bluuebunny/crossref_metadata_2025 huggingface dataset:
A TEST OF THE GROUP VALUES AND CONTROL MODELS OF PROCEDURAL JUSTICE FROM THE COMPETING PERSPECTIVES OF LABOR AND MANAGEMENT
Authors: GIACOBBE‐MILLER JANE
Published: December 2006

A path model was developed to determine the predictive power of the group values (Lind & Tyler, 1988) and the self‐interest/control (Thibaut & Walker, 1975) models in the justice judgments of three state impasse resolution procedures for teacher bargaining disputes. Surveys were returned by 90 school superintendents and 74 union presidents from districts that had used the procedures during the last contract negotiations. The group values variables of perceived neutrality of, and trust in, third parties were most predictive of procedural justice judgments. Process control was also predictive of procedural justice judgments, whereas decision control was not. Neither model was predictive of distributive justice judgments. Further, the path analysis clearly indicates the importance in this context of examining procedural and distributive justice from the competing perspectives of labor and management. Labor/management affiliation was strongly related to trust in third parties, perceptions of relative pay, and overall distributive justice judgments.
A NOTE ON DIRECT RANGE RESTRICTION CORRECTIONS IN UTILITY ANALYSIS
Authors: RAJU NAMBURY S. , BURKE MICHAEL J. , MAURER TODD J.
Published: December 2006

Brogden's equations for employment test utility analysis have been used in conjunction with direct range restriction correction formulas, because the data used typically come from selected applicant (incumbent) samples. We show that the use of direct range restriction corrections in utility analysis is not needed. Identical results can be obtained using a simpler equation that employs a regression coefficient based on the employee (i.e., restricted or job incumbent) population. This utility estimation procedure, which does not employ range restriction corrections, is derived and discussed. We recommend that this new equation be used in the practice of selection utility analysis because it not only provides identical utility estimates to those obtained using current equations that employ direct range restriction correction formulas, but also is computationally simpler.
A FIELD STUDY OF PERFORMANCE APPRAISAL PURPOSE: RESEARCH‐ VERSUS ADMINISTRATIVE‐ BASED RATINGS
Authors: HARRIS MICHAEL M. , SMITH DAVID E. , CHAMPAGNE DENISE
Published: December 2006

Many researchers have discussed the theoretical and practical importance of rating purpose. Nevertheless, the body of empirical studies, the majority of which were conducted in a laboratory setting, focus on leniency. There has been little research on other effects of rating purpose. The present study examines 223 ratees in a field setting for whom there were both administrative‐based performance appraisal ratings (which were actually used for personnel decisions) and research‐based performance appraisal ratings (obtained for a validation study). Two of the hypotheses were supported; administrative ratings were more lenient than research‐based ratings. The administrative‐based ratings demonstrated a statistically significant relationship with ratee seniority, while the research‐based ratings did not. There was mixed support for a third hypothesis: Research ratings were significantly correlated with a predictor, while the administrative ratings were not. The difference between the validity coefficients, however, was not significant. Contrary to the hypothesis, the rank order between administrative‐based and research‐based ratings was relatively high (r= 33).
ASSESSING MANAGERS' SATISFACTION WITH STAFFING SERVICES
Authors: HENEMAN HERBERT G. , HUETT DENNIS L. , LAVIGNA ROBERT J. , OGSTEN DEBRA
Published: December 2006

An application of TQM concepts is described for a survey assessment of State of Wisconsin managers' satisfaction with staffing‐services delivered to them by the State's central staffing function. Focus groups of managers were used to identify the survey's content domain, and a steering group of managers guided decisions about final survey content, survey administration, and usage of results. The survey was administered to n= 645 line and HR managers. Results of psychometric analysis of responses provide favorable evidence (internal consistency, dimension independence) supporting usage of tke survey. Survey results served as a key input to implementation of several initiatives to improve staffing‐service delivery. These initiatives lead to increases in speed of service delivery, elimination of paperwork, higher reported applicant quality, and positive applicant reactions. The satisfaction survey was not readministered, so it is impossible to specify what, if any, changes occurred in managers' satisfaction with staffing services.
A FIELD SURVEY OF FACTORS AFFECTING THE ADOPTION AND PERCEIVED SUCCESS OF DIVERSITY TRAINING
Authors: RYNES SARA , ROSEN BENSON
Published: December 2006

Seven hundred and eighty‐five human resource professionals responded to a questionnaire about diversity issues in their organizations. Analyses were conducted to determine the factors associated with (a) adoption of diversity training and (b) perceived training success. Results revealed that both training adoption and perceived training success were strongly associated with top management support for diversity. In addition, training adoption was associated with large organizational size, positive top management beliefs about diversity, high strategic priority of diversity relative to other competing objectives, presence of a diversity manager, and existence of a large number of other diversity‐supportive policies. Perceived training success was also associated with mandatory attendance for all managers, long‐term evaluation of training results, managerial rewards for increasing diversity, and a broad inclusionary definition of diversity in the organization. Suggestions for future research are offered.
WHO APPRECIATES FAMILY‐RESPONSIVE HUMAN RESOURCE POLICIES: THE IMPACT OF FAMILY‐FRIENDLY POLICIES ON THE ORGANIZATIONAL ATTACHMENT OF PARENTS AND NON‐PARENTS
Authors: GROVER STEVEN L. , CROOKER KAREN J.
Published: December 2006

The 1991 General Social Survey of 745 randomly selected workers in the United States assessed the impact of family‐responsive human resource policies, such as parental leave, flexible schedules, and child care assistance on organizational attachment. Employees who had access to family‐responsive policies showed significantly greater organizational committment and expressed significantly lower intention to quit their jobs. Additionally, child care information referral had a greater impact on affective commitment among employees eligible for that benefit. The data supported the theory that offering assistance to employees in need symbolizes concern for employees and positively influences attachment to the organization. The contrasting theoretical explanation–that people are more attached to companies when they individually benefit from progressive human resource policies–received considerably less support. The practical implication of the study for human resource management professionals is that providing comprehensive family‐friendly policies may have a positive impact beyond the individual employees who tap these benefits.
AGE AND VOLUNTARY TURNOVER: A QUANTITATIVE REVIEW
Authors: HEALY MARK C. , LEHMAN MICHAEL , MCDANIEL MICHAEL A.
Published: December 2006

The bivariate relationship between chronological age and voluntary turnover was examined. Using a database that spans the years 1959‐1993 and contains 46 samples with a total of 42,625 individuals, meta‐analyses were performed. In contrast to previous reviews (Cotton & Tuttle, 1986; Rhodes, 1983), the relationship between age and turnover was small and near zero (p= ‐.08). Job tenure did not appear to moderate the relationship to any substantial extent. We conclude that age is not meaningfully related to an individual's decision to leave an organization.
TRAINEE CHARACTERISTICS AND THE OUTCOMES OF OPEN LEARNING
Authors: WARR PETER , BUNCE DAVID
Published: December 2006

Previous investigations into the processes and outcomes of training have been restricted to conventional “closed” settings. However, learning is likely to become increasingly “open,” with greater discretion granted for individuals to choose how and when they will acquire new skills and information. In a study of 106 junior managers over a 7‐month period, the impact of 11 trainee characteristics was investigated in relation to immediate learning scores, reactions to the program, and changes in rated job behaviors. It was found that learning score was significantly independently predicted by general training attitude, the use of an analytic learning strategy, and (low) age. Post‐training reactions were identified as being of three kinds: reported enjoyment, usefulness, and difficulty. These were shown to be differentially associated with the trainee characteristics studied. Significant associations were found between learning score and changes in rated job performance.
ADJUSTING SALES RESULTS MEASURES FOR USE AS CRITERIA
Authors: MCMANUS MARGARET A. , BROWN STEVEN H.
Published: December 2006

The use of objective criterion measures in validation research raises the issue of criterion contamination. Several methods of treating sales measures in the empirical keying of a biodata instrument are compared. The relative contaminating effects of local economic conditions and company factors are evaluated. This study is an example of how practitioners can use their knowledge about the selection context to develop acceptable criterion norming strategies.
AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS
Authors: JUDGE TIMOTHY A. , CABLE DANIEL M. , BOUDREAU JOHN W. , BRETZ ROBERT D.
Published: December 2006

This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success.
EMPLOYEE ATTITUDES AND CUSTOMER SATISFACTION: MAKING THEORETICAL AND EMPIRICAL CONNECTIONS
Authors: SCHMIT MARK J. , ALLSCHEID STEVEN P.
Published: December 2006

Previous research has established links between employee attitudes and customer satisfaction. Little theory has been used to help explain and build on the results of these studies. A theoretical model of the employee attitude‐customer satisfaction process is proposed based on Bagozzi's (1992) model of attitudes, intentions and behavior. Employee attitudes and intentions, and customer satisfaction data from a service‐oriented organization with 160 offices is used to provide an initial test of the usefulness of the model. Cross‐validations of the model with and without common method variance were conducted. The results provide strong support for the model. Suggestions are offered on extensions of the model in future research.
SUPERVISORY MENTORING BY ADVISERS: RELATIONSHIPS WITH DOCTORAL STUDENT POTENTIAL, PRODUCTIVITY, AND COMMITMENT
Authors: GREEN STEPHEN G. , BAUER TALYA N.
Published: December 2006

A 2‐year, three‐panel (T1‐T3) longitudinal study of 233 entering Ph.D. students examined the relationships between student potential for mentoring, (i.e., attitudes and objective abilities at entry (T1), mentoring functions used by the faculty adviser (T2,T3), and student research productivity and commitment (T3). Student potential was found to predict the amount of psychosocial mentoring, career mentoring, and research collaboration provided by the adviser. Psychosocial mentoring and collaboration were not related to student productivity or commitment after controlling for the students' entering abilities and attitudes. Career mentoring at T2 was negatively related to the students' affective commitment to their program at T3. Implications for our understanding of mentoring and future research are discussed.
THE EFFECTS OF SELF‐REGULATORY COPING ORIENTATION ON NEWCOMER ADJUSTMENT AND JOB SURVIVAL
Authors: WAUNG MARIE
Published: December 2006

In a field experiment new hires to entry‐level service jobs were randomly assigned to either a comparison group, which received information warning of negative aspects of the job and information about specific coping behaviors, or to an experimental group, which received the same information as the comparison group, plus training in cognitive restructuring and positive self‐talk, and statements to bolster self‐efficacy. It was expected that the experimental group would exhibit less turnover and report higher levels of supportiveness, satisfaction, and commitment and less anxiety than the Comparison Group. However, the experimental group exhibited more early turnover. The coping information provided to the Experimental Group increased perceptions of negative job information, and such perceptions may have resulted in a self‐selection effect. Of those remaining at 4 weeks, those from the experimental group were significantly more likely to report intentions to remain for a year or longer, and to report greater job satisfaction.
THE ASA FRAMEWORK: AN UPDATE
Authors: SCHNEIDER BENJAMIN , GOLDSTIEIN HAROLD W. , SMITH D. BRENT
Published: December 2006

In 1987, B. Schneider proposed a person‐oriented model of organizational behavior based on the proposition that it is the collective characteristics of people who define an organization. He further proposed that, over time, organizations become defined by the persons in them as a natural outcome of an attraction‐selection‐attrition (ASA) cycle. We provide a brief overview of the ASA cycle and review literature relevant to two facets of the theory. The literature reviewed provides some indirect support for the proposal that founders and the members of top management have long‐term effects on organizations through the ASA cycle. The literature reviewed provides both indirect and direct evidence supporting a central proposition of ASA theory–that organizations over time become relatively homogeneous with regard to the kinds of people in them. Suggestions for future research on ASA are presented.
A META‐ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR
Authors: ORGAN DENNIS W. , RYAN KATHERINE
Published: December 2006

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in‐role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self‐ versus other‐rating of OCB; self‐ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.
CAN MULTI‐SOURCE FEEDBACK CHANGE PERCEPTIONS OF GOAL ACCOMPLISHMENT, SELF‐EVALUATIONS, AND PERFORMANCE‐RELATED OUTCOMES? THEORY‐BASED APPLICATIONS AND DIRECTIONS FOR RESEARCH
Authors: LONDON MANUEL , SMITHER JAMES W.
Published: December 2006

Multi‐source feedback extends traditional performance appraisal by collecting information from subordinates, peers, supervisors, and customers. Ratees often receive the results along with normative data and self‐ratings. This paper explores how multi‐source feedback goes beyond traditional performance appraisal by providing ratees with comparative information. Focusing on person perception and information processing dynamics, this paper develops a model and associated propositions to explain the effects of multi‐source feedback on perceptions of goal accomplishment, re‐evaluation of self‐image, and changes in outcomes such as goals, development, behavior, and performance. Moderators of relationships between the major components in the model include individual difference variables (self‐image, feedback seeking, self‐monitoring, task‐specific self‐efficacy, and impression management) and situational conditions (the content and process of multi‐source feedback and organizational performance standards). Issues of research and practice intended to improve understanding and effectiveness of multi‐source feedback are discussed.
SEXUAL HARASSMENT RESEARCH: A METHODOLOGICAL CRITIQUE
Authors: LENGNICK‐HALL MARK L.
Published: December 2006

Despite numerous court cases and over 10 years of research attention, what we don't know about sexual harassment far exceeds what we do know. The purpose of this paper is to critically assess the research literature on sexual harassment, identify methodological problems, and propose recommendations for advancing our knowledge of this important construct. Seven major methodological problems were found to be prevalent in the research: (a) a disturbing lack of attention to construct validity issues, (b) a weak theoretical development, (c) an overuse of cross‐sectional or static approaches for studying a dynamic phenomenon, (d) an almost complete reliance on convenience samples for survey research and college student samples for experimental research, (e) an almost complete reliance on “paper people” or descriptive stimuli, (f) little or no attention paid to the potential reactivity of measures and methods used, and (g) mono‐method bias (using the same instruments for measuring both independent and dependent variables).
NONE OF YOUR BUSINESS: PARAMETERS OF BIODATA INVASIVENESS
Authors: MAEL FRED A. , CONNERLEY MARY , MORATH RAY A.
Published: December 2006

In this research, biodata items were evaluated for their perceived invasiveness by over 200 professionals (psychologists and social scientists), as well as three samples of nonprofessionals. In addition to item subject matter, perceived invasiveness of items was related to various biodata attributes, in that items that were more verifiable, more transparent in purpose, and more impersonal were seen as less invasive. Subjects with more positive attitudes toward biodata and organizational selection measures viewed fewer items as invasive, as did those with more education. Dispositional variables and gender were related to invasiveness perceptions in some samples. Four general motives or topics were determined to generate the greatest concern: fear of stigmatization, concern about having applicants recall traumatic events, intimacy, and religion. The results may help develop consensus about defining “invasive” and contribute to ways of reducing perceptions of invasiveness.
STATISTICAL POWER AND COST IN TRAINING EVALUATION: SOME NEW CONSIDERATIONS
Authors: YANG HYUCKSEUNG , SACKETT PAUL R. , ARVEY RICHARD D.
Published: December 2006

Two ways to reduce the costs of training evaluation are examined. First, we examine the potential for reducing the costs of training evaluation by assigning different numbers of subjects into training and control groups. Given a total N of subjects, statistical power to detect the effectiveness of a training program can be maximized by assigning the subjects equally to training and control groups. If we take into account the costs of training evaluation, however, an unequal‐group‐size design with a larger total N may achieve the same level of statistical power at lower cost. We derive formulas for the optimal ratios of the control group size to the training group size for both ANOVA and ANCOVA designs, incorporating the differential costs of training and control group participation. Second, we examine the possibility that using a less expensive proxy criterion measure in place of the target criterion measure of interest when evaluating the training effectiveness can pay off. We show that using a proxy criterion increases the sample size needed to achieve a given level of statistical power, and then we describe procedures for examining the tradeoff between the costs saved by using the less expensive proxy criterion and the costs incurred by the larger sample size.
PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS
Authors: KRISTOF AMY L.
Published: December 2006

This article presents a comprehensive definition and conceptual model of person‐organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person‐group and person‐vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person‐organization fit, using both cross‐ and individual‐level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.
GENERIC WORK BEHAVIOR: AN INVESTIGATION INTO THE DIMENSIONS OF ENTRY‐LEVEL, HOURLY JOB PERFORMANCE
Authors: HUNT STEVEN T.
Published: December 2006

Generic work behavior is defined as behavior that contributes to the performance of virtually any job independent of technical job roles. Variations in generic work behavior are primarily dependent on differences in volition, and the effects of generic work behavior are likely to be the most prevalent in jobs where performance does not depend heavily on job‐specific knowledge, skills, or ability. Analysis of supervisor ratings of specific employee behaviors gathered from 18,146 employees in 42 different hourly, entry‐level jobs in predominantly retail settings suggests the existence of at least eight specific dimensions of generic work behavior: industriousness, thoroughness, schedule flexibility, attendance, off‐task behavior, unruliness, theft, and drug misuse. These components were integrated with performance components identified in previous studies to develop a taxonomy of generic work behavior. Implications of this taxonomy for the measurement, prediction, and conceptualization of job performance are discussed.
INDIVIDUAL DIFFERENCES IN INTERVIEWER RATINGS: THE IMPACT OF STANDARDIZATION, CONSENSUS DISCUSSION, AND SAMPLING ERROR ON THE VALIDITY OF A STRUCTURED INTERVIEW
Authors: PULAKOS ELAINE D. , SCHMITT NEAL , WHITNEY DAVID , SMITH MATTHEW
Published: December 2006

This research investigated empirical issues regarding the validity of individual interviewers’(N= 62) ratings collected after a structured interview. Each interviewer rated an average of 25 interviewees. One hypothesis examined but not supported was that systematic interviewer errors will attenuate interview validity when data are aggregated across interviewers. Also investigated was the validity of ratings averaged across interviewers compared to consensus ratings; consensus ratings were shown to have significantly but probably not practically higher validities. Third, a meta‐analysis of individual interviewer validities revealed that all of the variance in validities could be attributed to sampling error. Results and implications are discussed.
THE PERCEPTIONS AND USAGE OF STATISTICAL POWER IN APPLIED PSYCHOLOGY AND MANAGEMENT RESEARCH
Authors: MONE MARK A. , MUELLER GEORGE C. , MAULAND WADE
Published: December 2006

We first assess the current level of statistical power across articles in seven leading journals that represent a broad sample of applied psychology and management research. We next survey the authors of these articles to examine their perceptions and usage of statistical power analysis. Finally, we examine the perceptions and usage of power analysis in a survey of authors of regression‐based research appearing in leading journals. Findings from the assessment of power and surveys of researchers indicate that power analyses are not typically conducted, researchers perceive little need for statistical power, and power in published research is low. We conclude by discussing implications of low power for the field and recommending avenues for improving researchers' awareness and usage of statistical power.
USING RANDOM RATHER THAN FIXED EFFECTS MODELS IN META‐ANALYSIS: IMPLICATIONS FOR SITUATIONAL SPECIFICITY AND VALIDITY GENERALIZATION
Authors: EREZ AMIR , BLOOM MATTHEW C. , WELLS MARTIN T
Published: December 2006

Combining statistical information across studies (i.e., meta‐analysis) is a standard research tool in applied psychology. The most common meta‐analytic approach in applied psychology, the fixed effects approach, assumes that individual studies are homogeneous and are sampled from the same population. This model assumes that sampling error alone explains the majority of observed differences in study effect sizes and its use has lead some to challenge the notion of situational specificity in favor of validity generalization. We critique the fixed effects methodology and propose an advancement–the random effects model (RE) which provides estimates of how between‐study differences influence the relationships under study. RE models assume that studies are heterogeneous since they are often conducted by different investigators under different settings. Parameter estimates of both models are compared and evidence in favor of the random effects approach is presented. We argue against use of the fixed effects model because it may lead to misleading conclusions about situational specificity.
A CROSS‐LEVEL INVESTIGATION OF FACTORS INFLUENCING UNSAFE BEHAVIORS AND ACCIDENTS
Authors: HOFMANN DAVID A. , STETZER ADAM
Published: December 2006

Several recent reviews of industrial accidents have given increased attention to the role of organizational factors as antecedents to the accident sequence. In the current study, three group‐level factors (i.e., group process, safety climate, and intentions to approach other team members engaged in unsafe acts) and one individual‐level factor (i.e., perceptions of role overload) were hypothesized to influence the frequency of reported unsafe behaviors using a cross‐level research strategy. Data were collected from 21 teams and 222 individuals in a Midwestern chemical processing plant. Both the individual and group‐level variables were significantly associated with unsafe behaviors, thereby supporting the cross‐level hypotheses. There was also initial evidence suggesting that the group process‐unsafe behavior relationship was mediated by intentions to approach other team members engaged in unsafe acts. At the team level of analysis, safety climate and unsafe behaviors were significantly associated with actual accidents. Group process and approach intentions were marginally related to actual accidents (p < .10). The implications for a cross‐level approach to safety and interventions is discussed.
INTERPERSONAL AFFECT AND PERFORMANCE APPRAISAL: A FIELD STUDY
Authors: VARMA ARUP , DENISI ANGELO S. , PETERS LAWRENCE H.
Published: December 2006

Interpersonal affect has been found, in prior laboratory research, to be related to ratings of job performance. Such findings have been taken to mean that affect creates bias in ratings. The present study was conducted to determine if this relationship would hold up in a field setting. The present study was also designed to examine how structured diary‐keeping, and the nature of the appraisal instrument, might be related to affect‐appraisal relationships. The results for 85 raters, and 404 ratees, suggested that affect was significantly related to all ratings, but more strongly related to trait‐like ratings than task/outcome‐like ratings, and that having raters keep performance diaries actually increased the strength of the relationship between affect and ratings. We concluded that affect may not be a biasing influence on ratings, but may be a result of better subordinate performance. Results from an analysis of the diary content supported this conclusion. Implications for the role of affect on ratings and the nature of the relationship between past performance and interpersonal affect in field settings are discussed.
ITEM GENERATION PROCEDURES AND BACKGROUND DATA SCALES: IMPLICATIONS FOR CONSTRUCT AND CRITERION‐RELATED VALIDITY
Authors: MUMFORD MICHAEL D. , COSTANZA DAVID P. , CONNELLY MARY SHANE , JOHNSON JULIE F.
Published: December 2006

Background data measures are one of the best predictors of job performance. Nonetheless, questions have been raised about their content and construct validity. The present effort describes a set of procedures for developing construct and content valid background data items. Data gathered in seven field studies and six laboratory studies are presented bearing on the reliability and validity of the measures constructed using these item generation procedures. Findings in these studies indicate that construct‐based item generation procedures yield reliable scales evidencing both content and construct validity. Furthermore, these scales are capable of predicting performance in a variety of settings. Theoretical and practical implications of these findings for the development and validation of background data measures are discussed.
RECRUITMENT AND RETENTION DECISIONS THAT MAXIMIZE THE UTILITY OF A PROBATIONARY SELECTION TO OBTAIN A FIXED QUOTA OF SUCCESSFUL SELECTEES
Authors: DECORTE WILFRIED
Published: December 2006

This article addresses the recruitment and retention decision problems that the selection practitioner faces when the objective is to maximize the utility of a fixed quota of successful selectees. Because the objective can be achieved by either a one‐cohort or a multiple cohort with replacement approach, two optimizing procedures are presented. Given information on the selection predictor and the available recruiting sources, both procedures identify the criterion cutoff value (i.e., the critical value of the observed job performance at the end of the probationary period) that makes the best differentiation between successful and unsuccessful selectees. In addition, the proposals indicate the combination of recruiting sources (one‐cohort approach) or the sequence of recruiting source combinations (multiple cohort approach) that, in combination with the optimal retention decision, result in the maximum possible utility of the predictor selected workforce. So, the article extends the previous contribution of, among others, Martin and Raju (1992) and Law and Myors (1993) to the case where not all the selectees are considered as successful. Also, the proposal recognizes the fact that the average quality of the applicants may vary across the recruitment sources.
RELATIONS BETWEEN WORK TEAM CHARACTERISTICS AND EFFECTIVENESS: A REPLICATION AND EXTENSION
Authors: CAMPION MICHAEL A. , PAPPER ELLEN M. , MEDSKER GINA J.
Published: December 2006

Previous research has demonstrated that work team characteristics can be related to effectiveness (Campion, Medsker, & Higgs, 1993). This study provides a replication with professional knowledge worker jobs, different measures of effectiveness, and work units that varied in the degree to which members identified as a team. Data were collected from 357 employees, 93 managers, and archival records for 60 teams in a financial services organization. Team characteristics were measured with questionnaires completed by employees and managers. Effectiveness measures included immediate manager judgments at two points in time, senior and peer manager judgments, employee judgments, and archival records of employee satisfaction and performance appraisals. Results were similar to previous findings in that most team characteristics were related to most effectiveness criteria. Relationships were strongest for process characteristics, followed by job design, context, interdependence, and other characteristics. Further, work units higher on single‐team identity were higher on many team characteristics and effectiveness measures.
NEW DEVELOPMENTS IN THE USE OF MEASURES OF HONESTY INTEGRITY, CONSCIENTIOUSNESS, DEPENDABILITY TRUSTWORTHINESS, AND RELIABILITY FOR PERSONNEL SELECTION
Authors: SACKETT PAUL R. , WANEK JAMES E.
Published: December 2006

This paper is the fourth in a series of reviews of the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection (see Sackett & Decker, 1979; Sackett & Harris, 1984; Sackett, Burris, & Callahan, 1989). New developments reviewed include an examination of professional and congressional inquiry into this area of testing, rapid growth of the validity data base, new insight into similarities and differences between different tests, and links to the Big Five personality dimensions. Inquiries into relationships with other constructs, including cognitive ability, moral reasoning, and social desirability are reviewed, as are applicant reactions to these tests. The effects of the Civil Rights Act of 1991 and the Americans with Disabilities Act are considered.
TRAINING TEAM PERFORMANCE‐RELATED ASSERTIVENESS
Authors: SMITH‐JENTSCH KIMBERLY A. , SALAS EDUARDO , BAKER DAVID P.
Published: December 2006

The present paper extends the existing literature on assertiveness in a way that supports industrial training as well as the selection of individuals for team positions. Data are reported from three studies that examined determinants of team performance‐related assertiveness. First, data from 149 college students demonstrated that assertiveness consists of multiple dimensions which were not all related to performance in a team decision‐making task. Second, data obtained from 225 business students indicated that correlations among self‐report measures and peer ratings of the same assertive responses assigned by intact team members varied according to the interpersonal context (i.e., personal, stranger, work related) in which scale items were framed. Third, data from 60 college students suggested that team performance‐related assertiveness has a significant skill component. Whereas both attitudinally focused and skill‐based training improved attitudes toward team member assertiveness, practice and feedback were essential to producing behavioral effects. Implications for selection and team training are discussed.
DEVELOPMENT OF A JOB ANALYSIS‐BASED PROCEDURE FOR WEIGHTING AND COMBINING CONTENT RELATED TESTS INTO A SINGLE TEST BATTERY SCORE
Authors: ARTHUR WINFRED , DOVERSPIKE DENNIS , BARRETT GERALD V.
Published: December 2006

By definition, content‐related approaches to test validation do not rely on criterion data. As a consequence, regression and other statistical procedures for weighting and generating a composite score from a test battery are not applicable when a content‐related validation strategy is used. This paper presents a procedure for determining the component weights for a test battery that has been developed on the basis of a content‐related validity strategy. The Relative Content Contribution (RCC) weighting procedure is a logical extension of the conceptual basis underlying the rational developmental process used to demonstrate the validity of content‐related tests. Results from field implementations of the procedure in the development of two promotional test batteries (fire and police) and an entry‐level test battery (police) in two large metropolitan cities are presented to illustrate the procedure.
BRIDGING THE GAP BETWEEN OVERT AND PERSONALITY‐BASED INTEGRITY TESTS
Authors: HOGAN JOYCE , BRINKMEYER KIMBERLY
Published: December 2006

Overt and personality‐based integrity tests are used for the same purposes, but the relationship between the two kinds of measures is unclear. Moreover, although the construct validity of personality‐based integrity measures is well understood, the psychological meaning of overt integrity measures is unclear. A sample of applicants (N= 2,168) for driver, warehouse, and clerical jobs completed an overt integrity test (Reid Report), a personality‐based integrity test (Employee Reliability Index) and a measure of normal personality (Hogan Personality Inventory). A principal components analysis of the intercorrelations between the overt and the personality‐based integrity item responses revealed four themes: (a) punitive attitudes, (b) admissions of illegal drug use, (c) reliability, and (d) theft admissions. A model testing for a general conscientiousness factor provided a good fit for the overt and personality‐based integrity test variables, although item overlap between the two test types was minimal. Finally, the punitive attitudes and theft admissions components of the Reid item pool are most closely related to the Big Five personality factors of conscientiousness and emotional stability; the Reid component of illegal drug use was unrelated to personality measures.
THE FUTILITY OF UTILITY ANALYSIS REVISITED: WHEN EVEN AN EXPERT FAILS
Authors: WHYTE GLEN , LATHAM GARY
Published: December 2006

The effect of utility analysis on managerial decisions regarding the use of a valid selection test was investigated. Experienced managers (n= 41) were randomly assigned to one of three conditions. The control condition contained written advice to adopt new selection procedures from a hypothetical psychologist that included an explanation of validation procedures. The second condition contained the same written information and advice as the control condition plus written support of that advice from a hypothetical trusted adviser. The third condition contained all the material that was presented in the control condition plus a written explanation of utility analysis, an actual utility analysis showing that large financial benefits would flow from using the proposed procedures, and a video‐taped presentation from an expert on utility analysis where the logic underlying utility analysis and its benefits were explained. The expert was then presented live to the audience to address any questions that might have arisen from the utility analysis or the video. An ANOVA revealed that the presentation of a positive utility analysis reduced support for implementing a valid selection procedure, even though the logic and merits of utility analysis as a decision‐making tool were described by an internationally recognized authority.
COMING HOME TO THE ARCTIC COLD: ANTECEDENTS TO FINNISH EXPATRIATE AND SPOUSE REPATRIATION ADJUSTMENT
Authors: GREGERSEN HAL B. , STROH LINDA K.
Published: December 2006

Building on repatriation adjustment research for U.S. managers and spouses, this study is one of the first to identify potential cross‐cultural differences by assessing these processes theoretically and empirically in a non‐U.S. sample. Focusing on Finnish expatriates and spouses, this study examined anticipatory and in‐country variables related to work, interaction, and general repatriation adjustment. Specifically, time overseas, time since returning home, role discretion, and role clarity were significant correlates of Finnish repatriates' work adjustment. Time overseas, culture novelty, and social status correlated significantly with repatriates' adjustment to interacting with home country nationals. Time overseas and time back home correlated significantly with repatriate' general adjustment. For Finnish repatriates' spouses, time back home, culture novelty, and housing conditions correlated significantly with adjustment to interacting with home country nationals. For spouses' general adjustment, time overseas, time back home, culture novelty, and housing conditions were significant correlates. Implications of these findings for researchers and practitioners are explored.

Coming back home was more difficult than going abroad because I had expected changes when going overseas. During repatriation it was real culture shock! I felt like an alien in my own country. Surprisingly, I was totally unprepared for the long, harsh, cold, dark Arctic winter. My attitudes had changed so much that it was difficult to understand Finnish customs. Old friends had moved, had children, or just vanished. Others were interested in our experiences, but only sort of. Most simply could not understand our overseas experience or just envied our way of life. (Finnish Spouse returning from Australia)
A REVIEW OF STRUCTURE IN THE SELECTION INTERVIEW
Authors: CAMPION MICHAEL A. , PALMER DAVID K. , CAMPION JAMES E.
Published: December 2006

Virtually every previous review has concluded that structuring the selection interview improves its psychometric properties. This paper reviews the research literature in order to describe and evaluate the many ways interviews can be structured. Fifteen components of structure are identified that may enhance either the content of the interview or the evaluation process in the interview. Each component is explained in terms of its various operationalizations in the literature. Then, each component is critiqued in terms of its impact on numerous forms of reliability, validity, and user reactions. Finally, recommendations for research and practice are presented. It is concluded that interviews can be easily enhanced by using some of the many possible components of structure, and the improvement of this popular selection procedure should be a high priority for future research and practice.
EXPLAINING U.S. COURTS OF APPEALS DECISIONS INVOLVING PERFORMANCE APPRAISAL: ACCURACY, FAIRNESS, AND VALIDATION
Authors: WERNER JON M. , BOLINO MARK C.
Published: December 2006

Accuracy and due process perspectives were used to extend policy‐capturing research concerning employment discrimination case law. Two‐hundred ninety‐five usable U.S. Circuit Court decisions concerning performance appraisal were located from 1980–1995. In both chi‐square and multivariate LOGIT analyses, decisions were explained by: use of job analysis, provision of written instructions, employee review of results, and agreement among raters. Contrary to hypotheses, appraisal frequency and type (traits vs. behaviors or results) were unrelated to judicial decision. Rater training approached significance in chi‐square analysis. Of other variables checked (e.g., type of discrimination claim, statutory basis, class action status, year of decision, circuit court, type of organization, purpose of appraisal, evaluator race and sex), only circuit court approached significance. We conclude that issues relevant to fairness and due process were most salient to judicial decisions; issues pertaining to accuracy were important, yet validation was virtually ignored in this sample of cases.
RATER‐RATEE RACE EFFECTS IN DEVELOPMENTAL PERFORMANCE RATINGS OF MANAGERS
Authors: MOUNT MICHAEL K. , SYTSMA MARCIA R. , HAZUCHA JOY FISHER , HOLT KATHERINE E.
Published: December 2006

The effects of rater and ratee race on performance ratings of managers were examined. Ratings were obtained from peers, subordinates and bosses as part of a multirater, developmental feedback program for managers. Two data sets were created for purposes of this study. The between‐subjects data set consisted of ratings from over 20,000 bosses, over 50,000 peers, and over 40,000 subordinates. The repeated measures data set was substantially smaller because it included only those Black and White managers who were rated by both a Black and White rater from each of the three perspectives. Results for rater race indicated that Black raters from all perspectives (peers, subordinates, and bosses) assigned more favorable ratings to ratees of their own race. Results for White raters differed according to the particular rating source. White bosses assigned more favorable ratings to ratees of their own race, but White subordinates did not. White peers assigned more favorable ratings to Whites in the repeated measures analysis, but not in the between‐subjects analysis. Results for ratee race indicated that both White and Black managers received higher ratings from Black raters than from White raters, and the effect was more pronounced for ratings assigned to Black managers.
A SURVEY OF ASSESSMENT CENTER PRACTICES IN ORGANIZATIONS IN THE UNITED STATES
Authors: SPYCHALSKI ANNETTE C. , QUIÑONES MIGUEL A. , GAUGLER BARBARA B. , POHLEY KATJA
Published: December 2006

Two hundred fifteen organizations in the United States provided information about multiple aspects of their assessment centers, including design, usage, and their adherence to professional guidelines and research‐based suggestions for the use of this method. Results reveal that centers are usually conducted for selection, promotion, and development purposes. Supervisor recommendation plays a sizable role in choosing center participants. Most often, line managers act as assessors; they typically arrive at participant ratings through a consensus process. In general, respondents indicate close adherence to recommendations for center design and assessor training. Recommendations involving other practices (e.g., informing participants, evaluating assessors, validating center results) are frequently not followed. Furthermore, methods thought to improve predictive validity of center ratings are underutilized. Variability in center practices according to industry and center purpose was revealed. We encourage practitioners to follow recommendations for center usage, and researchers to work to better understand moderators of center validity.
AN INVESTIGATION OF THE EFFECT AND ECONOMIC UTILITY OF CORPORATE‐WIDE TRAINING
Authors: MORROW CHARLEY C. , JARRETT M. QUINTIN , RUPINSKI MELVIN T.
Published: December 2006

This study describes a 4 year effort to investigate the effect and utility of managerial and sales/technical training. The effort relied upon quasi‐experimental designs to investigate the effect of training programs, meta‐analysis to summarize the effect of different types of training, and utility analysis to estimate the economic impact of training. The utilized multi‐attribute utility analysis model, based on Raju, Burke, and Normand's 1990 (RBN) model, was modified and approved by the senior management of a Fortune 500 pharmaceutical company; it included a measure of criterion deficiency and corrected for differences due to alternative methods of calculating effect sizes (e.g., repeated measures ANOVA vs. ANCOVA). Results of 18 training program evaluations (range of N= 10 to 216), which were conducted in one company on the basis of supervisor, subordinate, or peer ratings, are reported. Great variation existed between the effectiveness of the programs (range of d= ‐.09 to 1.11), and managerial training was found to have less effect (d= .31) and utility (mean ROI= 45%) than sales/technical training (d= .64, mean ROI= 418%). In addition, the use of a 2‐point performance scale in application of the RBN utility model as well as the role of management pre‐approval of utility analysis are investigated.