years, resulting in a total gain in output of almost $8 billion over this period. This gain represents a 9.7% increase in output among new hires. If total output is held constant rather than increased, new hiring can be reduced by up to 20,044 per year (a 9% decrease), resulting in payroll savings of $272 million for every year the new cohort of employees remains on the job. The percentage of new hires in the bottom decile of the non‐test‐selected job performance di

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00572.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Since the average ages of many industrialized nations' workers are increasing, it is important to know (1) the causes of employees' decisions to retire early and (2) the effects of retirement on the lives of retirees and on their employing organizations. The fields of gerontology and of social, clinical, and developmental psychology have investigated retirement, usually focusing on individual well‐being as a criterion. Industrial/organizational psychology generally has not delved into the topic. A review of the empirical literature and theories regarding the two retirement issues leads to conclusions that are very tentative due to the nature of the research methods used until now. I/O psychologists have the opportunity to contribute to knowledge about retirement because of their dual interests in both individuals and organizations and because of their tradition of scientific rigor. Propositions are provided for future researc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00573.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Potential experiential determinants of managerial turnover were investigated based on questionnaire responses from 140 former managers and 143 current managers within the same organization. To assess these experiences, measures were developed from four different areas of literature that consider the turnover phenomenon. Results indicate that, compared to current managers, former managers describe their managerial experiences in terms of (1) less satisfying job characteristics, (2) greater degrees of adjustment and socialization difficulties, (3) more unmet job expectations, and (4) greater degrees of job stress. Furthermore, it was discovered that all four areas of literature actually give very similar advice on reducing turnover, but each area differs in terms of intended applications and time perspective. Recommendations are provided for reducing management turnover.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00574.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

The comparable worth controversy has generated much discussion about the appropriate valuation of job worth. To date, academic inquiries into the measurement of job worth have focused primarily on job evaluation; however, recent court decisions suggest that market wages are a more compelling indicator of job worth than are job evaluation results. This paper examines the construct of “market wage” and the process by which it is measured (wage surveys). It is argued that both theconstructand themeasurementof the market wage have not been sufficiently examined by either academics or the courts. Implications for pay administration and future research are no

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00575.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

This paper delineates a systematic procedure for operationalizing the “behavioral consistency” notion, proposed by Wernimont and Campbell (1968), for a Civil Service job. The steps used in developing selection tests from a content‐oriented strategy are illustrated, and the transformation of specific job behaviors into tests related to job content but modified so that inexperienced applicants can complete them is demonstrated. Test reliability and judged content validity of the examinations are pres

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00576.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

A field study was conducted to examine several factors related to young job applicants, their reactions to job interviews, and their intentions to accept a job if offered. Immediately following their interviews, 422 applicants voluntarily responded to questionnaires concerning the interview, parents' and friends' pressure for them to take the job, alternative job opportunities, and behavioral intentions to accept the job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job in the recruiting organization. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Multivariate effects were found for applicant sex, applicant race, and interviewer sex on reactions to the interviewer and the interview. Further research on the role of parental and peer pressure on job acceptance among young workers is suggested, as is the moderating role of alternative opportunities. The implications of race and sex differences in interview reactions are also discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00577.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

This study examined the effects of task and supervisory experience on causal attributions and recommendations for corrective action following poor performance. One hundred twenty subjects employed in a casino reviewed an evaluation form describing the poor performance of a blackjack dealer in the casino. Subjects included first‐and second‐level supervisors with task and supervisory experience, dealers with task experience only, and employees with neither task nor supervisory experience. Subjects were told that the dealer being evaluated had 2, 6, or 12 months of task experience. Results indicate that task and supervisory experience did affect attributions to specific causal factors; however, the effects were not consistently in the predicted direction. Specifically, supervisors viewed lack of effort and poor supervision as more important and task difficulty as less important causes of poor performance than did dealers. Subjects without task experience viewed poor work conditions and task difficulty as stronger causes of poor performance than did dealers. Task experience of the ratee interacted with rater task experience such that dealers and controls differed in their attributions for employees with 12 months' experience but did not differ if the ratee had 2 or 6 months' experience. Causal attributions for an employee's poor performance were related to subsequent corrective recommendati

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00578.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

This comment shows that the conclusion of Schmitt, Gooding, Noe, and Kirsch (1984) that their meta‐analytic findings are inconsistent with earlier validity generalization work is in error. The findings in their study that less variance than previously reported was due to sampling error are a result of their larger average sample sizes. Their claim that, after sampling error variance was accounted for, much unexplained variance remained, is incorrect. This error is demonstrated to be a result of their exclusive concentration on percentages and consequent failure to examineamountof observed and residual varianc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00579.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

摘要:

Book reviewed in this article:London, Manuel. Developing Managers.Sorcher, Melvin. Predicting Executive Success: What it Takes to Make it into Senior Management.Friedman, PaulG. AND Yarbrough, ElaineA. Training Strategies from Start to Finish.Neff, WalterS. Work and Human Behavior (3rd Ed.).Czepiel, JohnA., Solomon, MichaelR., AND Surprenant, CarolF. The Service Encounter: Managing Employee/Customer Interactions in Service Businesses.Schein, EdgarH. Organization Culture and Leadership: A Dynamic View.Farmer, RichardN. AND Hogue, W. Dickerson. Corporate Social Responsibility (2nd Ed.).Berk, RonaldA. (Ed.). A Guide to Criterion‐Referenced Test Construction.Wlodkowski, RaymondJ. Enhancing Adult Motivation to Learn.Cummings, L. L. AND Frost, PeterJ. (Eds.). Publishing in the Organizational Sciences.Bell, ChipR. AND Nadler, Leonard(Eds.). Clients and Consultants: Meeting and Exceeding Expectations (2nd Ed.).Connor, RichardA., Jr. AND Davidson, JeffreyP. Marketing Your Consulting and Professional Services.Lawler, EdwardE., Ill, Mohrman, AllanM, Jr., Mohrman, SusanA., Ledford, GeraldE., Jr., Cummings, ThomasG. AND Associates. Doing Research That is Useful for Theory and Practice.Elliston, Frederick, Keenan, John, Lockhart, Paula, AND VanSchaick, Jane. Whistleblowing: Managing Professional Dissent in the Workplace.Pennings, JohannesM. AND Associates. Organizational Strategy and Change: New Views on Formulating and Implementing Strategic Decisions.Brakel, Aat(Ed.). People and Organizations Interacting.Vaughn, BobbyC, Hoy, Frank, AND Buchanan, W. Wray. Employee Development Programs: An Organizational Approach.Rosenblat, PaulC, DeMik, Leni, Anderson, Roxanne, Marie, AND Johnson, Patricia. The Family in Business.Weihrich, Heinz. Management Excellence: Productivity Through MBO.Hanlon, MartinD., Nadler, DavidA. and Gladstein, Deborah. Attempting Work Reform: The Case of “Parkside” Hospital.Davis, Keithand Newstrom, JohnW. Human Behavior at Work: Organizational Behavior (7th Ed.).Davis, Keithand Newstrom, JohnW. Organizational Behavior: Readings and Exercises (7th Ed.).Megginson, LeonC. Personnel Management: A Human Resources Approach (5th Ed.).Davidson, MarilynJ. AND Cooper, CaryL. (Eds.) Working Women: An International Survey.Hartmann, HeidiI. (Ed.) Comparable Worth: New Directions for Research.DennisDoverspikeAssistant Professor of Psychology University of Akron Akron, OhioRosenbach, WilliamE. and Taylor, RobertL. (Eds.). Contemporary Issues in Leadership.Blake, RobertR. and Mouton, JaneS. The Managerial Grid HI: The Key to Leadership Excellence (3rd Ed.).Federico, Pat‐AnthonywiththeassistanceofKimE. Brunand DouglasB. McCalla. Management Information Systems and Organizational Behavior (2nd Ed.).Ronen, Simcha, Alternative Work Schedules: Selecting, Implementing and Evaluating.George, ClaudeS. Supervision in Action: The Art of Managing Others (4th Ed.).Beehr, TerryA. AND Bhagat, RabiS. (Eds.). Human Stress and Cognition in Organizations: An Integrated Perspective.Globerson, Schlomo. Performance Criteria and Incentive Systems (Advances in Industrial Engineering, 1).Kravetz, DennisJ. Getting Noticed: A Manager's Succ

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00580.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1986.tb00581.x

出版商:Blackwell Publishing Ltd    

年代:1986

数据来源: WILEY