摘要:

An intervention designed to clarify individual roles was tested experimentally on the business service division of a major university. Following a pre‐test which identified role stress as a significant problem in the organization, top managers clarified their respective departmental roles in meeting organizational objectives. This was followed by a post‐test (Time 2) survey of workers’stressors and symptoms. Supervisors were then trained in the method of clarifying subordinate roles using a dyadic exchange process. Workers were randomly assigned to either participate in a thorough role clarification discussion with their supervisors or join a wait‐list control group. Based on a follow‐up (Time 3) questionnaire, the intervention appeared to reduce role ambiguity and supervisor dissatisfaction. There were no effects on other aspects of subjective strain, physical symptoms, or time lost due to illness. Role conflict decreased in both the experimental and control groups. We discuss the implications of these findings for systemic efforts to reduce employ

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00865.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Scholars have noted the relative lack of research on the contribution of effective staffing practices to organizational level measures of performance (Schmitt&Schneider, 1983). We collected survey data from the heads of the HRM departments of 201 organizations regarding the extent of use of five staffing practices supported by the academic literature. We also investigated whether organizations that used more of these practices had higher levels of profitability and sales growth than organizations that used fewer of them. We found a significant positive relationship between organizations’use of the five staffing practices and both annual profit and profit growth across all industries. However, the strength of the relationship between the use of the staffing practices and organizational performance was found to vary by industry type. We also found that the extent of use of the staffing practices was related to both industry type and organizational size. Our study provides some initial data on the possible positive impact of these staffing practices on organizational level outcome

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00866.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

We note that applicant reactions to selection procedures may be of practical importance to employers because of influences on organizations’attractiveness to candidates, ethical and legal issues, and possible effects on selection procedure validity and utility. In Study 1, after reviewing sample items or brief descriptions of 14 selection tools, newly hired entry‐level managers (n= 110) and recruiting/employment managers (n= 44) judged simulations, interviews, and cognitive tests with relatively concrete item‐types (e.g., vocabulary, standard written English, mathematical word problems) to be significantly more job related than personality, biodata, and cognitive tests with relatively abstract item‐types (e.g., quantitative comparisons, letter sets). A measure of new managers’cognitive abilities was positively correlated with their perceptions of the job relatedness of selection procedures. In Study 2, applicant reactions to a range of entry‐level to professional civil service examinations (assessed immediately after tasting the exam) were positively related to (procedural and distributive) justice perceptions and willingness to recommend the employer to others (assessed one month after the e

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00867.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

This study empirically examines several factors that may predict management decisions to implement high‐involvement gainsharing plans, interventions that pay company‐wide bonuses for performance improvements and encourage employee involvement in work decisions. It addresses the question: why does one facility that considers implementing a gainsharing plan decide to do so, while another facility does not? In 59 facilities (32 nonunion and 27 union) considering the implementation of a gainsharing plan, 485 upper‐level managers evaluated the work climate in their facilities (participation, identity, cooperation, and expected plan support) and rated the anticipated outcomes of the intervention. Union status had no direct relationship with the implementation decision. A significant interaction showed that implementation was positively related to participation and expected outcomes in the nonunion facilities, but was unrelated to these variables in the unionized facilities. The results provided little support for a “transformation” model of plan implementation and moderate support for a "compatibili

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00868.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Little research attention has focused on the job‐search behavior of minimally educated workers. The primary objective of the studies reported was to examine the relationship of self‐reported assertive job‐hunting behavior to acquisition of employment among minimally educated workers. The results of three studies provide: (a) construct validity evidence for the Assertive Job‐Hunting Survey (AJHS; Becker, 1980), (b) evidence for construct similarity across minimally educated job seeker and college student populations, (c) evidence of a significant relationship between the AJHS and both subjective and objective job acquisition criteria in postdictive and predictive research designs, and (d) evidence that the AJHS, a measure of a non‐cognitive variable, can make a unique contribution to the prediction of job acquisition beyond cognitive ability

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00869.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

We proposed a model that included individual and situational antecedents of self‐efficacy development during training. Initial performance and self‐efficacy levels, achievement motivation, and choice were examined as individual variables. Constraints, operationalized at both the individual and aggregate levels of analysis, were examined as situational influences. Mid‐course efficacy was hypothesized to have positive linear relationships with training reactions and subsequent performance, and an interactive relationship with performance when training reactions were considered as a moderator. Survey data were gathered at two points in time from 215 students enrolled in 15 eight‐week long university bowling classes. All of the hypothesized antecedents of mid‐course self‐efficacy were significantexceptaggregate and individual situational constraints, although both constraints related negatively to training reactions. Time 2 self‐efficacy exhibited significant positive influences on training reactions and subsequent performance, but the hypothesized moderated relationship was

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00870.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

In this paper, we provide a description of the development and pilot test of a computer‐based testing procedure for the selection of secretarial applicants. The procedure requires secretaries to learn and use word processing, data base, and electronic message software to complete eight different job‐related exercises. The procedure is designed to minimize the role of the test administrator, allow for easy transportability to other test sites, provide quick feedback to examinees, be fair to examinees who have used various kinds of computer hardware and software, and to allow for rapid and easy entry of test score data into a centralized computer netw

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00871.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book Review in This Article:ZEIDNER, JOSEPH and JOHNSON, CECIL D. The Economic Benefits of Predicting Job Performance: Volume 1, Selection Utility.JOHNSON, CECIL D. and ZEIDNER, JOSEPH. The Economic Benefits of Predicting Job Performance: Volume 2, Classification Efficiency.ZEIDNER, JOSEPH and JOHNSON, CECIL D. The Economic Benefits of Predicting Job Performance: Volume 3, Estimating the Gains of Alternative Policies.LAWLER, EDWARD E., III. The Ultimate Advantage: Creating the High‐Involvement Organization.SANNO MANAGEMENT DEVELOPMENT CENTER (Ed.). Vision Management: Translating Strategy into Action.PATRICK, JOHN. Training: Research and Practice.STOLOVITCH, HAROLD and KEEPS, ERICA J. (Eds.). Handbook of Human Performance Technology: A Comprehensive Guide for Analyzing and Solving Performance Problems in Organizations.HILL, LINDA A. Becoming a Manager: Mastery of a New Identity.ZEDECK, SHELDON (Ed.). Work, Families, and Organizations.GOMEZ‐MEJIA, LUIS R. and BALKIN, DAVID B. Compensation, Organizational Strategy, and Firm Performance. Cincinnati, OH: South‐Western Publishing Company, 1992.HENEMEN, ROBERT L. Merit Pay: Linking Pay Increases to Performance Ratings.KOLB, DEBORAH M. and BARTUNEK, JEAN M. (Eds.). Hidden Conflicts in Organizations: Uncovering Behind‐the‐Scenes Disputes.NATIONAL ACADEMY OF ENGINEERING, NATIONAL RESEARCH COUNCIL. People and Technology in the Workplace.KNOUSE, STEPHEN B., ROSENFELD, PAUL, and CULBERTSON, AMY L. (Eds.). Hispanics in the Workplace.LEANA, CARRIE R. and FELDMAN, DANIEL C. Coping with Job Loss: How Individuals, Organizations, and Communities Respond to Layoffs.RUSSELL, PETER and EVANS, ROGER. The Creative Manager: Finding Inner Vision and Wisdom in Uncertain Times.BERNSTEIN, ALBERT J. and ROZEN, SYDNEY CRAFT. Neanderthals at Work: How People and Politics Can Drive You Crazy… And What You Can Do About Them.HODGSON, KENT. A Rock and a Hard Place: How to Make Ethical Business Decisions When the Choices are Tough.GILLEY, JERRY W. and EGGLAND, STEVEN A. Marketing HRD Within Organizations: Enhancing Visibility, Effectiveness, and Credibility of Programs.GATTO, REX P. Teamwork Through Flexible Leadership.NEWMAN, JOHN. How to Stay Cool, Calm and Collected When the Pressure's On: A Stress‐Control Plan for Businesspeople.SCANNELL, EDWARD E. and NEWSTROM, JOHN W. Still More Games Trainers Play: Experiential Learn

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1993.tb00872.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY