bluuebunny/crossref_metadata_2025 huggingface dataset:
TRANSFER TRAINING METHOD: ITS INFLUENCE ON SKILL GENERALIZATION, SKILL REPETITION, AND PERFORMANCE LEVEL
Authors: GIST MARILYN E. , BAVETTA ANNA G. , STEVENS CYNTHIA KAY
Published: December 2006

This study contrasted goal setting and self‐management training designs for their effectiveness in facilitating transfer of training to a novel task. Behavioral measures of performance were used to assess transfer in terms of skill generalization, skill repetition and overall performance level. Skill generalization was more limited among the goal‐setting trainees as compared to the self‐management trainees. While goal‐setting trainees generalized fewer skills to the novel task context, these skills tended to be used more repeatedly. In contrast, self‐management trainees exhibited higher rates of skill generalization and higher overall performance levels on the transfer task, even after the effects of outcome goal level were controlled. Implications are discussed for future research on training transfer.
THE IMPACT OF PERFORMANCE APPRAISAL METHODS ON AGE DISCRIMINATION IN EMPLOYMENT ACT CASES
Authors: MILLER CHRISTOPHER S. , KASPIN JOAN A. , SCHUSTER MICHAEL H.
Published: December 2006

This study investigated the impact of personal and organizational factors and performance appraisal methods on 53 Age Discrimination in Employment Act (ADEA) federal court cases. Discriminant analysis suggested that the employer was most likely to be the successful party when the employee was younger, particularly between 40‐49 years old. Appraisal system characteristics which in previous studies were found to be significantly related to case outcome, were not reported in these case decisions. Traditional legal case analysis was used to explore the relationship of performance appraisal methods and the personnel action giving rise to the complaint.
A TEST OF THE SITUATIONAL LEADERSHIP THEORY
Authors: BLANK WARREN , GREEN STEPHEN G. , WEITZEL JOHN R.
Published: December 2006

Hersey and Blanchard's situational leadership theory (1982) is widely known and used, but has limited, mixed empirical validation. This study examines the underlying assumptions regarding the theory's prescriptions that subordinate maturity moderates the relationship of leader task and relationship behaviors with indicants of leader effectiveness. Results of this analysis do not support these assumptions. An examination of the more complex predictions of the theory also show little support for it. Findings are discussed in terms of future research and theory development.
THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS
Authors: BARRICK MURRAY R. , MOUNT MICHAEL K.
Published: December 2006

This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi‐skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5‐factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.
JOB ANALYSIS: THE COMPOSITION OF SME SAMPLES
Authors: LANDY FRANK J. , VASEY JOSEPH
Published: December 2006

It is common for job analysts to solicit information from incumbents and supervisors (Subject Matter Experts or SMEs) when conducting a job analysis. These SMEs are asked to provide ratings on salient dimensions (e.g., frequency and importance of tasks that comprise the job). In constructing samples of SMEs for this purpose, it is reasonable to consider any possible influences that might bias or systematically influence the task ratings. The present paper considers the possible influence of SME demographic characteristics on task ratings of frequency. The tasks comprising the job of patrol officer in a large city were rated for frequency by approximately 700 incumbents. These ratings were gathered in two different years, 1982 and 1984. The total data set was used to conduct a components analysis of the 444‐item task inventory. The first eight principal components were considered the dependent variables and four demographic characteristics the independent variables in an analysis of the 1982 data set. Analysis of variance and follow‐up tests indicated that incumbent experience had a substantial influence on task ratings. Educational level and race had minimal effects on ratings. The sex factor was confounded by the experience factor, making interpretation of the sex effect equivocal. Mechanisms that might account for the experience effect are discussed. It was concluded that incumbent experience is a salient issue in job analysis using SME groups.
THE PERILS OF PARTICIPATION: EFFECTS OF CHOICE OF TRAINING ON TRAINEE MOTIVATION AND LEARNING
Authors: BALDWIN TIMOTHY T. , MAGJUKA RICHARD J. , LOHER BRIAN T.
Published: December 2006

This study presents an empirical test of the effects of trainee choice of training on subsequent motivation and learning. 207 trainees were randomly assigned to one of three conditions: (a) no choice of training; (b) choice of training–but choice not received; (c) choice of training–with choice received. A pilot study was used to create a unique training context whereby trainees could be differentiated on the three conditions of choice, while all ultimately received the identical training module. Results indicated that, after controlling for cognitive ability, those trainees having a choice of training did have greater motivation to learn, provided they were ultimately given the training of their choice. On the other hand, trainees allowed to choose but whose choice was not the training module subsequently delivered were less motivated and learned less than those not asked to participate in the choice of training at all. These findings suggest that, in an organizational training context, there may be some “perils of participation.” Implications for future research and practice are discussed.
APPLICANT REACTIONS TO THE INITIAL EMPLOYMENT INTERVIEW: EXPLORING THEORETICAL AND METHODOLOGICAL ISSUES
Authors: POWELL GARY N.
Published: December 2006

Prior studies of the simultaneous effects of recruiting practices and job attributes on applicant reactions to the initial employment interview offered consistent support for a job attributes effect, but limited support for a recruiting practices effect. The present study, using a preinterview‐postinterview design, found that recruiting practices significantly affected all measures of student applicants' reactions to campus interviews. Recruiters had a greater effect on perceptions of the job itself than on perceptions of other job attributes. However, likelihood of job acceptance–the applicant reaction that was conceptually closest to job choice–was still mostly unaffected by recruiting practices. Further research examining the effect of recruiting practices on applicant responses throughout the recruitment process is recommended.
EFFECTS OF ALTERNATIVE WEIGHTING METHODS IN A POLICY‐ CAPTURING APPROACH TO JOB EVALUATION: A REVIEW AND EMPIRICAL INVESTIGATION
Authors: DAVIS KERMIT R. , SAUSER WILLIAM I.
Published: December 2006

This research was designed to examine differences in the predictive power of alternative scale weighting methods in the context of job evaluation. Two different point‐factor job evaluation instruments were used to evaluate 71 managerial and service jobs in a metropolitan university, and five different weighting models were compared in terms of predictive validity and salary classification. For the job evaluation system having high multicollinearity and validity concentration, no significant differences in accuracy were found among the weighting methods. However, in the more heterogeneous system, prediction models based upon unit weights, correlational weights, and multiple regression had significantly higher predictive validity than models based upon equal raw score weights or rational weights developed by a job evaluation committee. In addition, the weighting models differed substantially in terms of the predicted policy wages and classification structures.
CULTURAL RELATIVITY IN ACTION: A COMPARISON OF SELF‐RATINGS MADE BY CHINESE AND U.S. WORKERS
Authors: FARH JIING‐LIH , DOBBINS GREGORY H. , CHENG BOR‐SHIUAN
Published: December 2006

Using a sample of 982 leader‐subordinate dyads drawn from nine different organizations in the Republic of China (i.e., Taiwan), self‐ratings of performance were compared with supervisory ratings of subordinate performance. Results indicated that Chinese employees rated their job performance less favorably than did their supervisors (i.e., they exhibited a modesty bias). This modesty bias occurred relatively uniformly across gender, various educational levels, and age groups. These results are contrary to the typically reported U.S. finding that self‐ratings of performance are more lenient than are supervisory ratings. A further comparison of the means of supervisory and self‐ratings between this study and previous U.S. research revealed that the modesty bias appeared to be produced by the lower self‐ratings made by Chinese workers as compared to their U.S. counterparts. The findings suggest that culture plays a critical role in shaping workers' perceptions of their own work performance. Results of this study are discussed in terms of their implications for future research and practice in international human resource management.
THE COST‐EFFECTIVENESS OF WORKSITE WELLNESS PROGRAMS FOR HYPERTENSION CONTROL, WEIGHT LOSS, SMOKING CESSATION, AND EXERCISE
Authors: ERFURT JOHN C. , FOOTE ANDREA , HEIRICH MAXA
Published: December 2006

The cost‐effectiveness of three types of worksite wellness programs for reducing the cardiovascular disease risk factors of employees was examined at three manufacturing plants in terms of their incremental costs and effectiveness over a comparison site that used a simpler and cheaper program design. The risks targeted were hypertension, obesity, cigarette smoking, and lack of regular physical exercise. The annual direct cost per employee for post‐screening interventions was $17.68 for Site A (the comparison site that offered health education classes), $39.28 for Site B (physical fitness facility), $30.96 for Site C (health education plus follow‐up counseling), and $38.57 for Site D (health education, follow‐up counseling, plus plant organization for health promotion). The addition of a physical fitness facility (Site B) did not produce any incremental benefit in reducing risks, as compared with health education classes (Site A), and Site B showed the lowest percentage of employees exercising regularly at the end of the 3‐year study period. In contrast, the sites that used systematic outreach and follow‐up counseling (Sites C and D) were more effective than both
THE IMPACT OF FLEXIBLE BENEFITS ON EMPLOYEE SATISFACTION: A FIELD STUDY
Authors: BARBER ALISON E. , DUNHAM RANDALL B. , FORMISANO ROGER A.
Published: December 2006

This study examines the attitudes of 110 employees of a financial service organization before and after the introduction of a flexible benefit plan. A large, statistically significant increase in benefit satisfaction was observed following implementation, as was a smaller significant increase in overall satisfaction. Employee understanding of the benefit package also increased significantly. No significant relationships were found between demographic characteristics and responses to the flexible plan. Potential confounds due to the complexity of the intervention are discussed. Future research is called for to examine the processes through which flexible benefits impact worker reactions and to examine the impact of flexible benefits on behavioral responses such as attraction and retention.
THE INFLUENCE OF ASSESSEE PERFORMANCE VARIATION ON ASSESSORS’JUDGMENTS
Authors: GAUGLER BARBARA B. , RUDOLPH AMY S.
Published: December 2006

Assessors evaluated assessees’performances in one of three performance conditions in an assessment center simulation: a consistent performance condition, a within‐assessee performance variation condition, or a between‐assessee performance variation condition. Contrast effects influenced ratings of assessees when there was variation in performance within assessees. For each assessee, the low target performance was rated lower when the assessee's prior performance had been dissimilar (high) than when the assessee's prior performance had been similar (low). Contrast effects also infiuenced assessors’ratings of the target assessee when there was variation in performance among assessees. The low performing target assessee was rated significantly lower when he was evaluated with two high performers than when he was evaluated with two low performers. In addition, ratings obtained when there was performance variation among assessees were more accurate than those obtained when there was no performance variation, suggesting that under some circumstances contrast effects may not lead to inferior judgments.
A LONGITUDINAL INVESTIGATION OF INTEREST CONGRUENCE AND GENDER CONCENTRATION AS PREDICTORS OF JOB SATISFACTION
Authors: FRICKO MARY ANN M. , BEEHR TERRYA
Published: December 2006

Based on a rationale derived from discrepancy theories of job satisfaction, person‐environment congruence was examined for its prediction of job satisfaction among college graduates over a 7‐year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students’college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong‐Campbell Interest Inventory) during their freshman orientation did not. A three‐way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three‐way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.
THE “BIG FIVE” PERSONALITY FACTORS IN THE IPI AND MMPI: PREDICTORS OF POLICE PERFORMANCE
Authors: CORTINA JOSE M. , DOHERTY MARY L. , NEALSCHMJTT  , KAUFMAN GARY , SMITH RICHARD G.
Published: December 2006

Rational and empirical linkages were formed between the “Big Five” personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic Personality Inventory (MMPI). A criterion‐related validation of the study was then conducted to assess the validity of these two measures of the Big Five in predicting various measures of police performance. Results indicated that while both inventories provided adequate measures of Neuroticism, Extraversion, Agreeableness, and Conscientiousness, neither inventory consistently contributed incremental validity over the Civil Service exam.
AN APPLICATION OF THE THEORY OF NEURAL COMPUTATION TO THE PREDICTION OF WORKPLACE BEHAVIOR: AN ILLUSTRATION AND ASSESSMENT OF NETWORK ANALYSIS
Authors: COLLINS JUDITH M. , CLARK MURRAY R.
Published: December 2006

Data from two field studies were used to illustrate four applications of neural network analysis, a statistical information technology based on the psychological theories of learning and cognition. Overall results showed that cross‐validation multivariate correlations and correct classifications were greater for the neural networks than for the regression model standards of comparison. It was concluded that sufficient evidence exists to warrant further research of the newly developing neural network paradigm for use by personnel scientists and specialists.
DETECTING MODERATORS WITH META‐ANALYSIS: AN EVALUATION AND COMPARISON OF TECHNIQUES
Authors: SAGIE ABRAHAM , KOSLOWSKY MENI
Published: December 2006

The present study evaluated accuracy levels of seven techniques for ascertaining, after a meta‐analysis, whether moderators are present or not: (a) SH‐75% rule for uncorrected r, (b) SH‐75% rule for corrected r, (c) SH‐95% rule for uncorrected r, (d) SH‐95% rule for corrected r, (e) the Q statistic; (f) inclusion of 0 in the credibility interval around the corrected r, and (g) the size of the interval. Using Monte Carlo data which were defined by various parameters including sample based artifacts, comparisons of Type I and power determinations were generated. Findings showed that when differences between population correlations were small, power levels for all techniques were relatively low. Overall, SH rules and the Q statistic had greater power but higher Type I error rate than credibility intervals. Because of the high Type I error rate associated with both of the SH‐95% techniques and the low power found with the credibility intervals, the SH‐75% rules and Q statistic are recommended. Limitations and some practical implications for the findings are discussed.
PROBLEMS WITH THE USE OF PROFILE SIMILARITY INDICES IN THE STUDY OF CONGRUENCE IN ORGANIZATIONAL RESEARCH
Authors: EDWARDS JEFFREY R.
Published: December 2006

Profile similarity indices (PSIs) have become widely used in studies of congruence (i.e., fit, matching, similarity, agreement) in organizational research. PSIs combine two sets of measures, or profiles, from corresponding entities (e.g., the person and organization, supervisor and subordinate, organization and environment) into a single score intended to represent their overall congruence. Unfortunately, PSIs are conceptually ambiguous, discard information essential to testing congruence hypotheses, conceal the source of the difference between entities, and impose a highly restrictive set of constraints on the coefficients relating the measures comprising the PSI to the outcome. This article shows how polynomial regression analysis may be used to avoid problems with PSIs while capturing the underlying relationships PSIs are intended to represent. Limitations and extensions to the procedure are discussed.
COMPARABILITY OF INCUMBENT AND APPLICANT SAMPLES FOR THE DEVELOPMENT OF BIODATA KEYS: THE INFLUENCE OF SOCIAL DESIRABILITY
Authors: STOKES GARNETT S. , HOGAN JAMES B. , SNELL ANDREA F.
Published: December 2006

An index of Socially Desirable Responding (SDR) was developed to measure the extent of impression management exhibited in applicant and incumbent samples when responding to a biodata form. The sample consisted of 2,262 incumbent sales representatives and 2,726 applicants for sales positions. Greater applicant versus incumbent SDR was observed, but differences varied across a priori item content areas. Impression management was minimal in item categories such as Previous Work Experience and Economic Motivation, but it was more prevalent in categories such as Work Style and Preferences and Self‐Evaluations of Prior Sales Success. Using a smaller sample of 810 incumbents and 555 applicants, largely equated for experience, an item‐keyed biodata inventory was developed for selection. When regression procedures were used to develop final keys, no comparable items existed across the keys from the two samples. SDR was more highly related to the applicant key than to the incumbent key. Results for option‐keyed instruments developed and validated on the same samples were compared with the results associated with the item‐keyed instruments, and the conclusions were similar. Implications for the development of biodata forms for selection are discussed.
BEYOND THE MEAN BIAS: THE EFFECT OF WARNING AGAINST FAKING ON BIODATA ITEM VARIANCES
Authors: KLUGER AVRAHAM N. , COLELLA ADRIENNE
Published: December 2006

We studied the effects of faking biodata test items by randomly warning 214 of 429 applicants for a nurse's assistant position against faking. While the warning mitigated the propensity to fake, the specific warning effects depended on item transparency. For transparent items, warning reduced the extremeness of item means and increased item variances. For nontransparent items, warning did not have an effect on item means and reduced item variances. These faking effects were best predicted when transparency was operationalized in terms of item‐specific job desirability in addition to the item‐general social desirability. We also demonstrated a psychometric principle: The effect of warning on means at the item level is preserved in scales constructed from those items, but the effect on variances at the item level is masked at the scale level. These results raise new questions regarding the attenuating effects of faking on validity, and regarding the benefit of warning applicants against faking.
EXPANDING THE CONTEXT OF UTILITY: THE STRATEGIC IMPACT OF PERSONNEL SELECTION
Authors: RUSSELL CRAIG J. , COLELLA ADRIENNE , BOBKO PHILIP
Published: December 2006

Others have demonstrated that traditional applications of the Brogden‐Cronbach‐Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw & Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strategic context faced by managerial decision makers. We modify the traditional BCG model to yield an estimate of total utility derived from human resources (Utotal) that can be directly compared to firms' strategic need at a particular point in time (Utarget)‐Further, we demonstrate that, while strategic need is rarely constant over time, the capacity of a selection system to meet that need is also likely to change as rxy and SDy change over time. Re‐examination of what is important to strategic human resource decision makers (selection utility vs. total utility and strategic need) and changing selection system contributions over time yields a more realistic view of how firms benefit from personnel selection.
TRANSFORMATIONAL LEADERSHIP THEORY: USING LEVELS OF ANALYSIS TO DETERMINE BOUNDARY CONDITIONS
Authors: YAMMARINO FRANCIS J. , DUBINSKY ALAN J.
Published: December 2006

The purpose of this study was to refine understanding of transformational leadership theory by a specification and test of boundary conditions. Multiple levels of analysis (individual, dyad, and group) were used to identify conceptually and assess empirically the potential bounds on transformational leadership theory. Multi‐source data were collected from a sample of 105 salespersons and their 33 sales supervisors, and within and between analysis (WABA) procedures were conducted. Contrary to higher‐level (dyad, group) and cross‐level assertions in the literature, transformational leadership results were based solely on individual differences. That is, in this sales setting, transformational leadership theory was determined to be an individual‐level theory bounded by individuals' (superiors' and subordinates') perceptions and not holding at higher levels of analysis. Implications of the findings for future leadership research and practice are discussed.
SELECTION ACROSS TWO CULTURES: ADAPTING THE SELECTION OF AMERICAN ASSEMBLERS TO MEET JAPANESE JOB PERFORMANCE DEMANDS
Authors: LOVE KEVIN G. , BISHOP RONALD C. , HEINISCH DEANNEA , MONTEI MATTHEW S.
Published: December 2006

Obstacles related to cultural differences between Japanese management concepts and American selection practices were overcome to develop a selection system for hiring American workers in a Japanese‐American joint venture assembly plant. Job analysis procedures and traditional selection system design procedures were modified to accommodate the Japanese culture and management philosophy. This paper describes the process used to develop a cross‐culturally valid selection system and outlines problems presented in validating the selection system to ensure compatibility with Japanese management demands regarding productivity, team orientation, quality standards, and formal employee performance evaluations.
CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION‐RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS
Authors: CHRISTIANSEN NEIL D. , GOFFIN RICHARD D. , JOHNSTON NORMAN G. , ROTHSTEIN MITCHELL G.
Published: December 2006

The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion‐related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion‐related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.
EMPLOYEE HEALTH BY DESIGN: USING EMPLOYEE INVOLVEMENT TEAMS IN ERGONOMIC JOB REDESIGN
Authors: MAY DOUGLAS R. , SCHWOERER CATHERINE E.
Published: December 2006

An innovative, team‐based, ergonomic job redesign effort in a large Midwest organization is described. Joint management‐labor teams composed of representatives from each department of the plant were formed and trained in team‐building and ergonomic principles. These teams prioritized jobs for ergonomic redesign and developed and implemented solutions. Sources of data for this redesign process included: a physical symptom survey, OSHA logs for cumulative trauma disorders (CTDs), observations, videotapes, and employee interviews about their jobs, tools, and pain experienced at work. Ergonomic changes at the plant resulted in significant reductions in the number and severity of CTDs, lost production time, and restricted duty days. Recommendations based on experiences with this ergonomic intervention are made for HRM practitioners.
THE VALIDITY OF ISOMETRIC STRENGTH TESTS
Authors: BLAKLEY BARRY R. , QUIÑONES MIGUEL A. , CRAWFORD MARNIE SWERDLIN , JAGO I. ANN
Published: December 2006

Six studies using isometric strength tests as part of their selection procedures are reported. The studies represent seven jobs across various industries with a total sample size of 1,364 individuals. The relationships between performance on four isometric strength tests and both supervisory ratings of physical performance and performance on work simulations were examined. Results of meta‐analyses indicated that isometric strength tests were valid predictors of both types of criteria across all jobs examined. In addition, the four tests were found to correlate more strongly with work simulations than with supervisory ratings of physical performance. Analyses by demographic subgroups are presented. Finally, descriptive physical strength data on over 12,000 applicants across various gender, ethnic/racial, and age groups are presented.
JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS
Authors: BRETZ ROBERT D. , BOUDREAU JOHN W. , JUDGE TIMOTHY A.
Published: December 2006

Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work‐family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes.
COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA
Authors: DALESSIO ANTHONY T. , SILVERHART TODD A.
Published: December 2006

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12‐month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.
PAY PREFERENCES AND JOB SEARCH DECISIONS: A PERSON‐ORGANIZATION FIT PERSPECTIVE
Authors: CABLE DANIEL M. , JUDGE TIMOTHY A.
Published: December 2006

The present study investigated the degree to which pay preferences influenced job search decisions in both hypothetical and actual organizations, and the degree to which preferences for particular compensation attributes depended on job seekers' dispositional characteristics. Based on prior theory and research, we hypothesized that certain pay systems generally would be preferred by job seekers, that these pay systems would affect applicant attraction to organizations, and that different types of job seekers would be attracted to different types of pay systems. The sample comprised 171 college students who were seeking jobs during the study, and who represented six majors, three degree types, and two degree levels. Experimental policy‐capturing results and results obtained about actual companies with which the job seekers would potentially interview supported hypotheses that organizations perceived to offer high pay levels, flexible benefits, individual‐based pay, and fixed pay policies were more attractive to job seekers. Results further suggested that the attractiveness of these pay policies may be heightened by greater levels of fit between individual personality traits and compensation system characteristics.
THE EFFECTS OF FEEDBACK ACCOUNTABILITY ON UPWARD APPRAISAL RATINGS
Authors: ANTONIONI DAVID
Published: December 2006

Do subordinates feel and respond differently to upward appraisal procedures depending on whether they are accountable or anonymous? Accountability requires subordinates to identify themselves on the upward appraisal questionnaires they complete. In an experimental field study, 38 managers and their subordinates from an insurance company were randomly assigned to use one of the appraisal procedures. As hypothesized, managers who received feedback from specific individuals in the accountability procedure viewed the upward appraisal process more positively than did managers in the anonymity procedure. However, subordinates felt more comfortable giving anonymous responses. As a result, subordinates who used the accountability procedure rated their managers significantly higher than the subordinates who responded anonymously. Therefore, the results of this study suggest that an upward appraisal procedure in which individuals are accountable for their responses may produce inflated ratings of managers' performance. Further research should compare the accountability and anonymous upward appraisal procedures to determine which procedure produces more accurate ratings.
POTENTIAL EFFECTS OF BANDING AS A FUNCTION OF TEST RELIABILITY
Authors: MURPHY KEVIN R.
Published: December 2006

Cascio, Outtz, Zedeck, and Goldstein (1991) described the application of a number of test score banding procedures in personnel selection. Equations are developed illustrating the relationship between the width of test score bands and test reliability. When reliability is moderate to low, bands are likely to be larger than the standard deviation of the test, and are likely to include a large proportion of the applicant pool. The relationships between band widths and the differences between higher scoring and lower scoring groups are also examined. When the band is smaller than the differences between groups (which may happen when highly reliable tests are used), banding may not by itself prove effective as a means of reducing the adverse impact of tests, even when banding systems that maximize opportunities for members of the lower scoring group are used.
ANTECEDENTS OF INVOLUNTARY TURNOVER DUE TO A REDUCTION IN FORCE
Authors: BARRICK MURRAY R. , MOUNT MICHAEL K. , STRAUSS J. PERKINS
Published: December 2006

This study examined antecedents to involuntary turnover due to a reduction in force. The authors used structural equation modeling and logit regression analysis with a sample of 194 salespeople to test an exploratory process model of involuntary turnover. Results showed that general mental ability and conscientiousness were indirectly correlated with involuntary turnover through job performance, whereas the relationship of tenure, gender, job involvement, sales volume, and supervisory ratings of job performance to turnover was direct. The results demonstrate that involuntary turnover decisions are significantly related to performance; however, other variables also influenced these decisions. Implications and future research needs are discussed.
OPTIMIZING KNOWLEDGE TESTS FOR INFERRING LEARNING ACQUISITION LEVELS IN SINGLE GROUP TRAINING EVALUATION DESIGNS: THE INTERNAL REFERENCING STRATEGY
Authors: HACCOUN ROBERT R. , HAMTIAUX THIERRY
Published: December 2006

Training evaluation is a process designed to measure the degree of trainee changes (on learning as well as on other dimensions) that training programs cause. Whereas many experimental and correlational designs permitting such inferences exist, they are rarely used, principally for practical reasons. This paper evaluates an operationally simple procedure for estimating effectiveness of training in improving trainee knowledge–the Internal Referencing Strategy (IRS). It identifies and tests the implicit training evaluation notion that training‐relevant content should show more change (pre‐post) than training‐irrelevant content. An empirical evaluation study conducted with 66 managers enrolled in a training course compares the inferences produced by the IRS versus a more traditional experimental evaluation. The results indicate that the IRS approach may permit inferences that mirror those obtained by the more complex design. The paper closes with a discussion of the limits and possible uses of this design.
JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE
Authors: ADKINS CHERYL L. , RUSSELL CRAIG J. , WERBEL JAMES D.
Published: December 2006

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization‐specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization‐specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization‐specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.
EMPLOYEE REACTIONS TO PERFORMANCE STANDARDS: A REVIEW AND RESEARCH PROPOSITIONS
Authors: BOBKO PHILIP , COELLA ADRIENNE
Published: December 2006

Although the use of evaluative performance standards is common in most organizations, research in our field has focused almost exclusively on selection standards (and predictor cut‐off scores), rather than standards for subsequent performance. This review considers aspects of the performance standard‐setting process that influence incumbents' job reactions, specifically in terms of motivated performance and job satisfaction. We draw upon the following literatures to specify future research needs and directions: goal setting, feedback and framing, performance expectations, job satisfaction, and utility analysis. The result is an outline of research propositions concerning the acceptance of performance standards, the content of performance standards, the communication of standards, and the difficulty levels of those standards.
THE FUTILITY OF UTILITY ANALYSIS
Authors: LATHAM GARY P. , WHYTE GLEN
Published: December 2006

In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique. Utility analysis reduced the support of managers for implementing a valid selection procedure, even though the analysis indicated that the net benefits from the new procedure were substantial. In light of these findings, industrial/organizational psychologists are advised to reconsider their assumptions regarding the information managers use when managers make human resource policy decisions.
PROMOTING REGULAR EXERCISE IN ORGANIZATIONAL FITNESS PROGRAMS: HEALTH‐RELATED DIFFERENCES IN MOTIVATIONAL BUILDING BLOCKS
Authors: HARRISON DAVID A. , LISKA LAURIE Z.
Published: December 2006

Hypotheses are proposed about relations among “building block” components of the motivation to attain exercise goals in an organizational fitness program, as well as about health‐related individual differences in those components. The hypotheses are tested in a longitudinal field study involving questionnaire, physiological, and behavioral data from 107 participants in such a program. In support of the componential hypotheses, goal attainment was a positive function of goal commitment. Goal commitment was an additive function of goal attractiveness and goal‐specific self‐efficacy/perceived control. In support of the individual difference hypotheses, physiological variables were associated with work‐ and health‐related perceived barriers to goal attainment. Employees with high health risks ranged from .5 to 1.2 SDs higher in perceived barriers than employees with low risks. Evidence suggests that for goal setting to succeed as a program intervention, managers must concentrate on reducing the perceived work‐ and health‐related barriers to exercise participation and goal attainment, especially for employees with high health risks.
FACTORS INFLUENCING EMPLOYEES' PROPENSITY TO USE AN EMPLOYEE ASSISTANCE PROGRAM
Authors: MILNE STUART H. , BLUM TERRY C. , ROMAN PAUL M.
Published: December 2006

Using data collected from 1,987 employees at several locations of a large firm, this study investigates relationships between these employees' cognitive and attitudinal perceptions of an employee assistance program (EAP) and their propensity to use it. Familiarity with the program, perceived accessibility of it, and perceived managerial support for it are hypothesized to affect both employees' confidence in the program and their propensity to use it, and confidence in the EAP is further hypothesized to affect propensity to use. LISREL analysis supported the overall model, but the direct paths from the cognitive variables to propensity to use were not supported and confidence in the program was therefore indicated to be an essential mediating variable. Propensity to use an EAP is argued to be an important indicator of effective EAP implementation and suggestions are offered to management for promoting employee confidence in an EAP and ultimately their propensity to use it.
PERSONALITY AND JOB PERFORMANCE: A CRITIQUE OF THE TETT, JACKSON, AND ROTHSTEIN (1991) META‐ANALYSIS
Authors: ONES DENIZ S. , MOUNT MICHAEL K. , BARRICK MURRAY R. , HUNTER JOHN E.
Published: December 2006

Tett, Jackson, and Rothstein (1991) recently presented a meta‐analysis of the relationship between personality and job performance. Many of their findings, particularly those pertaining to the Big Five personality dimensions, are at odds with one other large scale meta‐analytic study (Barrick & Mount, 1991) investigating the relation between personality and performance. In order to reconcile these new results with previous findings, we examined differences in the sample sizes used, the process for assigning pre‐existing scales to personality dimensions, and the nature of the jobs investigated. In addition, we found four technical errors in the Tett et al. moderator meta‐analyses in computing sampling error, the bias correction, sampling error for bias corrected correlations, and computing sampling error variance across studies. These errors raise serious questions about the interpretation of their results for various moderators of the personality‐job performance relationship.
AN EXAMINATION OF THE EFFECTS OF AN UPWARD FEEDBACK PROGRAM OVER TIME
Authors: SMITHER JAMES W. , LONDON MANUEL , VASILOPOULOS NICHOLAS L. , REILLY RICHARD R. , MILLSAP ROGER E. , SALVEMINI NAT
Published: December 2006

Despite the growing popularity of upward feedback programs, there has been very little research on the effects of upward feedback on changes in managerial performance over time. We examined the effects of implementing an upward feedback program in which subordinates' ratings were collected for 238 first‐through fifth‐level managers in a large corporation at two points in time about 6 months apart. Research questions drawn from goal‐setting, control, and social cognition theories guided our investigation of the effects of (a) receiving feedback, (b) completing self‐ratings, (c) managers' initial level of performance, and (d) subordinate's familiarity with the manager on changes over time in the level of ratings and reported opportunity to observe managerial behaviors. Ratings were provided on a 33‐item behavioral observation scale that focused on areas such as the manager's commitment to quality, communications, support of subordinates (encouraging participation, coaching), and fairness. Based on subordinates' ratings, managers whose initial level of performance was moderate or low improved over the 6‐month period, and this improvement could not be attributed solely to regression to the mean. Also, both managers and their subordinates became more likely over time to indicate that the managers had an opportunity to demonstrate behaviors measured by the upward feedback instrument.
THE INFLUENCE OF UPWARD FEEDBACK ON SELF‐ AND FOLLOWER RATINGS OF LEADERSHIP
Authors: ATWATER LEANNE , ROUSH PAUL , FISCHTHAL ALLISON
Published: December 2006

The impact of upward feedback (followers' perceptions of leadership provided to leaders) on leaders' self‐evaluations and followers' subsequent ratings of leadership was assessed in a field setting. Subjects were 978 student leaders and their 1,232 followers. Results indicated that overall, leaders' behaviors as rated by followers improved after feedback. Leaders' self‐evaluations following feedback became more similar to the evaluations provided by followers. Interestingly, when leaders were grouped according to whether feedback was positive, neutral, or negative based on agreement between self‐ and follower ratings, differences between groups in post‐feedback self‐evaluations and follower ratings emerged. Self‐evaluations for leaders receiving negative feedback (high self‐ relative to followers' ratings) went down, while self‐evaluations for leaders receiving positive feedback (low self‐ relative to follower's ratings) went up. Follower ratings of leaders who received negative feedback improved following feedback to leaders, while there was no change in follower ratings for those receiving positive feedback. Implications for using upward feedback in organizations are discussed.
THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY‐ATTRACTION PARADIGM
Authors: GRAVES LAURA M. , POWELL GARY N.
Published: December 2006

The present study examined the effect of sex similarity on recruiters' evaluations of actual applicants in campus interviews and tested whether perceived similarity and interpersonal attraction mediated this effect. Structural equation modeling was performed on data from 476 campus interviews. The results revealed complex effects of sex similarity on recruiters' decision processes. Perceived similarity and interpersonal attraction mediated the effect of sex similarity on female recruiters' assessments of applicants' qualifications. Unexpectedly, female recruiters saw male applicants as more similar to themselves and more qualified than female applicants. For male recruiters, interview outcomes were not affected by sex similarity. Social identity theory, which suggests that the status associated with demographic characteristics may influence the nature of demographic similarity effects, provides a possible explanation for the findings.
THE INTERNATIONAL ASSIGNEE: THE RELATIVE IMPORTANCE OF FACTORS PERCEIVED TO CONTRIBUTE TO SUCCESS
Authors: ARTHUR WINFRED , BENNETT WINSTON
Published: December 2006

The present study sought to empirically identify what factors are important for international assignee perceived success along with their relative importance. Subjects were 338 international assignees from diverse countries (nationality) and organizations, assigned to diverse countries, and performing diverse jobs. Five factors were identified and in a descending order of importance, these were Family Situation, Flexibility/Adaptability, Job Knowledge and Motivation, Relational Skills, and Extra‐Cultural Openness. Although importance ratings were not influenced by job type (managerial/nonmanagerial status), they were influenced by organizational type. In general, the pattern of importance ratings for service organization international assignees was different from those of international assignees from other organizational types. Furthermore, service organization international assignees ascribed more importance to relational and psycho‐social factors. The perceived relative importance of psycho‐social factors reported by the study's participants tends to suggest that more attention should be paid to these factors in the selection and training of international assignees.