摘要:

The study examined (1) the public's reactions to the philosophical justifications for merit vs. preferential selection, and (2) the effect of information frame (i.e. ‘merit’, ‘preferential’and ‘diversity’frames) and informant gender on people's views on preferential selection. Results show that in general the public supported merit selection and opposed the preferential practice and that their reactions to the justifications for a selection practice determined the level of support for (or opposition to) that practice. In addition, people's support for merit selection was weakened under the preferential‐frame‐female‐informant condition; their opposition to preferential selection was also reduced when a male informant advocated the advantages of the preferential practice by using the term diversity‐based selection instead of preferential selection. Results were discussed in the context of the social i

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00042.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Few British organizations utilize handwriting analysis for personality assessment, but in some European countries handwriting analysis is extremely popular. Research has examined the reliability and validity of both methods of assessment, but few studies have directly compared the two. In this study, the personality of 120 subjects was assessed by the Cattell 16PF and by handwriting analysis. Each subject was presented with five handwriting analysis textual reports and five personality textual reports (one of each being their own) and asked to rank order each set in terms of perceived accuracy. The same ranking process was undertaken by each respondent's social partner. The results demonstrated that handwriting reports were ranked at a chance level by Self and by Other and that personality reports were ranked at a well above chance level by Self and by Other. Self‐rankings were more accurate than Other‐ranki

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00043.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Based on a sample of production workers in a textile firm, supervisory ratings of employee performance were found to be influenced by supervisors' perceptions of employees' organizational citizenship behaviours as well as by employees' objectively measured performance. Regression analysis indicated that supervisory ratings were influenced by two dimensions of organizational citizenship behaviour — conscientiousness and altruism — as well as by objective performance. These three variables explained 53% of the variance in ratings. A third dimension of OCB, sportsmanship, did not affect supervisory rati

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00044.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Participants (N= 212) rated the fairness, job relevance, appropriateness, and invasiveness of 16 tests that could be used to select or promote people into production or management positions. Fairness, job relevance and appropriateness were highly correlated, and were combined to form a composite evaluation scale. Evaluations and invasiveness ratings varied among the 16 tests, with the most positive ratings given to interviews and work samples and the most negative ratings given to astrology, graphology and polygraphs. Evaluations of four tests were affected by the position (manager vs. production worker). Evaluations of 11 tests and invasiveness ratings of two tests were affected by respondent experience with the test. Respondents who had experienced the tests evaluated them more positively and considered them to entail a smaller invasion of privacy. Responses were not affected by whether the test was to be used for selection versus promotion decisions.

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00045.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

The purpose of this study was to demonstrate the potential usefulness of conjoint analysis for organizational research, as evidenced in estimating the compensating wage differential of the four‐day workweek. Five hundred and seventeen employees of an insurance company on the four‐day workweek rated their preferences for increments and decrements in compensation and vacation time on both a four‐day and five‐day workweek. The data were analysed via conjoint analysis. The results revealed the four‐day workweek schedule had a positive compensating wage differential of approximately US$1161, or about 6% of the sample's annual salary. The findings were discussed in terms of the prospects of using conjoint analysis for organizational research, including means of data collection, stimulus construction, parameter estimation methods, reliability, validity and computer‐interact

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00046.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00047.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00048.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00049.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00050.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Book reviewed in this article:Gender Inequality at Work, edited by Jerry A. Jacobs.Women in Management: Current Research Issues, edited by Marilyn J. Davidson and Ronald J. Burke.Developing Human Resources, by Rosemary Thomson and Christopher Mabey.

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1996.tb00051.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY