摘要:

Despite extensive evidence that tests are valid for employee selection, Federal Guidelines have urged employers to seek alternative selection procedures that are equally valid but have less adverse impact on minorities. Research on the validity, adverse impact and fairness of eight categories of alternatives was reviewed. Feasibility of operational use of each type of alternative in an employment setting was also discussed. Only biodata and peer evaluation were supported as having validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self‐assessments, reference checks, academic achievement, expert judgment and projective techniques had levels of validity generally below those reported for tests. Data, where available, offered no clear indication that any of the alternatives met the criterion of having equal validity with less adverse impact. Results are discussed and several additional promising alternatives are describe

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02184.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Gaining, as an approach to reducing absenteeism and tardiness, has been used successfully by a number of firms. Our research has shown that the impact of gaming on these two areas may be minimal. However, statistically significant improvement in employee attitude and cooperation has resulted when gaming was used as a vehicle for employee communication.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02185.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

This paper describes the development of a behaviorally based performance appraisal system. Blanz and Ghiselli's Mixed Standard Scale was used as the basis for developing the performance appraisal system for assessing the performance of highway patrol personnel. However, the particular developmental procedures described here differ in some respects from those reported in the literature. Rather than developing rating items describing general traits such as “diligence,”“initiative,” or “enthusiasm” in behavioral terms, the items in the present scale were developed to describeproficiency levelsof specificjobtasks. This characteristic is expected to enhance the objectivity of the evaluation system for both appraisal and job counseling purposes. The appraisal instrument was subjected to a series of reliability and validity tests that demonstrated its high reliability and validity. Although the content of the appraisal sytem desribed here included highway patrol tasks, a similar system could be developed using the procedures described for a wide variety and le

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02186.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Differences in job orientation between black and white male and female business college graduates were examined. Significant race differences were found on 10 of 25 job characteristics, with blacks rating 9 of these more important than whites. Significant race by sex interactions exist on four characteristics, while sex differences were found on nine. Factor analysis indicates that blacks value long‐range career objectives and structure considerably more than do whites, while their preference for intrinsic and extrinsic factors was less pronounced. Methods by which organizations can satisfy the greater importance placed on many job characteristics by blacks are explore

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02187.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Ninety business students were randomly assigned to one of three conditions where they used behavioral observation scales (BOS), behavioral expectation scales (BES), or trait scales in observing people on videotape. Half the individuals received four hours of training to minimize rating errors. Rating errors were reduced significantly regardless of the rating scale that was used. However, behavioral criteria were more resistant to rating errors than trait scales. There was no significant difference between BOS and BES on this dimension. With regard to practicality, BOS were evaluated as significantly better than BES and trait scales. BES and trait scales did not differ significantly on this measure.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02188.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Based upon recent reviews of evaluation methodology in Organization Development (OD), a description of a viable method for measuring planned organizational change is synthesized. The paper reports on the application of the procedure to a university student counseling center involved in an OD project utilizing an eclectic intervention. A diagnostic, reliability‐tested questionnaire was used in a three year modified multiple time series research design, with a closely matched comparison organization, and data were analyzed for three types of change. Results support the contention that the measurement method is viable for accurately assessing the impact of an OD intervention and thus providing the groundwork for developing a rigorous, empirically‐based theory of OD. However, several problems and tradeoffs are made expli

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02189.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The present study was concerned with the relationships between boredom at work, personal characteristics and performance. Data on individual characteristics, work effectiveness and experienced boredom at work was collected from a sample of 93 heavy truck drivers by means of questionnaires and personnel file records.The results suggest that boredom while driving through a monotonous desert road was moderately, yet systematically, associated negatively with higher mental and physical individual capacity. Boredom was also negatively associated with effectiveness. The relationship between boredom and work effectiveness was significantly moderated by personal characteristics. It was found that boredom was more strongly related to work effectiveness at the lower levels of individual capacity. The results are discussed in terms of possible implications for personnel selection and placement decisions.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02190.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

In 1975, a small but prestigious fellowship program was charged with implementing a selection process that discriminated against women. One set of relevant data described the selection rates for the three most recent years of the program, while another set consisted of rankings based on written qualifications and on performance during a weekend interview, available only for 1975. The numbers of candidates involved were so small that adequate statistical power could not be assured; results were equivocal. To increase power, the probabilities for the three years considered separately can be combined. Disagreement between the expert witnesses for the plaintiff and the defendant were based on differing assumptions about appropriate statistical procedures.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02191.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

This study investigated the impact of the racial attitudes of interviewers, applicant race, and applicant quality on the ratings given applicants. This study used a posttest‐only control group approach which was analyzed by a 2 × 2 × 2 factorial ANOVA design. Subjects were 176 white business administration students from a large urban university.Videotapes of simulated job interviews were produced to control applicant quality and applicant race. A black male and a white male each role‐played both a high and a low quality applicant. The main effect for applicant quality was significant, accounting for 50% of the variance in applicant ratings. The main effect for race was significant but not in the predicted direction. Black applicants were rated higher than white applicants. While high quality applicants were rated highly regardless of race, the low quality black applicant was rated higher than the comparably performing white applicant. The interaction of race and interviewers' level of prejudice was significant but not in the predicted direction. Highly prejudiced subjects rated black applicants higher than white applicants. The implications of these results for further research were disc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02192.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Criterion‐related validity studies published in theJournal of Applied PsychologyandPersonnel Psychologybetween 1960 and 1979 are examined to determine what changes have occurred in the volume of published research, the types of research design, occupations investigated, predictors and criteria used, and obtained validities. The major changes in the published research are both an absolute and relative decline in the volume of reported validation research, an increase in the average sample size, a decline in the proportion of studies utilizing supervisory rating criteria, a de‐emphasis of aptitude tests as predictors, and a tendency towards greater use of predictive research designs. However, no significant change has occurred in the absolute magnitude of reported validity coefficients during this 20 year period nor in the types of occupations being investigated. These changes are interpreted in terms of increasing governmental intervention in employment selection during the last two deca

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1982.tb02193.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY