bluuebunny/crossref_metadata_2025 huggingface dataset:
AN EMPIRICAL INVESTIGATION OF SELF‐APPRAISAL‐BASED PERFORMANCE EVALUATION
Authors: FARH JIING‐LIH , WERBEL JAMES D. , BEDEIAN ARTHUR G.
Published: December 2006

This study investigated the effectiveness of a self‐appraisal‐based performance evaluation system (SABPE) that incorporates self‐assessment into traditional supervisory evaluation procedures. Its subject sample consisted of 88 faculty members and their chairpersons at a land‐grant state university. Results indicated that (1) there was high congruency between self‐ and chairperson ratings, (2) both ratings had moderate to high levels of criterion‐related validity, and (3) both faculty members and chairpersons reported high SABPE acceptance. The implications of these results for future self‐appraisal research are discussed.
AN INVESTIGATION OF THE DETERMINANTS OF SUCCESSFUL ASSIGNED MENTORING RELATIONSHIPS
Authors: NOE RAYMOND A.
Published: December 2006

This study examined the influence of protégé characteristics, gender composition of the mentoring relationship, the quality of the relationship, and the amount of time the protégé spent with the mentor on career and psychosocial benefits gained by the protégé. Protégés were assigned to mentors as part of a development program designed to facilitate personal and career development of educators. An instrument designed to assess the extent to which mentors provide career and psychosocial outcomes to protégés was developed. Protégé gender, job involvement, and career planning activity was related to attainment of psychosocial outcomes. Implications and future directions for research regarding mentoring are discussed.
AN INVESTIGATION OF THE FACTORS INFLUENCING EMPLOYEES' WILLINGNESS TO ACCEPT MOBILITY OPPORTUNITIES
Authors: NOE RAYMOND A. , STEFFY BRIAN D. , BARBER ALISON E.
Published: December 2006

This study investigated the influence of 1,076 state employees' career stage, family characteristics, job tenure and specialization, and perceptions of job favorability, movement, and career development opportunities on willingness to accept upward, lateral, and downward mobility opportunities. Results indicated that employees in early career stages with little community tenure who perceived a lack of congruence between their current jobs and their “ideal” jobs and expressed little desire to remain in their current jobs were more willing to accept mobility opportunities. Few differences were noted in regression models across different mobility opportunities. Implications for future research regarding employee mobility are discussed.
DOES PRE‐EMPLOYMENT DRUG USE PREDICT ON‐THE‐JOB SUITABILITY?
Authors: MCDANIEL MICHAEL A.
Published: December 2006

Drug testing is increasingly used in the screening of applicants for employment. Despite the growth of drug testing, there is little research that examines the value of pre‐employment drug‐use information in the prediction of post‐employment suitability. This research, which was based on a sample of 10,188 young adults, examined the criterion‐related validity of pre‐employment drug‐use information. For all drugs examined, the greater the frequency of use and the earlier the age at which the drug was first used, the greater the probability of a person being classified as unsuitable after hire. However, the operational validity of each drug variable was influenced by the base rate of drug use. The low base rates for some drugs make their operational validity of limited value. The operational validity of the marijuana frequency‐of‐use measure (.07) was approximately equal to that of less frequently used drugs (e.g., stimulants and depressants). No strong moderators of the validity of a drug‐composite measure were found.
THE RELATIONSHIP BETWEEN PAY‐FOR‐PERFORMANCE PERCEPTIONS AND PAY SATISFACTION
Authors: HENEMAN ROBERT L. , GREENBERGER DAVID B. , STRASSER STEPHEN
Published: December 2006

A study was conducted with 104 hospital employees to assess the relationship between pay‐for‐performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi‐item measure of pay‐for‐performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay‐for‐performance perceptions and pay‐raise satisfaction, pay‐level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfaction are discussed.
BENEFIT COVERAGE AND EMPLOYEE COST: CRITICAL FACTORS IN EXPLAINING COMPENSATION SATISFACTION
Authors: DREHER GEORGE F. , ASH RONALD A. , BRETZ ROBERT D.
Published: December 2006

This research examined the joint effects of benefit coverage and the costs borne by employees on multiple dimensions of compensation satisfaction. Information regarding pay and benefit practices was collected by interviewing personnel specialists and reviewing policy and procedure documents in eight organizations. At a later time, satisfaction data were collected from employees via mail surveys. The results indicated that satisfaction with benefits increased with improved coverage and decreased with higher employee costs. Employees were particularly sensitive to variation in the cost of health insurance. Also, for respondents possessing accurate information about actual coverage levels, the relationship between coverage and satisfaction was more pronounced. For the organizations studied here, salaries and benefits were being administered using compensatory allocation rules. Salary levels were negatively correlated with the levels of benefit coverage, and the various components of the compensation systems covaried in complex ways. The methodological implications associated with this research are emphasized and suggest that the interpretability of much of the past research devoted to employee benefits has been compromised.
THE INFLUENCE OF TRAINING METHOD AND TRAINEE AGE ON THE ACQUISITION OF COMPUTER SKILLS
Authors: GIST MARILYN , ROSEN BENSON , SCHWOERER CATHERINE
Published: December 2006

This experiment examined the influence of training method and trainee age on performance during training in the acquisition of computer software skills. A behavioral modeling training method yielded consistently superior computer software mastery compared with a nonmodeling approach. Older trainees exhibited significantly lower performance than did younger trainees in both the modeling and the nonmodeling training conditions. Findings are discussed in terms of strategies for overcoming older worker technological obsolescence.
THE ROLE OF THE TRADITIONAL RESEARCH DESIGN IN UNDERESTIMATING THE VALIDITY OF THE EMPLOYMENT INTERVIEW
Authors: DREHER GEORGE F. , ASH RONALD A. , HANCOCK PRISCILLA
Published: December 2006

Building upon the suggestions of Arvey and Campion (1982) and Zedeck, Tziner, and Middlestadt (1983), this paper calls into question the traditional approach to validating the employment interview. A general review of the literature reveals that individuals are likely to differ in their ability to provide accurate predictions of employee behavior and that interviewers often differ in their constant tendency to make favorable or unfavorable ratings. A review of published validation studies shows that most researchers fail to consider these tendencies and, therefore, may be inappropriately collapsing data across multiple interviewers. Through analytic argument we conclude that reviews of the existing literature will likely underestimate the usefulness of this widely used technique.
RATINGS OF MANAGERIAL CHARACTERISTICS: EVALUATION DIFFICULTY, CO‐WORKER AGREEMENT, AND SELF‐AWARENESS
Authors: WOHLERS ARTHUR I. , LONDON MANUEL
Published: December 2006

This research examined variables contributing to self‐awareness and coworker agreement on 30 managerial characteristics. The first study collected data from 233 management students on the difficulty of rating different characteristics. It also developed reliable measures of self‐protection mechanisms that may negatively influence self‐awareness. Four self‐protection factors were identified: Denial, Giving Up, Self‐Promotion, and Fear of Failure. The second study collected self‐, supervisor, peer, and subordinate ratings of the managerial characteristics to derive multiple measures of self‐awareness. There was a total of 283 co‐worker ratings for 36 target middle managers. The results showed that within‐sample co‐worker disagreement measures from Study 2 were higher for items that were perceived by the sample in Study 1 as more difficult to rate. Self‐ratings were more highly related to the average of co‐worker ratings than to the ratings provided by any one co‐worker alone. Co‐workers' ratings of the target's use of self‐protection mechanisms were negatively associated with self‐awareness measures. Ideas are discussed for other correlates of self‐awareness and ways to enhance the value of feedback processes.
THE ACCEPTANCE OF HUMAN RESOURCE INNOVATION BY MULTIPLE CONSTITUENCIES
Authors: KOSSEK ELLEN ERNST
Published: December 2006

This study evaluated the acceptance of six human resource (HR) management innovations by multiple constituencies in a large organization using questionnaire data. The programs studied included quality circles, flextime, flexible benefits, job posting, cash awards, and a fitness program. Significant differences in the acceptance of this company's HR innovations were found for the following background variables: program experience, hierarchical level, seniority, and organizational unit. Possible reasons for differences in constituencies' levels of acceptance and practical issues to be considered when implementing HR innovations are discussed.
FROM LABORATORY TO PRACTICE: NEGLECTED ISSUES IN IMPLEMENTING FRAME‐OF‐REFERENCE RATER TRAINING
Authors: HAUENSTEIN NEIL M. A. , FOTI ROSEANNE J.
Published: December 2006

Data collected at two law enforcement agencies were used to address three specific issues concerning the development and implementation of frame‐of‐reference rater training. First, the prototype‐anchored rating system was presented as a comprehensive method for generating an appropriate frame of reference in an organizational setting. Second, sensitivity and threshold analyses were used to demonstrate a method for identifying idiosyncratic raters (i.e., raters deviating from the appropriate frame of reference) in the rater population. Finally, areas of performance where supervisors and subordinates were likely to disagree on the frame of reference were identified. Concerning this latter issue, analyses indicated supervisors viewed poor‐performance incidents more severely than did patrol officers on several dimensions of performance. To a lesser degree, supervisors and patrol officers also differed on their perceptions of the importance of poor‐performance incidents. The implications of these findings are discussed in relation to the development and implementation of frame‐of‐reference rater training.
ORGANIZATIONAL DEVELOPMENT INTERVENTIONS: A META‐ANALYSIS OF THEIR EFFECTS ON SATISFACTION AND OTHER ATTITUDES
Authors: NEUMAN GEORGE A. , EDWARDS JACK E. , RAJU NAMBURY S.
Published: December 2006

This meta‐analysis examined the effects from 126 studies that employed organizational development (OD) interventions to modify satisfaction and/or other attitudes. Raju and Burkes's (1983) Taylor series approximation 1 (TSA 1) validity generalization procedure was used to conduct the meta‐analysis. Multi‐faceted interventions have been more effective in modifying satisfaction and attitudes than were OD interventions that used a single human‐processes or technostructural technique. For specific interventions, team building and lab training were the most effective means of changing satisfaction and other attitudes. Also, OD seems to affect attitudes more than satisfaction. Caution is encouraged in generalizing these findings, given (1) the non‐random selection of techniques, (2) the frequent moderating effects of both the participant's organizational level and the methodological rigor of the studies, and (3) this study's frequent failure to account for a substantial amount of the variability of the effect sizes.
RELIABILITIES OF RATINGS AVAILABLE FROM THE DICTIONARY OF OCCUPATIONAL TITLES
Authors: GEYER PAUL D. , HICE JOHN , HAWK JOHN , BOESE RONALD , BRANNON YEVONNE
Published: December 2006

Job analysts who collect occupational information for the Dictionary of Occupational Titles observed and interviewed job incumbents representing 20 diverse occupations and rated each occupation on a wide variety of characteristics following standard United States Employment Services procedures. On the basis of four ratings, the large majority of 70 scales were found to have coefficient alpha (or KR‐20) reliabilities in excess of .SO, and 25 scales had reliabilities ranging from .90 to .98; a variance ratio procedure yielded largely consistent estimates. Reliabilities were similar to those found in an earlier study using different procedures and were similar to those from a well‐developed, occupa‐tionally anchored scale of “Job Complexity,” developed for this study. Scales representing broad, abstract job characteristics tended to have higher reliabilities than scales representing more concrete job characteristics.
DO PEOPLE MAKE THE PLACE? AN EXAMINATION OF THE ATTRACTION‐SELECTION‐ATTRITION HYPOTHESIS
Authors: BRETZ ROBERT D. , ASH RONALD A. , DREHER GEORGE F.
Published: December 2006

This study tests the hypotheses that (1) congruence between internal need states and external environments drives the organizational‐choice process and (2) those attracted to particular organizations are more homogeneous than the applicant pool in general. Subjects were evaluated on 14 needs using the Jackson Personality Research Form. They then viewed two video‐taped segments of simulated campus interviews to gain information about two distinct types of organizational reward systems. The interview segments entered the discussion in progress to avoid any reference to a particular job that might introduce an occupational confound. Subjects received job offers from both organizations and were asked to indicate which of the two organizations they found more attractive by accepting one of the offers. Analysis of variance results indicated only weak support for the congruency hypothesis. Differences were observed in nAch between the groups of subjects attracted to each organization. No differences were found for any of the other need strength measures. This suggests that the subjects attracted to the different organizations were substantially similar. Hierarchial factor analysis of the PRF has suggested a six‐factor structure that appears consistent with the second‐order factors from other respectable personality measures. This suggests that the second‐order solution may be a parsimonious mapping of the personality domain and may therefore be more relevant in testing these hypotheses. The analysis was repeated using these dimensions. The results suggest that work force homogeneity may be more complex than originally considered. Implications for the homogeneity hypothesis are discussed, and suggestions for further study of this concept are offered.
ANOTHER VIEW OF DYNAMIC CRITERIA: A CRITICAL REANALYSIS OF BARRETT, CALDWELL, AND ALEXANDER
Authors: AUSTIN JAMES T. , HUMPHREYS LLOYD G. , HULIN CHARLES L.
Published: December 2006

We argue a divergent perspective from that taken by Barrett, Caldwell, and Alexander (1985) in a critical reanalysis of the evidence for dynamic criteria. Those authors distinguished three definitions of the dynamic criterion phenomenon and concluded, on the basis of secondary analyses of several sets of published data, that dynamic criteria do not exist. Moreover, they concluded that most of the temporal changes in criteria reported in those data sets could be explained by methodological artifacts. In several cases these artifacts were listed in summary form, without a complete consideration of the implications of invoking these artifacts as post hoc explanations. The purpose of this comment is to clarify the debate on dynamic criteria by critiquing the Barrett et al. study. We suggest that a fruitful solution to the problem may lie in trying to understand criteria per se rather than searching for artifacts.
ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES
Authors: JACKSON SUSAN E. , SCHULER RANDALL S. , RIVERO J. CARLOS
Published: December 2006

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza‐tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.
COMPUTER‐AIDED MONITORING: ITS INFLUENCE ON EMPLOYEE JOB SATISFACTION AND TURNOVER
Authors: CHALYKOFF JOHN , KOCHAN THOMAS A.
Published: December 2006

Computer‐aided monitoring is a phenomenon that is likely to become more prevalent in the workplace and, thus, central to understanding contemporary employee responses to work. This study develops a model for examining the impact of monitoring on employee‐level job satisfaction and turnover propensity. The results show that for some employees the negative effects of monitoring are inherent, but for others its negative impact can be mitigated by attention to feedback/performance appraisal processes. While organizational‐level rules pertaining to monitoring are important, managerial efforts aimed at minimizing negative consequences for the organization and individuals need to pay close attention to the feedback/performance appraisal processes.
EFFECTS OF SELF‐ESTEEM ON LENIENCY BIAS IN SELF‐REPORTS OF PERFORMANCE: A STRUCTURAL EQUATION MODEL ANALYSIS
Authors: FARH JIING‐LIH , DOBBINS GREGORY H.
Published: December 2006

This study used structural equation model analysis to examine the relationship between self‐esteem and leniency bias in self‐reports of performance. The results showed that consistent with the prediction of consistency theory (e.g., Korman, 1970), leniency bias was positively correlated with self‐esteem. The results also suggest that the relationship between self‐esteem and leniency bias was more positive when self‐ratings were made on ambiguous performance dimensions rather than on less ambiguous dimensions. Implications for future research and practice are discussed.
ASSESSMENT CENTERS AND SUBORDINATE APPRAISALS OF MANAGERS: A SEVEN‐YEAR EXAMINATION OF PREDICTIVE VALIDITY
Authors: McEVOY GLENN M. , BEATTY RICHARD W.
Published: December 2006

Assessment center ratings of 52 state law enforcement agency managers predicted both a contaminated promotions criterion and two uncontaminated ratings criteria, but they did significantly better in predicting the former. Criteria data were gathered two, four, and seven years after the assessment center, and a modest upward trend in validity coefficients was observed. Ratings by subordinates demonstrated promise as a near term predictor, outperforming the assessment center on uncontaminated criteria in the two‐ and four‐year time frames. Last, regression analyses using Year 7 criteria revealed unique predictive power for both ratings by subordinates and assessment centers above and beyond that provided by supervisor ratings.

An earlier version of this paper was presented at the Academy of Management meeting, Anaheim, California, August 7‐10, 1988.
MANAGERIAL DECISION MAKING ABOUT EMPLOYEE GRIEVANCES: THE IMPACT OF THE GRIEVANT'S WORK HISTORY
Authors: KLAAS BRIAN S.
Published: December 2006

This study uses field data to examine whether managerial decisions about employee grievances are influenced by the grievant's work history with the organization. Additionally, because aspects of the grievant's history may be contractually relevant when evaluating grievances over disciplinary issues, the study examines whether the impact of the grievant's work history varies with the nature of the grievance. The results suggest that managers, at later stages of the grievance process, are influenced by the grievant's work history‐even when that history is not relevant to evaluating the merits of the grievance. In finding this, the results suggest that inconsistencies exist in terms of the treatment of employees within the grievance system.
THE EVALUATION OF AN INTEGRATED APPROACH TO MEASURING ORGANIZATIONAL PRODUCTIVITY
Authors: PRITCHARD ROBERT D. , JONES STEVEN D. , ROTH PHILIP L. , STUEBING KARLA K. , EKEBERG STEVEN E.
Published: December 2006

This research describes a new approach to the measurement and enhancement of organizational productivity entitled the Productivity Measurement and Enhancement System (ProMES). Various conceptual issues regarding productivity are briefly reviewed and the system is described. Research is reported in which productivity measures using this approach were developed and evaluated in five organizational units. The measures from the system were then used to give group‐level feedback, followed by group goal setting and group incentives. Results indicated that unit personnel were cooperative in developing and using the system and that the system had good psychometric characteristics. Feedback increased productivity 50%, and feedback with the addition of goal setting and incentives increased productivity 75% and 76%, respectively. The approach to measuring productivity has several unique features. For example, it combines all the functions of a unit into a single index of productivity that reflects
INSTALLING A REALISTIC JOB PREVIEW: TEN TOUGH CHOICES
Authors: WANOUS JOHN P.
Published: December 2006

Thirty years of research on the realistic job preview (RJP) has established its validity, and recent utility analysis suggests that RJPs can lead to substantial employee‐replacement cost savings. Despite the research attention given to RJPs, relatively little has been written on how to implement them. This paper raises ten issues concerning the initiation, development, and implementation of RJPs. These ten issues are framed as “tough choices,” since one usually must choose between two desirable courses of action. Recommendations are made for each of the ten choices on the basis of previous RJP research, relevant theory, and the practical experiences of the author.
DYNAMIC CRITERIA REVISITED: A LONGITUDINAL STUDY OF PERFORMANCE STABILITY AND PREDICTIVE VALIDITY
Authors: DEADRICK DIANA L. , MADIGAN ROBERT M.
Published: December 2006

The concept of dynamic criteria has been the subject of a recent debate regarding both the definition and prevalence of the phenomenon (Austin, Humphreys, & Hulin, 1989; Barrett & Alexander, 1989; Barrett, Caldwell, & Alexander, 1985). The present paper questions the adequacy of the conceptual framework underlying the debate and provides data supporting a refined concept of dynamic criteria. The incidence and possible causes of change in relative performance were investigated using weekly performance data from 509 sewing machine operators. Analyses were conducted to determine the degree of performance consistency, potential moderators of consistency, and the stability of predictor‐criteria relationships using multiple predictors and criteria. Results revealed a steady decline in performance stability coefficients as the interval between measures increased. This decay was evident regardless of employees' prior job experience, cognitive ability, or psychomotor ability. Analyses of predictive validity coefficients revealed temporal changes in validity for both objective and subjective criteria, but not in the expected direction. The validity of cognitive ability increased, the validity of psychomotor ability was stable, and that of prior job experience decreased over time. Implications for theory and research are discussed.
DIVERSITY IN CHILD CARE ASSISTANCE NEEDS: EMPLOYEE PROBLEMS, PREFERENCES, AND WORK‐RELATED OUTCOMES
Authors: KOSSEK ELLEN ERNST
Published: December 2006

This research examines employee background variables moderating problems with child care arrangements and variance in work‐related attitudes and behaviors. Gender, household employment configuration, dependents' care profile, managerial status, and use of familial care arrangements help explain variance in child care problems, attitudes toward managing work and child care responsibilities, and the absence behavior of working parents in a public utility. The relationship between employee backgrounds and preferences for child care assistance is also examined. The study demonstrates that employees' child care needs are diverse, multi‐faceted, and changing. It is suggested that organizations consider developing several packages of child care assistance policies that can be responsive to changes in the mix of employees' assistance needs and their work forces' demographics over time.
EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY
Authors: GOFF STEPHEN J. , MOUNT MICHAEL K. , JAMISON ROSEMARY L.
Published: December 2006

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.
A MULTIPLE LEVEL INVESTIGATION OF PERSONNEL RATINGS
Authors: WALDMAN DAVID A. , YAM MARINO FRANCIS J. , AVOLIO BRUCE J.
Published: December 2006

A multiple levels of analysis approach was used to assess whether job performance and skill importance ratings were based on individual differences, incumbent/supervisor dyadic agreement, group membership, or functional department. Data were collected as part of a managerial training needs analysis conducted at a large gold and silver mining organization. Participants included 140 incumbent managers and their immediate supervisors, who were embedded in 140 incumbent/supervisor dyads, 39 managerial work groups, and eight departments of the organization. Results from Within and Between Analysis (WABA) suggested that (a) incumbent ratings of both performance and skill importance were characterized by individual differences, (b) supervisory ratings of both performance and skill importance were primarily characterized by between‐groups (supervisors) differences, (c) matched incumbent‐supervisory performance ratings displayed individual differences, and (d) matched incumbent‐supervisory importance ratings displayed dyadic agreement (i.e., between‐dyads differences). Practical implications of these results for interpreting these and other types of personnel‐related data are discussed.
PROJECT A: SPECIFICATION OF THE PREDICTOR DOMAIN AND DEVELOPMENT OF NEW SELECTION/ CLASSIFICATION TESTS
Authors: PETERSON NORMAN G. , HOUGH LEAETTA M. , DUNNETTE MARVIN D. , ROSSE RODNEY L. , HOUSTON JAMS S. , TOQUAM JODY L. , WING HILDA
Published: December 2006

A major goal of the Army Selection and Classification Project was to develop an experimental predictor battery that would best supplement the Armed Forces Vocational Aptitude Battery for making selection and classification decisions for entry‐level enlisted personnel. That is, what predictor measures would best serve the needs of all the jobs in an entire selection/classification system? This paper describes the characteristics of the new test battery and the procedures that were used to develop it. The major steps in the procedure were a structured literature search using a standard protocol, an extensive expert judgment study of expected true validities for a population of predictor variables against a population of performance components, fabrication of modularized software and a special response pedestal for computerized measurement of perceptual and psychomotor abilities, evaluations of experimental measures in three iterative pilot tests and one major field test, and a series of reviews by a panel of scientific advisers. The test battery that resulted from this 2 1/2‐year development effort is described. The basic psychometric properties of each measure, as determined in a large concurrent validation sample, are also described.
DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS
Authors: CAMPBELL CHARLOTTE H. , FORD PATRICK , RUMSEY MICHAEL G. , PULAKOS ELAINE D. , BORMAN WALTER C. , FELKER DANIEL B. , DE VERA MARIA V. , RIEGELHAUPT BARRY J.
Published: December 2006

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry‐level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization‐wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands‐on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.
MODELING JOB PERFORMANCE IN A POPULATION OF JOBS
Authors: CAMPBELL JOHN P. , McHENRY JEFFREY J. , WISE LAURESS L.
Published: December 2006

The Army Selection and Classification Project has produced a comprehensive examination of job performance in 19 entry‐level Army jobs (Military Occupational Specialties) sampled from the existing population of entry‐level positions. Multiple methods of job analysis and criterion measurement were utilized in a subsample of nine jobs to generate over 200 performance indicators, which were then used to assess performance in a combined sample of 9,430 job incumbents. An iterative procedure involving a series of content analyses and principal components analyses was used to develop a basic array of up to 32 criterion scores for each job. This basic set of scores formed the starting point of an attempt to model the latent structure of performance in this population of jobs. After alternative models were proposed for the latent structure, the models were submitted to a goodness‐of‐fit test via LIS‐REL VI. After accounting for two components of method variance, a five‐factor solution was judged as the best fit. The implications of the results and the modeling procedure for future personnel research are discussed.
SCALING PERFORMANCE UTILITY TO ENHANCE SELECTION/CLASSIFICATION DECISIONS
Authors: SADACCA ROBERT , CAMPBELL JOHN P. , DIFAZIO ANIS. , SCHULTZ SHEILA R. , WHITE LEONARD A.
Published: December 2006

For purposes of selection and classification there are two general reasons for scaling the mean and variance of the utility of performance across jobs. First, if differential utility across jobs does exist, then the payoff from a selection and classification system will be enhanced to the extent that accurate utility values are incorporated in the assignment system. Second, a valid utility metric would permit a more meaningful comparison of the gains achieved by alternative selection and classification procedures. It is argued in this paper that the Army context, and perhaps others, precludes using the dollar metric and estimates of SDy in dollars. Consequently, Project A conducted a relatively long series of exploratory workshops with Army personnel to (a) define the utility issue, (b) pilot test a wide variety of possible scaling methods, and (c) evaluate the methods that seemed most appropriate. On the basis of exploratory analysis, a combined procedure incorporating both an interval estimation and a ratio estimation method was used to estimate the utility of five different performance levels for each of 276 jobs (MOS) in the enlisted personnel system. The psychometric properties of the resulting scale values are analyzed and discussed.
DUAL ALLEGIANCE: RENEWAL, RECONSIDERATION, AND RECANTATION
Authors: GORDON MICHAEL E. , LADD ROBERT T.
Published: December 2006

For the past 40 years during which dual allegiance (DA) has been studied, precious little has been discovered that expands on the insights of early writers about the topic. This paper reviews the methodological and conceptual basis of DA, both of which are found wanting. Legal and ethical issues concerned with applications of DA research are not addressed appropriately by current investigators. Ideas for ameliorating some of these problems are recommended. A framework for additional research on DA is proposed that offers a plan for dealing with a number of fundamental questions about the scientific standing of the concept.
AN EXAMINATION OF THE EFFECTS OF USING BEHAVIOR CHECKLISTS ON THE CONSTRUCT VALIDITY OF ASSESSMENT CENTER DIMENSIONS
Authors: REILLY RICHARD R. , HENRY SARAH , SMITHER JAMES W.
Published: December 2006

Although research has established the criterion‐related validity of assessment centers for selection purposes, the construct validity of dimension ratings has not been demonstrated. A quasi‐experimental design was used to investigate the influence of retranslated behavior checklists on the construct validity of dimension ratings for two assessment center exercises. Assessor use of behavior checklists increased the average convergent (i.e., same dimension across exercise) validity from .24 to .43 while decreasing the average discriminant (i.e., different dimension within exercise) validity (.47 to .41). Behavior checklist sums were moderately correlated with corresponding dimension ratings and demonstrated a comparable level of construct validity. It is suggested that using behavior checklists may improve dimension construct validity by reducing the cognitive demands placed on raters.
MANAGERIAL DECISION MAKING ABOUT EMPLOYEE DISCIPLINE: A POLICY‐CAPTURING APPROACH
Authors: KLAAS BRIAN S. , WHEELER HOYT N.
Published: December 2006

This study examined how personnel managers (n= 19) and line managers (n= 28) make disciplinary decisions. Using a policy‐capturing approach, subjects were asked to respond to disciplinary incidents that varied in terms of three factors likely to affect managerial attributions about the cause of the disciplinary problem (managerial provocation, personal problems, or tenure). The incidents also varied in terms of factors made relevant by the economic, institutional/legal, and hierarchical contexts. Of the six variables manipulated, the factor relating to the institutional/legal context had the largest impact on the decisions made by the personnel managers, and the factor relating to the hierarchical context had the largest impact on the decisions made by the line managers. While provocation was relatively important for both line and personnel managers, personal problems, tenure, and the economic implications of the decision had more modest impacts on managerial decisions. The results also suggest that there is substantial variation across managers in terms of the decision rules employed when responding to disciplinary cases.
A REVIEW AND EVALUATION OF THE PSYCHOMETRIC PROPERTIES OF THE JOB DIAGNOSTIC SURVEY
Authors: TABER TOM D. , TAYLOR ELISABETH
Published: December 2006

Empirical research is reviewed to evaluate the test‐retest reliability, internal consistency, scale discrimination, factorial validity, convergent validity across raters and methods, and methods bias of the Job Diagnostic Survey (JDS) of Hackman and Oldham (1975, 1980). The review shows that the JDS has important psychometric limitations, but is able–when used properly–to provide useful information about perceived job properties. Suggestions are made for improving the JDS and for developing additional instruments that assess a broader array of job dimensions and that assess them more objectively than current measures. Job characteristics researchers need a diverse portfolio of measures to accomplish different purposes.
CONCEPTUAL INTEGRATION AND EMPIRICAL TEST OF JOB DESIGN AND COMPENSATION RELATIONSHIPS
Authors: CAMPION MICHAEL A. , BERGER CHRIS J.
Published: December 2006

A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical requirements. Job evaluation links job design and market forces by analyzing jobs’compensable factors that reflect these requirements, and then relating them to the market through wage surveys across firms. An empirical examination presents relationships between job design and pay or job evaluation measures. Strongly supportive results replicate in two separate samples (total n = 213 jobs) which differ in industries, job types, skill levels, job design measures, job evaluation measures, and labor markets. Motivational job design had higher job evaluation measures reflecting higher skill requirements, and mechanistic and perceptual/motor design had lower evaluation measures reflecting lower skill requirements. Biological design had lower evaluation measures reflecting physical requirements.
WHEN POLITICS PAYS: FACTORS INFLUENCING MANAGERIAL COMPENSATION DECISIONS
Authors: BARTOL KATHRYN M. , MARTIN DAVID C.
Published: December 2006

Pay allocation decisions of 123 industrial uniform industry managers were investigated. Results showed that the managers awarded higher pay raises to a subordinate when they were dependent on the subordinate's expertise. Political connections led to a higher raise for the subordinate only when the subordinate made a dependency threat.
COLLEGE STUDENTS’ATTITUDES TOWARD EMPLOYEE DRUG TESTING PROGRAMS
Authors: MURPHY KEVIN R. , THORNTON GEORGE C. , REYNOLDS DOUGLAS H.
Published: December 2006

Drug testing programs are becoming increasingly popular, but little is known about attitudes toward various aspects of common testing programs. This study examined college students’attitudes toward several aspects of drug testing programs. Results indicate that testing is seen, under some circumstances, as appropriate and necessary. However, attitudes toward most aspects of testing were characterized by extreme variability. Virtually all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others. Furthermore, attitudes toward employee drug testing do not appear to vary as a function of employment experience, qualifications, or political inclinations, and are not strongly related to the individual's exposure to others’drug use. One of the few consistent correlates of approval of employee drug testing was the individual's drug use; self‐report frequency of drug use was negatively correlated with the acceptability of employee drug testing.
COMMITMENTS TO A PARENT COMPANY AND A LOCAL WORK UNIT DURING REPATRIATION
Authors: GREGERSEN HALB
Published: December 2006

When expatriate managers return home from international assignments and re‐cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers’commitment to their parent company and local work unit during repatriation (N= 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.
“EXTRACTING” POLICY FROM JUDICIAL OPINIONS: THE DANGERS OF POLICY CAPTURING IN A FIELD SETTING
Authors: ROEHLING MARKV
Published: December 2006

Policy‐capturing techniques have been used to assess factors thought to influence judicial decisions relevant to human resource management. This article explains why the “advice” offered human resource management practitioners and others based on these studies can be incomplete and misleading. Substantive knowledge needed to independently evaluate research involving judicial decision making in field settings is provided. Five dangers associated with the use of policy capturing in the context indicated are identified, discussed, and then illustrated. Alternative research investigating the role of legal inputs in HRM using lawyers as subject matter experts is suggested.
USING SIGNAL‐CONTINGENT EXPERIENCE SAMPLING METHODOLOGY TO STUDY WORK IN THE FIELD: A DISCUSSION AND ILLUSTRATION EXAMINING TASK PERCEPTIONS AND MOOD
Authors: ALLIGER GEORGE M. , WILLIAMS KEVIN J.
Published: December 2006

In this article, the advantages and drawbacks of using Experience Sampling Methodology (ESM), especially signal‐contingent ESM, to study psychological variables in the workplace are described. It is argued that ESM can be a valuable tool in the field study of work, with the potential to answer different research questions than can be answered by traditional cross‐sectional research. To illustrate ESM, an application of signal‐contingent ESM to the examination of mood and concurrent task perceptions at work is presented. Study results indicate that both perceived goal progress and skill on task influence task enjoyment and mood. Also described and illustrated is an adaptation of pooled time‐series hierarchical regression for analyzing immediate, short‐term retrospective (end‐of‐day), and individual difference variables in a single framework. In conjunction, ESM data collection and hierarchical regression analysis provide a useful approach for studies that examine immediate work experiences.
HOW DEFINITIVE ARE CONCLUSIONS BASED ON SURVEY DATA: ESTIMATING ROBUSTNESS TO NONRESPONSE
Authors: VISWESVARAN CHOCKALINGAM , BARRICK MURRAY R. , ONES DENIZ S.
Published: December 2006

The problem of nonresponse poses a threat to the external validity of survey conclusions. In this article, procedures are developed to estimate the robustness of survey conclusions to nonresponse by drawing an analogy between studies unavailable for meta‐analysis and nonrespondents in a survey. We extended the procedure to assess the effects of systematic differences between respondents and nonrespondents on t‐ and F‐values used to test group differences. Steps to construct robustness tables that are independent of sample size, survey length, and scale width are outlined to determine how definitive conclusions are from survey data.
CONSTRAINTS ON THE ADOPTION OF PSYCHOLOGY‐BASED PERSONNEL PRACTICES: LESSONS FROM ORGANIZATIONAL INNOVATION
Authors: JOHNS GARY
Published: December 2006

Surveys of organizational personnel practices often indicate that techniques advocated by industrial and organizational (I/O) psychologists are used with less frequency than might be expected given their technical merit. This article attempts to explain this phenomenon by viewing the adoption of I/O‐type personnel practices as organizational innovations that are subject to the mechanisms and processes described in the innovation‐diffusion literature. It is argued that the adoption of I/O‐type personnel practices constitutes administrative innovation and that such innovation is not strongly influenced by technical merit. Rather, imitation processes, environmental threat, government regulation, and political influence often dominate highly uncertain adoption processes. Recommendations are made for enhancing the adoption rate for psychology‐based personnel innovations.
ITEM BIAS INDICES BASED ON TOTAL TEST SCORE AND JOB PERFORMANCE ESTIMATES OF ABILITY
Authors: SCHMITT NEAL , HATTRUP KEITH , LANDIS RONALD S.
Published: December 2006

Researchers (e.g., Ironson, 1982; Tenopyr, 1990) have suggested that item bias investigators equate subgroups on external criteria such as job performance rather than total test scores before considering subgroup passing rates on test items. In a study comparing these two approaches to studies of item bias, we found little evidence of bias using total test score as the estimate of overall examinee ability, but nearly all items were biased in comparisons of white and African‐American subgroups on Numerical, Verbal, and Mechanical Reasoning tests and in male‐female comparisons on a Mechanical Reasoning test when job performance was used to select “equally able” examinees. However, the use of job performance as the ability index is analogous to performance‐based approaches to test bias (Hartigan & Wigdor, 1989; Thorndike, 1971) and directly equivalent to the Darlington (1971) and Cole (1973) test bias definition, the logical inconsistencies of which have been previously described (Hunter & Schmidt, 1976; Peterson & Novick, 1976). We conclude that performance matching as a basis of forming “equal ability” groups is inappropriate.
BEYOND FORMAL EXPERIMENTAL DESIGN: TOWARDS AN EXPANDED VIEW OF THE TRAINING EVALUATION PROCESS
Authors: SACKETT PAUL R. , MULLEN ELLEN J.
Published: December 2006

Textbook treatments of training evaluation typically equate evaluation with the measurement of change and focus on formal experimental design as the mechanism for controlling threats to the inference that the training intervention produced whatever change was observed. This paper notes that two separate questions may be of interest: How much change has occurred? and, Has a target performance level been reached? We show that the evaluation mechanisms needed to answer the two types of questions are markedly different, and discuss circumstances under which an evaluator's interests will focus on one, the other, or both of these questions. We then discuss alternatives to formal design as mechanisms for reducing various threats to validity, and discuss trade‐offs between internal validity and statistical conclusion validity.
LOG‐LINEAR MODELING IN PERSONNEL RESEARCH
Authors: WHITE MICHAEL , TANSEY RICHARD , SMITH MARK , BARNETT TIM
Published: December 2006

Log‐linear modeling is a discrete multivariate statistical technique that is designed specifically for analyzing data when both the independent and dependent variables are categorical or nominal. The purpose of this paper is to demonstrate the utility of this technique in personnel research. The paper (a) discusses behavioral areas of application, (b) compares log‐linear modeling with chi‐square and regression analysis, (c) presents the basic principles and hypotheses of log‐linear modeling, and (d) shows how the technique is used.