Showing papers in "Personnel Psychology in 1977"
TL;DR: In this article, behavioral items critical to the job success of logging supervisors were developed from 1204 critical incidents, the frequency with which a supervisor engaged in each behavior was rated on a 5-point Likert type scale by two sets of observers.
Abstract: Behavioral items (N= 78) critical to the job success of logging supervisors were developed from 1204 critical incidents, the frequency with which a supervisor (N= 300) engaged in each behavior was rated on a 5-point Likert type scale by two sets of observers. A factor analysis reduced the items to 38 and 33, respectively, for the two sets of observers which in turn constituted 10 and 11 factors or criteria for performance evaluation purposes. Multiple regression equations based on composite scores were used to predict cost-related measures of logging crew effectiveness. The shrinkage in Rs after double cross-validation was moderately small. Moreover, the behavioral observation scales (BOS) that were developed by factor analyzing the observation ratings had moderately high reliability and accounted for more variance in the cost-related measures than did the BOS developed by traditional judgmental clustering techniques. The similarities and differences between BOS and BES procedures are discussed.
223 citations
137 citations
TL;DR: The authors found that supervisory status makes an independent contribution to job satisfaction and that sex is unrelated, but suggests that the zero-order effects of pay, race, occupational prestige, and work autonomy are spurious.
Abstract: Published evidence, based largely on bivariate methods of analysis, generally suggests that pay, race, occupational prestige, supervisory status, and work autonomy are associated with job satisfaction and that sex is not. Regression analysis of a representative sample of U.S. workers, which partialled out the effects of a number of other variables, affirms that supervisory status makes an independent contribution to job satisfaction and that sex is unrelated, but suggests that the zero-order effects of pay, race, occupational prestige, and work autonomy are spurious.
109 citations
TL;DR: Assessment center staff is evaluating candidates based on its familiarity with the preferences of the decision makers who will actually promote, thus merely duplicating already existing decision procedures, so comparative predictive studies incorporating alternative predictors and criteria are needed.
Abstract: Published validation studies of assessment centers are reviewed with respect to criteria used, staff composition, and the number of organizations involved. Impressive, consistent results are noted, but a trend is identified: Acceptance of the method is based on relatively few studies, conducted by fewer organizations, using a limited range of criteria. It is argued that perhaps the assessment center staff is evaluating candidates based on its familiarity with the preferences of the decision makers who will actually promote, thus merely duplicating already existing decision procedures. What is needed are comparative predictive studies incorporating alternative predictors and criteria.
105 citations
TL;DR: The adverse impact of a content-valid job sample test of metal trades skills was compared to that of a well-constructed contentvalid written achievement test for the same technical area as mentioned in this paper.
Abstract: The adverse impact of a content-valid job sample test of metal trades skills was compared to that of a well-constructed content-valid written achievement test for the same technical area. The adverse impact of the former was considerably less. In addition, both minority and majority examinees saw the job sample tests as significantly fairer, clearer, and more appropriate in difficulty level. These differences were not only statistically significant but also quite large. These were no significant differences between minority and majority attitudes toward either test. In light of these results, it is suggested that industrial psychologists should explore more fully the potential of performance testing.
104 citations
TL;DR: In this paper, the authors examined relationships between psychological climate and components of a valence-instrumentality-expectancy model, and found significant relationships among the two components and supported several hypotheses proposed in the literature.
Abstract: The present study examined relationships between psychological climate and components of a valence-instrumentality-expectancy model. Data were obtained from 504 managerial employees of a large health care company. A principal component analysis of responses to 35 composites representing perceptions of the job, leadership, workgroup, and organization yielded six psychological climate components. Similar analyses were conducted separately for 20 valence items and 20 instrumentality items. Considerable similarity was found among the instrumentality and valence components, with one component in each area representing intrinsic outcomes, one component representing organizationally-mediated extrinsic outcomes, one representing negative or neutral outcomes, and one representing leader and workgroup-mediated extrinsic outcomes. Relationships among psychological climate and valence-instrumentality-expectancy components were significant and supported several hypotheses proposed in the literature.
101 citations
TL;DR: In this article, a study based on a sample of 366 managers showed that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position, however, does not include any positive beliefs relative to worker participation in decision-making.
Abstract: Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision-making. The latter is rejected very strongly by all the managers surveyed.
92 citations
TL;DR: In this paper, the authors investigated the relationship of personality variables to turnover and absenteeism using Cattell's 16 PF and found that Factors G (conscientiousness) and Q4 (anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal.
Abstract: The relationship of personality variables to turnover and absenteeism was investigated using Cattell's 16 PF. Results indicated Factors G (conscientiousness) and Q4 (anxiety) accounted for most of the predictable variance in both indices or organizational withdrawal. The Porter and Steers “polar” hypotheses for organizational withdrawal were not confirmed except for the anxiety factor. Results are discussed in terms of Lyons’(1972) conclusions on the relationship of absenteeism and turnover and the generality of findings to other samples of employees.
92 citations
TL;DR: In this paper, a six-month time-lag between data collection periods was used to develop causal inferences in a hospital setting, and the results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict and role conflict were the source and direction of causal influence with respect to role perceptions and performance at the lower organizational level.
Abstract: Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six-month time-lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.
70 citations
TL;DR: This paper studied the fakability of an empirically keyed biographical inventory and found that students in the faking condition tended to fake more than did a nationwide sample of college recruits.
Abstract: The fakability of an empirically keyed biographical inventory was studied in a three factor design. The factors were: 1. specificity of position applied for (sales representative versus a general managerial position, 2. induced subtlety of faking (warning of a lie scale versus no warning), and 3. sex of the respondent. Subjects were 91 male and 57 female college students who completed the biographical questionnaire under “fake” and “honest” response sets. Subjects were able to substantially improve their scores under faking instructions. Only the position specific-fake subtle condition failed to show improvement. Instructions indicating that a lie-detection scale might be used reduced faking to a considerable extent. Comparison with norms for the sales representative biographical key suggested that students in the faking condition tended to fake more than did a nation-wide sample of college recruits.
57 citations
TL;DR: In this paper, the effectiveness of fifteen psychological, economic and other variables in explaining the variance in post job transfer satisfaction among a sample of managers was evaluated. But preference for location of residence predominated.
Abstract: Multiple correlation analysis and means tests were used to test the effectiveness of fifteen psychological, economic and other variables in explaining the variance in post job transfer satisfaction among a sample of managers.
Of the variables to emerge as significant predictors of satisfaction in both of two subsamples, preference for location of residence predominated. Multiple Classification Analysis (MCA) was then employed to explore which of sixteen urban factors was most important in determining location preference among the managers and their spouses. The MCA analysis showed that size of the city ranked as the major predictor of location preference among both the managers and their spouses.
TL;DR: In the absence of research which defines the necessary and sufficient job analysis method, a multi-method approach using both task-and worker-methods is strongly recommended in this article.
Abstract: Job analysis is invariably mentioned as a part of industrial/organizational activities, but the treatment rarely matches the acknowledged importance. While the amount of research on job analysis methods has increased dramatically in the past decade several critical issues remain unresolved. The EEOC Selection Guidelines have increased the dependence on the process and results of job analysis with respect to personnel selection and especially content validation. In the absence of research which defines the necessary and sufficient job analysis method a multi-method approach using both task-and worker-methods is strongly recommended.
TL;DR: The authors compared black and white sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables and explored two hypothesized sources of race-related satisfaction differences.
Abstract: Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black (n= 166) and white (n= 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.
TL;DR: In this article, the authors incorporate job relevance into the weighting procedure via job analysis and inject the "hand of reason" into the process to ensure job-relatedness as well as validity.
Abstract: The use of the standard weighted application procedure relies on strictly empirically derived keys for validity. While weighted applications are generally valid in terms of the correlation between score on the application and position on the criterion, the empirical scheme may weight items that can not be shown to be relevant to the job for which they predict. To the extent that employment decisions are based on non-job-relevant weighted applications, such decisions may be contrary to the letter or the spirit of the Civil Rights Act. Alternative methods incorporating job relevance into the weighting procedure via job analysis inject the “hand of reason” into the process. Such rational-empirical approaches ensure job-relatedness as well as validity.
TL;DR: In this paper, a discriminant analysis approach was used to distinguish three groups of naval personnel: those eligible to reenlist who do, those eligible who do not, and those not eligible.
Abstract: Variables from five domains—demography, social background, service history, satisfaction, and performance—were used in a discriminant analysis approach to distinguishing three groups of naval personnel: Those eligible to reenlist who do, those eligible who do not, and those not eligible. Discriminant weights were derived from a sample of 642 first-term enlisted men and cross-validated on a sample of 628. The results indicated that both pre-service characteristics (demography and social background) and in-service experiences (service history, satisfaction, and performance) contributed importantly to prediction of attrition/retention. Potential usefulness of this method, including implications for better understanding and control of manpower turnover were discussed.
TL;DR: In this article, the authors proposed an analysis of variance procedure that allows researchers to test for significant differences among jobs, and the procedure permits the calculation of variance estimates to estimate the relative degree of similarities and differences between jobs.
Abstract: The determination of job similarities and differences is important for several reasons. First, to satisfy legal requirements concerning validity generalizations and second, to justify in some circumstances, collapsing across jobs for validational purposes. The proposed Analysis of Variance procedure allows researchers to test for significant differences among jobs. Moreover, the procedure permits the calculation of variance estimates to estimate the relative degree of similarities and differences among jobs. An example is presented.
TL;DR: In this article, the authors address the concept of "absenteeproneness", the notion that a small percentage of employees are responsible for a great percentage of absenteeism, and show that a core of employees was responsible for the vast majority of absentee activity in any one quarter, but that core changed from quarter to quarter.
Abstract: This study addresses the concept of “absentee-proneness,” the notion that a small percentage of employees are responsible for a great percentage of absenteeism. Two uncorrelated measures of absence (paid and unpaid) were recorded for each individual in a sample of 195 employees working in the accounting department of a large public utility. Data were recorded for seven consecutive quarters (e.g., 21 months). The results showed that a core of employees was responsible for the vast majority of absenteeism in any one quarter, but that core changed from quarter to quarter. The distribution of absence data over the full 21 month period did not differ from chance expectancy.
TL;DR: The psychometric properties of behaviorally based rating scales contrasted by (1) disguised versus obvious scale format and (2) specific anchors versus more general descriptions of behavior were compared.
Abstract: The psychometric properties of behaviorally based rating scales contrasted by (1) disguised versus obvious scale format and (2) specific anchors versus more general descriptions of behavior were compared. Results indicated no consistent differences in leniency or central tendency errors among the scales. Both multitrait-multirater ANOVA and factor analyses favored obvious scale methods to a disguised mixed standard scale format. No firm conclusions could be drawn regarding the effects of specificity of behavioral anchors.
TL;DR: In this article, the effectiveness of a basic electricity training program for telephone installer-repairmen was measured, and the potential contaminating effects of pretesting were monitored; the results indicated that the training was potentially effective, but that pretest contaminations were present.
Abstract: Training evaluation is one of the most under-researched and neglected areas of industrial/organizational psychology. This article discusses the need for, and feasibility of, utilizing extended-control-group pretest designs in evaluation research; and reports a field application of such a design (the Solomon 4-Group) in an organizational training context. The effectiveness of a basic electricity training program for telephone installer-repairmen was measured, and the potential contaminating effects of pretesting were monitored. The results indicated that the training was potentially effective, but that pretest contaminations were present. To identify the pretest effects it was necessary to go beyond the Solomon model and consider complex interactions involving numerical aptitude level, pretesting and training. Pretest exposure depressed the posttest performance of trained subjects of medium and low numerical aptitude, while facilitating that of medium level untrained subjects. Pretest exposure had no effect on subjects scoring high in numerical aptitude in either the trained or untrained condition. Possible explanations for the moderating role of numerical aptitude are offered, and implications of the findings are discussed relative to applied organizational evaluation efforts and future research.
TL;DR: This paper proposed a multiple-group factor analysis of the scaled behavioral examples for improving the discriminant validity of retranslation dimensions and found that the factor-analytic procedure led to an improvement in discriminant value.
Abstract: The retranslation procedure is designed to yield unambiguous sets of behaviors exemplifying conceptually important and distinct performance dimensions. Previous research has shown that dimensions developed with the retranslation procedure possess only low to moderate discriminant validity. This study proposed a multiple-group factor analysis of the scaled behavioral examples for improving the discriminant validity of retranslation dimensions. Multitrait-multimethod analyses of actual ratings indicated that the factor-analytic procedure led to an improvement in discriminant validity. Nonetheless, the amount of discriminant validity possessed by the dimensions was still low. Several suggestions were made for further improving the discriminant validity of dimensions developed with the retranslation procedure.
TL;DR: In this article, the authors explored the operational value of BES as a technique for identifying divergent rater-ratee perceptions of ratee behavior frequency and for facilitating subsequent ratee behaviour change.
Abstract: Behavioral Expectation Scales (BES) research has concentrated upon psychometric properties, while evidence for potential operational advantages has been largely anecdotal. This empirical study explored the operational value of BES as a technique for identifying divergent rater-ratee perceptions of ratee behavior frequency and for facilitating subsequent ratee behavior change. Results indicated that ratees perceived desired behaviors as occurring more often and undesired behaviors occurring less often than did raters. Behavior change was demonstrated both after development and after implementation of BES. Such operational advantages of BES are argued as a crucial factor in the choice of an organization's performance appraisal format.
TL;DR: Analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables.
Abstract: In contrast to earlier evidence that the relationship between level of occupation and job satisfaction is positive and monotonic, analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables. Removal of occupational prestige modifies the occupation-job satisfaction relationship in a manner which suggests that job satisfaction may arise more from ascribed prestige than from such job characteristics as work autonomy, authority, and income.
TL;DR: In this paper, the authors found that higher-order need satisfaction, locus of control, and intrinsic motivation serve as effective moderators of the relationship between higher order need satisfaction and volunteering for job enrichment.
Abstract: In order to test predictions derived from an expectancy theory model developed by Lawler, measures of higher-order need satisfaction, locus of control, and intrinsic motivation were obtained from 252 female assembly line workers. Also, each employee was asked whether or not she wished to volunteer for a job enrichment project. Enriched jobs were described as having greater autonomy, variety, task identity, and feedback than typical assembly line jobs. Both locus of control and intrinsic motivation were found to serve as effective moderators of the relationship between higher-order need satisfaction and volunteering for job enrichment, in that significantly higher negative relationships were obtained for persons high in locus of control and intrinsic motivation than for persons low in these measures. These results are seen as supportive of applicable portions of Lawler's model. Also, implications of the results for placement of individuals in enriched jobs are discussed.
TL;DR: In this paper, the relationships of leader behavior variability indices to a variety of subordinate affective responses and experienced psychological states were examined for two samples differing in perceived job characteristics, and the correlation between responses and leader behaviour variability indices was found to be significant and stronger than those between response and absolute levels of leader behaviors.
Abstract: The relationships of leader behavior variability indices to a variety of subordinate affective responses and experienced psychological states were examined for two samples differing in perceived job characteristics. In the sample facing routine task demands, little relationship was evident between leader behavior variability indices and subordinate responses. In the sample characterized by greater variability in task demands, correlations between responses and leader variability indices were generally significant and stronger than those between responses and absolute levels of leader behaviors. For both samples, leader behavior variability was negatively related to subordinate responses. Implications of the findings and suggestions for future research are presented.
TL;DR: This article examined the validity of selected employment tests potentially useful in selecting production workers engaged in the construction of boxboard containers and evaluated the applicability of the tests to minority and non-minority workers.
Abstract: The purposes of the present study were (a) to examine the validity of selected employment tests potentially useful in selecting production workers engaged in the construction of boxboard containers and (b) to evaluate the applicability of the tests to minority and non-minority workers. Using data collected from 100 production workers employed by the same company but located in two different geographical regions, it was found that a short test battery was potentially useful in selecting production employees without necessarily introducing unfair racial bias. Implications of the results for future research studies and test validation efforts involving differential and single-group validity are discussed.
TL;DR: In this article, the biorhythm theory of accident explanation was empirically examined and the results showed no systematic relationship between critical days and accident occurrences for these data groups and no useful level of association existed for any cycle.
Abstract: The biorhythm theory of accident explanation that has been increasingly popularized in the business press was empirically examined. The data set consisted of municipal employees adjudged to be at fault in 150 work-related vehicular accidents, and municipal employees involved in 210 on-the-job accidents resulting in workmen's compensation claims. Each accident case was analyzed to determine whether or not the accident occurred on a biorhythmically critical day. The results showed no systematic relationship between critical days and accident occurrences for these data groups. The data were also systematically evaluated for the existence of non-biorhythmic cycles. The results of this analysis showed that no useful level of association existed for any cycle. It was concluded that, while other groups or events may exhibit measurable cyclical patterns, it seems likely that the relationships are more complex than a simple association such as that posited on the basis of biorhythm theory.
TL;DR: An organisational questionnaire based on Likert's eight organisational variables was completed by samples of Filipino and Hong Kong Chinese bilingual managers under conditions designed to inculcate either an English response set or a Chinese or Filipino response set as discussed by the authors.
Abstract: An organisational questionnaire based on Likert's eight organisational variables was completed by samples of Filipino (n= 51) and Hong Kong Chinese (n= 71) bilingual managers under conditions designed to inculcate either an English response set or a Chinese or Filipino response set. Results indicated that apparently equivelant questions generated negative responses in the English response conditions and positive responses in the Filipino and Chinese response conditions. Some methodological implications for comparative management research are discussed.
TL;DR: This article found that ratings based solely on job-related scales in the negative halo condition contained greater halo than ratings based on a set of identical scales but which included scales relevant to non-job related characteristics.
Abstract: The major hypothesis of this study was that halo due to irrelevant characteristics could be reduced by giving raters the opportunity to separately rate the irrelevant characteristics.
Thirty-six non-commissioned Navy officers participated in this study. Subjects were randomly assigned to one or four conditions: negative halo-job related scales, negative halo-job related and irrelevant scales, positive halo-job related scales, and positive halo-job related irrelevant scales.
Subjects were required to read a hypothetical job description and then a narrative performance description of a specific ratee. They then were required to evaluate their assigned ratee on a set of graphic rating scales.
The data partially supported the major hypothesis in that the graphic ratings based solely on job-related scales in the negative halo condition contained greater halo than ratings based on a set of identical scales but which included, in addition, scales relevant to non-job related characteristics. Reasons for the lack of statistical significance with respect to the positive halo condition were discussed.