摘要:

Behavioural consequences of performance appraisal, of students, teachers, and schools, or of workers, managers, and offices, are analyzed in terms of a newly proposed theory of Criterion Shaped Behaviour (CSB). Unstated assumptions of advocates for the extensive use of performance appraisal, using performance‐based rewards and punishments, are scrutinized, and many are found to be insupportable. CSB Theory predicts that numerous behavioural effects, not all of which are desirable, will be shaped by the use of rewards and punishments made contingent upon criterion measure scores. Using cognitive expectancy theories of learning and performance, in conjunction with traditional measurement theory, it anticipates the types of behaviour change likely to result from imposition of different performance appraisal systems, and suggests alternatives less likely to result in undesirable effect

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00124.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Selection utility models have been developed over a number of decades and in recent years a standard terminology has been developed for evaluating the financial outcome of selection procedures. The aim of the present study is to analyse some of the features of the basic models and to show that they can be formulated in ways which will identify economic break‐even points and clarify decision‐making for HR professionals. It is shown that the standard deviation of monetary job performance and length of expected employment are much more sensitive variables than selection ratios and validity coefficients and that this is especially the case when length of employment is a function of test valid

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00125.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This paper explores two research questions. What is the relative importance of academic criteria, work experience, demographic characteristics, and extracurricular activities on the decision to select applicants for job interviews in a college placement setting? Second, does the relative importance of criteria change across job types? Using a sample of 19 recruiters who screened applicants for campus interviews at a large state university, the study found that academic criteria were the most important screening criteria. However, there was great variance in the use of criteria across 19 recruiters. Job type accounted for some of this variance in relation to both academic criteria and demographic criteria.

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00126.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

A survey of 486 managers was designed to examine how well employment equity is being implemented in Australian public and private sector organizations. Respondents were asked to report on the procedures they themselves used in their most recent staff selection. The findings on the incidence of the various selection techniques generally confirmed those of previous studies, specifically that the interview is the single most common technique. Although the large majority of managers professed pro‐equity attitudes, most also displayed a belief in gender stereotypes and almost half misunderstood the requirements of affirmative action in Australia. Most selection decisions appear to have been based on merit‐related factors, but a surprisingly high proportion of managers admitted to potentially discriminatory practices. Factors such as age, good looks and the absence of physical disability were rated as having been important in more than a third of selection decisions. Also, factors such as gender, marital status, race and colour influenced some managers in job selection. However, such discriminatory factors appear to have been less important in the public sector and in larger organizations which would have had more exposure to equity and affirmative action progr

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00127.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

The development is reported of an SR‐inventory of achievement‐related behaviour for the purpose of managerial selection. SR‐inventories stem from interactional personality psychology. As the design of an SR‐inventory is two‐facetted, Cronbachet al.'sgeneralizability theory forms a suitable framework to investigate it. Using data of 404 Dutch respondents — mostly applicants — several generalizability analyses have been performed to conclude under which circumstances the inventory can be a useful tool. Furthermore, confirmatory factor analysis has been used to substantiate the suggested SR‐structure of the instrument. The relationship with other personality factors has been investigated to classify the instrument in the domain of persona

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00128.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

This study investigated the validity and incremental validity of a situational interview beyond that of a composite measure of cognitive ability. Forty‐seven factory service technicians underwent an interview and took four cognitive ability tests. Supervisors rated the performance of these subjects in a concurrent validation study. The interview was found to be a valid predictor of a supervisor rating of performance (r = 0.32,p<0.05 uncorrected), however, was unable to show incremental validity over ability tests (Incremental R2= 0.05, n.s.). Limitations of the present study and directions for future research are discusse

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00129.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00130.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

摘要:

Book Reviewed in this article:The Theory and Practice of Systematic Personnel Selection, (Second Edition) by Mike Smith and Ivan T. Robertson.The Equal Opportunities Handbook. A guide to law and best practice in Europe, by Helen CollinsEmployee Relations, by David Farnham.Total Quality and Human Resources: An Executive Guide, by Barrie Dale and Cary CooperBusiness Cultures in Europe, by Collin Randlesome, Butterworth‐Heinema

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00131.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY

ISSN:0965-075X    

DOI:10.1111/j.1468-2389.1994.tb00123.x

出版商:Blackwell Publishing Ltd    

年代:1994

数据来源: WILEY