摘要:

Validity coefficients for a single assessment center implemented in multiple locations are presented. Correction for range restriction, criterion unreliability, and sampling error did not account for a large portion of the variability in these validity coefficients. The type of assessor used, the center's administrative arrangement, and prior assessor‐assessee contact moderated these validities. It is suggested that the quality of the implementation of a selection procedure when there is local latitude in its implementation is an important factor in determining the procedure's effectivenes

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02003.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Although both strategic management theorists and practicing recruiters endorse selecting applicants on the basis of “fit,” precise delineation of fit in a selection context remains elusive. Moreover, the majority of previous work in this area has been based on anecdotes, case studies, or prescriptions rather than empirical evidence. The present investigation examines interviewers' assessments of job applicants in terms of both general and firm‐specific employability (i.e., fit). Results suggest that (1) assessments of general employability differ from firm‐specific assessments, (2) there is a firm‐specific component to interviewers' evaluations of job applicants, and (3) interpersonal skills, goal orientation, and physical attractiveness contribute to assessments of fit (holding general employability constant), while objective qualifications (e.g., grade point average, extracurricular offices, years experience) do not. Suggestions for future research ar

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02004.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

For the past 40 years during which dual allegiance (DA) has been studied, precious little has been discovered that expands on the insights of early writers about the topic. This paper reviews the methodological and conceptual basis of DA, both of which are found wanting. Legal and ethical issues concerned with applications of DA research are not addressed appropriately by current investigators. Ideas for ameliorating some of these problems are recommended. A framework for additional research on DA is proposed that offers a plan for dealing with a number of fundamental questions about the scientific standing of the concept.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02005.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Although research has established the criterion‐related validity of assessment centers for selection purposes, the construct validity of dimension ratings has not been demonstrated. A quasi‐experimental design was used to investigate the influence of retranslated behavior checklists on the construct validity of dimension ratings for two assessment center exercises. Assessor use of behavior checklists increased the average convergent (i.e., same dimension across exercise) validity from .24 to .43 while decreasing the average discriminant (i.e., different dimension within exercise) validity (.47 to .41). Behavior checklist sums were moderately correlated with corresponding dimension ratings and demonstrated a comparable level of construct validity. It is suggested that using behavior checklists may improve dimension construct validity by reducing the cognitive demands placed on rat

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02006.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The correspondence between inferences made using two validation strategies–content and criterion‐related–were examined in a specific personnel selection application. Empirical validity values and Law‐she's (1975) content validity ratios (CVR) were obtained for items from three structured interview guides used in the selection of insurance agents. Ratings of each item by over 300 field managers were used to calculate the CVR values. Statistically significant, yet modest correlations were found between empirical item validities and content validities for an interview guide used to select applicants with prior insurance sales experience. No significant differences were found among these correlations by comparing job experts of different levels of managerial experience and experience in selection. Data for the interview guide used to select experienced applicants also indicated that a content validity approach can be useful in developing a selection instrument with an empirically valid composite rating. The hypotheses were not confirmed for interview guides used to select applicants with no prior insurance sales experience. The practical importance of these results are discussed, as are plans for future r

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02007.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The construct validity of assessment center final dimension ratings was examined within a nomological network of cognitive and personality measures. Four hundred forty‐one employees of a large mid‐western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance‐style dimension ratings than to interpersonal‐style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal‐ and performance‐style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02008.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This study examined how personnel managers (n= 19) and line managers (n= 28) make disciplinary decisions. Using a policy‐capturing approach, subjects were asked to respond to disciplinary incidents that varied in terms of three factors likely to affect managerial attributions about the cause of the disciplinary problem (managerial provocation, personal problems, or tenure). The incidents also varied in terms of factors made relevant by the economic, institutional/legal, and hierarchical contexts. Of the six variables manipulated, the factor relating to the institutional/legal context had the largest impact on the decisions made by the personnel managers, and the factor relating to the hierarchical context had the largest impact on the decisions made by the line managers. While provocation was relatively important for both line and personnel managers, personal problems, tenure, and the economic implications of the decision had more modest impacts on managerial decisions. The results also suggest that there is substantial variation across managers in terms of the decision rules employed when responding to disciplinary case

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02009.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Book reviewed in this article:GOTTFREDSON, LINDA S. and SHARF, JAMES C. (Eds.). Fairness in Employment Testing (A special issue of the Journal of Vocational Behavior).LANDY, FRANK J. Psychology of Work Behavior (4th ed.).CASCIO, WAYNE F. Managing Human Resources: Productivity, Quality of Work Life, Profits (2nd ed.).HENEMAN, HERBERT G., Ill, SCHWAB, DONALD P., FOSSUM, JOHN A. and DYER, LEE D. Personnel/Human Resource Management (4th ed.).BYHAM, WILLIAM C. with JEFF COX. Zapp! The Lightening of Empowerment.BALDRY, CHRISTOPHER. Computers, Jobs, and Skills: The Industrial Relations of Technological Change.CUNNINGHAM, ROBERT B. The Bank and the Bureau: Organizational Development in the Middle East.DYER, LEE (Ed.). Human Resource Management‐Evolving Roles and Responsibilities.ROSEN, NED. Teamwork and the Bottom Line: Groups Make a Difference.KUBR, MILAN and PROKOPENKO, JOSEPH. Diagnosing Management Training and Development Needs: Concepts and Techniques.MOHRMAN, ALLAN M., JR., RESNICK‐WEST, SUSAN M. and LAWLER, EDWARD E., III. Designing Performance Appraisal Systems: Aligning Appraisals and Organizational Realities.HUCZYNSKI, ANDRZEJ A. and FITZPATRICK, MICHAEL J. Managing Employee Absence for a Competitive Edge.SWEET, DONALD H. A Manager's Guide to Conducting Terminations: Minimizing Emotional Stress and Legal Risks.GUY, MARY. From Organizational Decline to Organizational Renewal: The Phoenix Syndrome.MEYER, MARSHALL W. and ZUCKER, LYNNE G. Permanently Failing Organizations.McCALL, MORGAN W, JR., LOMBARDO, MICHAEL M. and MORRISON, ANN M. The Lessons of Experience: How Successful Executives Develop on the Job.KATZ, RALPH (Ed.).Managing Professionals in Innovative Organizations: A Collection of Readings.GILMORE, THOMAS NORTH. Making a Leadership Change: How Organizations and Leaders Can Handle Leadership Transitions Successfully.NYE, DAVID. Alternative Staffing Strategies.WILKINS, ALAN L. Developing Corporate Character: How to Successfully Change an Organization Without Destroying It.GRANT, PHILIP C. Multiple Use Job Descriptions: A Guide to Analysis, Preparation, and Applications for Human Resources Managers.ROOMKIN, MYRON J. (Ed.). Managers as Employees: An International Comparison of the Changing Character of Managerial Employment.CHAMPAGNE, PAUL J. and McAFEE, R. BRUCE. Motivating Strategies for Performance and Productivity: A Guide to Human Resource Development.VAILL, PETER B. Managing as a Performing Art: New Ideas for a World of Chaotic Change.WERTHER, WILLIAM B., JR. and DAVIS, KEITH. Human Resources and Personnel Management (3rd ed.).RAHIM, M. AFZALUR (Ed.). Managing Conflict: An Interdisciplinary Approach.URIS, AUREN. 88 Mistakes Interviewers Make and How to Avoid T

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1990.tb02010.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY