摘要:

Recent court cases have continued to support the Equal Employment Opportunity Commission's employee selection guidelines. The most unambiguous support came inAlbemarle Paper Co.v.Moody, decided by the U. S. Supreme Court in 1975. The Court's 1976 opinion inWashingtonv.Davisset forth more relaxed statutory standards than those of the EEOC Guidelines, but subsequent lower court decisions have continued to support the EEOC Guidelines, and the new Federal Executive Agency Guidelines have not supplanted them. The EEOC Guidelines provisions upheld inAlbemarleare compared with the APA Test Standards and with APA Division 14's Personnel Selection Principles, and implications for employment testing are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02105.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

This study examines a number of aspects of job satisfaction among women in their thirties and forties over the 1967–1972 period using data from the National Longitudinal Surveys. The data presented suggest that black women were less satisfied with their jobs than whites, and that levels of job satisfaction declined between 1967 and 1972. When asked which aspects of their jobs they liked best, these women were most likely to mention a dimension of their work which stemmed from the jobcontent.Also of particular importance were the socio‐emotional aspects of their jobs. There were remarkably few changes in the pattern of responses over the 5‐year period. Furthermore, there is evidence that women whose skills were underutilized tended to be more dissatisfied than women for whom this was not the case. Conflicting demands between responsibilities at home and at work also appear to result in lower‐than‐average levels of job satisfaction. The greatest conflict in this regard appeared to result from an unfavorable attitude of the woman's husband toward her working, indeed more so than by the presence of young children or by her own attitude toward the propriety of women working. The lack of certain straightforward relationships between job satisfaction and such dimensions as family circumstances, skills and labor market characteristics is interpreted in the context of the conceptual framework of Lawl

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02106.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Internal invalidity concerns in the administration of an Assessment Center were surfaced. Specifically, the effects of order of exercise presentation were studied. Contrary to expectations, the effects of varying exercise presentation orders on Assessment Center performance were not significant. Possible explanations for the absence of the hypothesized results were offered. Given the realistic impact of Type II errors in actual business environments, further study in naturally occurring field settings is encouraged to control for expected sources of invalidity.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02107.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

The relative effectiveness of incentive plans administered on continuous and VR‐4 schedules of reinforcement was investigated with unionized employees using a within subjects design. Mountain beaver trappers working side by side were randomly assigned to one of two groups. In group A the trappers received $1.00 for every rat they trapped. At the end of four weeks, they were switched to a VR‐4 schedule in which they received $4.00 contingent upon trapping a rat and correctly guessing the color of one of four marbles prior to drawing it from a bag held by the supervisor. In group B the order of the schedules was reversed. The results were analyzed in terms of cost‐related, behavioral, and reaction criteria. The study increased employee productivity and decreased costs for the company. Inexperienced workers had higher productivity on the continuous reinforcement than on the VR‐4 schedule; experienced workers had higher productivity on the VR‐4 schedule than on the continuous schedule. Both the experienced and the inexperienced employees preferred the VR‐4 schedule over the continuo

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02108.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Recently, over 33% of the new male enlistees were prematurely separated from the Navy (i.e., prior to the expiration of active duty obligation). The purpose of this study was to develop and evaluate a new screening tool, designed to estimate an applicant's chances of completing the first two years of service. Essentially all nonprior service males enlisting during 1973 were included in the study (N =68,616). Predictors used were: (1) years school completed, (2) mental group, based upon aptitude level, (3) age, and (4) number of dependents. The dichotomous criterion was survival (72%) vs. loss (28%), after a median two years of service. The model developed on the total sample evidenced a multiple point‐biserial validity of .31. Double cross‐validation evidence showed that the model will produce reasonably accurate and stable predictions. Management‐oriented information was prepared to illustrate the various consequences of employing alternative cutting scores. This permitted examination of the tradeoffs involved in raising or lowering standards in the light of the current supply and demand picture for nonprior service enlisted male appli

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02109.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

An attendance control policy based on the Katz and Kahn (1966) motivational pattern of legal compliance was implemented in one department of a large manufacturing organization with two comparable departments serving as controls. A pre‐post measure of absenteeism served as the criterion in a 2 × 3 factorial analysis of variance. The factors were the attendance control policy and 3 levels of absence groups (high, average, and low). It was hypothesized that a control policy based on legal compliance would lead to a meaningful reduction in absenteeism among high absence workers who were considered to be chronic absentees by the organization. The results supported the effectiveness of the attendance control policy among chronically absent workers, although the policy did not lead to improvements in attendance among regular attenders. The implications of the study are discussed in the context of organizational efforts to control chronic absenteei

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02110.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

This study investigates the effect of trainer position power and trainer perceived task competence on trainees' performance levels. Three classifications of position power are examined: (1) high position power; (2) moderate position power; and (3) low position power. Two conditions of perceived task competence are also investigated: (1) high competence trainer behavior and (2) low competence trainer behavior. The results indicate that trainees perform at a higher level when trained by a trainer with high position power and high task competence as compared to a trainer with low position power and low task competence. The results also show that the trainer's position power and trainer's task competence jointly affect trainee effectiveness. Based on the research results, changes in organizations' standard training programs are recommended.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02111.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Background information, Comrey Personality Scale scores, and a standard Navy aptitude test score were obtained on 600 Navy enlisted men and 600 Navy enlisted women prior to beginning Naval Hospital Corps School training. A comparison of the men and women indicated that the sexes differed on a number of background and personality dimensions. A double‐split cross‐validation design with multiple regression was then employed in the development of a test battery for predicting school completion. Results indicated that the men were more predictable than the women with cross‐validities on the order of .53 for men and .41 for women. For the total sample, cross‐validities were approximately .47. An empirical comparison of the utility of these equations for screening candidates for paramedical training suggested that the use of separate equations with the sexes would not produce results which were substantially different from use of the single equation developed on both sexes c

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02112.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

The study was conducted in 43 library work groups. Supervisory role performances were measured by averaging questionnaire responses gathered from each group's members. Group performance was measured by questionnaire responses gathered from the supervisors of the groups. (The supervisors'performance assessments were tested against the members'perceptions, absence rates, and group ratings provided by the top executive staff of the library system). The study identified eight leadership functions which are performed differentially by the supervisors of the groups. Four of these role performances are related to the index of group performance. Two of the supervisors’activities, staffing and training, control major portions of the variance in group performanc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02113.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY

摘要:

Positive and punitive leader reward behavior and their longitudinal relationships with subordinate expectancies and satisfaction were studied in a large manufacturing organization. Longitudinal data were collected approximately one year apart from 132 managerial, engineering and supervisory employees. Cross‐lagged correlations suggested that positive leader reward behavior was causally related to higher effort‐to‐performance expectancy, as well as higher satisfaction with work, opportunities for promotion and overall satisfaction. Punitive leader reward behavior was suggested to be causally related to lower satisfaction with work, supervision and overall satisfaction. Implications were discussed for the use of leader reward behavior and for future res

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1978.tb02114.x

出版商:Blackwell Publishing Ltd    

年代:1978

数据来源: WILEY