摘要:

The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed. The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists. Many strategies for managing job stress exist but their effectiveness has not been evaluated. It is important that such strategies receive the immediate, scientific attention of I/O psychologists. Issues that must be faced before significant progress can be achieved are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00467.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Twelve studies testing the effectiveness of LEADER MATCH, a new approach to leadership training, are reviewed. The training program is presented in a self‐paced, programmed instruction manual based on Fiedler's Contingency Model (1964, 1967). Five studies were conducted in civilian organizations and seven were conducted in military settings. The performance evaluations were collected from two to six months after training and in some studies included pre and post measures. The performance evaluations of 423 trained leaders were compared with those of 484 leaders who have been randomly assigned to control groups. All 12 studies yielded statistically significant results supporting LEADER MATCH trainin

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00468.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

This paper describes the development of an information processing theory of the judgmental process in which individuals engage while rating their peers. Using protocol tracing methods, decision process models were constructed of how individuals rate their peers on seven widely used sociometric questions. The protocols revealed that individuals evaluate their peers along five primary behavior categories: (1) Mutual Influencing, (2) Categorizing/Summarizing, (3) Social‐Directive, (4) Quantity of Verbal Communication, and (5) Listening. Models for each sociometric question were tested by comparing model predictions with actual group peer ratings. Using linear models only, high Spearman rank correlations (r8range to 1.00) were obtained between predicted and actual peer rankings. Findings have implications for research in person perception and the attribution of leadershi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00469.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

The introduction of electronic switching equipment has changed the nature of the telephone company switching job. A lengthy and complex training program must be completed before an employee can perform the electronic switching job. Because of the high cost of this training a more elaborate, second‐stage selection procedure was developed. The ESS Minicourse was designed to be a self‐paced content valid sample of ESS training which would be suitable for use with job candidates without any previous telephone company experience. A criterion‐related validity study was undertaken to provide further evidence of validity as well as data helpful in setting a cutting score. Results showed that a combination of time to complete the Minicourse and performance on the objective tests was predictive of time to complete self‐paced training in electronic switching. Cross‐ validated estimates of validity were used to develop estimates of u'tility given different selecti

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00470.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

The purposes of the present study were (a) to examine the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected in the absence of a prior job analysis for accounting positions and (b) to determine the fairness of each test for minority and nonminority job applicants. Results indicated that the job knowledge test was a valid and unbiased predictor of relevant criteria of job performance while the commercial employment test produced adverse impact and lacked validity. Implications of the results for future research studies and test validation efforts involving differential prediction are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00471.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

The U.S. Civil Service Commission conducted three criterion‐related validity studies for its PACE Test. The occupations studied were Customs Inspector, Internal Revenue Officer, and Social Security Administration Claims Authorizes The criterion instruments for each study included a specially designed supervisory rating form, job information test, and work sample. For each criterion, scores were obtained separately for the occupational duties. A computer‐analyzed task inventory was the keystone of the validity study. Data provided by the task inventory served the following functions: (a) to determine the extent of homogeneity of the occupation, (b) to select subjects for inclusion in the research study if the occupation turned out to be heterogeneous, (c) to measure the importance of the tasks performed in the occupation in order to constuct valid criterion instruments, and (d) to weight duty performance scores obtained by the research participants according to time spent in order to arrive at an overall measure of job success for each criterion instrument. Task inventory data were used in a somewhat different manner to construct the various criterion measures. Summary duty descriptions consisting of the most time‐consuming tasks comprised the supervisory rating and ranking scales. Job information test items were employed if they measured the most time‐consuming duties. The linkage between specific duties and the work sample items was made after the fact, since the work sample measured integral units of work performance. Only one time‐consuming duty could not be measured by the criterion tests for one of the three occupations. It was concluded that the research design fostered the demonstration of the high validity of the

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00472.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

This research examines the moderating effects of individual growth need strength (GNS) and interpersonal (supervisory and co‐worker) satisfactions on the relationship of job enrichment characteristics to intrinsic job satisfaction and job involvement. Data were collected from a sample of 89 managerial and professional personnel of a large manufacturing firm in the Midwest. The results tend to support previous research findings regarding the moderating effects of individual GNS but not interpersonal satisfaction factors. In fact, significant interactions between job enrichment characteristics and interpersonal factors are obtained but they are opposite those reported in previous research. Implications of the findings for job design are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00473.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Ratings of effectiveness of critical work behaviors of the job of patrol officer were used to study role ambiguity and role conflict. Patrol officers (n= 53), who had volunteered for the project, completed: (a) effectiveness ratings of 45 critical incidents written for the job of patrol officer; (b) a role incumbent questionnaire on ambiguity and conflict (Rizzo, House, and Lirtzman, 1970); peer ratings using behavioral expectation scales; and (c) theJob Descriptive Index(Smith, Kendall, and Hulin, 1969). Sixteen sergeants who supervised the above officers also made effectiveness ratings of the same 45 critical incidents for the job of patrol officer and completed performance evaluations of the 53 officers using a mixed‐ standard scale and an overall graphic scale. Sixteen additional patrol officers completed peer ratings on 16 officers who could not be rated by volunteers. An operational measure of role ambiguity was derived by taking the square of the differences in the effectiveness ratings of each of the 45 critical incidents by each officer and his/her sergeant. An operational measure of role conflict was derived by taking the square of the difference in effectiveness ratings of the 45 critical incidents between the sergeant and a partner of the focal person. Results indicated the discrepancy measure of ambiguity was significantly related (p<.05) to the sergeants' overall performance ratings, satisfaction with the work itself, and satisfaction with supervision. The discrepancy measure of conflict was not significantly related to any organizational outcomes. The Rizzo et al. (1970) ambiguity and conflict scales were significantly correlated with the sergeants' overall rating and job satisfaction with the work itself and supervision. Multiple regression analyses indicated that the Rizzo et al. measures and the discrepancy measure of ambiguity all contributed independent, significant portions of the explained variance in the sergeants' overall performance ratings and in patrol officer satisfaction with work and supervisio

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00474.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

This study examined the effects of two variables—descriptive cover letter and pre‐letter to respondent's secretary—on response rate to a mailed survey. Two hundred randomly selected Michigan elementary school principals were sent the Eysenck Personality Inventory. There was no significant difference (χ2= .55,p>.05) in the rate of response between those administrators who received the descriptive cover letter and those who received no descriptive cover letter. However, those whose secretaries had been sent a pre‐letter responded at a higher rate (χ2= 11.70,p<.001) than those whose secretaries received no p

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00475.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY

摘要:

Little is known about the fakability of empirically developed measures when such measures are removed from their original instrument or battery for use in selection decisions. A research design was created that experimentally induced motivation similar to that in employment settings. Experimental group subjects were randomly assigned to two conditions. One condition required S's to complete the entire Strong Vocational Interest Blank while the other condition required subjects to complete only those items which are scored on the psychologist's scale. When results of the two conditions were compared for the “motivated” subjects, those presented with the psychologist scale items only obtained significantly higher scale scores than those who completed the entire SVIB. Although additional research on other instruments should be conducted, these results indicate caution in the practice of retaining only the valid scale items for instruments used in employment settings. While maintaining the original context does not totally eliminate the problem of response distortion it makes the problem much less pronoun

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1979.tb00476.x

出版商:Blackwell Publishing Ltd    

年代:1979

数据来源: WILEY