摘要:

Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with interviewer judgments for 312 employees in Year One and for 205 employees in Year Two. The correlation between interview judgments and job performance was .34 in Year One; after correction for criterion attenuation and restriction of range, the correlation was estimated at .42. The second year results yielded a correlation of .51, which, after corrections, was estimated at .61. Analyses of the data for differential prediction as a function of sex and age for both years revealed that females and older applicants received higher average interview evaluations, but regression lines did not differ significantly among the age and gender subgroups.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02373.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Literature on the use of content validity to establish the job‐relatedness of assessment centers is reviewed. Most approaches to content validity are shown to focus on job‐analysis‐based exercise construction and dimension selection as the bases for determining the content validity of an assessment center. The article attempts to show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity. Variability in the way these issues are dealt with is docum

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02374.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Using policy‐capturing and direct‐ranking methodologies, managers made salary‐raise decisions for 104 hypothetical employees. These employees were experimentally varied on five manipulated characteristics: (1) performance level, (2) performance consistency, (3) tenure, (4) current salary, and (5) external job offer. The main effects of these five characteristics accounted for an average of 77% of the variance in the managers' raise decisions. On the other hand, the interactions accounted for virtually no variance. Substantial individual differences were found among managers in the weights they attached to the five characteristics, even though all of the managers were from the same organization. Substantial differences were also observed in the relative importance of the five characteristics as determined by policy capturing and direct ranking. Future research and administrative practice implications are suggested, especially those regarding individual differences in attribute weights among man

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02375.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Self‐assessment research has concentrated on validity and psychometric issues in selection and appraisal contexts. Little is known about factors that affect self‐assessment of training needs. The present study examines the influence of managerial position (level, function) and managerial attitudes toward training utility on self‐reported training needs. A training‐needs survey consisting of items related to basic managerial, interpersonal, administrative, and quality control skills was completed by 506 lower and middle level managers across four functional areas. Correlational and regression analyses indicated that managerial level and function had some effect on reported administrative training needs, while function and attitudes towards training utility had some impact on self‐reported training needs for quality control. Level, function, and attitude were not related to reported basic managerial and interpersonal training needs. The implications and limitations of the results are discussed, and future research directions are

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02376.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

To date, utility analysis research has derived point estimates of the expected utility value for human resource management programs or interventions. Utility estimates are usually quite large, but they fail to reflect the size and shape of the utility distribution. The present study investigated utility estimate variability for the selection utility of using the Programmer Aptitude Test to select computer programmers in a medium‐sized computer manufacturing organization. Utility calculations incorporated financial/economic factors as well as employee flows over time. The distributions for each utility parameter were empirically estimated, and these distribution estimates were combined through a Monte Carlo analysis to yield a distribution of total utility values. Monte Carlo results were compared to three other risk assessment approaches: (1) sensitivity analysis, (2) break‐even analysis, and (3) algebraic derivation of the distribution. Results suggest that the distribution information provided by the Monte Carlo analysis more completely described the variability and riskiness associated with the expected utility value. Future research suggested by these findings is discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02377.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

An experimental study was conducted to investigate the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. The sample consisted of 53 job evaluators in professional and scientific positions at the University of Iowa who had previously received 20 hours of training in job evaluation and participated in over 100 hours of job evaluations during the implementation of a comparable worth pay system. The hypothesis that jobs with high (manipulated) pay levels would receive higher evaluations than jobs with low (manipulated) pay levels was confirmed, although the effects were smaller than those reported in other studies. In addition, evidence of a pro‐female bias was found (p<.08) in the job evaluation ratings. Implications of these findings for job evaluation research and practice are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02378.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The purpose of this study is to investigate potential outcomes for unions involved in joint union‐management QWL efforts. Subjects (rank‐and‐file union members) from three different QWL efforts within one organization were identified and measured at two points in time to determine what impact a joint QWL effort would have on their perceptions of the union. Results indicate that after QWL involvement, participants perceive a higher level of union influence in job areas where unions have not traditionally been involved (i.e., implementing technological changes, helping improve service to customers). In traditional job areas (i.e., scheduling shift changes and vacations) an interaction between the perception of QWL success and union influence was noted. The findings also indicated a desire by the “silent majority” of union members to become involved in QWL efforts. Finally, the present research suggests that after QWL involvement, a majority of the rank‐and‐file members who perceived QWL as successful gave equal credit for the success to both union and management. The rank‐and‐file members who perceived QWL as unsuccessful tended to blame management for the lack of success. Implications of these findings and the need for more research in this a

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02379.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The concept of differential equity allows individuals to have different perceptions of equity depending on the pay referent used. Different pay referents should result in different tactics to reduce inequities. To test this hypothesis, equity perceptions with respect to seven different referents were compared as to their relationship to pay satisfaction, intent to remain with a company, and frequency of extra‐role behavior. Findings suggest that the various types of inequity relate differentially to each of the three outcome variable

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02380.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Books Reviewed in this article:CASCIO, WAYNE F.Managing Human Resources: Productivity, Quality of Worklife, Projts.FOULKES, FRED K. (Ed.).Strafegic Human Resource Management: A Guide for Effective Pracrice.GORDON, JUDITH R.Human Resource Management: A Practical Approach.MACKENZIE, KENNETH D.Organizafional Design: The Organizational Audit and Analysis Technology.LAWLER, EDWARD E. III.High Involvement Management: Participafive Strategies for Improving Organizational Performance.PRICE, JAMES L. and MUELLER, CHARLES W.Handbook of Organizational Measurement.BROOKFTELD, STEPHEN D.Understanding and Facilitating Adult Learning.WERTHER, WILLIAM B. JR., RUCH, WILLIAM A., and McCLURE, LYNNEProductivity Through People.DERR, C. BROOKLYN.Managing the New Careerists: The Diverse Career Success Orientations of Today's Workers.MATHENY, PHILIP R.Critical Path Hiring: How to Employ Top‐Flight Managwers.GOODMAN, PAUL S. and Associates.Designing Efiective Work Groups.HALL, DOUGLAS T. and GOODALE, JAMES G.Human Resource Management: Strategy. Design, and Implementation.HOWELL, WILLIAM and DIPBOYE, ROBERT.Essentials of Indwfrial and Orga‐ nizational Psychology (3rd. ed.).BECK, ARTHUR C. and HILLMAR, ELLIS D.Posirive Management Practices: Bringing Out fhe Best in Organizations and People.COOPER, CARY L. and SMITH, MICHAEL J. (Us.).Job Stress and Blue Collar Work.FLAMHOLTZ, ERIC G.How to Make the Transition from an Entrepreneurship to a Professionally Managed Firm.TOSI, HENRY L., RIZZO, JOHN R., AND CARROLL, STEPHEN J.Managing Organizational Behavior.TOSI, HENRY L., RIZZO, JOHN R., AND CARROLL, STEPHEN J.Instructor's Manual to Accompany Managing Organizational Behavior.SCHULER, RANDALL and YOUNGBLOOD, STUART A.Case Problems in Per‐ sonnel and Human Resource Management.COOPER, CARY L. and ROBERTSON, IVAN T. (Eds.).International Review of Industrial and Organizational Psychology 1986.FREIDMAN, STEWART D.Leadership Succession Systems and Corporate Perfor‐ mance.STANKARD, MARTIN F.Productivity by Choice: The 20‐to‐I Principle.WHITE, DONALD D. and BEDNAR, DAVID A.Organizational Behavior: Under‐ standing and Managing People at Work.McLEAN, ALAN A.High Tech Survival Kit: Managing Your Stress.GINZBERG, ELI.Resizing for Organizational Eflectiveness: A Report of a Workshop.WEATHERSPOON, FLOYD D.Equal Employment Opportuntiy and Afirmarive Action:

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02381.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1987.tb02382.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY