bluuebunny/crossref_metadata_2025_split huggingface dataset:
A Study of Accidents in 147 Factories1
Authors: SLIVNICK PAUL , KERR WILLARD , KOSINAR WILLIAM 
Published: December 2006

SummaryAccident severity and frequency were correlated with each of 75 other variables in 147 factories in the automotive and machine shop industry, as listed in the membership rolls of the Automotive and Machine Shop Section of the National Safety Council.1. Accident frequency is associated with seasonal layoffs rate, poor attitude of co‐workers toward high producers, small plants, easy access to prostitutes, other plants about, frequent handling of heavy materials, blighted living conditions, and garnisheed wages.2. Accident severity is associated with non‐equalitarian eating, national union strength, no stated penalty for tardiness, no employee profit‐sharing plan, extreme workplace peratures, and “dirty‐sweaty” work.3. Many of these significant correlates seem to show in common the operation of persistent threat to, or undermining of, the status or comfort of the individual as an individual (seasonal layoffs, rivalry‐hostility among ability‐unmatched workers, extreme social distance in eating practices, dominance of the national organization in collective bargaining, no incentive of sharing in profits, heavy and dirty work). The loss of, or threat to, individuality may produce preoccupation which in turn is unsafe behavior.4. Another group of correlates of unsafe behavior relate to morality and urban sociology (prostitution, congestion, and, frequently, ugliness of other plants about, ugliness and bad living conditions of blighted neighborhoods, garnisheed wages). The mechanics of these associations are unclear but may in‐ volve excessive loading of guilt feelings, excessive instability of human, especially family, relationships, and related preoccupying frustrations.Some of these relations probably bear a causal significance for accidents whereas for others the apparent relationship merely artifactual of some more underlying cause. Many these relationships are here investigated for the first time, it is hoped that confirmatory studies by other researchers be forthcoming.
A Second Look at Personality Test Validation
Authors: HEDBERG RAYMOND , BAXTER BRENT 
Published: December 2006

SummaryA study of the Guilford‐Zimmerman Temperament Survey with life insurance salesmen failed to reveal any statistically significant differences between criterion groups in terms of an item analysis or differences in mean scores on the sub‐scales of the test. An examination, however, of the criterion groups' raw score distributions revealed a useful difference that held up in a cross‐check sample.
Supervisory Problems in Decision Making
Authors: DANIELSON LEE E. , MAIER NORMAN R. F. 
Published: December 2006

SummaryThis study reports the results of the interaction of 154 pairs of first and second line supervisors who were used as subjects in a Multiple Role Playing episode that involved the foreman's handling of a possible violation of a safety regulation by a repairman. The decision making process and the problems encountered by the foremen in the situation were investigated. The reactions of the repairmen to the decisions and to the way he was dealt with by the foremen were related to the foreman's actions.When confronted with a situation involving a possible viola‐ tion of a safety regulation, the majority of the foremen (75%,) used the “judicial” approach of discussing the possible viola‐ tion. The objective of these foremen seemed to be the establish‐ ment of guilt or innocence, without regard for the possible consequences of such action. On the surface it appears, the initial decision to discuss or not to discuss the possible violation was not the determining factor for success in gaining the more basic objective (i.e. a safer worker). Either decision resulted in approximately 70 per cent success, but further analysis of the consequences of discussing the possible violation indicated that the foremen pursuing the judicial path created additional problems for himself and the repairman. In someinstances, he motivated the repairman to lie, deny the Violation, and in other situations where the repairmen did admit the violation the foremen were put in a position of having to lay off the worker, which they did very infrequently, or to let the person off and expose themselves to being accused of discriminating.In a majority of cases (69.5 per cent), the repairmen ex‐ pressed the opinion that they would be safer workers and that their respect for their foremen had increased as a result of the interaction and decision during the role playing. Respect and safety were significantly related but respect and dominance of conversation by foreman or repairman were not. The experi‐ mental findings form an outline of aids to supervision in dealing with the possible violation situations.
Validity of Job Descriptions for Physical Requirements and Work Condition Information*
Authors: NEWMAN JACK , FINE SIDNEY A. 
Published: December 2006

SummaryPhysical Capacities and Working Conditions are two of eight components used in recent United States Employment Service occupational research designed to develop a new occupational classification structure (2, 9). This research has been carried out with 4,000 jobs, an 18% sample of Dictionary of Occupational Titles. The ratings made for the two components described in this article as well as for Training Time, Aptitudes, Interests, and Temperaments have recently been published as an informational tool supplementing the D.O.T. (12). Although satisfactory consistency among ratings was obtained among a group of raters working from job descriptions, the question was, how good was this information when compared with similar ratings made for the same jobs by actual observation of the jobs in plants? Some indication of consistency with on‐the‐spot‐observations was particularly necessary prior to publication. A previous study (10) had indicated satisfactory reliability of Aptitude ratings made similarly from direct and indirect observations. Would the same hold true for Physical Capacities and Working Conditions?
The Role of the Foreman in Modern Industry 1 I. The Development of a Measure of Management Identification
Authors: BALMA M. J. , MALONEY J. C. , LAWSHE C. H. 
Published: December 2006

SummaryDrastic changes in the role of the foreman during the last few decades are traced to scientific management trends and the growth of industrial unions. Many companies have taken steps to further modify that role, but have necessarily done so with minimum empirical evidence. The research reported here is the first phase of a study designed to throw some light on the effect of a foreman's identification with management on two aspects of his supervisory effectiveness–work group productivity and employee attitude toward the foreman.A measure of management identification was developed for use in studying these effects of the foreman's role in management. Because of the ego‐involved nature of management identification, the measure was based on an indirect method, the Error‐Choice or Direction of Perception technique of attitude measurement. Questions were written on a rational basis to measure management identification and an a priori scoring key was derived. A sample of 212 first line foremen from seven manufacturing plants in Illinois and Michigan completed the experimental questionnaire. The management identification questions were item analyzed for internal consistency and 30 items were selected; none of the Error‐Choice questions had its a priori scoring direction reversed by the item analysis. The reliability estimate of these items was .65 for this group.A sample of 45 corporation executives also completed the questionnaire. This group scored significantly higher on the 30 items than did the 212 foremen, thus providing evidence for the validity of the measuring instrument.The second article in this series will report the relationships found between this measure of foreman identification with management, work group productivity, and employee attitude toward the foreman. The third and final article will present and discuss some secondary correlates of foreman identification with management.
A Supervisory Practices Test *
Authors: BRUCE MARTIN M. , LEARNER DAVID B. 
Published: December 2006

SummaryThe SUPERVISORY PRACTICES TEST has been created to aid in the selection and evaluation of managerial and supervisory personnel.An experimental form of the test containing 100 questions was reduced to 64 items following early experimental work. Further validation studies reduced the content to the present 50 items. Concurrent validity data are offered.Test‐retest reliability is .86. Split‐half biserial reliability is .82.The SUPERVISORY PRACTICES TEST correlated .27 with the total score of the Primary Mental Abilities Test. The correlation of .56 with the total score of How Supervise? Form M suggests more than a fair amount of measurement similar to that instrument.The SUPERVISORY PRACTICES TEST appears to be an instrument that can be utilized in selection and evaluation situations.
Effective Supervision: An Adaptive and Relative Process 1
Authors: LIKERT RENSIS 
Published: December 2006

Summary and Conclusions1. Attempts to discover specific supervisory behaviors related to effectiveness of supervision have had limited success. The results are frequently conflicting and inconclusive. Specific supervisory acts may be effective in some situations but not in others, effective with some subordinates but not with others.2. The response of a subordinate to a supervisory act depends upon the meaning of the act to the subordinate, not only upon the nature of the act itself. This meaning always depends upon the relationship of the supervisory act, as perceived, to the expectations, values, and interpersonal skills of the subordinate.3. All of the perceptions, expectations, values, and interpersonal skills of the subordinate influence his response to each act of his superior. Supervision is, therefore, an adaptive and relative process in the sense that a supervisor, to be effective, must always adapt his behavior to fit the expectations, values, and interpersonal skills of his subordinates.4. The converse is equally true. For effective interaction, the subordinate must relate his behavior to the expectations, values, and interpersonal skills of his superior (or peers).5. This does not deny the importance of universal principles in supervisory‐subordinate relationships; it indicates only that a broadly applicable principle must allow variation in interpretation in such a way that meanings, not necessarily acts, are consistent with the principle. This broadens rather than restricts the range of applicability of basic principles. Current managerial theory and practice with regard to supervision and supervisory training must be re‐appraised in the perspective of being an adaptive and relative process.
Rating Scale Content: I. Scale Information and Supervisory Ratings 1
Authors: BARRETT RICHARD S. , TAYLOR ERWIN K. , PARKER JAMES W. , MARTENS LEON 
Published: December 2006

Summary and ConclusionsFour rating scale formats were used by the first and second line supervisors of four groups of clerical workers. The formats varied from unstructured to highly structured. The format incorporating trait titles and behavioral descriptions of scale steps demonstrated marked superiority over both more‐ and less‐structured formats. This format demonstrated higher inter‐rater reliability, less halo and less leniency than did the other formats. Variability was approximately equal for all formats.
Relationships Between an Impromptu Speech and Criteria of Military Success 1
Authors: TUPES ERNEST C. , BORG WALTER R. , CARP A. 
Published: December 2006

SummaryThis report is one in a series describing the evaluation of members of two Air Force Officer Candidate School (OCS) classes by means of assessment techniques administered during a three and one‐half day period at the beginning of each class. This paper is concerned with relationships between individual performance on a five‐minute Impromptu Speech problem, criteria of OCS success, and other measures of military aptitude employed in the assessment.The results of the study indicate that the Impromptu Speech test can be administered and scored by inexperienced personnel with a minimum of training, and it requires only about ten minutes of time per subject. Scores yielded by the Impromptu Speech test are satisfactorily reliable and sufficiently valid against later criteria of performance to permit fairly efficient screening if used as a selection device. Relationships between the Speech scores and other assessment measures provide estimates of its construct validity and indicate that persons who do well on the Speech test are those with relatively high Verbal Fluency, Effective Intelligence, and Social Maturity.
The Prediction of Turnover of Clerical Employees
Authors: MINOR FRANK J. 
Published: December 2006

SummaryIn
the selection of employees for routine clerical positions, a growing concern has been expressed in the problem of tenure. It was the purpose of this study to construct a meaningful selection instrument which would enable prediction of probable tenure for female clerical applicants at a large midwestern insurance company.The independent variables consisted of self‐reported biographical data from the standard employee application blank and the results of tests administered by the personnel department. A sample of 440 female clerical employees was utilized, the selection instrument being developed on one‐half of the sample and validated on the remaining half.In the final analysis, it was concluded that the resulting instrument, which yielded a composite correlation coefficient of .51, was amenable to practical application.
Foremen Selection in Light of a Theory of Supervision
Authors: HUTTNER LUDWIG , STENE D. MIRIAM 
Published: December 2006

Summary1) This article describes how a production‐supervisor selection program was developed for Pillsbury Mills, based on a theory of “people”vs.“thing” orientation.2) The supervisor selection battery is shown to be valid against a rank‐rate criterion of first line production supervisors at Pillsbury Mills.3) The study also shows that our hypothesis concerning the theory of effective supervision is sound when validated against management's definition of effective supervision.4) The selection battery is short, easily administered and scored, and it provides operating management with an effective tool for the selection of new first line supervisors, especially when used in conjunction with a thorough review of an individual's background, education, and previous job performance.
The Validity of the Employment Recommendation Questionnaire in Personnel Selection: I. Skilled Traders1
Authors: MOSEL JAMES N. , GOHEEN HOWARD W. 
Published: December 2006

Summary and ConclusionsEvidence is presented on the validity of a widely used but little studied personnel selection instrument–the employment recommendation questionnaire (ERQ). This device obtains judgments and information by mail from persons familiar with the applicant. The ERQ's studied were objectively scored, and the score for each applicant was the average of his scores from all respondents reporting on him. Validity was studied for 12 skilled jobs against the criterion of performance ratings, and for three professional jobs against the results from intensive field investigations.Results show that ERQ's for the trades positions had practically no value in predicting later supervisory ratings. Evaluations by references on the applicant's character manifested slightly higher validity than did those on occupational ability, although the correlations varied considerably from job to job. For certain jobs both of these ratings showed sufficient promise to warrant their inclusion as items in a group of other predictors.Item discrimination in general was very poor, with the possible exception of judgments on the applicant's special qualifications for the particular branch of the trade for which he was applying. This latter item, however, showed no validity.It should be noted that these results have been obtained for the conventional type of ERQ item, scored objectively according to “face value,” and combined on an average‐respondent basis. No provision was made for possible inter‐respondent differences in validity. (This will be the subject of a later paper,) Consequently, these findings do not reject the possibility of developing empirically a more effective ERQ built around other types of items.
Rating Scale Content: II. Effect of Rating on Individual Scales1
Authors: TAYLOR ERWIN K. , BARRETT RICHARD S. , PARKER JAMES W. , MARTENS LEON 
Published: December 2006

Summary and ConclusionsThis report, the second in a series on the relationship of scale formats to graphic ratings, is concerned with the relationship among the seven scales employed in the study. These were divided into one group that dealt with personal attributes of the individual and another that was work‐oriented.It was found that job traits showed greater agreement between first‐ and second‐level supervisors than did personal traits. The difference is greater in the less structured of the two formats considered.Intercorrelations among job traits were substantially higher on both formats than they were for personal traits. With the exception of “leadership” ratings, raters seemed to be more lenient when rating personal characteristics than job characteristics.An over‐all scale correlated from .89 to .94 with the optimum sum of the seven individual ratings. The maximum zero‐order correlations for the four populations ranged from .75 to .88. The comparison of standard score regression weights indicated that the purely personal scales contributed practically nothing to the variance of the over‐all scales.The value of multi‐trait scales is questioned as is the impact of human relations training of supervisors.
The Role of the Foreman in Modern Industry: III. Some Correlates of Foreman Identification with Management1
Authors: BALMA M. J. , MALONEY J. C. , LAWSHE C. H. 
Published: December 2006

SummaryHaving reported in previous issues of Personnel Psychology (1, 2) on the nature of the changing role of the foreman, the development of an indirect measure of foreman identification with management (FIM), and the relationship between this measure and two aspects of supervisory effectiveness–work group productivity and employee attitude toward the foreman, the present article reports a series of secondary analyses which may assist in a better understanding of foreman identification with management.In the relationship study it was found that the FIM scores varied significantly between plants, as did the relationship between FIM and work group productivity, suggesting that certain plant variables may be more important than individual variables; however, the research design did not lend itself to the study of plant differences. It was possible to obtain some correlates of foreman identification with management, however, which should be taken into consideration in further research :1) superiority of the indirect approach to measuring foremen identification with management; 2) a lack of relationship between FIM scores and the foreman's feelings of importance received from his job; 3) a consistent trend upward, but no significant relationship between FIM scores and tenure as a foreman; 4) no significant relationships between FIM scores and foreman age or shift; 5) increasing sizes of work groups supervised showed significant increases in FIM scores; 6) foreladies scored significantly lower than foremen; and 7) better educated foremen scored significantly higher than less well educated foremen. Implications are discussed.
The Development of Group Scores in the Prediction of Group Performance12
Authors: KRUG ROBERT E. 
Published: December 2006

SummaryA rationale is presented for combining individual scores to form group scores in order to predict the performance of task‐oriented groups. The rationale, based on job analysis data, is applied to the activities required of antiaircraft artillery gun crews. From this application, specific hypotheses are advanced concerning the kind of scores that will be predictive. These hypotheses are tested in two samples, each consisting of sixteen gun crews. Inconsistencies in results for the two samples are discussed, and the implications for crew‐assembly procedures indicated. It is concluded that the rationale offers a reasonable starting point for a group psychometric.
Validity of the Employment Recommendation Questionnaire: II. Comparison with Field Investigations1
Authors: GOHEEN HOWARD W. , MOSÉL JAMES N. 
Published: December 2006

SummaryThe present study attempts to examine the agreement between average total scores from the Employment Recommendation Questionnaire (ERQ) and rankings based on intensive field investigations made by personal interview.Objective scores from the ERQ were found to produce a ranking of applicants for the three professional positions which differed appreciably from judgments based on intensive field investigation interviews with persons who knew the applicant. Furthermore, when qualitatively considered, the ERQ was notably unable to detect some of the extremely disqualifying features revealed by the investigation report. It is clear that, if used alone, the ERQ is not an adequate substitute for the field investigation.
A Factorial Study of Labor Arbitration Cases
Authors: DREWES DONALD W. , BLANCHARD ROBERT E. 
Published: December 2006

SummaryA Factor analysis of issues involved in labor arbitration cases was undertaken in order to determine if seemingly independent grievance issues may, in fact, be related to more basic underlying factors. A sample of 120 arbitration cases was drawn from those appearing in the Prentice‐Hall arbitration series. Two judges independently classified the issues involved in each case according to 17 grievance categories. These 17 grievance categories were intercorrelated and factored by use of the centroid method.Five grievance factors were extracted and identified as (A) Economic Security, (B) Control of Job Environment, (C) Job Status and Recognition, (D) Union Security, and (E) Power Relations. It was concluded that the grievance cases considered in this study resulted from dissatisfactions which could be classified by these five grievance factors. This seems to suggest that the numerous grievance factors generally associated with arbitrations are indeed superfluous and, in fact, may be represented by only five factors, the most important of which seems to be Economic Security.