bluuebunny/crossref_metadata_2025 huggingface dataset:
Quality of Work Life in the Knitwear Sector of the Canadian Textile Industry
Authors: Wilcock Anne , Wright Marina
Published: July 2015

The quality of work life activities which exist in a sample of knitwear companies in Southwestern Ontario were described. Three levels of activity were identified: (1) active companies were largely non-unionized, with high annual sales, high levels of technology and an articulated corporate responsibility toward employees; (2) midrange companies were privately owned, unionized, with a medium level of technology; and (3) inactive companies were young, privately-owned companies with low technology levels and were attempting to establish corporate stability. Employees of midrange companies were more satisfied with “working conditions”, “social integration”, “constitutionalism” and “work and life components than were employees of the active companies. The discrepancy theory of satisfaction was used to explain this result.
CEO Perceptions of Current Union Activity
Authors: Boissoneau Robert , Belton Paul
Published: July 2015

The purpose of this study is to examine the relationship between the organizational environment and unions as observed by chief executive officers in various industries. The organizational environment in which an executive functions is fruitful ground for management study. Organization theorists and organizational behaviorists are concerned with environmental concepts, structures and processes in analyzing organizational effectiveness. The focus usually is centered on several components of the organization. While undeniably important, such analyses often do not incorporate the antecedent considerations of the particular industry in which the organization is located. For example, the appendage of the medical staff in the hospital organization and the centrality of the faculty in the university organization undoubtedly influence the practice and behavior of the chief executive officer. Since hospital and university organizations are considered two of the most “democratic” organizations, do the CEOs of these institutions use certain management concepts, tools and techniques more than CEOs in other industries?
Impact of Agency Investment in the Implementation of Performance Appraisal
Authors: Balfour Danny L.
Published: July 2015

This article examines the experience of several agencies in Florida state government with their standards-based performance appraisal system and develops and tests a research strategy for determining the effect of agency investment in its implementation. Findings based on interviews of personnel managers and a survey of employees that suggest there are limits to the usefulness of performance appraisal which management must consider when deciding how to appraise and improve employee performance.
Trends in Police Physical Ability Selection Testing
Authors: Hoover Larry T.
Published: July 2015

Currently police agencies are employing variants of three basic forms of physical ability testing: job simulation exercises, physical agility and/or stamina tests, and norm referenced physical fitness or “wellness” tests. Although job simulation exercises superficially appear most defensible, they lack benchmark standards of minimal performance levels. Physical agility tests can be administered more economically, safely, and conveniently, but generally have substantial adverse impact. Norm referenced wellness tests are gaining in popularity because they solve some of the problems of both simulation exercises and physical agility tests, but are probably least defensible as directly job related. A dominant methodology has yet to emerge from either usage or court decisions.
Content Validation Form
Authors: Barrett Richard S.
Published: July 2015

The Content Validation Form is presented as a means for meeting the requirement of the Uniform Guidelines, Section 15 C 5, that, “The evidence demonstrating that the selection procedure is a representative work sample, a representative of a knowledge, skill, or ability as used as part of a work behavior and necessary for that behavior should be provided…” It is best used during the test construction process by SMEs working under the direction of a testing specialist who records their evaluations, and the rationale behind them, for each part of the test. If the test is challenged, their documented judgments can be used as evidence of validity. Although it is used primarily with multiple-choice tests, many parts of the Content Validation Form apply to other types of tests and exercises.
Effects of Leader Behavior on Subordinate Satisfaction in a Civil Service-Asian Context
Authors: Putti Joseph M. , Tong Ang Chin
Published: July 2015

One of the greatest contributions of British Colonialism in the Asian Countries is the establishment of Civil Service Administration. While political, economic and cultural systems and values have changed over the years, the Civil Service Administration has been preserved intact in most of these countries. The continuity of most of these nations since the British Raj can be attributed very well to their Civil Service systems.
How Much Do We Really Know about Moonlighters?
Authors: Baba Vishwanath V. , Jamal Muhammad
Published: July 2015

This article reviewed the literature on moonlighers to compare the rate of moonlighting reported in government publications with empirical studies done by researchers, and to examine the differences between moonlighters and nonmoonlighters observed in empirical studies on several dependent variables. The average rate of moonlighting in empirical studies was found to be much higher than the rate reported in government publications, both in the U.S.A and Canada. Only a few differences were found between moonlighters and nonmoonlighters with regard to personal, social, and organizationally-valued outcomes. Implications of the findings are discussed for future research as well as for management practice.
Ethical Decision Making: Challenge of the 1990's—A Practical Approach for Local Governments
Authors: Bonczek Stephen J.
Published: July 2015

This article describes the challenges of establishing ethical decision-making in local government organizations. As governments operate in the “Sunshine,” the intense public and media scrutiny requires policy action on ethics for both elected and appointed officials. The ethical dilemmas facing public service are discussed as a prelude to developing ethics guidelines that reflect doing business in the 1990's. The City of Largo ethics policy is presented as an approach that recognizes the importance of merging a well articulated organizational value system with specific guidelines for ethical conduct.
A Framework for considering the Contracting Out of Government Services
Authors: Wisniewski Stanley C.
Published: July 2015

This article analyzes the contracting out decision. It assumes that the decision to assign responsibility to local government for providing a particular service to the public has already been made, and that a rationale for making that decision has been articulated, usually in the form of a legislative mandate. Therefore, the issue that remains for local government is how best to effectuate this mandate. This article offers a critical evaluation of various approaches to analyzing the contracting out decision and provides a comprehensive framework for undertaking such analyses. Adherence to the framework requires an ambiguous, comprehensive statement of service goals followed by an economic cost-benefit evaluation that takes into account all direct costs, as well as indirect costs and social costs, in order to properly ascertain whether there is any advantage to contracting out as compared to performing the work in-house.
A Meta-Analytic Investigation of the Effect of Various Test Item Characteristics on Test Scores and Test Completion Times
Authors: Aamodt Michael G. , McShane Teige
Published: July 2015

The current study reported the results of a meta-analytic investigation of the effects on test scores and test completion times of three aspects of writing test items: The number of answers in multiple-choice exams, the order of item difficulty, and the organization of items by content. The results of meta-analysis indicated that three-choice questions are slightly easier than four-choice questions (d = .90) and take significantly less time to complete (d = −.61). Exams beginning with easier items and then moving to more difficult items are slightly easier than exams with randomly ordered items (d = .11) or exams beginning with difficult items (d — .22). Exams in which the items are organized by content are slightly easier than exams containing randomly ordered items (d = .04). All of the above effect sizes are small.
Validation Strategies for Physical Ability Testing in Police and Fire Settings
Authors: Arvey Richard D. , Nutting Steven M. , Landon Timothy E.
Published: July 2015

This paper identifies two contemporary issues within the context of selection and staffing for police and firefighting positions: (1) there is increasing litigation challenging the validity of physical ability tests in screening applicants for these positions, and (2) there is not much published literature concerning the use of and validation of physical ability tests in these settings. The paper discusses issues and challenges associated with court challenges of traditional content validity procedures and suggests there may be an over-reliance on this particular validation strategy. It is suggested that construct validation procedures may be an alternative procedure to provide evidence concerning the validity of physical ability tests within these contexts. Construct validation is described and illustrated via hypothetical examples.
Personnel Department Organizational Development Study
Authors:   By the City of Seattle Personnel Department, Okamoto John
Published: July 2015

This article reviews the City of Seattle Personnel Department's comprehensive examination of the Department's mission, key programs, and its organizational structure. This review was undertaken in order to improve customer services and productivity, in the face of budget cuts and other reductions in resources.
Predictors of Public or Private Employment for Business College Graduates
Authors: Cohen Audrey J.
Published: July 2015

Race was a significant predictor of sector of employment two years after graduation for White and Black alumni of a New York undergraduate business college but not for Hispanic or Asian alumni. Significantly fewer White alumni and significantly more Black alumni worked in government than expected from the alumni sample. The odds that White alumni worked in government rather than in private were only half as large as the odds that Whites in the total employed labor force worked in government rather than in private. The odds that government employed Black rather than White alumni were almost twice the odds that government employed Blacks rather than Whites from the total employed labor force. College graduation thus reduced the likelihood that White alumni would seek government employment. For White alumni, the best predictor of sector of employment was major in college. White alumni who had majored in accounting, finance and investments, computer information systems and marketing were less likely to work in government than White alumni who had majored in management or any other subject. For Black alumni the best predictors were the evaluation of curricular guidance (1986 and 1984 alumni) and whether or not the person had a job or job offer by graduation (1984 alumni). Black alumni who rated curricular guidance most favorably and who had no job or job offer by graduation were the most likely group to work in government. Age, sex and current salary were not significant predictors of sector of employment for either White or Black alumni.
Dual-Career Couples in the Public Sector: A Survey of Personnel Policies and Practices
Authors: Reed Christine M. , Bruce Willa M.
Published: July 2015

This article reports the findings of a survey of IPMA agency members regarding their policies and practices to accommodate dual-career couples. Dual-career couples in the same organization are often perceived by the public to reflect nepotism; and 40 percent of survey respondents reported ethical dilemmas arising from these Situations. Nevertheless, a majority relied on merit procedures to assure competence, prohibiting only supervisory relationships between spouses. Moreover, the survey uncovered practices to accommodate dual-career couples in different organizations, suggesting that personnel administrators recognize the importance of a new recruitment and retention strategies. Nevertheless, further reform of merit system rules and regulations may be needed in the future to stay competitive with the private sector in this emerging area of human resources management.
Substance Abuse Policy Adaptation in Florida Municipal Government
Authors: Daly John L.
Published: July 2015

Drug abuse is one of America's major public policy concerns. Problems associated with drug and alcohol abuse have not escaped America's workforce. Public sector human resource managers, like their counterpart in private industry, are faced with the challenge of developing policies that protect the interests of their organization while preserving the rights of those they employ or seek to consider for employment. This article examines emerging substance abuse policy in Florida municipal governments. A model of substance abuse policy development is presented and then assessed based on data collected in 1988 and 1990. The research indicates that Florida cities are progressing beyond the application of drug testing towards rehabilitative intervention and educational awareness initiatives.
16 Elephants Can't Do What a Change in Law Could
Authors: Brumback Gary B.
Published: July 2015

A policy of performance ratings for pay invites dishonesty. In search of an alternative, prototype appraisals without ratings but with performance bonuses were successfully tested under simulated conditions. Highlighted in this article, the study along with supporting arguments and trends are all aimed at influencing a change in federal law.
The Enhancement of Learning in Public Sector Training Programs
Authors: Sims Ronald R.
Published: July 2015

This article attempts to build on recent work on individual learning differences by discussing several psychological learning models and their importance to training in public agencies. The article first presents several ideas on the concept of learning along with accepted principles of learning. The article then addresses the question of “How do people learn?” and offers the views of Dewey, Kolb, and others on learning and thinking styles as frameworks for increasing our understanding of the learning process and enhancing training in public agencies. Finally, potential applications of learning and thinking styles information are presented to summarize the ideas presented in the article.
Civil Service 2000 Revisited: Old Assumptions — New Facts and Forecasts
Authors: Cameron Kristi , Jorgenson Joan , Kawecki Charles
Published: July 2015

This article summarizes the U.S. Office of Personnel Management report, “Revisiting Civil Service 2000: New Policy Direction Needed”, published in September 1993. The OPM report revisits the widely circulated 1988 publication, Civil Service 2000, which predicted the future employment needs of the federal workforce. The report analyzes the assumptions made in Civil Service 2000 to determine if the directions it set are still valid guides for future federal human resources management policies. It argues that a shift in focus is now needed, moving from recruitment and retention issues as highlighted in Civil Service 2000 to a new emphasis on effective management of the existing workforce.
Differentiating between Burnout and Copout in Organizations
Authors: Caldwell Dean S. , Ihrke Douglas M.
Published: July 2015

Burnout and copout are two phenomena that are often confused by public managers. Burnout is often used as a copout. A better understanding of the differences between the two is important to the manager who must deal with individuals suffering from burnout or copout. This understanding may also lead to increased work productivity as well as more positive relationships between managers and the work force.
Three Federal Demonstration Projects: Using Monetary Performance Awards
Authors: Siegel Gilbert B.
Published: July 2015

Three federal demonstration projects have been using monetary rewards for performance with mixed results. Two of the projects, Navy and the National Institute of Standards and Technology, use individual merit pay in research and development environments. A third, an Air Force project, involves blue collar employees, and utilizes gain sharing. This article analyzes evaluation research conducted to date. Results show it is difficult to separate pay outcomes from the effects of multiple interventions. However inconclusive, there is evidence that improvements have been produced without many of the side effects which have been described in the literature on pay-for-performance in the federal government.
New Age Personnel — Quality Service Delivery in Changing Times
Authors: Benowitz Stephen C.
Published: July 2015

Many organizations must re-evaluate the manner in which personnel services are delivered to customers. Growing demands and increasing responsibilities placed on personnel offices have changed the nature of their work. Fiscal constraints have led to cutbacks in available staff to meet these needs. Larger organizations may have to re-evaluate the structure and responsibilities of centralized vs. decentralized systems.

The National institutes of Health (NTH) is a large organization (19,000 employees) with a decentralized personnel services program. New responsibilities placed on the program (e.g., ethics, federal government recruitment and hiring regulations) and reduced resources have led to a re-examination of the services that customers need most, and of the level of the organization that is most effective in providing the service.

Using focus groups, NIH identified a number of critical areas of personnel service delivery; me ten most critical are being reviewed by TQM teams. Each team will recommend the most appropriate organizational level to provide the service and will identify ways to simplify procedures (including automation) for both personnel offices and customers.

This article will discuss the approach used at NTH and provide information on the results that have been accomplished to date.
Comparable Worth: Is it a Moot Issue? Part II: The Legal and Juridical Posture
Authors: Moore Mary Virginia , Abraham Yohannan T.
Published: July 2015

In the first of a series of articles on comparable worth, the authors responded to the question raised in the first part of the title by exploring the topic of comparable worth from a historical perspective. It presented current statistics and projected trends regarding women in the labor force. In Part II of this series, the authors discuss legislation and subsequent litigation that resulted from laws governing sex discrimination and compensation. The final article in this series addresses three major areas of disagreement on the comparable worth issue including explanations for the gender earnings gap, the economic implications of comparable worth, and measuring job value.
Violence in the Workplace: The Role of Human Resource Management
Authors: Elliott Robert H. , Jarrett Deborah T.
Published: July 2015

An upset individual walks into the Department of Human Resource Management and demands to see the Director. He explains to the receptionist that the recent Reduction-in-force within the organization left him without a job, and with a wife and two children who are depending on him for support. He is clearly emotionally upset, and, when the receptionist informs him that he will have to make an appointment and come back at a later time, he pulls out a gun, shoots the receptionist and two personnel clerks in the same office, turns and runs out of the building.
The Constitution and the Patronage-Merit Debate: Implications for Personnel Managers
Authors: Roback Thomas H. , Vinzant Janet C.
Published: July 2015

This article examines the effect of recent Supreme Court rulings concerning the First Amendment freedom of association rights of public employees. The question is framed under the rubric of partisan patronage cases related to personnel selection, dismissal and other actions. The Rutan v. Republican Party of Illinois case is highlighted in analyzing the key findings of the majority and minority opinions. Public managers are alerted to the practical implications of these judicial decisions so that legal challenges can be met. It is suggested that precision and clarity of job analysis, assessment methods, validity of interviewing and training in relevant understanding of constitutional decisions be implemented.
Employer “Business” and “Job” Defenses in Civil Rights Actions
Authors: Greenlaw Paul S. , Kohl John P.
Published: July 2015

In civil rights actions, employee-plaintiffs alleging discrimination must attempt to prove a prima facie case;1 and if accomplished the employer-defendant must attempt to rebut such cases with some type of defense. These defenses may be very narrow and specific in scope such as the seniority or merit system defenses explicitly provided for under the 1963 Equal Pay Act (EPA). On the other hand, broader “business” and or “job” defenses (and the wording and meaning varies from situation to situation) have been both devised by the courts as standards of behavior for employers, and stipulated for employers by legislation. This article will analyze four important of these employer defenses: (1) the legitimate business reason and its antecedents in EPA litigation; (2) the Bona Fide Occupational Qualification (BFOQ) “reasonably necessary” defense provided in both the Civil Rights Act of 1964 and in the Age Discrimination in Employment Act of 1967; (3) the business necessity and job related standards promulgated in Griggs v. Duke Power, 401 U.S. 424 (1971), as eventually codified by the Civil Rights Act of 1991; and (4) the job relatedness/business necessity/reasonable accommodation defense of the Americans with Disabilities Act of 1990 (ADA). All of the above defenses pose current challenges to employers except probably the BFOQ, so that their examination should be of value to all those involved in employee relations law.
Perceptions of Organizational Stress among Female Executives in the U.S. Government: An Exploratory Study
Authors: Rogers Rolf E. , Li Eldon Y. , Ellis Rebecca
Published: July 2015

The psychometric properties and factor structure of a 15-item self-reporting instrument measuring perceptions of stress precipitators was investigated in a sample of 146 female Senior Executive Service employees of the U.S. federal government. A four factor solution was found to best represent the sample. Additionally, cluster analysis revealed the presence of three relatively homogeneous subgroups of sample respondents, based on the source and level of their perceived stress. It was found that “concerns about one's performance” was the highest ranked stressor, followed by concerns about work load, responsibility and authority ambiguities, and the fear of making the wrong decision. The cluster analysis resulted in three groups of stress patterns. The highest stress group included women who put the job above all else, the second highest group had a high propensity for job achievement, and the lowest stress group represented women who placed a high emphasis on self-actualization and “out-side” job considerations.
An Overview of the Family and Medical Leave Act of 1993
Authors: Allred Stephen
Published: July 2015

The Family and Medical Leave Act of 1993 makes significant changes in leave entitlements for most public sector employees. This article summarizes the major provisions of the new act and the effect they will have on employers.
Observations and Comments on Reinventing Government
Authors: Masden Daniel
Published: July 2015

A relatively recent best-selling publication and continuing popular book entitled Reinventing Government has received acclaim on the one hand, and on the other substantial criticism. Various elected officials and administrators of public agencies from Florida to California have suggested the book as a blue-print for the development of more effective and efficient government. A more critical reading of the book suggests that while it does present some noteworthy concepts, it takes liberties with historical fact, makes unsupported assumptions and demonstrates little respect for the country's conscientious, hard-working and productive public sector employees. As a result, the book and many of its recommendations, while being worthy of discussion, cannot be considered a serious piece of scholarly journalism.
Municipal Government Performance Appraisal System Practices: Is the Whole Less Than the Sum of its Parts?
Authors: Roberts Gary E.
Published: July 2015

This article presents the results of a national survey of municipal government performance appraisal system practices based upon the responses of 240 personnel professionals. The survey focuses on appraisal system structure, the link between performance and personnel decision making, perceived user acceptance, and observations on the effectiveness of the appraisal system. The results indicate that most performance appraisal systems are designed in accordance with the literature. However, the administration of these systems is more problematic. Most systems are perceived to be somewhat effective in terms of the process of appraisal and the affects on motivation and productivity.
Using Assessment Centers in Selecting Entry-Level Police Officers: Extravagance or Justified Expense?
Authors: Coulton Gary F. , Feild Hubert S.
Published: July 2015

Effectively screening-out candidates who have potential to become “liability-prone” officers is crucial to any police agency. The critical nature of appropriate selection is readily apparent when we consider the serious ramifications that the inappropriate actions of even a single officer can have for the agency itself as well as for the community as a whole. The present paper contends that assessment centers are a viable option for selection of entry-level police officers. The literature on the use of assessment centers is reviewed, and arguments are made regarding the potential utility of employing this technique with police applicants. Recommendations are offered for implementation of an assessment center program for selection of entry-level police officers.
Progress on the Journey to Total Quality Management: Using the Myers-Briggs Type Indicator and the Adjective Check List in Management Development
Authors: Mani Bonnie G.
Published: July 2015

The objective of this paper is to describe and assess a management development process utilized in the Internal Revenue Service (IRS), a public sector agency that has implemented Total Quality Management (TQM). The program described in this paper is unique to the Richmond District where the facilitator was qualified to enhance the process used in other offices by adding the Myers-Briggs Type Indicator1 and The Adjective Check List.2 This paper is based on three premises. It is feasible for agencies, i. e., public bureaucracies, to implement the principles of Total Quality Management (TQM) and a growing number of them are trying to do so. Management commitment is a prerequisite for TQM so the need to develop effective, committed managers is increasingly critical. Programs designed to develop new managers can be enhanced when the Myers-Briggs Type Indicator and The Adjective Check List are included as part of a self-assessment.
The Personnel Function in Small Public Organizations
Authors: Hamilton David K.
Published: July 2015

As the personnel function becomes more complex and sophisticated, small public organizations without a personnel unit are increasingly at a disadvantage. Through a survey of park districts, the author analyzes how the personnel function is administered in small public organizations. Questions investigated include how large a public organization must be before it starts to centralize the personnel function and how centralization affects the distribution of personnel activities and the involvement of line managers.
Strategic Considerations in Using Action Research for Improving Personnel Practices
Authors: Cunningham J. Barton
Published: July 2015

This paper offers a perspective on using the action research (A.R.) process to improve personnel practices, and illustrates this in a Canadian organization concerned with providing emergency services for those in need. After providing an overview of the action research process, this paper illustrates some of the personnel projects which were undertaken in developing job descriptions, a performance appraisal system for management, a strategic plan, an integrative labor relations process, and a team management process. It suggests that a number of strategic choices will affect the success of projects such as: (i) defining the relationship between organizational versus A.R. activities, (ii) changing people versus changing structures, (iii) using power versus integrative strategies, (iv) resolving technical versus people problems, (v) information gathering versus facilitation, and (vi) top versus bottom-up change.
Public Service Transformation and Affirmative Action Perspectives in South Africa
Authors: Reddy P.S. , Choudree R.B.G.
Published: July 2015

Affirmative action is on the agenda in South Africa. It is generally accepted that the new constitution will include a bill of rights which will contain a clause ensuring equality of all persons. It is this clause which will outlaw discrimination and which will sanction affirmative action. However, it is probably that the bill of rights will have to be supplemented by legislation on discrimination, affirmative action and employment equity, which will determine, for example whether and how the Public Service (and the private sector) are compelled or permitted to implement affirmative action. While approaches and strategies to affirmative action vary considerably, there is general acceptance that it may be an effective mechanism of ensuring social justice in the public service. It can play a pivotal role in equalizing and democratizing public instirutions in South Africa.
Forecasting Sabotage Events in the Workplace
Authors: DiBattista Ron A.
Published: July 2015

Most research on workplace sabotage centers on the causes of sabotage and the ways that organizations can guard against it. This paper accepts the premise that sabotage will occur in the workplace and thus presents a forecasting procedure for organizations to follow. Once organizations can learn how to predict a Sabotage Impact Value and to gauge a Probability Index Factor, it can improve its readiness for a sabotage event. This development of a Sabotage Barometer can help HRM professionals and managers formulate sabotage intervention plans. The findings indicate that organizations using intervention plans reported substantially shorter crisis durations, less fallout to the company, and a quicker path to the resolution stage.
The Influence of Organizational Constituent Groups on Rater Attitudes toward Performance Appraisal Compliance
Authors: Robinson Robert K. , Fink Ross L. , Allen Billie Morgan
Published: July 2015

This article presents the results of a survey questionnaire developed to ascertain which of three constituent groups (Superiors, Peers, and Subordinates) in the workplace has the greatest influence on rater compliance with employee performance appraisal guidelines. The research found that superiors had the greatest influence on rater compliance with rating procedures.
To Fee, or Not to Fee What a Question!
Authors: Coffee Karen
Published: July 2015

As the fiscal crisis in public agencies deepens, many jurisdictions are considering the establishment of some type of applicant fee program. This paper summarizes the types of fee programs which currently exist nationwide, and reviews issues which agencies must consider before embarking on an applicant fee program.
Process Reengineering Formula for Success for the Future
Authors: Compton Patricia A.
Published: July 2015

The Office of Civilian Personnel at the Defense Distribution Region East has been able to achieve dramatic personnel and cost reductions using an agressive program of process reengineering coupled with a radical redesign of its business processes. This innovative program, which can save the U.S. Government $8 million by the year 2001, required changing the attitudes of managers and employees about the way the organization was structured, their roles in the new scheme, and the need to deal with continual change and process improvement.
A Survey of the Assessment Center Process in the Public Sector
Authors: Lowry Phillip E.
Published: July 2015

This survey of public sector police and fire chiefs and human resources professionals disclosed increasing use of the assessment center method. It also disclosed several serious flaws in the assessment centers used in the public sector. Job analyses were not always required, validation was reported lacking or inappropriate, assessors were not always properly trained, and feedback to and from participants was not invariably provided.
Municipal Government Personnel Professionals and Performance Appraisal: Is There a Consensus on the Characteristics of an Effective Appraisal System?
Authors: Roberts Gary E. , Pavlak Thomas
Published: July 2015

Personnel manager knowledge of the characteristics of an effective performance appraisal system is potentially an important factor in appraisal system development. The results of a national sample of municipal personnel professionals indicate that personnelists tend to agree with the performance appraisal literature regarding the essential attributes of an effective appraisal system. A discriminant analysis was performed to identify the characteristics differentiating respondents on their degree of agreement with the appraisal literature. The results demonstrate that personnelists who are less experienced are more likely to support the literature, but the model explained only a small portion of the variance. The most interesting substantive finding is that rater participation in the development of the system is deemed more important than employee participation.
Academic Salary Compression: A Productivity Model as a Remedy
Authors: Huseman Richard , McHone W. Warren , Rungeling Brian
Published: July 2015

Salary compression in academe continues to be a problem into the 1990s, especially for faculties in Colleges of Businesses. Even when funds have been available to ameliorate compression, most models used to assess and remedy the effects of compression have not taken faculty performance into consideration. The model in this article is superior in that productivity is a consideration as well as the usual factors of rank, time in rank, and longevity with an institution. The model is illustrated for selected individuals within different departments of a College of Business Administration.
The Restructuring of Jobs for the Year 2000
Authors: Mosca Joseph B.
Published: July 2015

Organizations and employees can plan on one certainty, “Change”. Change is one result of organizational development, and it will continue in the future. In the background of these factors are the corporation changes, and the human dimension which managers and society must contend with. As changes in the new direction of the corporation are planned, employees will have to plan their direction as well. The focus of this paper is on how jobs will be restructured in the year 2000. This restructuring of the workforce is a result of new organizational development and job changes. A discussion on the causes of these changes are followed by an illustration of what the restructured jobs will consist of, and how to adapt.
Not with Your Husband (or Wife) You Don't! the Legality of No Spouse Rules in the Workplace
Authors: Massengill Douglas
Published: July 2015

Many employers have rules against the joint employment of spouses. These rules have been challenged on the basis that they constitute marital status discrimination. The basis of these challenges has usually been one of three types: a) an unconstitutional infringement on the right to marry, b) a violation of state prohibitions against marital status discrimination, or c) the rule creates unlawful disparate impact. While these challenges have met with mixed success, the greatest number of favorable rulings have occurred based on b) above.
Employment-Related Drug Testing: Idiosyncratic Characteristics and Issues
Authors: Arthur Winfred , Doverspike Dennis
Published: July 2015

In the field of personnel and human resource management, many discussions of drug testing have taken a perspective which treats drug testing as analogous to the use of other common personnel selection devices, such as employment tests. This paper identifies and examines certain idiosyncratic issues and characteristics of drug testing compared to other selection devices. These unique features differentiate drug tests and testing, and their use from other types of pre-hire predictors of job performance. The implications of these idiosyncrasies for both human resource management professionals and public personnel management practitioners are highlighted and discussed.
The Boomer Blues: Depression in the Workplace
Authors: Johnson Pamela R. , Indvik Julie
Published: July 2015

In Alice in Wonderland, as the Queen of Hearts is shouting “Off with her head!” Alice says to the Cheshire Cat: “I don't think they play at all fairly, and they all quarrel so dreadfully one can't hear oneself speak—and they don't seem to have any rules in particular; at least, if there are, nobody attends to them—and you've no idea how confusing it all is…”1
What Motivates Municipal Employees: A Comparison Study of Supervisory vs. Non-Supervisory Personnel
Authors: Jurkiewicz Carole L. , Massey Tom K.
Published: July 2015

This comparison study of what motivates supervisory and non-supervisory municipal employees reveals some surprising differences and unexpected similarities. Using an established motivational factor questionnaire, fifteen statements were initially ranked by respondents according to their relative desirability and to the degree to which respondents felt they received these elements from their jobs. Despite a relatively high level of similarity between the two groups on what they want from their jobs, reported dissatisfaction of non-supervisory personnel is overwhelming. On the other hand, responses from supervisory personnel show significant dissatisfaction on only about one-half of the factors. This research strongly suggests that today's municipal employees are more concerned with job security, salary, and opportunities for personal and professional advancement than they are with benefitting society, team work, or autonomy. These findings have important implications for multi-level managing, as well as individual productivity and the quality of the work relationship.
Teaching Evaluation at a Public Institution of Higher Education: Factors Related to the Overall Teaching Effectiveness
Authors: Tang Thomas Li-Ping
Published: July 2015

About 3,200 undergraduate and 300 graduate students in the College of Business of a regional state university with more than 17,000 students located in the southeastern United States evaluated 126 business faculty. The results of a multiple regression based on 6,395 student evaluations show that 12 factors are predictors of overall teaching effectiveness, e.g., instructor presents material clearly, instructor answers students' questions, instructor treats students in a courteous and/or professional manner, and instructor appears to be well prepared for each class. These data suggest that students are fairly reasonable in considering important aspects of the learning process when they evaluate professors' overall teaching effectiveness. The results are discussed in light of the reward system at U.S. universities, the balance between teaching and research, and the changes in management education.
Consolidating Personnel Administration Services: Suggestions from the Department of Defense Education Activity's Experience
Authors: Woodward Malcolm S.
Published: July 2015

The Department of Defense (DoD) Education Activity is a large (17,000 member) federal organization with worldwide scope and the critical mission of educating dependents of DoD military service members and civilian employees. After a long and difficult struggle, a major consolidation of personnel administration services undertaken in 1991 has begun to achieve its intended purposes. Key events and features of the consolidation experience are described and analyzed to derive several practical suggestions from other large agencies and organizations considering consolidation as an approach to enhanced personnel administration service delivery.
Executive Coaching as a Transfer of Training Tool: Effects on Productivity in a Public Agency
Authors: Olivero Gerald , Bane K. Denise , Kopelman Richard E.
Published: July 2015

This action research is the first reported attempt to examine the effects of executive coaching in a public sector municipal agency. Thirty-one managers underwent a conventional managerial training program, which was followed by eight weeks of one-on-one executive coaching. Training increased productivity by 22.4 percent. The coaching, which included: goal setting, collaborative problem solving, practice, feedback, supervisory involvement, evaluation of end-results, and a public presentation, increased productivity by 88.0 percent, a significantly greater gain compared to training alone. Descriptions of procedures, explanations for the results obtained, and suggestions for future research and practice are offered.
Medical Savings Accounts: A Health Insurance Option for the Public Sector?
Authors: Bond Michael T. , Heshizer Brian P. , Hrivnak Mary W.
Published: July 2015

This article analyzes health insurance cost data from Ohio public employers and 27 Ohio private firms that have adopted Medical Savings Accounts (MSAs). The study shows that Ohio public employers could reduce their health insurance costs an average of 12 percent for single coverage and 34 percent for family coverage with MSAs, compared to traditional plans. Under the MSA plans, employee out of pocket costs (OPC) would also be lower compared to traditional plans. Data show that with MSAs most employees have funds remaining in their MSA account at the end of the coverage period that they keep. If MSAs had the same tax status of traditional health insurance, which is currently being considered by Congress, additional savings would be available to employees.
Gender and the Federal Senior Executive Service: Where is the Glass Ceiling?
Authors: Mani Bonnie G.
Published: July 2015

Approximately half of federal civil servants are female but only 13 percent of federal executives are. This analysis of data from a random sample of federal Senior Executive Service (SES) members seeks to explain the disparity and to develop strategies for facilitating women's upward mobility. The author analyzes variables which were analyzed in prior studies of executives in state government and concludes that the glass ceiling is not universal. Unlike studies of executives in state government, federal civil service procedures affected the career advancement of males and females similarly. Like studies of executives in state government, there are many similarities between the male and female SES members' knowledge, abilities, skills, and leadership styles suggesting that those who were dissimilar were barred from executive ranks.
Workforce Diversity: Monitoring Employment Trends in Public Organizations
Authors: Guajardo Salomon A.
Published: July 2015

Current research on workforce diversity and minority employment has largely ignored the use of research designs to evaluate and monitor minority employment trends within public organizations. This study presents the use of three research designs that can be utilized by human resources specialists to evaluate and monitor increases (or decreases) in workforce diversity and minority employment over time. This study also presents the statistical analyses associated with each research design. The goal of the study is to provide human resources specialists with additional techniques to further understand the dynamics of workforce diversity and minority employment within and between public organizations.
Cafeteria Style Health Plans in Municipal Government
Authors: Perry Ronald W. , Cayer N. Joseph
Published: July 2015

The International City/County Management Association surveyed personnel directors in all municipalities in the United States. Among the items on the survey were questions regarding the use of cafeteria style health care plans. This analysis examines the prevalence of cafeteria plans and the administrative issues associated with them. Very few cities use cafeteria plans for health care. Larger cities with greater numbers of employees are more likely to use such plans, as are local governments with the professional city manager form of government. Municipalities vary in perceptions of administrative complexity associated with cafeteria plans. Perceptions of increased complexity decrease as the size of the city increases. With increasing workforce diversity, cafeteria style plans will likely be an increasingly popular option.
Crisis, Culture and Charisma: The New Leader's Work in Public Organizations
Authors: Valle Matthew
Published: July 2015

This paper argues that the changing nature of public service requires new leadership and that the primary goal of leaders in public organizations today should be the development of, as the organization's primary core competence, an adaptive organizational culture. The changing nature of public service will be discussed in terms of the external and internal environmental forces impacting public organizations, the expanded and diverse missions that make up the work of the members of these organizations, and the style of leadership appropriate in order to take steps to create the organizational energy necessary for action. The model presented emphasizes the interaction of the environment, the followers, and the leader and describes this interaction as a combination of crisis, culture, and charisma.
Sex Differences in Satisfaction with Pay and Co-Workers: Faculty and Staff at a Public Institution of Higher Education
Authors: Tang Thomas Li-Ping , Talpade Medha
Published: July 2015

The present study examined the sex differences in job satisfaction of staff and faculty in a Southeastern University. No significant differences between university staff and faculty were found. However, there were significant differences between males and females in that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. The findings were discussed in light of people's attitudes toward money.
The Organizational Benefits of Assisting Domestically Abused Employees
Authors: Johnson Pamela R. , Indvik Julie
Published: July 2015

Domestic violence is no longer confined to the home; it is creeping into the workplace. Whether it is harassing telephone calls to an employee, a stalker in the parking lot, or an angry spouse who attacks a partner while he or she is at work, domestic violence is a problem that leaders cannot afford to ignore.

Predictably, people suffering from family violence may quickly become problems in the workplace. And, many of these “problem employees” who have difficulty getting to work on time, focusing on tasks, or who are frequently absent from work, may, in fact, be victims of domestic violence. In addition, the National Safe Workplace Institute estimates that domestic violence affects employers in a number of ways, e.g., decreased productivity, increased legal liability, increased absenteeism, and increased health care costs. In fact, it is estimated that domestic violence costs organizations $5 billion a year.

This article gives a definition of domestic violence, outlines the numerous costs of domestic violence to employers, and suggests steps employers can take to assist domestically abused employees.