bluuebunny/crossref_metadata_2025 huggingface dataset:
THE ENHANCEMENT OF BEHAVIOR MODELING TRAINING OF SUPERVISORY SKILLS BY THE INCLUSION OF RETENTION PROCESSES
Authors: DECKER PHILLIP J.
Published: December 2006

Twenty‐four first‐line supervisors were randomly assigned to two behavior modeling workshops. The training was designed to improve the supervisors' skills in coaching and handling employee complaints. One workshop included both formalized symbolic coding and symbolic rehearsal processes (experimental group) and one did not (control group). Trainee reaction to the training did not differ between groups; however, generalization of observational learning to a novel context was significantly better in the experimental group. The results of this field study replicated Decker's (1980) laboratory results showing the efficacy of formalized retention processes over any retention processes performed by trainees spontaneously. The implications of this line of research are discussed as well as future research needs.
ASSESSING THE ECONOMIC IMPACT OF PERSONNEL PROGRAMS ON WORKFORCE PRODUCTIVITY
Authors: SCHMIDT FRANK L. , HUNTER JOHN E. , PEARLMAN KENNETH
Published: December 2006

This article describes and illustrates the adaptation of the linear‐regression‐based decision‐theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the case.
AN OBJECTIVE GROUP QUESTIONNAIRE AS A SUBSTITUTE FOR A PERSONAL INTERVIEW IN THE PREDICTION OF SUCCESS IN MILITARY TRAINING IN ISRAEL
Authors: TUBIANA JOSEF H. , BEN‐SHAKHAR GERSHON
Published: December 2006

The need for reliable and valid measures of personality and motivational factors in the prediction of success in military training was discussed. The personnel classification system currently used by the Israeli Army was briefly described. The personality factors used in that system are measured by an interview, which is individually administered to each enlisted man. The goal of the present study was to replace this interview by an objective group questionnaire, with the hope of saving time, manpower and effort without any loss to predictive validity. The criterion for validation of the system was the performance of the soldiers in elementary training. This performance was assessed by commanding officers and by peers. The results showed that the questionnaire is eventually equivalent to the interview as a predictor of performance in military training. It was concluded that the questionnaire should be preferred for economical reasons.
FEMALE VS. MALE ABSENCE RATES: A TEMPORAL ANALYSIS
Authors: MARKHAM STEVEN E. , DANSEREAU FRED , ALUTTO JOSEPH A.
Published: December 2006

The purpose of this research is to test the importance of temporal trends within absenteeism data for males and females. The data support previous findings of higher absenteeism rates for women when compared to men. The data also indicate the importance of temporal trends as suggested by Dansereau, Alutto, and Markham (1978). Conclusions are drawn concerning the use of absence rates as dependent variables.
THE EFFECTS OF SELF‐SET, PARTICIPATIVELY SET AND ASSIGNED GOALS ON THE PERFORMANCE OF GOVERNMENT EMPLOYEES
Authors: LATHAM GARY P. , MARSHALL HERBERT A.
Published: December 2006

A government agency wished to define effective supervisory behavior. Fifty‐seven government employees participated in the job analysis. The employees were randomly assigned to one of three goal setting conditions, namely, self‐set, participatively set, and assigned goals. The task required each individual to brainstorm individually job behaviors that he or she had seen make the difference between effective and ineffective job behavior as a supervisor. Goals were set in terms of the number of behaviors to be listed within 20 minutes. There was no significant difference in goal difficulty between those with participatively set goals and those with self‐set goals. Goal difficulty was held constant between the participative and assigned goal conditions by imposing a goal agreed upon by an employee in the participative condition upon an employee in the assigned condition. There was no significant difference among the three goal setting conditions regarding goal acceptance or actual performance. This was true regardless of employee age, education, position level, years as a supervisor, or time employed in the public sector. The correlation between goal difficulty and performance was .62, .69, and .74, respectively, in the participative, self‐set, and assigned goal conditions.
THE CONTROL OF BIAS IN RATINGS: A THEORY OF RATING
Authors: WHERRY ROBERT J. , BARTLETT C. J.
Published: December 2006

Based on several years of research and a careful analysis of the rating process Wherry developed a theory of rating. An accurate rating is seen as being a function of three major components: Performance of the ratee, observation of that performance by the rater, and the recall of those observations by the rater. Cast in a mold of classical psychometric theory each of these components is seen as consisting of a systematic portion and a random portion. The systematic portion of each component is further broken down. The performance of the ratee is a combination of true ability or aptitude for the job and the influence of the environment. What the rater observes is a function the performance of the ratee and bias of observation and what the rater recalls is a result of those observations combined with a bias of recall. The development of the theory of rating unfolds by defining the various factors that affect each of these components in a series of linear equations. Various theorems and corollaries are proposed which should lead to a maximization of the true ability component of the ratee and minimize environmental influence and the bias and error components. The theorems and corollaries suggest testable hypotheses for the researcher in performance evaluation.
SEXUAL HARASSMENT: CRITICAL REVIEW OF LEGAL CASES WITH GENERAL PRINCIPLES AND PREVENTIVE MEASURES*
Authors: FALEY ROBERT H.
Published: December 2006

Fifty‐two court cases were reviewed to determine the standards set by the courts for establishing a claim of sexual harassment under Title VII of the Civil Rights Act of 1964. Twenty‐nine are discussed. Three major issues were examined in Part I of the review: (1) the gender‐based nature of sexual harassment at work, (2) the direct and indirect employment‐related consequences that result from the harassment, and (3) the extent of employer liability for the sexually harassing acts of their employees. Part II discussed the general principles that were distilled from the court cases and examined future trends and preventive measures, as well as the role of professionals in future research. A plan of action to combat sexual harassment at the workplace consistent with court interpretations was presented.
TWO PITFALLS IN ASSESSING FAIRNESS OF SELECTION TESTS USING THE REGRESSION MODEL
Authors: SCHMIDT FRANK L. , HUNTER JOHN E.
Published: December 2006

This note examines two potential pitfalls in applying the Cleary or regression model of test fairness. The first lies in a misinterpretation of significance tests on intercept differences which can result when the researcher is unaware of the properties of analysis of covariance tests for intercept differences and relies on computer printouts of regression equations. The second lies in the dependence of some tests for intercept differences on predictor scaling. Once aware of them, the researcher can avoid both these pitfalls.
THE CONTROVERSY OVER PACE: AN EXAMINATION OF THE EVIDENCE AND IMPLICATIONS OF THE LUEVANO CONSENT DECREE FOR EMPLOYMENT TESTING1
Authors: OLIAN JUDY D. , WILCOX JOHN C.
Published: December 2006

The elimination of the Professional and Administrative Career Examination (PACE), which is the largest single channel of entry of college graduates into the Federal government, was agreed to in the Luevano et al. v. Campbell consent decree signed on November 19, 1981. This paper examines the circumstances leading up to the decree and speculates on its potential implications. Specifically, the validation project, the psychometric properties and the impact on applicant flow of the PACE are summarized. Criticisms of the PACE and their evaluation are presented followed by a description of the major provisions of the Luevano et al. consent decree. Finally, possible ramifications of the decree for employment testing in federal and non‐federal sectors are discussed.
THE IMPORTANCE OF UNION ACCEPTANCE FOR PRODUCTIVITY IMPROVEMENT THROUGH GOAL SETTING
Authors: LATHAM GARY P. , SAARI LISE M.
Published: December 2006

Interviews were conducted with union business agents on conditions necessary for their support of a goal setting program. Subsequent to the interviews, goals were assigned to 39 truck drivers. The results were analyzed using a design that included a comparison group (N= 35). The results showed a significant increase in productivity for the drivers who received specific goals. When the conditions necessary for the union's support of the goal setting program were no longer met, there was a wildcat strike.
NARRATIVE JOB DESCRIPTIONS AS POTENTIAL SOURCES OF JOB ANALYSIS RATINGS
Authors: JONES ALLAN P. , MAIN DEBORAH S. , BUTLER MARK C. , JOHNSON LEE A.
Published: December 2006

The present study investigated whether narrative job descriptions could be converted to quantitative rating scores using traditional job analysis questionnaire techniques. Detailed written descriptions of 121 job categories in a military health care facility were rated using the Position Analysis Questionnaire (PAQ). Indices of interrater agreement suggested acceptable levels of agreement for job dimension scores derived from these ratings. Further, when regressed against GATB abilities estimates, the job dimension scores produced values very similar to those reported by previous studies using the PAQ. Finally, cluster analyses of the 121 job categories suggested that the dimensions reflected important differences and similarities among the job categories and thus provided a viable means of grouping jobs into higher order families. Potential uses for data derived from narrative job descriptions are discussed.
REACTIONS TO RESUMES AS A FUNCTION OF RESUME DETERMINATENESS, APPLICANT CHARACTERISTICS, AND SEX OF RATERS
Authors: OLIPHANT VAN N. , ALEXANDER ELMORE R.
Published: December 2006

Six male and six female personnel professionals were presented with resumes in which sex, age, marital status, and academic achievement were systematically varied. The study examined the hypothesis that resume determinateness is positively related to the evaluation given to the resume by prospective employers. The provision of ambiguous information was found to distort the evaluation process but not in a consistent manner. Married males and females were evaluated more positively than were those who were single. Also married females with high academic status were evaluated more positively than were married males with high academic status, although there were no differences for single males and females. Female raters showed a tendency to be more stringent than males in their evaluations, and this effect was pronounced for older, married applicants. The study examines the implications of these results and makes suggestions for future research.
JOB ATTRIBUTES PREFERRED BY FEMALE HEALTH PROFESSIONALS, BEFORE AND AFTER ENTERING THE WORK FORCE
Authors: NORDHOLM LENA A. , WESTBROOK MARY T.
Published: December 2006

A longitudinal study of 125 female health professionals' preferences for 12 job characteristics was carried out at graduation and 20 months later. After employment respondents placed increased importance on skill development and respect received, and less emphasis on security and promotion opportunities. At follow‐up the most valued attributes were skill development, chance to accomplish something worthwhile and friendliness of co‐workers, while physical surroundings, pay and promotion were ranked as least important. Self concept measures derived from Bern's Sex Role Inventory (1974) had not changed since graduation. In both surveys, a significant association was found between masculinity and the importance attached to taking part in decisions. The results contribute to the debate concerning the intrinsic‐extrinsic dichotomy in work motivation.
ON THE ETIOLOGY OF CLIMATES
Authors: SCHNEIDER BENJAMIN , REICHERS ARNON E.
Published: December 2006

A review of some of the conceptual and methodological progress that has been made in the area of climate research is presented. A discussion of current thinking on the etiology of climates follows, and an integrative conceptual scheme is developed. This perspective is based on Mead's (1934) symbolic interactionism as the process through which individuals come to attach meaning to events. Implications of this approach to the etiology of climates are discussed with respect to measurement issues, the management of climate acquisition in organizations, and the change and development of climates over time.
THE RELATIONSHIP BETWEEN RECRUITING SOURCE AND EMPLOYEE SUCCESS: AN ANALYSIS BY RACE
Authors: CALDWELL DAVID F. , SPIVEY W. AUSTIN
Published: December 2006

Using a racially mixed sample (N= 1400) of store clerks, the relationship between recruiting source and employee success was examined. The results suggest that for Whites, informal recruiting sources (e.g., employee referrals, in‐store notices) were associated with longer tenure, generally confirming earlier research. For Blacks, more formal sources (e.g., employment agencies, media announcements) were associated with longer tenure. These results are discussed in terms of their implications for practice.
A COMPARISON OF TWO ORGANIZATIONAL COMMITMENT SCALES1
Authors: FERRIS KENNETH R. , ARANYA NISSIM
Published: December 2006

This study examines the scale characteristics of two widely utilized measures of organizational commitment. Using data collected from a sample of 1,105 professional accountants, the findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1974) instrument exhibited significantly greater predictive validity with respect to intended turnover than did the Hrebiniak and Alutto (1972) instrument. However, for a limited sample of data, no difference was found between the predictive ability of the two measures with respect to actual turnover. In addition, the relationship between a set of ten common predictor variables and organizational commitment was found to be substantially greater when commitment was measured using the Porter et al. instrument.
COMPARISONS OF MANAGERIAL AND EMPLOYEE SATISFACTION WITH A PERFORMANCE APPRAISAL SYSTEM
Authors: MOUNT MICHAEL K.
Published: December 2006

Questionnaires were administered to managers and employees in a large multinational corporation to assess satisfaction with various aspects of a performance appraisal system. Comparisons of managers' and employees' satisfaction were made by conducting factor analyses for each sample. The results indicate moderate similarity between the two groups. However, two significant differences were revealed by the analysis. First, there is evidence that employees perceive certain aspects of the appraisal system in a global way, whereas managers differentiate among various components and see them as distinct entities. Second, the relative importance of the factors differs between the two groups. The largest portion of variance accounted for in the employee sample pertained to general satisfaction with the system whereas for managers it pertained to the types of ratings made on the appraisal form. The results are discussed in terms of the different perspectives managers and employees have in the appraisal process.
FOOLING YOURSELF WITH CROSS‐VALIDATION: SINGLE SAMPLE DESIGNS
Authors: MURPHY KEVIN R.
Published: December 2006

The most commonly used cross‐validation design involves drawing a single sample and partitioning that sample into derivation and holdout subsamples. This type of design allows one to adjust for random sampling error, but like formula estimates of cross‐validity, is insensitive to violations of sampling assumptions. As is shown in a small Monte Carlo study, results obtained in non‐representative samples, which are known to be invalid in the population, will nonetheless hold up well under cross‐validation when single‐sample designs are employed. It is suggested that single‐sample cross‐validation estimates possess no clear‐cut advantages over formula estimates, and thus are not worth the effort or the loss of degrees of freedom.
EDUCATIONAL REQUIREMENTS: LEGALITY AND VALIDITY1
Authors: MERITT‐HASTON RONNI , WEXLEY KENNETH N.
Published: December 2006

Educational achievements (e.g., high school diploma, college degree) are frequently used as selection requirements for a wide variety of jobs. Despite this, the legality and validity of this “selection test” has been a neglected subject of study by personnel psychologists. In this article, two important issues concerning educational requirements are discussed. First, court cases are reviewed to gain insight into judicial opinions. Next, validity studies of educational requirements are summarized. The article concludes with suggestions for the proper use and defense of educational requirements.
AN OBJECTIVE EVALUATION OF A BEHAVIOR MODELING TRAINING PROGRAM
Authors: MEYER HERBERT H. , RAICH MICHAEL S.
Published: December 2006

Past research on the effects of behavior modeling training has rarely focussed on actual changes in job performance. This paper describes a study in which results of a behavior modeling training program for sales representatives were evaluated in relation to effects on the sales performance of the participants. Sales associates selling large appliances, radios, and television sets for a large chain retailer in seven stores in one metropolitan area participated in a behavior modeling training program designed to improve their sales effectiveness. Before and after comparisons were made in their sales records with similar sales associates in seven matched stores who participated in other kinds of sales training during the same period. Sales representatives who received the behavior modeling training increased their sales by an average of 7% during the ensuing six‐month period, while their counterparts in the control group stores showed a 3% decrease in average sales. The extra effort entailed in obtaining the needed sales records seemed to be worthwhile in providing convincing evidence of the value of the training.
AN EMPIRICAL ASSESSMENT OF THE EFFECTS OF AFFECTIVE RESPONSE IN THE MEASUREMENT OF ORGANIZATIONAL CLIMATE*
Authors: SCHNAKE MEL E.
Published: December 2006

The purpose of this study was to determine whether an affective response affects the dimensionality of perceptual measures of organizational climate. To accomplish this 8,938 nonsupervisory employees of a large utility completed both an organizational climate questionnaire and a measure of job satisfaction. The raw scores on the climate instrument were factor analyzed. Then the job satisfaction scores were partialed out of the intercorrelations of the items making up the climate instrument and the residual scores were submitted to a factor analysis. The results suggest that partialing job satisfaction out of responses to an organizational climate questionnaire served to improve the dimensionality of the climate instrument.
SOCIAL COMPARISON THEORY AND THE EVALUATION OF PEER EVALUATIONS: A REVIEW AND SOME APPLIED IMPLICATIONS
Authors: MUMFORD MICHAEL D.
Published: December 2006

Some of the more fundamental characteristics of peer evaluations were reviewed and their striking industrial validity was noted. Subsequently, the theories put forth to account for the validity of peer evaluations were examined and found to be wanting. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process. This theory was then related to the characteristics of peer evaluation and certain applied implications were suggested. It was concluded that further empirical research along these lines might have some value.
EFFECTS OF CANDIDATE CHARACTERISTICS ON MANAGEMENT PROMOTION DECISIONS: AN EXPERIMENTAL STUDY
Authors: LONDON MANUEL , STUMPF STEPHEN A.
Published: December 2006

This study examined the effects of candidate characteristics on simulated management promotion decisions. Seventy‐two managers from three organizational levels participated as decision makers in a half‐day exercise. Four candidate characteristics were manipulated: potential for advancement, the availability of assessment center information, current position, and sex. Other characteristics such as tenure and past performance were controlled by randomly distributing levels of the attributes across candidates or holding the attributes constant. The results showed that potential, assessment center information, and position were important in selecting finalists and rating the extent to which a candidate was considered. Two interactions, potential by position and sex by position, indicated that configural relationships played a significant role in the promotion decisions. Participants' perceptions of the importance of the information paralleled the statistical importance of the information. The external validity of the study was supported by comparing the results to data on actual promotion decisions. The results are discussed in terms of the value of different information and how it is processed in evaluating and selecting candidates for promotion.
THE EFFECTS OF GROUP INTERDEPENDENCE ON SUPERVISOR PERFORMANCE EVALUATIONS
Authors: LIDEN ROBERT C. , MITCHELL TERENCE R.
Published: December 2006

A laboratory experiment was designed to test the effect of group member interdependence on supervisory performance ratings. Subjects played the role of supervisors in charge of evaluating members of a three‐person work group which was constructed to include two good performers and one poor performer. Supervisors were either told that group members would work closely together (high interdependence) or independently (low interdependence). As hypothesized, supervisors rated the poor performer higher and the good performers lower when the group was portrayed as highly interdependent than when the group members were relatively independent.
JOB ATTRIBUTE PREFERENCES AND WORK COMMITMENT OF MEN AND WOMEN IN THE UNITED STATES
Authors: LACY WILLIAM B. , BOKEMEIER JANET L. , SHEPARD JON M.
Published: December 2006

The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.
THE LETTER OF RECOMMENDATION: SPECIFICITY AND FAVORABILITY OF INFORMATION
Authors: KNOUSE STEPHEN B.
Published: December 2006

Ninety‐eight personnel directors each read one variation of a letter of recommendation contained in a 2 (specific examples versus no examples) X 2 (numerical data versus nonspecific adjective modifiers) X 2 (favorable letter versus one unfavorable statement) factorial design. A survey of their perceptions revealed that the example specificity and favorability main effects increased several positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. The letter variations containing specific examples with either no numbers or one unfavorable statement produced the most positive perceptions of the recommendee. One implication of these findings is that writers of letters of recommendation should emphasize specific performance examples. Whether citing numerical data or negative information is effective requires further study.
THE COMPARABILITY OF JOB EVALUATION METHODS IN SUPPLYING APPROXIMATELY SIMILAR CLASSIFICATIONS IN RATING ONE JOB SERIES
Authors: SNELGAR ROBIN J.
Published: December 2006

There is a belief that any job evaluation method, when correctly applied to a series of jobs, will result in approximately the same rating classification as that supplied by any other method for the same job series. This study was aimed primarily at a determination of the extent to which a number of job evaluation methods, differing in methodology, and presently in use within South Africa, would in fact supply similar classifications. Correlation coefficients among the sixteen participating organisation job evaluation point ratings for a sample of jobs which were heterogeneous in terms of type and level within the job hierarchy, ranged from .93 to .99 with an average of .98. Coefficients for the same sample of jobs divided into a high prestige category and a low prestige category, ranged from .60 to .99 and .86 to .99 respectively. Correlation coefficients among point ratings for the same organisations but for a second sample of jobs, homogeneous in terms of type and level within the job hierarchy, ranged from .75 to .99 with an average of .90. These results indicate a high degree of agreement among job evaluation methods in assigning point ratings, irrespective of job type and level within the hierarchy.
INTERNAL HOMOGENEITY, DESCRIPTIVENESS, AND HALO: RESURRECTING SOME ANSWERS AND QUESTIONS ABOUT THE STRUCTURE OF JOB PERFORMANCE RATING CATEGORIES
Authors: COOPER WILLIAM H.
Published: December 2006

A pair of studies are reported that assess the effects of two rating category attributes on the halo observed in job performance ratings. In Study 1, data obtained from 21 articles published in the 1970s provided indirect evidence that halo is lower when rating categories are more internally homogeneous, but the descriptive richness of the categories did not affect halo. These two factors were then manipulated in Study 2 which showed that student ratings of a faculty member's teaching performance contained less halo when the rating categories were more internally homogeneous and descriptively rich. These results suggest that halo can be reduced by using rating categories that do not force raters to (1) rely on their overall evaluation of the ratee, or (2) use the same salient observations as the basis for rating job performance on multiple categories. These two conclusions are essentially cognitive reformulations of classic advice about the importance of using rating categories that are clear, specific, and non‐overlapping. Extrapolation of the reformulated advice raises a number of interesting theoretical and practical questions about the relationship between rating category attributes and rater responses.
WITHIN CLASSIFICATION JOB DIFFERENCES
Authors: STUTZMAN THOMAS M.
Published: December 2006

A task analysis was conducted to determine the extent to which six jobs from a single classification in one organization were similar in their task composition. Of the six jobs studied, MAN‐OVA results demonstrated that five were significantly different. Follow‐up analyses indicated that there were practically significant differences between the jobs. These results suggested that selection options would be affected and that differing training and evaluation procedures should be used. The practical implications of these findings for selection, training, performance appraisal and job grouping are discussed.
PERSONNEL SELECTION FOR PHYSICALLY DEMANDING JOBS: REVIEW AND RECOMMENDATIONS
Authors: CAMPION MICHAEL A.
Published: December 2006

Improvement in personnel selection systems for physically demanding jobs is needed due to equal employment opportunity (EEO) considerations, concern for worker physical well‐being, and the lack of alternative procedures. After addressing the special EEO sensitivities of physical abilities selection, the literature is reviewed from a variety of disciplines on: (1) the physiological background underlying the selection strategies, (2) the assessment of human physical abilities, (3) the measurement of physical requirements of jobs, and (4) the physical abilities personnel selection studies reported in the literature. Conclusions are provided in the form of recommendations for future research.
ECONOMIC CONSIDERATIONS IN ESTIMATING THE UTILITY OF HUMAN RESOURCE PRODUCTIVITY IMPROVEMENT PROGRAMS
Authors: BOUDREAU JOHN W.
Published: December 2006

Three economic concepts (variable costs, taxes, and discounting) are applied and incorporated into the previous utility formulas proposed by Brogden (1946, 1949), Cronbach and Gleser (1965), and Schmidt, et al. (1979, 1982). The resulting utility model indicates that the previous formulas are deficient and can produce upwardly biased utility estimates. Empirical examples based on published research (e.g., Schmidt, et al., 1982) are presented indicating the substantial magnitude of the bias given realistic levels of variable costs, taxes, and discount rates. The present utility model is used to adjust for such bias and is shown to provide a more complete and precise utility definition. Implications for future research are discussed.
JOB SATISFACTION: ARE ALL THE PARTS THERE?
Authors: SCARPELLO VIDA , CAMPBELL JOHN P.
Published: December 2006

Empirical data indicate that global measures of job satisfaction are not equivalent to the sum of the facet satisfactions. The purposes of this study were to explore the usefulness of single‐item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of job satisfaction include consideration of variables typically not measured by job satisfaction instruments. Subjects are 185 employees working within two research and development units of two multinational corporations. The short‐form Minnesota Satisfaction Questionnaire was used to obtain the sum of the facet satisfactions. Two single‐item global questions of overall satisfaction were also used. One required a yes‐no response and the second, a 1–5 rating response. Information about perceived determinants of job satisfaction, overall satisfaction with the job, satisfaction with occupational choice, career progress, and overall satisfaction with non‐job related events was obtained through semi‐structured interviews. Results indicate that defining overall job satisfaction as the sum of the evaluations of the discrete elements of which the job is composed, may lead to neglect of major determinants of job satisfaction. The “whole” appears to be more complex than the sum of the presently measured parts. Results also suggest that the 1–5 global rating of overall job satisfaction may be a more inclusive measure of overall job satisfaction than summation of many facet responses.
A LONGITUDINAL EXAMINATION OF RATER AND RATEE EFFECTS IN PERFORMANCE RATINGS
Authors: VANCE ROBERT J. , WINNE PETER S. , WRIGHT E. SCOTT
Published: December 2006

The consistency and loci of leniency, halo, and range restriction effects in performance ratings were investigated in a longitudinal study. Ratings were provided by approximately 90 supervisors in a metropolitan police department, who rated approximately 350 police‐rank subordinates on five occasions over a three and one‐half year period. Rating effects were computed separately as rater‐and ratee‐based statistics, and intercorrelated among the five rating periods. The nature of the data set made it possible to hold either raters or ratees constant for each analysis, thus permitting inferences regarding the sources of reliable variance in effects as due to raters or ratees. It was concluded that reliable variance in mean ratings is partly attributable to ratees, but mainly introduced by raters. Reliable halo variance is attributable to raters, and range restriction is a product of stable group performance variability within intact ratee groups. Implications of these results for future rating process research are discussed.
APPLICATION OF CONTENT VALIDITY METHODS TO THE DEVELOPMENT OF A JOB‐RELATED PERFORMANCE RATING CRITERION
Authors: DISTEFANO M. K. , PRYER MARGARET W. , ERFFMEYER ROBERT C.
Published: December 2006

This study demonstrated the use of quantitative content validity procedures in the development of a job‐related behavioral rating scale criterion for entry‐level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy‐eight of 83 items were found to be significantly job‐relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered.
SOME ASPECTS OF JOB SATISFACTION IN THE SOVIET UNION
Authors: PHILLIPS JAMES C. , BENSON JOSEPH E.
Published: December 2006

Work satisfaction in the Soviet Union is examined by reviewing original research of several prominent Russian authors during the period 1959 to the present. This research is introduced by examining the translated works of a noted U.S. economist. Some limited comparisons are made to U.S. studies of similar phenomenon.
METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS
Authors: SCHMITT NEAL , GOODING RICHARD Z. , NOE RAYMOND A. , KIRSCH MICHAEL
Published: December 2006

Review and metaanalyses of published validation studies for the years 1964‐1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor‐criterion combination on the level of observed validity coefficients. Results indicate that concurrent validation designs produce validity coefficients roughly equivalent to those obtained in predictive validation designs and that both of these designs produce higher validity coefficients than does a predictive design which includes use of the selection instrument. Of the criteria examined, performance rating criteria generally produced lower validity coefficients than did the use of other more “objective” criteria. In comparing the validities of various types of predictors, it was found cognitive ability tests were not superior to other predictors such as assessment centers, work samples, and supervisory/peer evaluations as has been found in previous metaanalytic work. Personality measures were clearly less valid. Compared to previous validity generalization work, much unexplained variance in validity coefficients remained after corrections for differences in sample size. Finally, the studies reviewed were deficient for our purposes with respect to the data reported. Selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations were rarely and inconsistently reported. There are also many predictor‐criterion relationships for which very few validation efforts have been undertaken.
GENETIC SCREENING FOR EMPLOYMENT PURPOSES1,2
Authors: OLIAN JUDY D.
Published: December 2006

A growing body of genetic research suggests that individuals with various genetic conditions are hypersusceptible to toxins in the work environment, thereby increasing their likelihood of contracting occupational diseases. Genetic screening in the employment context involves identification of such hypersusceptible individuals to enable selective placement of new hires or incumbents on the basis of the genetic information. In this paper, the status of genetic screening devices is evaluated against standard testing and legal criteria. Unique features of genetic tests are identified and their policy implications are discussed.
EFFECTIVENESS OF PERFORMANCE APPRAISAL TRAINING USING COMPUTER ASSISTED INSTRUCTION AND BEHAVIOR MODELING
Authors: DAVIS BRIAN L. , MOUNT MICHAEL K.
Published: December 2006

The present study evaluated the effectiveness of performance appraisal training in an organizational setting. Four hundred and two middle level managers were randomly assigned to one of three conditions: no training, computer assisted instruction only (CAI), or CAI training plus a behavior modeling workshop (CAIW). Training effectiveness was assessed on two categories of dependent variables, managerial learning and managerial job performance. As predicted trained managers were found to be more knowledgeable of performance appraisal than untrained managers. Also as predicted, managers in the CAIW group conducted appraisal discussions which were perceived by employees as more satisfying than employees of managers in the no training group. Only partial support was obtained for the hypothesis that trained managers would be more effective in completing performance appraisal forms.
EXPERT AND NAIVE RATERS USING THE PAQ: DOES IT MATTER?
Authors: CORNELIUS EDWIN T. , DENISI ANGELO S. , BLENCOE ALLYN G.
Published: December 2006

A finding by Smith and Hakel (1979) is that job expert ratings on the PAQ correlate highly with ratings obtained from college students who are given no information about jobs other than their titles. One possible explanation for this finding is that the PAQ measures only trivial or common knowledge about work that both experts and naive observers possess. This particular view, of course, has serious implications for the use of the PAQ. In this paper we point out a problem in the way Smith and Hakel calculated the convergent validity between expert raters and naive raters. We also present the results from a replication study that indicate convergent validities are much lower than those reported by Smith and Hakel. Additional points are presented in order to caution against the interpretation that the PAQ measures only common knowledge about jobs.
A WARNING REGARDING THE SIMPLIFIED APPROACH TO THE EVALUATION OF TEST FAIRNESS IN EMPLOYEE SELECTION PROCEDURES
Authors: NORBORG JAMES M.
Published: December 2006

In evaluating the fairness of personnel selection tests, the Ceary model (Cleary, 1968) is the most widely used and accepted method. Recently, a simplified approach to applying the Cleary model has been recommended (Lawshe, 1983; Reynolds, 1980, 1982). Analysis of this new method revealed that under certain circumstances it can produce misleading results. Recommendations were made for avoiding this problem.
THE EFFECTS OF FEEDBACK SEQUENCE AND EXPERTISE OF THE RATER ON PERCEIVED FEEDBACK ACCURACY1
Authors: STONE DIANNA L. , GUEUTAL HAL G. , MCINTOSH BARBARA
Published: December 2006

Using a 2 × 2 experimental design, the present study examined the main and interactive effects of feedback sequence (negative‐positive vs. positive‐negative) and expertise of the rater (high vs. low) on perceptions of feedback accuracy. In addition, the study assessed the moderating effects of locus of control and self‐esteem on the relationship between feedback sequence and perceived feedback accuracy. Results indicate that the order in which positive or negative feedback is presented affects perceived feedback accuracy. Moreover, results suggest that feedback sequence interacts with the expertise of the rater to affect perceptions of feedback accuracy. In addition, the findings suggest that both locus of control and self‐esteem moderate the relationship between feedback sequence and perceived feedback accuracy. Implications of the study's findings for presenting feedback in performance appraisal/feedback sessions are discussed.
THE PHYSIOLOGICAL MEASUREMENT OF WORK STRESS: A CRITIQUE
Authors: FRIED YITZHAK , ROWLAND KENDRITH M. , FERRIS GERALD R.
Published: December 2006

There has been considerable growth in the number of studies focused on the relationship between stress at work and a variety of physiological symptoms, especially cardiovascular irregularities, abnormal levels of biochemicals in the blood and urine, and gastrointestinal disorders. Many of these studies, however, have used inadequate procedures for measuring such symptoms. Consequently, the results and conclusions of these studies are often invalid or, at best, questionable. The purpose of this paper is to critique the prevailing procedures used in the measurement of physiological symptoms in work stress research and to suggest needed improvements.
SELF‐APPRAISAL BASED UPON SUPERVISORY FEEDBACK
Authors: STEEL ROBERT P. , OVALLE NESTOR K.
Published: December 2006

Self‐appraisals of job performance have historically proven to be weakly related to appraisals conducted by supervisory personnel. Two studies sought to facilitate rater agreement by invoking supervisory performance feedback as a frame of reference for subordinate raters. In the first study, a sample of 401 branch managers from a large lending institution performed a conventional self‐appraisal and an appraisal containing instructions referencing supervisory feedback (Feedback Based Self‐Appraisal). Feedback Based Self‐Appraisals exhibited significantly smaller leniency error, greater total rating variance, and more agreement with superior ratings than conventional self‐appraisals. FBSAs produced small improvements over conventional self‐appraisals in predicting objective criteria of managerial job performance. Study 2 examined FBSA‐supervisory appraisal agreement for two samples of military organization personnel. The relative degree of feedback available in a work environment was found to moderate FBSA‐superior agreement.
PSYCHOMETRIC PROPERTIES OF SUBORDINATE RATINGS OF MANAGERIAL PERFORMANCE
Authors: MOUNT MICHAEL K.
Published: December 2006

The purpose of the present study was to compare the psychometric properties of subordinate ratings of managerial performance to those of supervisor and self ratings. Subordinate ratings (n = 365), self‐ratings (n = 80) and supervisor ratings (n= 80) were obtained on eight performance dimensions for middle level managers in a multinational corporation. Multitrait‐multimethod analysis of variance indicated significant effects for convergent validity, halo error, and discriminant validity. Comparisons between rating sources indicated that subordinate ratings are more similar to supervisor ratings than to self ratings in terms of convergent validity and leniency effect. A comparison of the present results to other studies indicated less convergent validity, more discriminant validity, and less halo error than found by others.
REACTION OF EMPLOYEES TO PERFORMANCE APPRAISAL INTERVIEWS AS A FUNCTION OF THEIR PARTICIPATION IN RATING SCALE DEVELOPMENT
Authors: SILVERMAN STANLEY B. , WEXLEY KENNETH N.
Published: December 2006

A substantial amount of research has been conducted on the performance appraisal feedback interview. The purpose of the present field study was to see whether employee involvement in the development of rating scales used in the feedback interview affected ratees' perceptions of the interview. Behaviorally anchored rating scales (BARS) were developed for five job families in a midwestem hospital. A participation group consisted of employees from each of the job families who were involved in all phases of BARS construction. A nonparticipation group involved an equal number of employees from each of the job families who were not involved in the BARS development. The results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive outcomes.
EFFECTS OF DIFFERENT SYMBOLIC CODING STIMULI IN BEHAVIOR MODELING TRAINING
Authors: DECKER PHILLIP J.
Published: December 2006

Three types of learning points (behavioral, summary label, and rule‐oriented) and a no‐learning point control condition were compared in terms of their effects on two dependent variables (reproduction and generalization) in a behavior modeling training laboratory experiment (N= 80). Multivariate analysis of variance revealed that individuals who had been randomly assigned to the rule‐oriented and behavioral learning point conditions were able to generalize and reproduce the key behaviors better than a no learning point control condition. Those in the rule‐oriented condition were able to generalize the modeled behaviors to novel conditions more so than individuals assigned the behavioral learning point condition. Those who had received the behavioral learning points were able to imitate the modeled performance better than individuals in the rule‐oriented condition. Those who received the summary label learning points were not able to a reproduce, but could generalize the modeled behaviors to a different setting. There was no difference found between the summary label and rule‐oriented conditions on the generalization dependent variable.
PREDICTING JOB PERFORMANCE OF LOW INCOME WORKERS: THE WORK OPINION QUESTIONNAIRE
Authors: JOHNSON CHARLES D. , MESSE LAWRENCE A. , CRANO WILLIAM D.
Published: December 2006

This study outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job‐related attitudes. The 35‐item attitude measure was validated on 670 C.E.T.A. workers in a large midwestem city. The WOQ was effective in predicting job performance in entry level positions. Potential applications and limitations of the WOQ are discussed.
EFFECTS OF STANDARD EXTREMITY ON MIXED STANDARD SCALE PERFORMANCE RATINGS1
Authors: BARNES‐FARRELL JANET L. , WEISS HOWARD M.
Published: December 2006

It was suggested that the extremity of the scale values associated with standards used to represent effective and ineffective performance in Mixed Standard Scales may affect the nature of performance ratings derived from MSS responses and decisions based on MSS ratings. When the extremity of standards was experimentally manipulated, it was found that standard extremity affects both the level of performance ratings and the proportion of logically inconsistent response patterns observed. In addition, standard extremity appears to affect the rankings on performance of ratees. The implications of these observations for the development of Mixed Standard Scales were discussed.