Showing papers by "John E. Hunter published in 1993"

Relationships Among Attitudes, Behavioral Intentions, and Behavior A Meta-Analysis of Past Research, Part 2

Abstract: In a recent meta-analysis of attitude-behavior research, the authors of this article found a strong overall attitude-behavior relationship (r = .79) when methodological artifacts are eliminated. The trend in A-B research, however, is to conceive of behavioral intentions (BI) as a mediator between attitudes (A) and behaviors (B). In this study, it is hypothesized that (a) A-BI correlation would be higher than A-B correlation, (b) BI-B correlation would be higher than A-B correlation, (c) A-BI correlation would be higher than BI-B correlation, (d) the variation in BI-B correlations would be greater than that of A-BI, and (e) attitudinal relevance would affect the magnitude of the A-BI correlation. A series of meta-analyses, integrating the findings of 92 A-BI correlations (N = 16,785) and 47 B-BI correlations (N = 10,203) that deal with 19 specified categories and a variety of miscellaneous topics was performed. The results were consistent with all five hypotheses. The theoretical and methodological implica...

Attitude-Behavior Relations: A Meta-Analysis of Attitudinal Relevance and Topic

Abstract: The difficulty of finding a relationship between attitudes and behavior is one of the greatest controversies in recent social science research. The purpose of this study was to determine whether attitudinal relevance substantially affects the magnitude of the correlation between attitudes and behavior and whether the effects are content-free. Using meta- analysis the authors integrated findings from 138 attitude-behavior correlations with a total sample size of 90908. The behaviors they studied ranged over 19 different categories and a variety of miscellaneous topics. The results showed a strong overall attitude- behavior relationship (r = .79) when methodological artifacts were eliminated. As predicted the higher the attitudinal relevance the stronger the relationship between attitudes and behavior. This effect held true across diverse content domains. Implications for communication theory and practice are discussed. (authors)

Refinements in validity generalization methods: Implications for the situational specificity hypothesis.

Abstract: Using a large database, this study examined three refinements of validity generalization procedures: (a) a more accurate procedure for correcting the residual SD for range restriction to estimate SDP, (b) use of f instead of study-observed rs in the formula for sampling error variance, and (c) removal of non-Pearson rs. The first procedure does not affect the amount of variance accounted for by artifacts. The addition of the second and third procedures increased the mean percentage of validity variance accounted for by artifacts from 70% to 82%, a 17% increase. The cumulative addition of all three procedures decreased the mean SDf estimate from .150 to .106, a 29% decrease. Six additional variance-producing artifacts were identified that could not be corrected for. In light of these, we concluded that the obtained estimates of mean SDP and mean validity variance accounted for were consistent with the hypothesis that the true mean SDP value is close to zero. These findings provide further evidence against the situational specificity hypothesis. The first published validity generalization research study (Schmidt & Hunter, 1977) hypothesized that if all sources of artifactual variance in cognitive test validities could be controlled methodologically through study design (e.g., construct validity of tests and criterion measures, computational errors) or corrected for (e.g., sampling error, measurement error), there might be no remaining variance in validities across settings. That is, not only would validity be generalizable based on 90% credibility values in the estimated true validity distributions, but all observed variance in validities would be shown to be artifactual and the situational specificity hypothesis would be shown to be false even in its limited form. However, subsequent validity generalization research (e.g., Pearlman, Schmidt, & Hunter, 1980; Schmidt, Gast-Rosenberg, & Hunter, 1980; Schmidt, Hunter, Pearlman, & Shane, 1979) was based on data drawn from the general published and unpublished research literature, and therefore it was not possible to control or correct for the sources of artifactual variance that can generally be controlled for only through study design and execution (e.g., computational and typographical errors, study differences in criterion contamination). Not unexpectedly, many of these meta-analyses accounted for less than 100% of observed validity variance, and the average across studies was also less than 100% (e.g., see Pearlman et al., 1980; Schmidt et al., 1979). The conclusion that the validity of cognitive abilities tests in employment is generalizable is now widely accepted (e.g., see

Influence of top management commitment on management program success.

Abstract: The literature on many different types of management programs says that effective program installations depend on the level of top management commitment: the stronger the commitment, the greater the potential for program success. A meta-analysis of 18 studies that evaluated the impact of management by objectives on job satisfaction was presented to test this hypothesis. Results showed that the gain in job satisfaction was approximately one third of one standard deviation when top management had high commitment to program implementation. Little improvement was found in studies that had moderate or low commitment from top management

A meta-analysis of mutual fund performance

Abstract: The purpose of this article is to introduce the statistical technique of meta-analysis of regression results using as our example the Lee and Rahmann (1990) study of the performance of 93 mutual funds. Specifically, we derive and estimate the meta-analysis formulas, explicitly adjusted for correlated regression residuals, which quantify the effect of sampling error on their reported regression results. Our analysis of selectivity reveals some real variation around a mean risk-adjusted excess return of about 1% per year; while our analysis of market timing reveals some real variation around a negative mean value and confirms that the correction for heteroscedasticity does make a difference. An examination of the 80% probability interval for the mean selectivity value indicates that the best mutual funds can deliver substantial risk-adjusted excess returns.

Has the problem of judgment in utility analysis been solved

Abstract: N. S. Raju, M. J. Burke, and J. Normand (1990) presented a new approach to utility analysis that they claimed has the advantage of circumventing the use of expert judges to estimate the standard deviation of job performance in dollars (σ Y or SD y ). The present authors demonstrate that Raju et al.'s approach simply shifts the judgment problem from that of estimating the standard deviation of the criterion (σ Y ) to that of estimating the coefficient of variation of the criterion (σ Y /μ Y , or SD y /Y). They also critique 3 arguments advanced by Raju et al.

A component process theorem of job satisfaction

Abstract: Total quality management (TQM) and management by objectives (MBO) are underpinned by the same three processes – participation in decision making, goal setting and objective feedback. Research on the effectiveness of management by objectives is used as a foundation for evaluating the influence of each component process on job satisfaction. Job satisfaction gains are predicted from the theories that underpin each process. Evidence on each component process supports these predictions. When all three processes in combination are used with top management commitment to programme implementation, the gain in job satisfaction should be greater than the gain when any one process is used by itself, but less than the sum of the independent effects of all three processes.