bluuebunny/crossref_metadata_2025 huggingface dataset:
A QUANTIFIED APPROACH TO MEASUREMENT OF JOB CONTENT: PROCEDURES AND PAYOFFS1
Authors: KRZYSTOFIAK FRANK , NEWMAN JERRY M. , ANDERSON GARY
Published: December 2006

Procedures used for developing a quantified job analysis system for 1710 exempt employees in a power utility firm are described. Factor analysis of these data yielded 60 job dimensions which were used to describe position and job profiles. These job profiles then served as the basic input into the development of job clusters, defined as jobs at the same organizational level which have similar job content. The usefulness of information in this format for selection, promotion, transfer, compensation and training decisions is discussed.
EFFECTS OF HANDICAP AND JOB CHARACTERISTICS ON SELECTION EVALUATIONS
Authors: ROSE GERALD L. , BRIEF ARTHUR P.
Published: December 2006

An experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants. The applicant was either an amputee, an epileptic, or “normal.” The job either involved public contact or it did not; and, it either involved supervisory responsibilities or it did not. Generally, handicapped applicants were evaluated no differently than normal applicants. Epileptic applicants, however, were expected to establish better relationships with clients and customers as well as with other employees than were normal applicants. Further, amputees were offered a smaller salary than normals. Implications for future research and unfair discrimination are discussed.
THREE FLIES IN THE OINTMENT: A REPLY TO ARVEY AND MOSSHOLDER
Authors: HANSER LAWRENCE M. , MENDEL RAYMOND M. , WOLINS LEROY
Published: December 2006

Significant legal, practical, and statistical issues regarding the use of the Arvey and Mossholder (1977) procedure for determining similarities and differences among jobs are discussed. On the basis of these issues the authors recommend against using this procedure.
SOME FURTHER IDEAS ON A METHODOLOGY FOR DETERMINING JOB SIMILARITIES/ DIFFERENCES
Authors: LISSITZ ROBERT W. , MENDOZA JORGE L. , HUBERTY CARL J. , MARKOS HAL V.
Published: December 2006

This paper considers the general problem of analyzing data for job similarities/differences. Cluster analysis and univariate analysis of variance, which are recent suggestions for attacking this problem, are briefly reviewed. The suggestion made in this paper is to use multivariate analysis of variance, accompanied by a multivariate extension of the well known proportion of variance index, ω2. Discriminant analysis and related techniques are suggested to provide information regarding specific hypotheses. The potential users are provided with the references to well known computer packages that allow all the analyses to be performed easily, rapidly, and accurately on their own data. Appropriate interpretations of each result are also indicated, and illustrated with an example.
THE STATISTICAL DEFINITION OF FAIRNESS IN THE FEDERAL SELECTION GUIDELINES AND ITS IMPLICATIONS FOR MINORITY EMPLOYMENT
Authors: LEDVINKA JAMES
Published: December 2006

The definition of fairness in the guidelines is the same as Cleary's regression model of test bias, which results in a lower proportion of new hires that is minority than the proportion of qualified applicants that is minority. This article explains the disparity, reviews alternative definitions that reduce the disadvantage, and discusses legal arguments. Apparently the guidelines definition is widely disregarded in practice–a color‐blind model seems to be the definition generally used by employers. That definition puts minorities at less of a disadvantage than the federal guidelines definition does.
LEADERSHIP BEHAVIOR AND EFFECTIVENESS OF BEAUTY SALON MANAGERS
Authors: YUKL GARY A. , KANUK LESLIE
Published: December 2006

A field study was conducted in a chain of beauty salons to determine how the leadership behavior of salon managers is related to managerial effectiveness. Leadership behavior was measured with a new questionnaire that was filled out anonymously by subordinates. Strong correlations were found between some of the leadership scales and salon profits, sales increase, performance ratings, subordinate satisfaction, and role ambiguity. The results were consistent with managerial role requirements derived from an analysis of the leadership situation.
JOB ANALYSIS MODELS AND JOB CLASSIFICATION
Authors: CORNELIUS EDWIN T. , CARRON THEODORE J. , COLLINS MARIANNE N.
Published: December 2006

Recent research in job classification has focused on the appropriate data analysis model for analyzing the similarities and differences among jobs. In the present research, the data analysis model is held constant, and the type of job analysis data is varied to examine the effect on the resulting job classification decisions. Seven foremen jobs in a chemical processing plant were analyzed using three different levels of job analysis data: task‐oriented, worker‐oriented, and abilities‐oriented. All three sets of data were analyzed using the same hierarchical clustering procedure. Results indicated that the number and type of resulting job clusters was clearly dictated by the type of job analysis data that was used to compare the foremen jobs. Practical implications of these findings are presented.
SOCIAL INFLUENCE AND INTENT TO LEAVE: A PATH‐ANALYTIC PROCESS MODEL1
Authors: MARTIN THOMAS N. , HUNT J. G.
Published: December 2006

A path‐analytic social influence process model of intent to leave was formulated using five social power variables, two leader behavior dimensions, group cohesiveness, and job satisfaction. It was tested in Design and Construction bureaus in a large midwestern state highway department. Three significant process relationships were found to occur in both bureaus: (1) social power affected leader behavior; (2) group cohesiveness affected job satisfaction; and (3) job satisfaction affected intent to leave. Two important non‐significant findings also emerged in both bureaus: (1) leader behavior did not affect intent; and (2) group cohesiveness did not affect intent. In addition to these general findings there were a number of process differences between bureaus. Limitations and implications of this social influence process model are discussed.
EFFECTS OF DELEGATED CHOICE ON PERFORMANCE
Authors: COSIER RICHARD A. , APLIN JOHN C.
Published: December 2006

The delegation process has not been subjected to adequate scientific examination. This study examines the effects of delegated choice over scheduling of activities (ordering of events) and over selection of goals (degree of challenge). Subjects made financial predictions based upon accounting data as input. Prediction accuracy was the dependent measure. Interestingly, under some conditions, delegation of choice over scheduling activities backfired. There were initial positive effects, however, from delegating choice over the selection of goals. Clearly the aspect of the task being delegated appears important. One cannot assume allowing others choice over some aspects of the task will be associated with positive outcomes.
EXPECTATIONS OF BEHAVIORALLY ANCHORED RATING SCALES
Authors: JACOBS RICK , KAFRY DITSA , ZEDECK SHELDON
Published: December 2006

Behaviorally anchored rating scales (BARS) are reviewed from two perspectives. First, the particular BARS methodology is assessed on the basis of its fulfilling three broad categories of “criteria for criteria:” (1) utilization criteria, (2) qualitative criteria, and (3) quantitative or psychometric criteria. These three broad categories are composed of 14 specific criteria by which performance evaluation methodologies can be assessed. The second perspective involves an evaluation of BARS in terms of psychometric criteria but with the literature broken down into studies concerned with (1) development of BARS, (2) utilization of BARS, (3) comparison of BARS to other methods, and (4) rater training in BARS use. Conclusions from these reviews indicate that BARS is no better or worse than other methods when assessed on a quantitative basis whereas it has greater potential when assessed on the utilization and qualitative criteria. Suggestions are offered for extending BARS research to process questions and to domains other than performance appraisal perse
THE FUTURE OF CRITERION‐RELATED VALIDITY1
Authors: SCHMIDT FRANK L. , HUNTER JOHN E.
Published: December 2006

As a result of rejection by personnel psychologists of the erroneous law of small numbers and of the adoption of correct inferential procedures, the future of criterion‐related validity promises to be bright. Probable future developments include: (a) widespread appreciation of the low statistical power characteristic of small samples; (b) rejection of the traditional belief that validities are situationally specific; (c) widespread validity generalization based on new methods; (d) research demonstrations that rational estimates of validity are often superior in accuracy to empirical estimates; (e) widespread acceptance of research findings showing that single‐group and differential validity by race are artifactual rather than substantive in origin and that test unfairness by race is a nonproblem; (f) increased application of decision‐theoretic dollar utility analyses to selection programs; and (g) progress in the establishment of general principles and theories about trait‐performance relations in the world of work.
THE WORLD OF NONWORK: SOME IMPLICATIONS FOR JOB RE‐DESIGN EFFORTS1
Authors: CHAMPOUX JOSEPH E.
Published: December 2006

The compensatory and spillover models of adjustment to work are described. Data from a pharmaceutical firm and two different research and development organizations are examined to illustrate the operation of these two models. Evidence of both the compensatory and spillover models were found for several different groups of workers. Furthermore, some groups of workers displayed complex combinations of both compensatory and spillover adjustments to their work experiences. Implications of these results for job re‐design efforts are described.
VARIABILITY IN COMMON DIMENSIONS OF MANAGERIAL VALUES DUE TO VALUE ORIENTATION AND COUNTRY DIFFERENCES1
Authors: WHITELY WILLIAM , ENGLAND GEORGE W.
Published: December 2006

This study identifies twelve common dimensions of values of managers in five countries, describes the content of the value dimensions identified, and locates the differences in these value dimensions due to value orientation and country effects and their interaction. Value orientation and country differences account for a substantial portion of the variance in six of the dimensions. The results extend studies of managers' values to underlying dimensions and provide directions for future research on the correlates of value dimensions.
OBTAINING VALID PREDICTORS BY MINIMIZING RATING ERRORS IN THE CRITERION1
Authors: PURSELL ELLIOTT D. , DOSSETT DENNIS L. , LATHAM GARY P.
Published: December 2006

The correlations between each of five predictors and supervisory ratings of job effectiveness were not significantly different from zero. On the basis of the job analysis that preceded the validation study, the author concluded that the low correlations between each of the five predictors and the criterion were not due to problems inherent in either the tests or the performance appraisal instrument. Rather, it was hypothesized that the low correlations were a result of rating errors made by supervisors. The results of an eight hour training program (Latham, Wexley, and Pursell, 1975) designed to minimize rating errors supported this hypothesis. Four of the five predictors correlated significantly with the performance ratings that were conducted after the supervisors had received the training.
NUMBER AND SPECIFICITY OF PERFORMANCE OUTCOMES IN THE PREDICTION OF ATTITUDES AND BEHAVIORAL INTENTIONS
Authors: SHIFLETT SAMUEL , COHEN STANLEY L.
Published: December 2006

The problem of how many performance outcomes to use and how specific they should be in predicting satisfaction and behavioral intentions was addressed. 323 soldiers responded to a desirability and instrumentality scale for each of 16 potential outcomes obtainable from outstanding performance. Scores were factor analysed and composites were formed to reflect each dimension. Three criteria (satisfaction, perceived effort and intention to reenlist) were predicted using (a) all 16 outcome items, (b) only 11 items defining four outcome dimensions and (c) 4 items only, each item reflecting an outcome dimension. In all cases, the 11‐item set was a better predictor than the 16‐item set, and the 4‐item set was nearly as effective as the 16‐item set. Instrumentalities were found to be significantly better predictors of satisfaction than of effort, while the reverse was true of valences. It was suggested that adequacy of coverage of the out come domain rather than list length or outcome specificity, was the critical issue in improving predictability.
DIMENSIONS OF WORK OUTCOMES: A MULTIDIMENSIONAL SCALING APPROACH
Authors: BILLINGS ROBERT S. , CORNELIUS EDWIN T.
Published: December 2006

There exists a need for basic research on the nature of work outcomes, to facilitate integration of theory and results and to aid in the sampling of outcomes for research and evaluation. Existing research, primarily using factor analysis, has led to a hierarchical model, with numerous sub‐factors grouped under the major factors of “intrinsic” and “extrinsic.” Recent research, however, has shown that industrial/organizational psychologists do not agree on the definition of intrinsic and extrinsic. It is argued that a more useful approach is a dimensional model, which allows each work outcome to be described by a set of values on multiple dimensions. A multidimensional scaling analysis of 21 outcomes yields a latent structure with three dimensions: value attached to the outcome by society, level of psychological need met, and extent to which the outcome is inherent in the work itself. Implications for the sampling of outcomes and integration of different literature are discussed. The results suggest that a multidimensional model of work outcomes is more useful than a categorical approach built on the intrinsic/extrinsic dichotomy.
PSYCHOMETRIC PROPERTIES OF SELF‐APPRAISALS OF JOB PERFORMANCE
Authors: THORNTON GEORGE C.
Published: December 2006

This paper reviews literature of psychometric properties of self‐appraisals of work performance. It summarizes evidence of leniency, variability, halo, bias, and construct validity. Comparisons with appraisals by supervisors, peers, and subordinates suggest that self‐appraisals tend to show more leniency, less variability, and less discriminant validity. Different factor structures have been found among self, supervisor and peer‐ratings. On the other hand, self‐appraisals showed less halo. Self‐appraisals were significantly correlated with other sources in some studies and failed to correlate in many others. Existing data do not allow any conclusion whether the quality of self‐appraisals is a function of scale format, amount or rater training, type of judgment, or purpose of appraisal. The effects of the observed psychometric qualities of self‐appraisals on various applications are discussed. Problems may exist when they are used for administrative decision making, diagnosis of training needs, applied criterion measurement, measurement of constructs in basic research, or for selection purposes.
EFFECTS OF HIGHER ORDER NEED STRENGTH ON THE JOB PERFORMANCE–JOB SATISFACTION RELATIONSHIP
Authors: ABDEL‐HALIM AHMED A.
Published: December 2006

This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non‐supervisory employees in a large retail‐drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed.
FAKABILITY AND THE ENGINEER PERFORMANCE DESCRIPTION FORM
Authors: SOUTH JOHN C.
Published: December 2006

Four experiments were conducted to study the fakability of the Engineer Performance Description Form, a forced choice appraisal scale. Two operational definitions of fakability were used in the data analyses which yielded different results. Generally, raters are able to fake or distort their ratings but are unable to estimate even with modest accuracy what rating they gave (faked). Several issues regarding performance appraisals are considered.
THE SOUNDNESS OF SUPERVISORY RATINGS AS PREDICTORS OF MANAGERIAL SUCCESS
Authors: NORTON STEVEN D. , BALLOUN JOE L. , KONSTANTINOVICH BRANISLAV
Published: December 2006

A model of career development is presented. Using this model, three types of validity, empirical, content, and construct, are considered for supervisors' rating of non‐managers as a predictor of success as managers. As denned in the Uniform Guidelines and the professional literature, all three are inapplicable to this prediction situation. Characteristics of a sound rating system are suggested.
WORK ENVIRONMENT EFFECTS ON PUBLIC SECTOR GRIEVANCES
Authors: MUCHINSKY PAUL M. , MAASSARANI MOUNAWAR A.
Published: December 2006

This study examines employee grievances filed in two unionized public sector organizations that differ markedly in their respective work environments. A total of 353 grievances were filed under seven articles of the labor contract. Statistically significant differences were found between the two organizations in terms of the issues of the labor contract that were grieved. Similarly, statistically significant differences in grieved issues were found among employees working at three sub‐divisions of the same organization. The results are discussed in the context of work environment effects on grievances, and the replicability of the findings to previous research on grievances in private sector industrial organizations.
A MATHEMATICAL STRUCTURE FOR ANALYZING FAIRNESS IN SELECTION1
Authors: CRONBACH LEE J. , YALOW ELANNA , SCHAEFFER GARY
Published: December 2006

A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. Each case is to be defined in terms of the selection ratio, the relation of outcome to predictor within each group, and other parameters. It is shown that, in a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. How changes in this rate affect indices of adverse impact and other aspects of fairness is also examined.
THE VALIDITY and FAIRNESS OF EMPLOYMENT and EDUCATIONAL TESTS FOR HISPANIC AMERICANS: A REVIEW and ANALYSIS
Authors: SCHMIDT FRANK L. , PEARLMAN KENNETH , HUNTER JOHN E.
Published: December 2006

This study examined the questions of whether employment and educational tests demonstrate either differential validity or test unfairness to Hispanic Americans relative to the majority group. Relevant data from 19 published and unpublished studies formed the basis of the review and analysis. Results for employment tests, based on a very large amount of data, indicated that differential validity occurs no more frequently than would be expected on the basis of chance plus the operation of various statistical artifacts. The frequencies of slope and intercept differences between Hispanic and majority regressions were also within the chance range. A similar pattern of results obtained for the more limited amount of data available on educational tests. Taken together, the results provide strong evidence that tests are neither differentially valid for, nor unfair to, Hispanics. These findings are consistent with the results of previous studies of test validity and fairness for blacks.
APPLICATIONS OF MODERATED REGRESSION IN JOB DESIGN RESEARCH
Authors: CHAMPOUX JOSEPH E. , PETERS WILLIAM S.
Published: December 2006

Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. The five areas of research have received some attention in the literature over the past 10 years. Arguments for the selection of moderated regression over the more common subgroups analysis are presented. We conclude that moderated regression analysis is superior to a subgroups analysis for the research questions being asked by investigators interested in job design research.
JOB‐RELATEDNESS OF A POSTTRAINING JOB KNOWLEDGE CRITERION USE TO ASSESS VALIDITY AND TEST FAIRNESS
Authors: DISTEFANO M. K. , PRYER MARGARET W. , CRAIG STELLA H.
Published: December 2006

Significant job‐relatedness was found for a posttraining job knowledge test criterion using an application of Lawshe's content validity method. The aide test was used as a criterion to assess the predictive validity of a vocabulary test and a civil service test with samples of black (N= 43) and white (N= 62) psychiatric aides. Significant validities were found on both tests, but a vocabulary test proved to be the better predictor of the criterion in both samples. The obtained validities were discussed in terms of differential validity, test fairness, and sample size. This study demonstrated that a content validity method could be applied to criteria as well as selection tests. It was concluded that content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of the job‐relatedness of criteria.
AN EMPIRICAL TEST OF A TRAIT‐ORIENTED JOB ANALYSIS TECHNIQUE
Authors: LOPEZ FELIX M. , KESSELMAN GERALD A. , LOPEZ FELIX E.
Published: December 2006

A trait‐oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.
ESTIMATION OF THE ADVERSE IMPACT OF A POLICE PROMOTION EXAMINATION
Authors: WING HILDA
Published: December 2006

Sixty‐five male sergeants in the U.S. Park Police, Department of Interior, competed for promotion to lieutenant in the fall of 1978. Candidates were rank‐ordered based on a weighted sum of a written job knowledge test score and an oral interview fitness and merit ranking. Five promotions would be made based upon the rank order; the top nine candidates were white. However, there was no difference in mean scores on either the test or the interview score between the group of 52 whites and the group of 12 blacks. There was also a negative relationship between age of candidate and score on written test.
EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION
Authors: BEN‐PORAT A.
Published: December 2006

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.
SHIFT WORK RELATED TO JOB ATTITUDES, SOCIAL PARTICIPATION AND WITHDRAWAL BEHAVIOR: A STUDY OF NURSES AND INDUSTRIAL WORKERS1
Authors: JAMAL MUHAMMAD
Published: December 2006

The present study investigates the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440) in two hospitals and among rank‐and‐file workers (N=383) in a manufacturing organization. Results are generally supportive of the model which projected that workers on fixed work schedules (high routine‐oriented) would be better off than workers on rotating work schedules (low routine‐oriented) in terms of mental health, job satisfaction, organizational commitment and social participation. In addition, workers on fixed shift schedules are found to be lower on anticipated turnover, absenteeism and tardiness than workers on rotating shift schedules. Six potential moderators: age, marital status, place of socialization, cultural background, seniority and respondent's sex, were measured and their association with these relationships analyzed. Results are discussed in the light of the previous empirical evidence.
EFFECTS OF RATER TRAINING AND PARTICIPATION ON COGNITIVE COMPLEXITY: AN EXPLORATION OF SCHNEIER'S COGNITIVE REINTERPRETATION
Authors: SAUSER WILLIAM I. , POND SAMUEL B.
Published: December 2006

Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety‐six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution at best.
PREDICTING THE SALARY SATISFACTION OF EXEMPT EMPLOYEES
Authors: DREHER GEORGE F.
Published: December 2006

This study examined the degree to which salary satisfaction can be predicted using company‐maintained information commonly available to salary administrators. Predictors included years of continuous service, educational level, annual performance rating, an estimate of career potential, monthly salary, a measure of the most recent salary increase, and employee gender. A variety of hypotheses derived from Lawler's (1971) model of pay satisfaction also were tested, focusing on the relative contribution of perceived performance, perceived job demands, certain non‐monetary outcomes, and external and internal pay equity. The research utilized a sample of managerial, professional, and technical employees from a large national oil company. The results suggest that without the inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction can be accounted for, with salary and sex representing the primary objective predictors. Perceived performance, perceptions regarding supervision, advancement opportunity, and the company's benefit package, and both external and internal pay equity, were related to pay satisfaction in the direction predicted by Lawler's model. The implications of not being able to estimate pay system perceptions using company‐maintained sources of information are discussed along with the results supporting certain key components of Lawler's model of pay satisfaction.
IMPLICATIONS OF PERFORMANCE APPRAISAL LITIGATION FOR PERSONNEL ECISIONS
Authors: CASCIO WAYNE F. , BERNARDIN H. JOHN
Published: December 2006

Eight prescriptions for performance appraisal systems are considered in the context of case law at the Federal Supreme and Appeals Court level. Numerous cases are cited involving organizations that have violated one or more of the prescriptions. Implications for personnel decision making are discussed.
A CRITICAL REVIEW OF FEMALE PERFORMANCE, PERFORMANCE TRAINING AND ORGANIZATIONAL INITIATIVES DESIGNED TO AID WOMEN IN THE WORK‐ROLE ENVIRONMENT1
Authors: WHITE MICHAEL C. , CRINO MICHAEL D. , DeSANCTIS GERRY L.
Published: December 2006

The research dealing with female managerial performance has generally been plagued with empirically inconsistent results, anecdotal literature and an inability to develop generalizable theory. A prepositional analysis of the female performance literature is utilized in an effort to provide direction and focus. The paper concludes that methodological problems may be contributing to invalid conclusions concerning female performance, and efforts to improve performance. In addition, it is concluded that organizational initiates designed to aid women have not been significant.
A CRITICAL ANALYSIS OF STUDIES COMPARING BEHAVIORALLY ANCHORED RATING SCALES (BARS) AND OTHER RATING FORMATS1
Authors: KINGSTROM PAUL O. , BASS ALAN R.
Published: December 2006

All published studies comparing behaviorally anchored rating scales (BARS) with other rating formats were reviewed. Results indicate that BARS and other formats appear to differ relatively little (if at all) with regard to psychometric characteristics (leniency, halo, interrater agreement, ratee discriminability, validity and “accuracy”). Other variables, such as degree of rater participation in scale construction and rater preferences for different rating scale formats, also exhibited relatively little differences between BARS and other formats. A close examination of the studies, however, reveals numerous methodological problems confounding interpretations of results, making conclusions about the superiority or inferiority of BARS quite tenuous. Suggestions are made for more appropriate research directions and questions which seem more appropriate for rating scale investigations.
THE EFFECTS OF HAVING BEEN SUPERVISED BY A WOMAN ON PERCEPTIONS OF FEMALE MANAGERIAL COMPETENCE1
Authors: EZELL HAZEL F. , ODEWAHN CHARLES A. , SHERMAN J. DANIEL
Published: December 2006

Responses of male and female managers in state public human service organizations are analyzed to determine if perceptual differences exist concerning the competence of women as managers in these organizations depending on whether an individual has or has not been supervised by a woman. Significant differences were found in only one area: the motivation of women to manage.
SOME DETERMINANTS OF PSYCHOLOGISTS' EMPLOYABILITY IN ACADEMIC SETTINGS
Authors: QUERESHI M. Y. , BUCKLEY JOANNE M. , FADDEN THOMAS F.
Published: December 2006

A factor analysis of 11 variables, ferreted from the curriculum vitae (CV) of 338 applicants for the position of assistant professor of psychology, yielded four factors which were used as predictors in six stepwise multiple regression analyses in which the ratings of 92 CV's by five members of a search committee were utilized as the criteria, first collectively and then individually. The first factor which was chiefly composed of the number of publications, especially senior authorships, accounted for 16% of the total variance and was the most potent contributor to the multiple R. Comparison of the results of the single‐judge analyses revealed some notable vicissitudes in the prominence of the four predictors. Relationships of the present findings to the past policy‐capturing research were indicated.
COMPARING RECRUITER, STUDENT, AND FACULTY PERCEPTIONS OF IMPORTANT APPLICANT AND JOB CHARACTERISTICS
Authors: POSNER BARRY Z.
Published: December 2006

This study investigated the extent to which corporate recruiters, students and faculty share an understanding of important job applicant characteristics and desirable job factors. Multivariate analyses revealed significant differences between the three groups. The implications of these findings for recruitment, selection, and career counseling are discussed.
THE USE OF FUNCTIONAL JOB ANALYSIS IN ESTABLISHING PERFORMANCE STANDARDS FOR HEAVY EQUIPMENT OPERATORS
Authors: OLSON HOWARD C. , FINE SIDNEY A. , MYERS DAVID C. , JENNINGS MARGARETTE C.
Published: December 2006

Research recently completed for a large international craft union provided the opportunity for an empirical assessment of functional job analysis (FJA) as a method for developing job‐related performance standards. Based on content‐oriented test development procedures, work sample tests were developed to measure operator achievement of these training standards. According to the results the tests significantly differentiated between skill levels of operating engineers in which the significant criterion factor was the degree of independence and autonomy the operator could be permitted in doing the work. FJA proved to be a useful technique for defining the work of operating engineers so that the knowledges, skills and abilities required can be easily communicated to the courts and the public.
TURNOVER ANALYSIS AND PREDICTION FROM A CAREER DEVELOPMENTAL POINT OF VIEW
Authors: KRAU EDGAR
Published: December 2006

Demographic and psychological characteristics of 479 job leavers from two plants were processed, and work stability of 110 previously tested subjects was followed up for up to eight years. The study revealed that job quitting is a career decision depending upon career type, career stage and the characteristics of the organization, from the career development point of view. These variables make it possible to predict leaving decisions by employees, and also job stability.
A COMPARISON OF GLOBAL JUDGMENT VS. TASK ORIENTED APPROACHES TO JOB CLASSIFICATION
Authors: SACKETT PAUL R. , CORNELIUS EDWIN T. , CARRON THEODORE J.
Published: December 2006

The purpose of this study was to determine the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure involving measures of task overlap among jobs. To accomplish this, 8 foreman jobs in a chemical processing plant were analyzed and compared on 237 task statements. In addition, 15 foremen incumbents and 17 supervisors evaluated the similarities among the same 8 foremen jobs in a paired comparisons rating task. The task‐oriented job analysis required hundreds of man‐hours to complete; the rating task took 15 minutes. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and the task‐oriented data led to identical conclusions. Also, it was found that incumbent ratings produced the same results as ratings from supervisors. Uses, advantages, and disadvantages of the procedure are outlined.
OPTIONS FOR SMALL SAMPLE SIZES IN VALIDATION: A CASE FOR THE J‐COEFFICIENT
Authors: HAMILTON JOHN W.
Published: December 2006

One of the continuing problems that employers face is the validation of their personnel decisions. While a major emphasis of validation has concerned hiring decisions, it is also clear from the 1978 Uniform Guidelines that other decisions concerning individuals are subject to scrutiny. The purpose of this paper is to explore the various option available for the validation of selection procedures when criterion‐related validity is technically infeasible and to present a conceptual framework, the J‐Coefficient, within which all validation options can be considered.
THE EFFECTS OF REALISTIC PREVIEWS: A STUDY AND DISCUSSION OF THE LITERATURE
Authors: REILLY RICHARD R. , BROWN BARBARA , BLOOD MILTON R. , MALATESTA CAROL Z.
Published: December 2006

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self‐selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realism.
EYEBALL MEASUREMENT OF DEXTERITY: TESTS AS ALTERNATIVES TO INTERVIEWS
Authors: GUION ROBERT M. , IMADA ANDREW S.
Published: December 2006

As industry's most popular selection device, the interview is too often misused to measure or predict numerous skills and abilities that can be measured or predicted better by other methods. The authors encountered such an abuse in a recent allegation of sex discrimination. This paper reports a study conducted for this litigation. Couched in a general lens model paradigm, the results demonstrate an inappropriate use of a selection technique to predict an ability that can be better measured by a test. This simple interview analog demonstrates the problems of replacing tests with inappropriate selection devices.
RESEARCH SETTINGS IN INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY: FACTS, FALLACIES, AND THE FUTURE1,2,3
Authors: FLANAGAN MICHAEL F. , DIPBOYE ROBERT L.
Published: December 2006

Data were collected about research issues involving laboratory and field settings through a content analysis of the 1966, 1970, and 1974 volumes of the Journal of Applied Psychology, Organizational Behavior and Human Performance, and Personnel Psychology. Four general categories of data were collected: (a) affiliation of investigators, (b) topic areas investigated, (c) settings of the research, and (d) research strategies employed. Four common beliefs of either laboratory or field advocates were contradicted by the data. First, laboratory research was found fairly frequently in the industrial‐organizational literature. Second, theory and hypothesis testing were not overemphasized. Third, laboratory research was as applied as field research. Lastly, studies published by researchers with nonacademic affiliations were as likely to have been conducted in laboratory settings as field settings. Recommendations were made to use the laboratory more frequently for theory and hypothesis based research and to use a variety of research strategies in both laboratory and field settings.
VOCATIONAL INTERESTS, PERSONALITY AND EFFECTIVE POLICE PERFORMANCE
Authors: JOHNSON JOHN A. , HOGAN ROBERT
Published: December 2006

Scores on vocational interest inventories are commonly thought to be unrelated to job performance. A close examination of the literature suggests, however, that vocational scales other than those describing the occupational group in question may often predict job performance. A case in point is reported here, using Holland's Self Directed Search and two groups of policemen. Scores on the Artistic and Conventional scales consistently predict effective performance as a patrolman in this Realistic and Social occupation.
A BEHAVIORAL CONSISTENCY APPROACH TO DECISION MAKING IN EMPLOYMENT SELECTION
Authors: GROVE DAVID A.
Published: December 2006

Evaluations of applicants made using an assessment process which incorporates many practices and procedures advocated in the literature but often disregarded in employment were examined. Two employment interviewers and 29 line managers independently evaluated 181 applicants for manufacturing production work in terms of 5 factors of effective performance. Average interrater reliabilities ranged from .60 to .69. Results indicated reliabilities were comparable for applicants grouped by race and sex, and that interviewers were calibrated with one another in terms of level of evaluations. The assessment model described in the present study is discussed in terms of its suitability as a vehicle for further research in employment interviewing and its practical usefulness.
FORCED ATTENTION TO SPECIFIC APPLICANT QUALIFICATIONS: IMPACT ON PHYSICAL ATTRACTIVENESS AND SEX OF APPLICANT BIASES
Authors: CANN ARNIE , SIEGFRIED WILLIAM D. , PEARCE LORENA
Published: December 2006

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.
EXPLAINING ROLE CONFLICT AND ROLE AMBIGUITY VIA INDIVIDUAL AND INTERPERSONAL VARIABLES IN DIFFERENT JOB CATEGORIES
Authors: RANDOLPH W. ALAN , POSNER BARRY Z.
Published: December 2006

The relationships between experienced role conflict and ambiguity and four individual and interpersonal variables were examined within a multivariate framework. The regressions of role conflict and ambiguity on these variables were significant and were generally supported across three job categories in one organizational setting. Differences were noted across the job categories in terms of the regression equation predicting role perceptions. Hence, it appears that the underlying equations regarding the influence of individual and interpersonal variables on role perceptions do vary in different job categories. Task characteristics are offered as plausible reasons for these variations and suggested as variables for inclusion in a model of role conflict and ambiguity.
THE EFFECT OF GAMING ON ATTENDANCE AND ATTITUDE
Authors: CARLSON JOHN G. , HILL KENNETH D.
Published: December 2006

Gaining, as an approach to reducing absenteeism and tardiness, has been used successfully by a number of firms. Our research has shown that the impact of gaming on these two areas may be minimal. However, statistically significant improvement in employee attitude and cooperation has resulted when gaming was used as a vehicle for employee communication.
EFFECTS OF TRAINING AND RATING SCALES ON RATING ERRORS
Authors: FAY CHARLES H. , LATHAM GARY P.
Published: December 2006

Ninety business students were randomly assigned to one of three conditions where they used behavioral observation scales (BOS), behavioral expectation scales (BES), or trait scales in observing people on videotape. Half the individuals received four hours of training to minimize rating errors. Rating errors were reduced significantly regardless of the rating scale that was used. However, behavioral criteria were more resistant to rating errors than trait scales. There was no significant difference between BOS and BES on this dimension. With regard to practicality, BOS were evaluated as significantly better than BES and trait scales. BES and trait scales did not differ significantly on this measure.
INDIVIDUAL DIFFERENCES IN BOREDOM PRONENESS AND TASK EFFECTIVENESS AT WORK
Authors: DRORY AMOS
Published: December 2006

The present study was concerned with the relationships between boredom at work, personal characteristics and performance. Data on individual characteristics, work effectiveness and experienced boredom at work was collected from a sample of 93 heavy truck drivers by means of questionnaires and personnel file records.

The results suggest that boredom while driving through a monotonous desert road was moderately, yet systematically, associated negatively with higher mental and physical individual capacity. Boredom was also negatively associated with effectiveness. The relationship between boredom and work effectiveness was significantly moderated by personal characteristics. It was found that boredom was more strongly related to work effectiveness at the lower levels of individual capacity. The results are discussed in terms of possible implications for personnel selection and placement decisions.
STATISTICAL HAZARDS IN THE DETERMINATION OF ADVERSE IMPACT WITH SMALL SAMPLES
Authors: WING HILDA
Published: December 2006

In 1975, a small but prestigious fellowship program was charged with implementing a selection process that discriminated against women. One set of relevant data described the selection rates for the three most recent years of the program, while another set consisted of rankings based on written qualifications and on performance during a weekend interview, available only for 1975. The numbers of candidates involved were so small that adequate statistical power could not be assured; results were equivocal. To increase power, the probabilities for the three years considered separately can be combined. Disagreement between the expert witnesses for the plaintiff and the defendant were based on differing assumptions about appropriate statistical procedures.
ARE WE VALIDATING MORE BUT PUBLISHING LESS? (THE IMPACT OF GOVERNMENTAL REGULATION ON PUBLISHED VALIDATION RESEARCH–AN EXPLORATORY INVESTIGATION)
Authors: BOEHM VIRGINIA R.
Published: December 2006

Criterion‐related validity studies published in the Journal of Applied Psychology and Personnel Psychology between 1960 and 1979 are examined to determine what changes have occurred in the volume of published research, the types of research design, occupations investigated, predictors and criteria used, and obtained validities. The major changes in the published research are both an absolute and relative decline in the volume of reported validation research, an increase in the average sample size, a decline in the proportion of studies utilizing supervisory rating criteria, a de‐emphasis of aptitude tests as predictors, and a tendency towards greater use of predictive research designs. However, no significant change has occurred in the absolute magnitude of reported validity coefficients during this 20 year period nor in the types of occupations being investigated. These changes are interpreted in terms of increasing governmental intervention in employment selection during the last two decades.
SENIORITY: A REVIEW OF ITS LEGAL AND SCIENTIFIC STANDING
Authors: GORDON MICHAEL E. , JOHNSON WILLIAM A.
Published: December 2006

Though an important and widespread industrial relations concept, seniority has been a neglected subject of study by behavioral scientists. The purpose of this paper is to emphasize the importance of the topic by reviewing seniority's legal status in the management of human resources. Further, while there is little research on seniority per se, conjecture and empirical study on the concept's salient behavioral dimensions, viz., tenure and reward, were reviewed. Suggestions were offered for the methodological and theoretical aspects of future research on seniority.