bluuebunny/crossref_metadata_2025 huggingface dataset:
MANAGERIAL VALUES: A METHODOLOGICAL STEP TOWARD A PSYCHOLINGUISTIC APPROACH
Authors: MORVAL JEAN , HOGENRAAD ROBERT
Published: December 2006

Managers from Private Enterprises and Public Services answered a questionnaire where they were asked to give the 60 concepts and 40 adjectives that are the most useful to describe and characterize their managing function. Some concepts and adjectives appear with a frequency beyond the chance level they fix the limits of a managerial subjective culture. Additional entropy measures show that concepts are more stereotyped than adjectives and that Public Services Managers are more stereotyped than Private Enterprises Managers although in both cases the entropy curves are quasi‐linear meaning that the semantic space of management is economically organized.
DECISION‐MAKING IN THREE‐ VS. FOUR‐PERSON GROUPS1
Authors: MAIER NORMAN R. F.
Published: December 2006

A total of 519 managers were used as Ss to test the decisions of individuals as compared to three‐ and four‐person discussion groups. The decision involved a promotion with job facts and individual capabilities supplied (behavior data, job descriptions, and brief interview transcripts). Ss were asked to try to reach one of three decisions: Encourage, Discourage, or Insufficient Information. The results show that (1) discussion makes for unanimous decisions with about equal frequency in three‐ and four‐person groups (76.4% vs. 72.7%); (2) three‐person groups are more likely to compromise on the Insufficient Information decision than four‐person groups (55.1% vs. 30.3%); and (3) both the high quality and low quality decisions increase as the compromise alternative declines.
ASSESSMENT CENTERS—VALID OR MERELY PRESCIENT1
Authors: KLIMOSKI RICHARD J. , STRICKLAND WILLIAM J.
Published: December 2006

Published validation studies of assessment centers are reviewed with respect to criteria used, staff composition, and the number of organizations involved. Impressive, consistent results are noted, but a trend is identified: Acceptance of the method is based on relatively few studies, conducted by fewer organizations, using a limited range of criteria. It is argued that perhaps the assessment center staff is evaluating candidates based on its familiarity with the preferences of the decision makers who will actually promote, thus merely duplicating already existing decision procedures. What is needed are comparative predictive studies incorporating alternative predictors and criteria.
A PROPOSED METHODOLOGY FOR DETERMINING SIMILARITIES AND DIFFERENCES AMONG JOBS1
Authors: ARVEY RICHARD D. , MOSSHOLDER KEVIN M.
Published: December 2006

The determination of job similarities and differences is important for several reasons. First, to satisfy legal requirements concerning validity generalizations and second, to justify in some circumstances, collapsing across jobs for validational purposes. The proposed Analysis of Variance procedure allows researchers to test for significant differences among jobs. Moreover, the procedure permits the calculation of variance estimates to estimate the relative degree of similarities and differences among jobs. An example is presented.
AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL
Authors: SZILAGYI ANDREW D.
Published: December 2006

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six‐month time‐lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.
EVALUATING THE CONCEPT OF ABSENTEE‐PRONENESS WITH TWO MEASURES OF ABSENCE
Authors: GARRISON KATHLEEN R. , MUCHINSKY PAUL M.
Published: December 2006

This study addresses the concept of “absentee‐proneness,” the notion that a small percentage of employees are responsible for a great percentage of absenteeism. Two uncorrelated measures of absence (paid and unpaid) were recorded for each individual in a sample of 195 employees working in the accounting department of a large public utility. Data were recorded for seven consecutive quarters (e.g., 21 months). The results showed that a core of employees was responsible for the vast majority of absenteeism in any one quarter, but that core changed from quarter to quarter. The distribution of absence data over the full 21 month period did not differ from chance expectancy.
INFLUENCE OF IRRELEVANT CUES AND ALTERNATE FORMS OF GRAPHIC RATING SCALES ON THE HALO EFFECT1
Authors: RIZZO WILLIAM A. , FRANK FREDRIC D.
Published: December 2006

The major hypothesis of this study was that halo due to irrelevant characteristics could be reduced by giving raters the opportunity to separately rate the irrelevant characteristics.

Thirty‐six non‐commissioned Navy officers participated in this study. Subjects were randomly assigned to one or four conditions: negative halo‐job related scales, negative halo‐job related and irrelevant scales, positive halo‐job related scales, and positive halo‐job related irrelevant scales.

Subjects were required to read a hypothetical job description and then a narrative performance description of a specific ratee. They then were required to evaluate their assigned ratee on a set of graphic rating scales.

The data partially supported the major hypothesis in that the graphic ratings based solely on job‐related scales in the negative halo condition contained greater halo than ratings based on a set of identical scales but which included, in addition, scales relevant to non‐job related characteristics. Reasons for the lack of statistical significance with respect to the positive halo condition were discussed.
VOLUNTEERING FOR JOB ENRICHMENT: A TEST OF EXPECTANCY THEORY PREDICTIONS
Authors: GILES WILLIAM F.
Published: December 2006

In order to test predictions derived from an expectancy theory model developed by Lawler, measures of higher‐order need satisfaction, locus of control, and intrinsic motivation were obtained from 252 female assembly line workers. Also, each employee was asked whether or not she wished to volunteer for a job enrichment project. Enriched jobs were described as having greater autonomy, variety, task identity, and feedback than typical assembly line jobs. Both locus of control and intrinsic motivation were found to serve as effective moderators of the relationship between higher‐order need satisfaction and volunteering for job enrichment, in that significantly higher negative relationships were obtained for persons high in locus of control and intrinsic motivation than for persons low in these measures. These results are seen as supportive of applicable portions of Lawler's model. Also, implications of the results for placement of individuals in enriched jobs are discussed.
RELATIONSHIPS AMONG PAY, RACE, SEX, OCCUPATIONAL PRESTIGE, SUPERVISION, WORK AUTONOMY, AND JOB SATISFACTION IN A NATIONAL SAMPLE
Authors: WEAVER CHARLES N.
Published: December 2006

Published evidence, based largely on bivariate methods of analysis, generally suggests that pay, race, occupational prestige, supervisory status, and work autonomy are associated with job satisfaction and that sex is not. Regression analysis of a representative sample of U.S. workers, which partialled out the effects of a number of other variables, affirms that supervisory status makes an independent contribution to job satisfaction and that sex is unrelated, but suggests that the zero‐order effects of pay, race, occupational prestige, and work autonomy are spurious.
A JOB SAMPLING APPROACH TO MERIT SYSTEM EXAMINING1
Authors: SCHWARTZ DONALD J.
Published: December 2006

The application of content validity to a merit examining process or rating schedule requires an extension of the concept beyond that of work samples and tests of knowledges or skills to measures of ability and personal characteristics. A method for accomplishing this without violating the principles of content validity is presented. This technique, called the job sampling approach, is a task‐based, structured system of eliciting the information necessary to construct the rating schedule from sources most able to provide that information and for using the information to construct the rating schedule and linking it to job performance. The steps include: definition of the performance domain of the job in terms of process statements; identification of the selection and measurement objectives of the organization; development of the measurement domain in relation to the performance domain and to the selection and measurement objectives; and demonstration that a close match between the performance domain and the measurement domain was in fact achieved.
BEHAVIORAL OBSERVATION SCALES FOR PERFORMANCE APPRAISAL PURPOSES
Authors: LATHAM GARY P. , WEXLEY KENNETH N.
Published: December 2006

Behavioral items (N= 78) critical to the job success of logging supervisors were developed from 1204 critical incidents, the frequency with which a supervisor (N= 300) engaged in each behavior was rated on a 5‐point Likert type scale by two sets of observers. A factor analysis reduced the items to 38 and 33, respectively, for the two sets of observers which in turn constituted 10 and 11 factors or criteria for performance evaluation purposes. Multiple regression equations based on composite scores were used to predict cost‐related measures of logging crew effectiveness. The shrinkage in Rs after double cross‐validation was moderately small. Moreover, the behavioral observation scales (BOS) that were developed by factor analyzing the observation ratings had moderately high reliability and accounted for more variance in the cost‐related measures than did the BOS developed by traditional judgmental clustering techniques. The similarities and differences between BOS and BES procedures are discussed.
BLACK‐WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES
Authors: JONES ALLAN P. , JAMES LAWRENCE R. , BRUNI JOHN R. , SELLS S. B.
Published: December 2006

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black (n= 166) and white (n= 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race‐related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.
THE RELATIONSHIP OF PERSONALITY VARIABLES TO ORGANIZATIONAL WITHDRAWAL
Authors: BERNARDIN H. JOHN
Published: December 2006

The relationship of personality variables to turnover and absenteeism was investigated using Cattell's 16 PF. Results indicated Factors G (conscientiousness) and Q4(anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal. The Porter and Steers “polar” hypotheses for organizational withdrawal were not confirmed except for the anxiety factor. Results are discussed in terms of Lyons’(1972) conclusions on the relationship of absenteeism and turnover and the generality of findings to other samples of employees.
RESPONSE CHARACTERISTICS OF BILINGUAL MANAGERS TO ORGANISATIONAL QUESTIONNAIRES1
Authors: BENNETT MICK
Published: December 2006

An organisational questionnaire based on Likert's eight organisational variables was completed by samples of Filipino (n= 51) and Hong Kong Chinese (n= 71) bilingual managers under conditions designed to inculcate either an English response set or a Chinese or Filipino response set. Results indicated that apparently equivelant questions generated negative responses in the English response conditions and positive responses in the Filipino and Chinese response conditions. Some methodological implications for comparative management research are discussed.
SOURCES OF VARIATION IN JOB SATISFACTION: JOB SIZE EFFECTS IN A SAMPLE OF THE U. S. LABOR FORCE
Authors: FRIEND KENNETH E. , BURNS LAWTON R.
Published: December 2006

Survey data were used to examine hypotheses about job size and satisfaction in a broad spectrum of jobs. Job size, higher‐order need importance, urban‐rural residence, and blue‐ or white‐collar job category were tested as predictors of satisfaction (N= 2,094). Job size, need importance, and job category all related to job satisfaction. In constrast to earlier findings among blue‐collar workers, there was no evidence that either the urban‐rural variable or need importance moderated the job size‐satisfaction relation. Job category did not moderate these results, indicating that the present results extend to white‐collar workers. It was possible to control for income in a subsample (N= 753). Controlling for income's effect, job size, need importance, and job category still related to satisfaction; again, no moderating effects were observed. Results are discussed in terms of three potential sources of variation in satisfaction: job, person, and interaction of job and person.
THE PREDICTIVE VALIDITY OF A WORK SAMPLE: A LABORATORY STUDY
Authors: MOUNT MICHAEL K. , MUCHINSKY PAUL M. , HANSER LAWRENCE M.
Published: December 2006

Concurrent and predictive test validity data and test‐retest reliability data were obtained for a work sample performance measure and two paper and pencil tests in a laboratory setting. The work sample predicted performance on the criterion comparably with the two traditional paper and pencil tests for both concurrent and predictive validity conditions. The results of this study coupled with the inherent advantages of work samples for personnel selection offer a favorable prognosis for future research and application of work samples. The findings are interpreted in light of a behavioral consistency model and the practical utility of work samples as a personnel selection technique.
“CONTENT VALIDITY” IN MODERATION
Authors: GUION ROBERT M.
Published: December 2006

“Content validity” has been widely but unwisely hailed as a solution to many problems in employee selection. The enthusiasm and its scope must be tempered. The arguments of this paper begin with the recognition that sampling from content domains cannot logically be substituted for criterion‐related validity. Moreover, it must be recognized that the psychometric notion of validity ordinarily refers to scores, not to the stimulus content of a test. It is therefore suggested that evaluations of scores be based on the principle of construct validation; that is, that possible sources of contamination be considered as alternative hypotheses about what is measured by a content sample as it is scored.
MODERATOR RESEARCH AND THE LAW OF SMALL NUMBERS1
Authors: SCHMIDT FRANK L. , HUNTER JOHN E.
Published: December 2006

The thesis of this paper is that many proposed moderators in personnel psychology are probably illusory, having been created solely by belief in the law of small numbers. Evidence is presented that race as a moderator of test validity is one such illusory moderator. In addition, a model for validity generalization is described which, in addition to eliminating the need for criterion‐related validity studies under certain circumstances, strongly calls into question the idea that situations moderate test validity, i.e., the traditional doctrine of situational specificity of test validities. Calculations are presented which show that adequate statistical power in moderator research requires much larger sample sizes than have typically been employed. This requirement is illustrated empirically using validity data for the Army Classification Battery for 35 jobs and 21,000 individuals. These analyses show that (1) even when a moderator is generally assumed to be large, large samples are required to gauge its effect reliably and (2) large sample research may show that moderators that appear plausible and important a priori are nonexistent or trivial in magnitude. The practice of pooling across numerous small sample studies to obtain statistical power equivalent to that of large sample studies is recommended. In light of the evidence that many proposed moderators may not exist, the authors hypothesize that the true structure of underlying relationships in personnel psychology is considerably simpler than personnel psychologists have generally imagined it to be.
TESTING FOR FAIRNESS WITH A MODERATED MULTIPLE REGRESSION STRATEGY: AN ALTERNATIVE TO DIFFERENTIAL ANALYSIS1
Authors: BARTLETT C. J. , BOBKO PHILIP , MOSIER STEVEN B. , HANNAN ROBERT
Published: December 2006

It is argued that analyses of subgroup differences utilizing a bivariate correlation strategy do not provide an adequate examination of test fairness. An analysis of differential prediction, which involves slopes and intercepts of regression lines results in more complete coverage of the test fairness issue, since the overall regression line determines the way in which a test is used for prediction. While subgroup correlation coefficients yield information concerning the slopes and intercepts, means and standard deviations must also be examined. A moderated multiple regression strategy is recommended as an alternative to separate analyses by subgroups. An ordered step‐up regression procedure is presented which is more encompassing than the bivariate strategies, while avoiding inherent problems associated with subgroup coding in multiple regression.
INTERRELATIONSHIPS AMONG EMPLOYEE PARTICIPATION, INDIVIDUAL DIFFERENCES, GOAL DIFFICULTY, GOAL ACCEPTANCE, GOAL INSTRUMENTALITY, AND PERFORMANCE
Authors: YUKL GARY A. , LATHAM GARY P.
Published: December 2006

A field study was conducted with 41 female typists in a large corporation to test an explanatory model of goal setting. Weekly productivity goals were either assigned by the supervisors or were set jointly with a typist. Goals were set for ten consecutive weeks. A correlational analysis of the data indicated that difficult goals led to higher performance. Higher performance led to higher absolute goals for the subsequent week, but smaller improvement goals. Persons with a high need for achievement and an internal control orientation set higher goals. Goal setting led to greater overall performance improvement for employees who had high self esteem or who perceived goal attainment to be instrumental for getting extrinsic rewards. Hypothesized relationships involving goal acceptance were not supported, which may have been due to a lack of validity for the goal acceptance measure.
EMPIRICALLY DERIVED JOB FAMILIES AS A FOUNDATION FOR THE STUDY OF VALIDITY GENERALIZATION
Authors: COLBERT G. A. , TAYLOR L. R.
Published: December 2006

Studies I and II of this series (Taylor, 1978; Taylor and Colbert,1978) were concerned with the empirical development of homogeneous families of insurance company jobs based on data from the Position Analysis Questionnaire (PAQ). The current study, Study III, involved studies of validity generalization within the job families which resulted from the previous research.

In general, it was hypothesized and found that regression equations yielded statistically significant cross‐validated multiple correlations within job families and that different predictors were found valid for different job families. Cross‐validated multiple correlation coefficients appeared to be somewhat larger when validation samples were drawn from the same job family than for cases in which validation samples were drawn from different job families. Absolute errors of prediction were found to be greater for regression equations applied across job families than for regression equations applied within job families. Implications of the job analysis and validity generalization studies are discussed.
A MARKET RESEARCH APPROACH TO DETERMINING LOCAL LABOR MARKET AVAILABILITY FOR NON‐MANAGEMENT JOBS
Authors: RITCHIE RICHARD J. , BEARDSLEY VICTOR D.
Published: December 2006

As an alternative approach to setting affirmative action hiring targets, preferences for non‐management jobs were explored using a research technique known as conjoint measurement or trade‐off analysis. A general population sample and an applicant sample were surveyed in two cities. Results showed sharp differences in job preferences between men and women. It was also found that women were less interested in non‐traditional telephone work than men—probably because the jobs that are non‐traditional for women were outdoors, dirty, and had a higher chance of injury. The research technique also permitted the identification of the demographic characteristics of those people who are interested in non‐traditional work.
AN EXTENSION AND FIELD TEST OF THE RETRANSLATION METHOD FOR DEVELOPING RATING SCALES
Authors: KAVANAGH MICHAEL J. , DUFFY JOHN F.
Published: December 2006

The retranslation method for rating scale development was used to develop a scale to evaluate an educational television series designed to teach basal reading skills. This extension of the method, outside the context of job performance rating, was evaluated using both developmental and actual field use data. The results during the developmental stage of the method are generally supportive of the use of the technique in this situation; the results from the field test yielded mixed support.
DIFFERENTIAL EFFECTS OF CAREER PLANNING ON INTERNALS AND EXTERNALS
Authors: THORNTON George C.
Published: December 2006

Career planning programs require participant effort to influence career progress. This study investigated the relationship of beliefs in internal vs. external locus of control of behavior (I/E) and self‐reported activity four months after a one‐day career planning workshop. Internally oriented secretaries took more actions to explore potential career goals and to identify means of attaining these goals. In addition, respondents to the follow‐up questionnaire were more internally oriented than non‐respondents. Implications for administration of career planning programs are listed.
A NOTE ON EVALUATING BEHAVIOR MODIFICATION AND BEHAVIOR MODELING AS INDUSTRIAL TRAINING TECHNIQUES
Authors: McGHEE WILLIAM , TULLAR WILLIAM L.
Published: December 2006

The training literature (1967‐1976) was searched for reports of scientific evaluations of behavior modification and behavior modeling used in industrial training. No reported scientific evaluations of behavior modification were found. Four reports (1976) of scientific evaluation of behavior modeling used in training managers were found. The research designs used in these studies were analyzed for possible threats to internal validity. Enough threats to internal validity were discovered in the designs used to question the reported results of behavior modeling training of managers.
FAVORABLE IMPRESSION CHARACTERISTICS OF THE RECRUITMENT INTERVIEWER
Authors: ROGERS DONALD P. , SINCOFF MICHAEL Z.
Published: December 2006

Students' impressions of campus recruiters influence students decisions on eventual job choice. In this study, the authors attempted to assess the effects of three variables—recruiter's age, recruiter's title, and recruiter's presentation—on students' impressions. A three factor factorial analysis of variance with three separate post hoc tests indicated that recruiter title and recruiter age significantly influenced impressions, while nonfluent presentation may have had a selective influence on impressions.
A PERFORMANCE MANAGEMENT SYSTEM: RESEARCH, DESIGN, INTRODUCTION AND EVALUATION1
Authors: BEER MICHAEL , RUH ROBERT , DAWSON JACK A. , McCAA B. B. , KAVANAGH MICHAEL J.
Published: December 2006

The purpose of this paper is to describe and analyze a unique and innovative appraisal and development system. The Performance Management System (PMS) is the formal vehicle used by Corning Glass Works managers to measure and improve the performance and potential for advancement of approximately 3,000 managerial and professional employees. The current design of PMS is the result of several years of research and development work by staff psychologists and personnel specialists at Corning along with applied psychological research conducted in other organizations. PMS is distinguished from most appraisal systems by the following characteristics: (1) Its emphasis on both psychometric accuracy and practical utility; (2) Its emphasis on development as opposed to evaluation; (3) Its use of ipsative measurement; (4) Its integration of results with behavior centered appraisal. This paper is comprised of an introduction, reports on the initial research, the design and introduction, the evaluation and revision of PMS, and an overall summary. The strategies, results, and problems encountered at each phase of PMS development will be described and analyzed.
SEX DIFFERENCES IN JOB SATISFACTION: A RE‐EXAMINATION1
Authors: SAUSER WILLIAM I. , YORK C. MICHAEL
Published: December 2006

This study was designed to test the hypothesis that observed sex differences in job satisfaction are due not to the influence of sex per se, but rather to the effects of several variables which covary with sex. Biographical and job satisfaction (Job Descriptive Index) data were obtained from 154 male and 326 female state government employees. Significant observed differences (male greater than female) in satisfactions with promotions and work “washed out” when the effects of age, education, tenure in organization, tenure in present position, and four cross‐product variables were held constant through analysis of covariance. However, a nonsignificant observed difference (female greater than male) in satisfaction with pay was greatly magnified (to significance) through analysis of covariance. The hypothesis received only partial support, since a significant difference in overall job satisfaction remained after the effects of the covariate variables were partialled out. Alternative explanations for the reversal in the direction of the difference in overall job satisfaction are discussed.
EFFECTS OF AMOUNT, FORMAT, AND LOCATION OF DEMOGRAPHIC INFORMATION ON QUESTIONNAIRE RETURN RATE AND RESPONSE BIAS OF SENSITIVE AND NONSENSITIVE ITEMS
Authors: GILES WILLIAM F. , FEILD HUBERT S.
Published: December 2006

Three characteristics of demographic questionnaire items were manipulated on a job satisfaction survey administered to 888 faculty members in order to assess effects on survey return rate and response bias. Demographic factors analyzed were Amount (number of demographic items), Format (questionnaires with all categorical answers versus those with a combination of categorical and continuous answers), and Location (demographic items placed before versus being placed after attitudinal items). Analysis of the 461 questionnaires which were returned revealed significant results for the Format rnanipulation, in that responses indicating higher satisfaction were obtained when the survey instrument contained questions which required both categorical and continuous answers rather than only questions requiring categorical responses. Also, this format‐induced response bias occurred more frequently among sensitive than nonsensitive job satisfaction items. Implications of the results for questionnaire design are discussed.
LEGAL DEVELOPMENTS IN EMPLOYMENT TESTING: Albemarle AND BEYOND
Authors: LEDVINKA JAMES , SCHOENFELDT LYLE F.
Published: December 2006

Recent court cases have continued to support the Equal Employment Opportunity Commission's employee selection guidelines. The most unambiguous support came in Albemarle Paper Co. v. Moody, decided by the U. S. Supreme Court in 1975. The Court's 1976 opinion in Washington v. Davis set forth more relaxed statutory standards than those of the EEOC Guidelines, but subsequent lower court decisions have continued to support the EEOC Guidelines, and the new Federal Executive Agency Guidelines have not supplanted them. The EEOC Guidelines provisions upheld in Albemarle are compared with the APA Test Standards and with APA Division 14's Personnel Selection Principles, and implications for employment testing are discussed.
WOMEN'S ATTITUDES TOWARD THEIR JOBS: SOME LONGITUDINAL DATA ON A NATIONAL SAMPLE1
Authors: ANDRISANI PAUL J. , SHAPIRO MITCHELL B.
Published: December 2006

This study examines a number of aspects of job satisfaction among women in their thirties and forties over the 1967–1972 period using data from the National Longitudinal Surveys. The data presented suggest that black women were less satisfied with their jobs than whites, and that levels of job satisfaction declined between 1967 and 1972. When asked which aspects of their jobs they liked best, these women were most likely to mention a dimension of their work which stemmed from the job content. Also of particular importance were the socio‐emotional aspects of their jobs. There were remarkably few changes in the pattern of responses over the 5‐year period. Furthermore, there is evidence that women whose skills were underutilized tended to be more dissatisfied than women for whom this was not the case. Conflicting demands between responsibilities at home and at work also appear to result in lower‐than‐average levels of job satisfaction. The greatest conflict in this regard appeared to result from an unfavorable attitude of the woman's husband toward her working, indeed more so than by the presence of young children or by her own attitude toward the propriety of women working. The lack of certain straightforward relationships between job satisfaction and such dimensions as family circumstances, skills and labor market characteristics is interpreted in the context of the conceptual framework of Lawler (1973).
ENLISTED PERSONNEL SELECTION FOR THE U. S. NAVY1
Authors: SANDS WILLIAM A.
Published: December 2006

Recently, over 33% of the new male enlistees were prematurely separated from the Navy (i.e., prior to the expiration of active duty obligation). The purpose of this study was to develop and evaluate a new screening tool, designed to estimate an applicant's chances of completing the first two years of service. Essentially all nonprior service males enlisting during 1973 were included in the study (N = 68,616). Predictors used were: (1) years school completed, (2) mental group, based upon aptitude level, (3) age, and (4) number of dependents. The dichotomous criterion was survival (72%) vs. loss (28%), after a median two years of service. The model developed on the total sample evidenced a multiple point‐biserial validity of .31. Double cross‐validation evidence showed that the model will produce reasonably accurate and stable predictions. Management‐oriented information was prepared to illustrate the various consequences of employing alternative cutting scores. This permitted examination of the tradeoffs involved in raising or lowering standards in the light of the current supply and demand picture for nonprior service enlisted male applicants.
A SEX COMPARISON OF FACTORS RELATED TO SUCCESS IN NAVAL HOSPITAL CORPS SCHOOL1
Authors: WEBSTER EVELYN G. , BOOTH RICHARD F. , GRAHAM WILLIAM K. , ALF EDWARD F.
Published: December 2006

Background information, Comrey Personality Scale scores, and a standard Navy aptitude test score were obtained on 600 Navy enlisted men and 600 Navy enlisted women prior to beginning Naval Hospital Corps School training. A comparison of the men and women indicated that the sexes differed on a number of background and personality dimensions. A double‐split cross‐validation design with multiple regression was then employed in the development of a test battery for predicting school completion. Results indicated that the men were more predictable than the women with cross‐validities on the order of .53 for men and .41 for women. For the total sample, cross‐validities were approximately .47. An empirical comparison of the utility of these equations for screening candidates for paramedical training suggested that the use of separate equations with the sexes would not produce results which were substantially different from use of the single equation developed on both sexes combined.
STAFFING AND TRAINING: NEGLECTED SUPERVISORY FUNCTIONS RELATED TO GROUP PERFORMANCE
Authors: BARE ALAN C.
Published: December 2006

The study was conducted in 43 library work groups. Supervisory role performances were measured by averaging questionnaire responses gathered from each group's members. Group performance was measured by questionnaire responses gathered from the supervisors of the groups. (The supervisors'performance assessments were tested against the members'perceptions, absence rates, and group ratings provided by the top executive staff of the library system). The study identified eight leadership functions which are performed differentially by the supervisors of the groups. Four of these role performances are related to the index of group performance. Two of the supervisors’activities, staffing and training, control major portions of the variance in group performance.
A LONGITUDINAL STUDY OF LEADER REWARD BEHAVIOR, SUBORDINATE EXPECTANCIES, AND SATISFACTION
Authors: KELLER ROBERT T. , SZILAGYI ANDREW D.
Published: December 2006

Positive and punitive leader reward behavior and their longitudinal relationships with subordinate expectancies and satisfaction were studied in a large manufacturing organization. Longitudinal data were collected approximately one year apart from 132 managerial, engineering and supervisory employees. Cross‐lagged correlations suggested that positive leader reward behavior was causally related to higher effort‐to‐performance expectancy, as well as higher satisfaction with work, opportunities for promotion and overall satisfaction. Punitive leader reward behavior was suggested to be causally related to lower satisfaction with work, supervision and overall satisfaction. Implications were discussed for the use of leader reward behavior and for future research.
JOB STRESS, EMPLOYEE HEALTH, AND ORGANIZATIONAL EFFECTIVENESS: A FACET ANALYSIS, MODEL, AND LITERATURE REVIEW1
Authors: BEEHR TERRY A. , NEWMAN JOHN E.
Published: December 2006

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.
DO BLACK AND WHITE SUPERVISORY PROBLEM SOLVING STYLES DIFFER?*
Authors: SHULL FREMONT , ANTHONY WILLIAM P.
Published: December 2006

Do black supervisors manage differently than white supervisors? Do black supervisors solve problems in the same way as white supervisors? To investigate these issues a group of 21 blacks and 56 whites in a supervisory training program conducted by the College of Business, University of Georgia, were studied using a take‐home paper and pencil exercise. Certain independent variables were first identified which included biographical data, employment experience and personality factors. The exercises attempted to measure the way they resolved role conflict situations and handled disciplinary problems–two important duties of supervisors.

The most outstanding finding from the study was the paucity of differences in all measures except in attitudes toward received discipline. Blacks were less willing to accept harsh punishment for violation of organizational rules than whites, especially where there was a history of high performance. We conclude, however, that organizational acculturation may substantially offset any minority subcultural influences in organizational situations.
PSYCHOLOGICAL CLIMATE: IMPLICATIONS FROM COGNITIVE SOCIAL LEARNING THEORY AND INTERACTIONAL PSYCHOLOGY
Authors: JAMES LAWRENCE R. , HATER JOHN J. , GENT MICHAEL J. , BRUNI JOHN R.
Published: December 2006

Underlying assumptions and rationale of psychological climate are addressed from the perspectives of cognitive social learning theory and interactional psychology. Major emphasis is placed on the implications of these theoretical models for psychological climate. It is suggested that psychological climate (a) reflects psychologically meaningful, cognitive representations of situations rather than automatic reflections of specific situational events; (b) is generally more important than the objective situation in the prediction of many salient individual dependent variables; (c) is predicated on developmental experience, and frequently involves conflicting orientations generated by the preservation of valued and familiar schemas, on one hand, and openness to change in the interest of achieving adaptive and functional person‐environment fits, on the other; and (d) is related reciprocally to memory, affect, and behavior in a causal model which predicts a reciprocal causation between perception and affect, and between individuals and environments. The suggestions above are employed to provide recommendations for future research.
PREDICTING NAVY EFFECTIVENESS: EXPECTATIONS, MOTIVATION, PERSONALITY, APTITUDE, AND BACKGROUND VARIABLES
Authors: HOIBERG ANNE , PUGH WILLIAM M.
Published: December 2006

The purpose of this study was to identify predictors of performance within seven Navy occupational groups. Life history, expectations, motivation, personality, and aptitude variables were used as predictors of a 2‐year effectiveness criterion for 7,923 enlisted Navy men and women. Results of multiple regression analyses showed that the most powerful predictors included: years of schooling, school expulsions and suspensions, the two Comrey Personality Scales of Social Conformity and Orderliness, arrests, age, General Classification Test (aptitude), and Peer Cohesion (expectations). Comparisons across groups indicated that the development of separate equations for each occupation was not supported. Recommendations were made to improve selection procedures and to change several aspects of the organization, suggestions which would be expected to increase rates of effective performance.
THE EFFECTIVENESS OF CONTINGENCY MODEL TRAINING: A REVIEW OF THE VALIDATION OF LEADER MATCH1
Authors: FIEDLER FRED E. , MAHAR LINDA
Published: December 2006

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 training.
THE VALIDATION OF A MINICOURSE FOR TELEPHONE COMPANY SWITCHING TECHNICIANS1
Authors: REILLY RICHARD R. , MANESE WILFREDO R.
Published: December 2006

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 selection ratios.
TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION1
Authors: TRATTNER MARVIN H.
Published: December 2006

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 PACE test.
THE USE OF A DESCRIPTIVE COVER LETTER AND SECRETARY PRE‐LETTER TO INCREASE RESPONSE RATE IN A MAILED SURVEY
Authors: FURST LYNDON G. , BLITCHINGTON W. PETER
Published: December 2006

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 pre‐letter.
THE EFFECTS OF ITEM CONTEXT IN FAKING PERSONNEL SELECTION INVENTORIES1
Authors: ZALINSKI JAMES S. , ABRAHAMS NORMAN M.
Published: December 2006

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 pronounced.
FURTHER TESTS OF THE SCHMIDT‐HUNTER BAYESIAN VALIDITY GENERALIZATION PROCEDURE1
Authors: SCHMIDT FRANK L. , PEARLMAN KENNETH , HUNTER JOHN E. , SHANE GUY S.
Published: December 2006

Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between‐study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first‐line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial‐organizational psychology are discussed.
A METHODOLOGICAL APPROACH TO JOB CLASSIFICATION FOR PERFORMANCE APPRAISAL PURPOSES
Authors: CORNELIUS EDWIN T. , HAKEL MILTON D. , SACKETT PAUL R.
Published: December 2006

This paper illustrates a methodological approach to classifying jobs for the purpose of developing performance evaluation instruments. The approach was to administer a worker‐oriented job inventory to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard. The data from the job inventory were then analyzed using Tucker's Three‐Mode Factor Analysis. Output from the three‐mode factor analysis was used to identify combinations of jobs and ranks for which separate appraisal instruments could be developed. In addition, output from the three‐mode factor analysis was used to suggest the content of the various appraisal instruments. Advantages, applications, and limitations of this approach are discussed.
THE DEVELOPMENT OF BEHAVIORAL OBSERVATION SCALES FOR APPRAISING THE PERFORMANCE OF FOREMEN
Authors: LATHAM GARY P. , FAY CHARLES H. , SAARI LISE M.
Published: December 2006

Behavioral observation scales (BOS) were developed for first line foremen. BOS are similar to behavioral expectation scales (BES) in that both are based on a job analysis procedure known as the critical incident technique. However, the BOS differ from BES in that, in developing BOS, (a) a group of individuals is observed and rated on a five‐point scale as to the frequency with which they engage in the behavior described by each incident/statement, (b) a total score for each individual is determined by summing the observer's responses for each behavioral item, and (c) an item analysis (or factor analysis, depending upon the sample size) is conducted to select the most discriminating items. Those items with the highest correlations with the total score on a scale are retained to form one behavioral criterion or scale (BOS).