bluuebunny/crossref_metadata_2025 huggingface dataset:
PERFORMANCE TESTING: A ROSE AMONG THORNS?
Authors: CASCIO WAYNE F. , PHILLIPS NIEL F.
Published: December 2006

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17‐month period. The heterogeneity in applicants was matched by a similar heterogeneity in raters. Thorough training of raters, clear performance standards, and content valid tests resulted in average inter‐rater reliabilities of .93 (promotional), .87 (entry level), .91 (motor) and .89 (verbal) for the different types and levels of tests. There was no evidence of adverse impact, and turnover decreased from 40 percent to less than 3 percent in the 9‐26 months following the introduction of performance testing. In comparison to paper and pencil tests, performance tests were more cost effective, more face valid, and more acceptable to applicants in this situation. Considering the growing problems in public sector management, performance testing may be viewed as a rose among thorns.
INFLUENCES BEHIND NEUTRAL RESPONSES IN SUBORDINATE RATINGS OF SUPERVISORS: A METHODOLOGICAL NOTE
Authors: GHORPADE JAI , LACKRITZ JAMES R.
Published: December 2006

Isolation of the influences behind neutral responses is the chief concern of this paper. A sample of 416 assembly‐line operators were asked to rate their supervisors according to an instrument which contained a list of positive supervisory traits and behaviors. Three rating options were provided: agree, don't know and disagree. It was hypothesized that over‐all dissatisfaction with the subjects would be a significant influence behind neutral responses. Several methods of classifying raters into satisfied/dissatisfied groups were experimented with. The results generally supported the hypothesis, with some qualifications. Dissatisfied raters were found to give significantly more neutral responses than satisfied raters. However, rater nationality and age were also found to be significant influences.
USING POLICY‐CAPTURING TO MEASURE ATTITUDES IN ORGANIZATIONAL DIAGNOSIS
Authors: MADDEN JOSEPH M.
Published: December 2006

The need for an indirect method of attitude measurement that could be applied on an individual basis was suggested. Policy‐capturing was proposed as filling all requirements. When used in 3 experiments, this method detected prejudicial attitudes toward females that were not detected using traditional, direct methods.
DETECTING JOB DIFFERENCES: A MONTE CARLO STUDY1
Authors: ARVEY RICHARD D. , MAXWELL SCOTT E. , GUTENBERG RHONDA L. , CAMP CAMERON
Published: December 2006

A monte carlo computer study was conducted where the statistical power of the univariate repeated measures ANOVA design proposed by Arvey and Mossholder (1977) to detect job differences was investigated. Also investigated was the relative value and usefulness of omega‐squared estimates to indicate job similarities and differences. Job profile means and covariance structures were generated by using data from six relatively similar jobs and six dissimilar jobs based on Position Analysis Questionnaire (PAQ) data bank information. Different combinations of job differences (4 conditions), number of job raters (2 conditions), and violations of statistical assumptions (3 conditions) were generated (1000 sets for each of the 24 combinations) and each data set analyzed using the ANOVA design. Results indicate that testing for statistical significance is not as useful in determining job differences as examining the omega‐squared estimates. Specifically, the omega‐squared estimates for the interaction of the Jobs × Dimension effect is a relatively sensitive and stable indicator of job differences regardless of the number of raters and violations of the statistical assumptions.
A CRITIQUE OF LEADER MATCH AND ITS IMPLICATIONS FOR LEADERSHIP RESEARCH
Authors: KABANOFF BORIS
Published: December 2006

It is argued that Fiedler and Mahar's (1979a) conclusion that Leader Match is a promising method for improving leadership effectiveness is unjustified. The core assumption of Leader Match is that congruence between leaders' LPC score and their situations accounts for a major proportion of the variance in group performance. This assumption does not seem sustainable in view of what we currently know about the determinants of group performance, and furthermore it has not been demonstrated by research using the Contingency model. Contingency model research has shown only that leadership style may affect productivity when a number of other structural/situational variables are controlled for. A brief review of empirical research using Leader Match indicates that evidence for the model is unconvincing because of the serious problem of identifying appropriate criteria of leader effectiveness and the prevalence of a number of alternative explanations for the results of many of the studies. The implications of this critique for leadership research in general are then considered.
IS THERE A PROBLEM WITH THE LPC SCORE IN LEADER MATCH?
Authors: SHIFLETT SAMUEL
Published: December 2006

Some problems with the use of the LPC score in the Fiedler, Chemers, and Mahar Leader Match self‐teaching book were identified and examined. The cutting scores defining high and low LPC were questioned because of inadequately developed norms and the alteration of the LPC scale from 16 to 18 items. The current procedures were estimated to create a substantial bias toward being inappropriately categorized as a high LPC individual.
DEVELOPMENT OF A BEHAVIORALLY BASED PERFORMANCE APPRAISAL SYSTEM
Authors: ROSINGER GEORGE , MYERS LOUIS B. , LEVY GIRARD W. , LOAR MICHAEL , MOHRMAN SUSAN A. , STOCK JOHN R.
Published: December 2006

This paper describes the development of a behaviorally based performance appraisal system. Blanz and Ghiselli's Mixed Standard Scale was used as the basis for developing the performance appraisal system for assessing the performance of highway patrol personnel. However, the particular developmental procedures described here differ in some respects from those reported in the literature. Rather than developing rating items describing general traits such as “diligence,”“initiative,” or “enthusiasm” in behavioral terms, the items in the present scale were developed to describe proficiency levels of specific job tasks. This characteristic is expected to enhance the objectivity of the evaluation system for both appraisal and job counseling purposes. The appraisal instrument was subjected to a series of reliability and validity tests that demonstrated its high reliability and validity. Although the content of the appraisal sytem desribed here included highway patrol tasks, a similar system could be developed using the procedures described for a wide variety and level of jobs.
THE MODERATING EFFECT OF SITUATIONAL CONTROL OF PERFORMANCE VARIANCE ON THE RELATIONSHIP BETWEEN INDIVIDUAL DIFFERENCES AND PERFORMANCE1
Authors: PETERS LAWRENCE H. , FISHER CYNTHIA D. , O'CONNOR EDWARD J.
Published: December 2006

The present study investigated the existence of a moderating effect for situational control of performance variance on the relationship between individual differences and performance. An experimental simulation was conducted and validity coefficients were calculated. Results supported the presence of the predicted moderating effect. The implications of these data for validation research and testing programs are discussed.
BEHAVIORAL OBSERVATION SCALES AND THE EVALUATION OF PERFORMANCE APPRAISAL EFFECTIVENESS
Authors: KANE JEFFREY S. , BERNARDIN H. JOHN
Published: December 2006

An earlier article by the present authors (Bernardin and Kane, 1980) pointed out a serious flaw in the conceptual basis of Behavioral Observation Scales (BOS). The present article explains this flaw in more detail and shows that its solution would make BOS indistinguishable from other methods already in existence. The focus then shifts from the conception of appraisal methods to their evaluation with the presentation of a discussion of the special problems of error capitalization that arise in the use of item analysis in the development of multi‐item rating scales. This discussion proceeds to describe the correct approach to removing the effects of error capitalization in the evaluation of the psychometric properties of such rating scales.
DETERMINANTS OF R AND D COMPENSATION STRATEGIES IN THE HIGH TECH INDUSTRY
Authors: BALKIN DAVID B. , GOMEZ‐MEJIA LUIS R.
Published: December 2006

This study indicates that sales volume, stage in the product life cycle, profitability and turnover are all important predictors of the method and magnitude of financial rewards provided by high tech firms to R and D employees. The most favorable situational factors for R and D incentive compensation are a low sales volume high tech company, operating in the growth stage of the product life cycle, with high turnover rates, and capable of linking profitability to incentive rewards such as bonuses.
EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1
Authors: POWELL GARY N.
Published: December 2006

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.
A REVIEW OF FAIR EMPLOYMENT CASES IN THE FIELD OF TRAINING1
Authors: RUSSELL JAMES S.
Published: December 2006

Federal fair employment legislation, administrative guidelines, and court cases that relate to training are reviewed. The review identified three issues: (a) selection practices which use training as a criterion, (b) justification of training programs where there has been a determination of disparate treatment, and (c) the use of training programs as a legitimate factor other than sex to justify pay differentials. The review indicates most Courts will not accept training success as a valid criterion for test selection, although tests for minimum standards might be validated against training alone; Courts generally review equal treatment factors rather than determining the business necessity of training; and finally, there are definite guidelines for demonstrating pay differentials based on training programs. The implications for courts and professionals conclude the paper.
INDIVIDUAL DIFFERENCES IN SUCCESSFUL JOB SEARCHES FOLLOWING LAY‐OFF
Authors: KANFER RUTH , HULIN CHARLES L.
Published: December 2006

A field study was conducted to examine attitudinal and behavioral variables associated with reemployment following job termination. Thirty‐five employees were surveyed within two days following termination. Of those surveyed, 23 were contacted one month later regarding employment status. Analyses revealed that reemployed persons were significantly more confident of job search skills and had engaged in a greater number of search behaviors than had individuals who had remained unemployed. No significant differences between the reemployed and still unemployed groups were obtained in affective responses to termination or nonwork‐related variables. The findings suggest that reemployment success is related to individual differences in expectations of successful job search. Implications for future research on job loss and reemployment are discussed.
INTERPRETING THE RESULTS OF META‐ANALYTIC RESEARCH: A COMMENT ON SCHMITT, GOODING, NOE, AND KIRSCH (1984)
Authors: MCDANIEL MICHAEL A. , HIRSH HANNAH ROTHSTEIN , SCHMIDT FRANK L. , RAJU NAMBURY S. , HUNTER JOHN E.
Published: December 2006

This comment shows that the conclusion of Schmitt, Gooding, Noe, and Kirsch (1984) that their meta‐analytic findings are inconsistent with earlier validity generalization work is in error. The findings in their study that less variance than previously reported was due to sampling error are a result of their larger average sample sizes. Their claim that, after sampling error variance was accounted for, much unexplained variance remained, is incorrect. This error is demonstrated to be a result of their exclusive concentration on percentages and consequent failure to examine amount of observed and residual variance.
A REVIEW OF QUALITY CIRCLE EFFICACY AND THE EXISTENCE OF POSITIVE‐FINDINGS BIAS
Authors: BARRICK MURRAY R. , ALEXANDER RALPH A.
Published: December 2006

Literature on the impact of the quality circle process upon both individual and organizational outcomes was reviewed and, on average, demonstrated the intervention's effectiveness. In addition, two moderating factors were identified and their influence reported. Finally, the potential for a positive‐findings bias was investigated, with no significant positive‐findings bias found. It is suggested that this bias may be an artifact resulting from the inclusion of “popular‐press” articles with research‐oriented studies. The implications of this finding and the existence of other threats to quality circle efficacy are discussed.
USER ACCEPTANCE OF PEER APPRAISALS IN AN INDUSTRIAL SETTING
Authors: McEVOY GLENN M. , BULLER PAUL F.
Published: December 2006

A survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research. Users were significantly more favorable in their attitudes toward peer appraisals when the appraisals were used for developmental rather than evaluative purposes. Favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process. User reactions were negatively associated with perceived friendship bias and years of company experience. No relationship was found between peer or self‐ratings of performance and reactions to the peer appraisal process.
THE EFFECTS OF VARIABILITY AND RISK IN SELECTION UTILITY ANALYSIS: AN EMPIRICAL COMPARISON
Authors: RICH JOSEPH R. , BOUDREAU JOHN W.
Published: December 2006

To date, utility analysis research has derived point estimates of the expected utility value for human resource management programs or interventions. Utility estimates are usually quite large, but they fail to reflect the size and shape of the utility distribution. The present study investigated utility estimate variability for the selection utility of using the Programmer Aptitude Test to select computer programmers in a medium‐sized computer manufacturing organization. Utility calculations incorporated financial/economic factors as well as employee flows over time. The distributions for each utility parameter were empirically estimated, and these distribution estimates were combined through a Monte Carlo analysis to yield a distribution of total utility values. Monte Carlo results were compared to three other risk assessment approaches: (1) sensitivity analysis, (2) break‐even analysis, and (3) algebraic derivation of the distribution. Results suggest that the distribution information provided by the Monte Carlo analysis more completely described the variability and riskiness associated with the expected utility value. Future research suggested by these findings is discussed.
ON THE NEED FOR QUALITY CONTROL IN VALIDATION RESEARCH
Authors: MAIER MILTON H.
Published: December 2006

The aptitude tests used to help make personnel decisions about military recruits were validated against hands‐on tests of job performance in two Marine Corps occupational specialties, radio repairers and automotive mechanics. The tests were administered by Marine Corps noncommissioned officers. Marine Corps units provided the test administrators, testing facilities, and examinees. Data collected under such conditions are filled with errors that reduce the accuracy of validity coefficients. This paper shows how validity coefficients can be made more accurate by exercising quality control during the statistical analysis.
ISSUES CONCERNING THE USE OF REGRESSION ANALYSIS IN SALARY DISCRIMINATION CASES
Authors: BARRETT GERALD V. , SANSONETTI DONNA M.
Published: December 2006

Twenty‐nine salary discrimination court cases were examined to determine ways an organization can refute a regression analysis that leads to the inference of discrimination in compensation. It was found to be equally effective for the organization to introduce its own regression, other statistics, or no statistics. The plaintiff won all of the cases when discrimination was proven in promotion. The defendant won all cases when discrimination was not proven in promotion. Defendants also won all cases when plaintiffs inappropriately treated jobs as fungible or when they failed to include important variables. Market variables may be included in regressions if defendants can show they were applied consistently to determine salaries. The implications of the courts' acceptance of some regressions for comparable worth is presented, and a list of recommendations is made for organizations that may be faced with results from regression analysis in court.
A META‐ANALYSIS OF THE VALIDITY OF METHODS FOR RATING TRAINING AND EXPERIENCE IN PERSONNEL SELECTION
Authors: McDANIEL MICHAEL A. , SCHMIDT FRANK L. , HUNTER JOHN E.
Published: December 2006

This paper reviews the validity evidence for systematic methods used to evaluate training and experience (T&E) ratings in personnel selection. Meta‐analytic summaries of the data indicate that validity varies with the type of T&E evaluation procedure used. The lllinois job element and behavioral consistency methods each demonstrated useful levels of validity (.20 and .45, respectively) with small corrected standard deviations, thus supporting validity generalization. Both the point and task methods yielded low mean validities (.11 and .15, respectively) with larger variability. The authors hypothesized that both the point and task methods were affected by a job experience moderator. Partial support for this hypothesis was found. Moderator analyses suggested that the point method was most valid when the applicant pool had low mean levels of job experience and was least valid with an experienced applicant pool. Additional research is desirable on all T&E methods to decrease the potential impact of second‐order sampling error in the meta‐analytic results. Further research is also needed to explicate the constructs measured by T&E evaluations.
PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY
Authors: DAY DAVID V. , SILVERMAN STANLEY B.
Published: December 2006

It is suggested that personality variables are significant predictors of job performance when carefully matched with the appropriate occupation and organization. The present study investigates the relationship between specific personality variables and job performance in a sample (N= 43) of accountants. The results indicate that even with the effects of cognitive ability taken into account, three personality scales (orientation towards work; degree of ascendancy; and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance. It is suggested that the overall validity of selection strategies might be improved with the addition of measures of relevant personality dimensions when appropriately matched to an occupation and organization.
DESIGNING, PLANNING, AND SELLING PROJECT A
Authors: SHIELDS JOYCE L. , HANSER LAWRENCE M.
Published: December 2006

Because of its size and its focus on an entire personnel system, Project A represents an unusual chapter in the support of personnel research and development (R & D) by a funding agency. This paper describes the events that led up to the decision to create such a Request for Proposals (RFP), and the conditions that made it possible. The conditions that seem necessary to maintain such a project over the course of its life cycle are also discussed.
LARGE‐SCALE PREDICTOR VALIDATION IN PROJECT A: DATA COLLECTION PROCEDURES AND DATA BASE PREPARATION
Authors: YOUNG WINNIE Y. , HOUSTON JANIS S. , HARRIS JAMES H. , HOFFMAN R. GENE , WISE LAURESS L.
Published: December 2006

The data base for the Army Selection and Classification Project (Project A) contains two major samples referred to as the concurrent validation sample and the longitudinal validation sample. The former was drawn from a cohort that joined the Army in 1983/84, and the latter from a cohort that entered in 1986/87. This paper describes the data base resulting from the concurrent sample. The sampling procedure, the distribution of sample sizes over jobs, the total array of variables, and the data collection procedures are described. Also discussed are the extensive data editing procedures that were used to deal with missing data.
USE OF AN ASSESSMENT CENTER AS AN AID IN MANAGEMENT SELECTION
Authors: CAMPBELL RICHARD J. , BRAY DOUGLAS W.
Published: December 2006

An application of assessment center procedures is described for the selection of first level managers from the craft ranks. Information is reported on how the assessment data are used in promotion decisions. An evaluation study was conducted that indicates that the assessment center program has a positive effect on performance of managers at the first level and the pool of potential for higher levels of management. The study results also suggest ways in which assessment data can be used more effectively in promotion decisions.
COMPONENTS OF ARTIFACTUAL VARIANCE IN META‐ANALYTIC RESEARCH
Authors: KOSLOWSKY MENI , SAGIE ABRAHAM
Published: December 2006

Except for a few rough estimates, the literature contains no precise data on the relative size of each correctable artifact in a meta‐analysis. The purpose of the present study was to determine these proportions and see if artifacts were related to various sample and subpopulation parameters. The study confirmed the notion that sampling error accounts for the bulk of the total artifactual variance (i.e., more than 90% for small or medium samples and more than 70% for large samples, e.g., N = 500). Nevertheless, variation in the percentages of each artifact was found to be primarily a function of sample size and mean correlation. Total artifactual variance was found to be a function of subpopulation correlation differences and sample size. Practical implications of the results are presented.
THE IMPACT OF APPEAL SYSTEM STRUCTURE ON DISCIPLINARY DECISIONS
Authors: KLAAS BRIAN S. , FELDMAN DANIEL C.
Published: December 2006

This article examines how the evaluation of disciplinary appeals in nonunion organizations is affected by the use of procedural guidelines. Data were collected from 142 managers in a simulation study designed to assess the impact of procedures that are common within arbitration and judicial systems but less common within non‐union appeal systems. Procedures which allowed decision makers to evaluate the reasonableness of the disciplinary rule, which specified a stringent standard of proof, and which restricted the availability of work history information significantly increased the likelihood of affirmative responses to disciplinary appeals. It was also found that the effect of the standard of proof guideline significantly increased when the evidence against the employee was weak. The implications of these findings for the design of appeal systems and for future research are discussed.
MANAGERIAL FUNCTIONS: AN ALTERNATIVE TO TRADITIONAL ASSESSMENT CENTER DIMENSIONS?
Authors: JOYCE LESLIE W. , THAYER PAUL W. , POND SAMUEL B.
Published: December 2006

The construct validity of traditional assessment center dimensions was compared with that of a set of alternative constructs based on the functional structure of managerial work. Subjects were 75 middle‐level managers in state government who participated in two developmental assessment centers as part of a centralized management development program. One assessment center measured performance in terms of traditional attribute dimensions and the other in terms of functions performed in managerial work. Results show that evidence for construct validity is weak for both sets of constructs.
CALCULATING EEO STATISTICS IN THE TEMPORARY HELP INDUSTRY
Authors: RYAN ANN MARIE , SCHMIT MARK J.
Published: December 2006

The temporary workforce has experienced tremendous growth in the past decade. Given the number of individuals employed by temporary help firms, it is surprising that so little attention has been given to EEO issues in this industry. The calculation of flow statistics in the temporary help industry presents some unique concerns because of the multiple status states (e.g., active, placed) an individual might hold. Difficulties in calculating compliance figures are illustrated with data from one temporary services firm. Record keeping recommendations are detailed.
COMPUTERIZED DECISION AIDS FOR FLEXIBLE BENEFITS DECISIONS: THE EFFECTS OF AN EXPERT SYSTEM AND DECISION SUPPORT SYSTEM ON EMPLOYEE INTENTIONS AND SATISFACTION WITH BENEFITS
Authors: STURMAN MICHAEL C. , HANNON JOHN M. , MILKOVICH GEORGE T.
Published: December 2006

Review chapters and case descriptions suggest that expert systems and decision support systems are useful decision aids in human resource management. Our study examines this belief by exploring the effects of two such systems on the quality of employees' desired benefit choices and satisfaction with benefits in a flexible benefits environment. Results show that employees' current benefit choices and desired benefit changes are related to satisfaction with benefits. Those using both computerized decision aids signaled benefit choice intentions that more closely corresponded to expert system recommendations than those not using a decision aid, but those using the expert system desired to make more expert‐like decisions than those using the decision support system. In addition, those using the expert system had greater satisfaction with benefits than those not using a decision aid and those using the decision support system. These results suggest that expert systems have potential for improving decision making and influencing employees' attitudes for human resource problems.
A FIVE‐YEAR STUDY OF UPWARD FEEDBACK: WHAT MANAGERS DO WITH THEIR RESULTS MATTERS
Authors: WALKER ALAN G. , SMITHER JAMES W.
Published: December 2006

We present results for 252 target managers over 5 annual administrations of an upward feedback program (i.e., twice as long as any previous study in this area). We show that managers initially rated poor or moderate showed significant improvements in upward feedback ratings over the 5‐year period, and that these improvements were beyond what could be expected due to regression to the mean. We also found that (a) managers who met with direct reports to discuss their upward feedback improved more than other managers, and (b) managers improved more in years when they discussed the previous year's feedback with direct reports than in years when they did not discuss the previous year's feedback with direct reports. This is important because it is the first research evidence demonstrating that what managers do with upward feedback is related to its benefits. We use an accountability framework to discuss our results and suggest directions for future research.
DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE
Authors: BOBKO PHILIP , ROTH PHILIP L. , POTOSKY DENISE
Published: December 2006

A variety of recent articles in the personnel selection literature have used analyses of meta‐analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an “alternative predictor.” Directions for future meta‐analyses and for future primary research activities are also derived.
ON USING RESIDUAL DIFFERENCE SCORES IN THE MEASUREMENT OF CONGRUENCE: THE CASE OF MET EXPECTATIONS RESEARCH
Authors: IRVING P. GREGORY , MEYER JOHN P.
Published: December 2006

Despite meta‐analytic support for the met expectations hypothesis, Irving and Meyer (1994, 1995) suggested that methodological problems such as the use of difference scores and retrospective measures of met expectations have resulted in an overstatement of this support. In a recent article, Hom, Griffeth, Palich, and Bracker (1998) simultaneously tested several potential psychological mediating mechanisms of realistic job preview (RJP) effects. These authors suggested that met expectations is a critical mediating mechanism, having direct effects on job satisfaction and indirect effects on organizational commitment, withdrawal cognitions, and actual turnover through job satisfaction and other mediating mechanisms such as coping efficacy and perceived employer honesty. However, they used “residual gain scores” to measure met expectations. In this article, we demonstrate that the use of residual scores for the purposes of operationalizing met expectations creates the same problemsas does the use of difference scores a technique that has been widely criticized in the literature.
THE EFFECTIVENESS OF AN ORGANIZATIONAL‐LEVEL ORIENTATION TRAINING PROGRAM IN THE SOCIALIZATION OF NEW HIRES
Authors: KLEIN HOWARD J. , WEAVER NATASHA A.
Published: December 2006

This quasi‐experimental field study examined the impact of attending a voluntary, organizational‐level new employee orientation training program on organizational socialization. Six content dimensions of socialization were measured before and 1 to 2 months following orientation training for a sample of 116 new employees in a variety of occupations. Results revealed that employees attending the orientation training were significantly more socialized on 3 of the 6 socialization content dimensions (goals/values, history, & people) than employees who did not attend the training. Employees attending the orientation training also had significantly higher levels of affective organizational commitment than nonattendees, a relationship that was fully mediated by the socialization content dimensions, primarily goals/values, and history.
DEVELOPMENT OF A GLOBAL MEASURE OF PERSONALITY
Authors: SCHMIT MARK J. , KIHM JENIFER A. , ROBIE CHET
Published: December 2006

A common practice among practitioners and researchers doing cross‐cultural work is to transport personality inventories developed in one country to another country of interest. This transport process is done with varying degrees of rigor and success. This paper describes the development of the Global Personality Inventory (GPI). The development process involved cross‐cultural input from psychologists around the world following best practices that have been identified to date for each step of the development of a cross‐cultural measure of personality. Construct validity studies including data from 11 countries and 10 languages are reported. Initial criterion‐related validity evidence for inferences made from the GPI about job performance is presented. Examples of challenges and best practices are illustrated in the areas of construct development, item writing, item selection, translation, and data analysis.
MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES?
Authors: GERHART BARRY , WRIGHT PATRICK M. , MC MAHAN GARY C. , SNELL SCOTT A.
Published: December 2006

Studies of the relationship between human resource (HR) practices and firm performance typically use a single respondent to assess firm level HR practices or HR effectiveness. However, previous research in other substantive areas suggests that rater differences are a potentially important source of measurement error. We demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance. However, our main focus is on random error and we show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources (e.g., items, raters) of random measurement error. These more inclusive reliability estimates, in turn, offer the possibility of more precisely quantifying substantive relationships in the HR and firm performance literature. In our sample, reliabilities (as estimated by generalizability coefficients) for single‐rater assessments of HR variables were generally below .50. This degree of measurement error, if present in substantive studies on HR and firm performance, could lead to considerable bias, given that an unstandardized regression coefficient is corrected for measurement error in the independent variable by dividing by its reliability coefficient (not its square root). We also found only limited convergent validity between HR and line managers ratings of a second type of HR measure, HR effectiveness. In general, our findings suggest that future researchers need to devote greater attention to measurement error and construct validity issues. Our study provides an example of how generalizability theory can be useful in this pursuit.
MEASUREMENT ERROR IN RESEARCH ON THE HUMAN RESOURCES AND FIRM PERFORMANCE RELATIONSHIP: FURTHER EVIDENCE AND ANALYSIS
Authors: GERHART BARRY , WRIGHT PATRICK M. , MCMAHAN GARY C.
Published: December 2006

Our earlier article in Personnel Psychology demonstrated how general‐izability theory could be used to obtain improved reliability estimates in the human resource (HR) and firm performance literature and that correcting for unreliability using these estimates had important implications for the magnitude of the HR and firm performance relationship. In their comment, Huselid and Becker both raise criticisms specific to our study and broad issues for the field to consider. In our present article, we argue, using empirical evidence whenever possible, that the issues and criticisms raised by Huselid and Becker do not change our original conclusions. We also provide new evidence on how the reliability of HR‐related measures may differ at different levels of analysis. Finally, we build on Huselid and Becker's helpful discussion of broad research design and strategy issues in the HR and firm performance literature in an effort to help researchers make better informed choices regarding their own research designs and strategies in the area.
INTERRATER CORRELATIONS DO NOT ESTIMATE THE RELIABILITY OF JOB PERFORMANCE RATINGS
Authors: MURPHY KEVIN R. , DESHON RICHARD
Published: December 2006

Interrater correlations are widely interpreted as estimates of the reliability of supervisory performance ratings, and are frequently used to correct the correlations between ratings and other measures (e.g., test scores) for attenuation. These interrater correlations do provide some useful information, but they are not reliability coefficients. There is clear evidence of systematic rater effects in performance appraisal, and variance associated with raters is not a source of random measurement error. We use generalizability theory to show why rater variance is not properly interpreted as measurement error, and show how such systematic rater effects can influence both reliability estimates and validity coefficients. We show conditions under which interrater correlations can either overestimate or underestimate reliability coefficients, and discuss reasons other than random measurement error for low interrater correlations.
RELIABILITY IS NOT VALIDITY AND VALIDITY IS NOT RELIABILITY
Authors: SCHMIDT FRANK L. , VISWESVARAN CHOCKAUNGAM , ONES DENIZ S.
Published: December 2006

Interrater correlations do provide an index of reliability of job performance ratings. We show that the arguments presented by Murphy and DeShon (2000) lead to the radical conclusion that traditional measurement models–both classical theory and generalizability theory models–can be used neither with job performance ratings nor with other measures used in I‐O and other areas of psychology and the social sciences. We show that this untenable conclusion is based on confusion of validity issues and questions with reliability issues and questions. It is also based on the incorrect belief that classical measurement models are capable of addressing only random response measurement error and cannot address other forms of measurement error. We also show that the solution Murphy and DeShon offer to the problem of measurement error in ratings, as they define this problem, cannot work. Properly understood, the position taken by Murphy and DeShon leaves us with the nihilistic conclusion that no appropriate measurement models are possible in psychological research, thus making meaningful research impossible.
The Challenge of Decoupling Agricultural Support
Authors: Antón Jesús , Sckokai Paolo
Published: December 2006

The Challenge of Decoupling Agricultural Support

Decoupling agricultural support has become a central feature of reforms in most OECD countries due to international and domestic constraints. There is evidence that this movement can reduce economic inefficiencies and contribute to improving policy design. Not all the characteristics, however, of recent new support programmes, reduce their impact on production. Moving from price support to area payments and granting more freedom in the use of the supported resources makes programmes more decoupled, but making payments counter‐cyclical based on current production or market variables tends to exacerbate the production response of risk averse farmers. When all the effects are taken into consideration ‐ relative prices, risk and dynamic effects ‐ all agricultural support programmes have some impact on production and thus the degree of decoupling needs to be estimated empirically. Recent studies have expanded our scarce knowledge of these issues. They confirm the partial decoupling of area payments, like those in the EU after 1992, as well as the larger degree of decoupling that results from more production freedom, as in the Production Flexibility Contract payments in the US and the recent Single Farm Payment in the EU. But the total magnitude of the production effects depends on policy design and ‘size’, since high levels of partially decoupled support can have potentially significant effects on production.
Coping with Crisis Risk in European Agriculture
Authors: Meuwissen Miranda P.M. , Van Asseldonk Marcel A.P.M. , Huirne Ruud B.M.
Published: December 2006

Coping with Crisis Risk in European Agriculture

This article summarizes the major findings of an international workshop on coping with crisis risk in European agriculture. The workshop took place as part of an EU sixth framework project entitled: Income stabilisation: Design and economic impact of risk management tools for European agriculture. The meeting focused on ex ante crisis risk, which is defined as a foreseeable and predictable risk that potentially hits many farms at the same time. More specifically, the workshop focused on technology risks ‐ such as food safety and livestock epidemic risks ‐ and weather risks. State of the art discussions pointed towards little attention being paid to crisis risk management in EU agriculture and the incompleteness of risk management instruments available. Proposed solutions, although not entirely agreed upon by all workshop participants, envision some form of public–private partnership. For technology risks, which are rather‘manageable’ by individual farmers, partnerships are recommended to be a mix of regulation, risk mitigation and non‐subsidised market instruments with a clear focus on incentives for risk prevention. For weather risks, these partnerships include financial aspects whereby governments offer free cover for the catastrophic part of losses. The Income Stabilisation project will integrate workshop recommendations with wider research project activities and will eventually advise on prospective risk management instruments for various farm types and regions throughout the European Union.
A Study of the Relationship Between the Dynamic Factors and the Dynamic Transmission Error of Spur Gear Pairs
Authors: Tamminana V. K. , Kahraman A. , Vijayakar S.
Published: December 2006

In this study, two different dynamic models, a finite-element-based deformable-body model and a simplified discrete model, are developed to predict dynamic behavior of spur gear pairs. Dynamic transmission error (DTE) and dynamic factors (DF) defined based on the gear mesh loads, tooth loads and bending stresses are computed for a number of unmodified and modified spur gears within a wide range of rotational speed for different involute contact ratios and torque values. Although similar models were proposed in the past, they were neither fully validated nor equipped to predict both DTE and different forms of DF. Accordingly, this study focuses on (i) validation of both models through an extensive set of experimental data obtained from a set of tests using spur gear having unmodified and modified tooth profiles, and (ii) establishment of a direct link between DTE and different forms of DF, especially the ones based on tooth forces and the root stresses. The predicted DF and DTE values are related to each other through simplified formulas. Impact of nonlinear behavior, such as tooth separations and jump discontinuities on DF, is also quantified.
A Model for the Prediction of Churning Losses in Geared Transmissions—Preliminary Results
Authors: Changenet C. , Velex P.
Published: December 2006

A series of formulas are presented which enable accurate predictions of churning losses for one pinion characteristic of automotive transmission geometry. The results are based on dimensional analysis and have been experimentally validated over a wide range of speeds, gear geometries, lubricants, and immersion depths. The case of a pinion-gear pair in mesh has been considered, and it has been proved that, depending on the sense of rotation, the superposition of the individual losses of the pinion and of the gear leads to erroneous figures. A new formula devoted to a pinion and gear rotating anticlockwise has been derived and validated by comparison with experimental evidence.
Dr. DARPA--Or How the Pentagon Learned to Stop Worrying and Love...
Authors: Shermer Michael
Published: December 2006

Imaginary Weapons
. A Journey Through the Pentagon's Scientific Underworld.
By Sharon Weinberger
. Nation, New York, 2006. 304 pp. $26. ISBN 1-56025-849-7.

The author explores an example of the U.S. defense establishment's attraction toward fringe (and pseudo-) science: the hafnium bomb.
A Positive Feedback Loop Promotes Transcription Surge That Jump-Starts
Salmonella
Virulence Circuit
Authors: Shin Dongwoo , Lee Eun-Jin , Huang Henry , Groisman Eduardo A.
Published: December 2006

The PhoP/PhoQ two-component system is a master regulator of
Salmonella
pathogenicity. Here we report that induction of the PhoP/PhoQ system results in an initial surge of PhoP phosphorylation; the occupancy of target promoters by the PhoP protein; and the transcription of PhoP-activated genes, which then subsides to reach new steady-state levels. This surge in PhoP activity is due to PhoP positively activating its own transcription, because a strain constitutively expressing the PhoP protein attained steady-state levels of activation asymptotically, without the surge. The strain constitutively expressing the PhoP protein was attenuated for virulence in mice, demonstrating that the surge conferred by PhoP's positive feedback loop is necessary to jump-start
Salmonella
's virulence program.
Simulation analysis of productivity variation by global positioning system (GPS) implementation in earthmoving operations
Authors: Han Seungwoo , Lee Sangyoub , Hong Taehoon , Chang Hoon
Published: December 2006

The global positioning system (GPS) is being applied in the construction industry as a practical tool for higher productivity. The aim of this study is to estimate the productivity improvement from GPS implementation in earthmoving operations using construction simulation. The results show that the GPS-based system can increase productivity by 21.74% and cost savings by 12.92% over the conventional system in a project with a short haul distance and can increase productivity by 5.67% and cost savings by 4.79% in a project with a long haul distance. It was noted that the bulldozer and truck are critical resources for productivity in each project and that the greater the number of work activities in a project, the lower the improvement in productivity as a result of using a specific technology applied to a limited number of pieces of equipment, due to the existence of many varied factors. This study is intended to help construction planners set up optimized GPS-based earthmoving operations.Key words: earthmoving, global positioning system, simulation, productivity.
Phenol removal from aqueous solution by fungal peroxidases
Authors: Mao Xiaojian , Buchanan Ian D , Stanley Stephen J
Published: December 2006

Aromatic compounds may be removed from aqueous solution by extra-cellular peroxidase enzymes that target specific classes of aromatic compounds. Phenol removal by commercially available extra-cellular enzyme, Arthromyces ramosus peroxidase (ARP), was studied at several temperatures and pH values. The optimal pH for phenol removal was found to lie within the range of pH 7 to 8, and was not affected by temperature. At neutral pH, phenol removal increased with decreasing temperature within the range of 0 °C to 30 °C. Coprinus cinereus peroxidase (CIP) was produced by Coprinus cinereus UAMH 4103 in a stirred fermentor; the fermentor broth was filtered, and used in phenol removal tests at room temperature. The impurities remaining in the crude enzyme solutions following filtration produced a beneficial effect on phenol removal from the buffered aqueous solution. However, greater phenol removal was observed in un-buffered solutions compared to removals achieved in solutions that contained phosphate buffer. Key words: phenol removal, Coprinus cinereus peroxidase, Arthromyces ramosus peroxidase, enzymatic treatment.