Showing papers in "Personnel Psychology in 1979"
TL;DR: The medical and psychological literature pertaining to personal and organizational strategies for handling job stress is reviewed in this article, where the paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists.
Abstract: The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists Many strategies for managing job stress exist but their effectiveness has not been evaluated It is important that such strategies receive the immediate, scientific attention of I/O psychologists Issues that must be faced before significant progress can be achieved are discussed
248 citations
TL;DR: This paper showed that most of the between-study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first-line supervisor is artifactual in nature.
Abstract: Using an improved version of the Bayesian validity generalization model presented in Schmidt and Hunter (1977), this study showed that most of the between-study variation in observed validity coefficients of various aptitude and ability tests for two types of clerical work and for the job of first-line supervisor is artifactual in nature. These results cast additional doubt on the traditional belief that employment test validities are situationally specific. In addition, the results showed that generalization of validities to new settings was justified even where the hypothesis of situational specificity could not be rejected under the standards used in this study. Implications for the use of aptitude and ability tests in selection and for theory development in industrial-organizational psychology are discussed.
154 citations
TL;DR: In this article, the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview was investigated. And the results indicated that appropriateness of content, fluency of speech and composure were of greatest importance in contributing to a favorable employment decision.
Abstract: Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.
121 citations
TL;DR: In this article, the authors examined the effect of situational attributes, including supervisor behaviors, individual characteristics, and person by situation interactions on the perceptions of psychological influence on supervisors' decisions.
Abstract: : Correlates of subordinates' perceptions of their psychological influence on supervisors' decisions were examined for 126 subordinates in high technology jobs and 205 subordinates in low technology, production line jobs. Based on the psychological climate perspective of work environment perceptions, it was predicted that perceptions of psychological influence would be related significantly to (a) situational attributes, including supervisor behaviors, (b) individual characteristics, and (c) person by situation interactions. Results supported these assumptions and suggested that a cognitive information processing model assists in explaining environmental perceptions. (Author)
93 citations
TL;DR: Behavioral observation scales (BOS) were developed for first line foremen as mentioned in this paper, where a group of individuals are observed and rated on a five-point scale as to the frequency with which they engage in the behavior described by each incident/statement, and a total score for each individual is determined by summing the observer's responses for each behavioral item, and an item analysis is conducted to select the most discriminating items.
Abstract: Behavioral observation scales (BOS) were developed for first line foremen. BOS are similar to behavioral expectation scales (BES) in that both are based on a job analysis procedure known as the critical incident technique. However, the BOS differ from BES in that, in developing BOS, (a) a group of individuals is observed and rated on a five-point scale as to the frequency with which they engage in the behavior described by each incident/statement, (b) a total score for each individual is determined by summing the observer's responses for each behavioral item, and (c) an item analysis (or factor analysis, depending upon the sample size) is conducted to select the most discriminating items. Those items with the highest correlations with the total score on a scale are retained to form one behavioral criterion or scale (BOS).
92 citations
TL;DR: The authors examined both the Position Analysis Questionnaire (PAQ) and the possible analyst sources for gathering job analysis information and found that there is little difference between analyst sources, including students, in terms of their ability to reliably analyze a job using the PAQ.
Abstract: Research examined both the Position Analysis Questionnaire (PAQ) and the possible analyst sources for gathering job analysis information. 25 state government jobs were examined using job incumbents, supervisors, job analysts, and a comparison group of college students. Reliability and validity (judge convergence and prediction of present pay levels) information was determined for each of the four analyst categories. Results indicate that there is little difference between analyst sources, including students, in terms of their ability to reliably analyze a job using the PAQ. Convergent validity results showed a high degree of agreement among all judge categories when summing item frequencies across all 25 jobs. The prediction of present pay levels was significant for all judge categories but was noticeably smaller than previously reported studies. This seemed to be primarily due to the restriction in salary range of the present study. An analysis of judge response bias showed that supervisors and incumbents rate all or most PAQ items higher than their analyst counterparts. These findings suggest that who furnishes responses to a job analysis inventory makes little practical difference. The exception is that the determination of pay levels and human requirements for test construction purposes should be viewed with caution when different analyst sources are utilized for different jobs.
87 citations
TL;DR: In this article, the authors explored the existence of sex differences in job orientation found by Manhardt (1972) to determine if they still exist, or if a trend toward similarity as found in studies on traits and behaviors prevails.
Abstract: Sex differences in job orientation found by Manhardt (1972) were explored to determine if they still exist, or if a trend toward similarity as found in studies on traits and behaviors prevails. Significant sex differences were found on 8 of 25 job characteristics, compared with 11 found by Manhardt. In the original study, factor analysis indicated that males value long-range career objectives while females prefer a comfortable working environment and pleasant interpersonal relationships. This study extracted similar factors which explained twice the variance found in the original. However, sex differences on factor preference were mixed. Further, results show that males are less homogeneous in their preference than are females, a complete reversal of results found previously. Implications for personnel managers in handling differences on job orientation of males and females are discussed.
84 citations
TL;DR: In this article, a step-wise multiple regression was used to predict the likelihood of female clerical employees leaving the company and the frequency of absences associated with termination over two one-year periods.
Abstract: Measures of overall job satisfaction, intention about remaining with the company, and frequency of absences were correlated with termination over two one-year periods for a sample of female clerical employees. A step-wise multiple regression indicated that both intent to remain with the company and frequency of absences added to the prediction of turnover during both one-year periods. Job satisfaction did not add to the prediction for either year.
73 citations
TL;DR: In this article, the authors examined the job survival of 1,736 newly hired workers across a variety of organizations and found that pay and training were better predictors of job survival than are individual variables such as race, sex, age, and education.
Abstract: The job survival of 1,736 newly hired workers across a variety of organizations is examined. Voluntary and involuntary turnover are analyzed separately over the first 29 weeks on the job. Moderate support is found for a theory of job survival which distinguishes between the effects of job attitudes on voluntary withdrawal and job performance on involuntary withdrawal. Organization related factors such as pay and training are better predictors of job survival than are individual variables such as race, sex, age, and education.
70 citations
TL;DR: In this article, the authors evaluated 21 performance tests, entry level and promotional, motor and verbal, for 263 applicants for city government jobs over a 17-month period and found that performance tests were more cost effective, more face valid, and more acceptable to applicants in this situation.
Abstract: 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.
65 citations
TL;DR: In this paper, the validity of polygraph, voice stress analysis, and paper and pencil instruments as mechanisms for the detection of deception is reviewed, and issues limiting the generalizability of research findings from one context to another are raised.
Abstract: Empirical research on the validity of the polygraph, voice stress analysis, and paper and pencil instruments as mechanisms for the detection of deception is reviewed. It is noted that while these devices have their greatest use in the employment context, virtually all research has been done in an actual or simulated criminal investigation context. Three separate uses of devices for the detection of deception in the employment context are identified, namely, pre-employment screening, periodic screening of current employees, and investigation into a specific theft. Differences between each of these uses and the criminal investigation context are identified, and issues limiting the generalizability of research findings from one context to another are raised. Among the issues are the effects of a low base rate of guilt on accuracy, the effects of making multiple judgments on overall accuracy, and the potential for racial or ethnic bias in judgments of guilt or innocence.
TL;DR: In this article, the authors analyzed seven foremen jobs in a chemical processing plant using three different levels of job analysis data: task-oriented, worker-oriented and abilities-oriented.
Abstract: Recent research in job classification has focused on the appropriate data analysis model for analyzing the similarities and differences among jobs. In the present research, the data analysis model is held constant, and the type of job analysis data is varied to examine the effect on the resulting job classification decisions. Seven foremen jobs in a chemical processing plant were analyzed using three different levels of job analysis data: task-oriented, worker-oriented, and abilities-oriented. All three sets of data were analyzed using the same hierarchical clustering procedure. Results indicated that the number and type of resulting job clusters was clearly dictated by the type of job analysis data that was used to compare the foremen jobs. Practical implications of these findings are presented.
TL;DR: In this article, the Survey of Organizations questionnaire was administered to a sample of military trainers at Time1 (N1, = 222) and Time2 (N2= 242) with no intervention.
Abstract: Numerous advances have been made in the last two decades in the measurement as well as in the conceptualization of change. Golembiewski, Billingsley, and Yeager (1976) conceptualized change as: (1) gamma change—subjects change their understanding of the variable being measured; (2) beta change—subjects recalibrate the measurement scale; and, (3) alpha change—change detected with a consistent measurement scale (i.e., no beta change) and for which gamma change has been ruled out. The present research examined these types of change by administering the Survey of Organizations questionnaire to a sample of military trainers at Time1 (N1, = 222) and Time2 (N2= 242) with no intervention. This design may be referred to as two premeasures of an abbreviated time series design. The results are discussed within the context of the alpha, beta, gamma change typology. After ruling out gamma change, the results revealed that alpha and beta change could be distinguished from each other and that beta change had been measured. The potential causes of the detected beta change (i.e., the rival hypotheses affecting internal validity) are analyzed. The implications of these results are discussed for the present research as well as for other empirical investigations of organizational change.
TL;DR: This article found that subjects who are relatively sophisticated in psychometric techniques tend to underestimate the magnitude of Pearson product moment correlation, with most pronounced disparity in the range.2 < |r| <.6.
Abstract: Perceptions about the Pearson product moment correlation, r, from bivariate scatterplots were investigated through the use of a questionnaire. It was found that subjects who are relatively sophisticated in psychometric techniques tend to underestimate the magnitude of r, with most pronounced disparity in the range .2 < |r| < .6. Additionally, estimates of r from specially designed scatterplots indicated that subjects (1) correctly estimated the effects of range restriction, (2) underestimated the effects of attenuating outliers, (3) incorrectly reduced estimates of r when the regression slope was relatively high or low, and (4) often failed to consider the effects of removing the middle third of the data. Several implications of these generally conservative estimations are discussed.
TL;DR: A group of 250 early retirees and a similar group of 422 non-retired civil service employees were compared on demographic, experience and job attitude variables as mentioned in this paper, and the demographic, health, and income variables accounted for approximately three times as much variance in the retirement status variable as did the motivational and attitudinal variables.
Abstract: A group of 250 early retirees and a similar group of 422 nonretired Civil Service employees were compared on demographic, experience and job attitude variables Consistent with earlier published studies, demographic, health, and income variables accounted for approximately three times as much variance in the retirement status variable as did the motivational and attitudinal variables Retirees reported that their jobs afforded less Autonomy, Skill Variety, Opportunity to Deal with Others, and less intrinsic satisfaction, but more Feedback from Others relative to nonretirees Analysis of the demographic variables indicated retirees were more likely to be female, have less financial commitments, and have had more jobs in their career It is suggested that the retirement decision may represent a positive attempt on the part of individuals to pursue more challenging, interesting activities, and that longitudinal research be initiated to explore in more detail the determinants of the retirement decision and subsequent retirement satisfaction
TL;DR: The authors examined the moderating effects of individual growth need strength (GNS) and interpersonal (supervisory and co-worker) satisfactions on the relationship of job enrichment characteristics to intrinsic job satisfaction and job involvement.
Abstract: This research examines the moderating effects of individual growth need strength (GNS) and interpersonal (supervisory and co-worker) satisfactions on the relationship of job enrichment characteristics to intrinsic job satisfaction and job involvement. Data were collected from a sample of 89 managerial and professional personnel of a large manufacturing firm in the Midwest. The results tend to support previous research findings regarding the moderating effects of individual GNS but not interpersonal satisfaction factors. In fact, significant interactions between job enrichment characteristics and interpersonal factors are obtained but they are opposite those reported in previous research. Implications of the findings for job design are discussed.
TL;DR: In this paper, an experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants who were either an amputee, an epileptic, or "normal".
Abstract: An experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants. The applicant was either an amputee, an epileptic, or “normal.” The job either involved public contact or it did not; and, it either involved supervisory responsibilities or it did not. Generally, handicapped applicants were evaluated no differently than normal applicants. Epileptic applicants, however, were expected to establish better relationships with clients and customers as well as with other employees than were normal applicants. Further, amputees were offered a smaller salary than normals. Implications for future research and unfair discrimination are discussed.
TL;DR: In this paper, the authors present a self-paced, programmed instruction manual based on Fiedler's Contingency Model (1964, 1967) for LEADER MATCH, a new approach to leadership training.
Abstract: Twelve studies testing the effectiveness of LEADER MATCH, a new approach to leadership training, are reviewed. The training program is presented in a self-paced, programmed instruction manual based on Fiedler's Contingency Model (1964, 1967). Five studies were conducted in civilian organizations and seven were conducted in military settings. The performance evaluations were collected from two to six months after training and in some studies included pre and post measures. The performance evaluations of 423 trained leaders were compared with those of 484 leaders who have been randomly assigned to control groups. All 12 studies yielded statistically significant results supporting LEADER MATCH training.
TL;DR: Personnel managers examined vignettes in which an employee had made a serious judgmental error as discussed by the authors, and the employee was seen in a traditional male position (construction supervisor, production manager), or in a relatively more female-identified position (public relations officer, executive secretary), and was identified as male or female.
Abstract: Personnel managers examined vignettes in which an employee had made a serious judgmental error. The employee was seen in a traditional male position (construction supervisor, production manager), or in a relatively more female-identified position (public relations officer, executive secretary), and was identified as male or female. Individuals employed in male-identified positions were viewed as more competent than those in traditional female positions. Overall, evaluations were correlated with recommended personnel actions. Punishing personnel action was least likely to be recommended, however, for males employed in traditional male positions. The results are interpreted as consistent with role theory and with certain attributional concepts. Implications are discussed for career strategy and for personnel policy.
TL;DR: In this paper, Rizzo et al. used a role incumbent questionnaire on ambiguity and conflict to study role ambiguity and role conflict and found that the discrepancy measure of ambiguity was significantly related to the sergeants' overall performance ratings, satisfaction with the work itself, and satisfaction with supervision.
Abstract: Ratings of effectiveness of critical work behaviors of the job of patrol officer were used to study role ambiguity and role conflict. Patrol officers (n= 53), who had volunteered for the project, completed: (a) effectiveness ratings of 45 critical incidents written for the job of patrol officer; (b) a role incumbent questionnaire on ambiguity and conflict (Rizzo, House, and Lirtzman, 1970); peer ratings using behavioral expectation scales; and (c) the Job Descriptive Index (Smith, Kendall, and Hulin, 1969). Sixteen sergeants who supervised the above officers also made effectiveness ratings of the same 45 critical incidents for the job of patrol officer and completed performance evaluations of the 53 officers using a mixed- standard scale and an overall graphic scale. Sixteen additional patrol officers completed peer ratings on 16 officers who could not be rated by volunteers. An operational measure of role ambiguity was derived by taking the square of the differences in the effectiveness ratings of each of the 45 critical incidents by each officer and his/her sergeant. An operational measure of role conflict was derived by taking the square of the difference in effectiveness ratings of the 45 critical incidents between the sergeant and a partner of the focal person. Results indicated the discrepancy measure of ambiguity was significantly related (p <.05) to the sergeants' overall performance ratings, satisfaction with the work itself, and satisfaction with supervision. The discrepancy measure of conflict was not significantly related to any organizational outcomes. The Rizzo et al. (1970) ambiguity and conflict scales were significantly correlated with the sergeants' overall rating and job satisfaction with the work itself and supervision. Multiple regression analyses indicated that the Rizzo et al. measures and the discrepancy measure of ambiguity all contributed independent, significant portions of the explained variance in the sergeants' overall performance ratings and in patrol officer satisfaction with work and supervision.
TL;DR: In this article, a field study was conducted in a chain of beauty salons to determine how the leadership behavior of salon managers is related to managerial effectiveness, and the results were consistent with managerial role requirements derived from an analysis of the leadership situation.
Abstract: A field study was conducted in a chain of beauty salons to determine how the leadership behavior of salon managers is related to managerial effectiveness. Leadership behavior was measured with a new questionnaire that was filled out anonymously by subordinates. Strong correlations were found between some of the leadership scales and salon profits, sales increase, performance ratings, subordinate satisfaction, and role ambiguity. The results were consistent with managerial role requirements derived from an analysis of the leadership situation.
TL;DR: In this paper, the authors implemented and evaluated Schoenfeldt's assessment-classification model in an industrial setting using a multiplicity of job families and a range of criteria.
Abstract: The present study deals with implementing and evaluating Schoenfeldt's assessment-classification model in an industrial setting using a multiplicity of job families and a range of criteria. A total of 1,987 non-exempt employees of a U. S. oil company were administered an extensive autobiographical inventory. Hierarchical clustering of the resulting biographical profiles produced 18 subgroups of employees such that within any one subgroup, background experiences and interests were similar and between subgroups they were different. A similar methodology was applied to job analysis data in creating a structure of 19 job families for 939 office and clerical jobs. Significant relationships were found between biodata subgroups and criteria of sex, education level, termination rate, equal employment opportunity job classification and performance ratings. There was no statistically significant relationship between subgroup membership and race. In addition, there was a significant relationship between subgroups and job families. Applications for a variety of personnel management practices are discussed.
TL;DR: In this paper, a worker-oriented job inventory was administered to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard and the data from the job inventory were then analyzed using Tucker's Three-Mode Factor Analysis.
Abstract: This paper illustrates a methodological approach to classifying jobs for the purpose of developing performance evaluation instruments. The approach was to administer a worker-oriented job inventory to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard. The data from the job inventory were then analyzed using Tucker's Three-Mode Factor Analysis. Output from the three-mode factor analysis was used to identify combinations of jobs and ranks for which separate appraisal instruments could be developed. In addition, output from the three-mode factor analysis was used to suggest the content of the various appraisal instruments. Advantages, applications, and limitations of this approach are discussed.
TL;DR: The definition of fairness in the guidelines is the same as Cleary's regression model of test bias, which results in a lower proportion of new hires that is minority than the proportion of qualified applicants that are minority as mentioned in this paper.
Abstract: The definition of fairness in the guidelines is the same as Cleary's regression model of test bias, which results in a lower proportion of new hires that is minority than the proportion of qualified applicants that is minority. This article explains the disparity, reviews alternative definitions that reduce the disadvantage, and discusses legal arguments. Apparently the guidelines definition is widely disregarded in practice–a color-blind model seems to be the definition generally used by employers. That definition puts minorities at less of a disadvantage than the federal guidelines definition does.
TL;DR: In this article, the general problem of analyzing data for job similarities/differences is considered and multivariate analysis of variance, accompanied by a multivariate extension of the well known proportion of variance index, ω2, is proposed.
Abstract: This paper considers the general problem of analyzing data for job similarities/differences. Cluster analysis and univariate analysis of variance, which are recent suggestions for attacking this problem, are briefly reviewed. The suggestion made in this paper is to use multivariate analysis of variance, accompanied by a multivariate extension of the well known proportion of variance index, ω2. Discriminant analysis and related techniques are suggested to provide information regarding specific hypotheses. The potential users are provided with the references to well known computer packages that allow all the analyses to be performed easily, rapidly, and accurately on their own data. Appropriate interpretations of each result are also indicated, and illustrated with an example.
TL;DR: In this paper, the authors examined the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected in the absence of a prior job analysis for accounting positions and determined the fairness of each test for minority and nonminority job applicants.
Abstract: The purposes of the present study were (a) to examine the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected in the absence of a prior job analysis for accounting positions and (b) to determine the fairness of each test for minority and nonminority job applicants. Results indicated that the job knowledge test was a valid and unbiased predictor of relevant criteria of job performance while the commercial employment test produced adverse impact and lacked validity. Implications of the results for future research studies and test validation efforts involving differential prediction are discussed.
TL;DR: In this article, the use of the Arvey and Mossholder (1977) procedure for determining similarities and differences among jobs is discussed, and the authors recommend against using this procedure.
Abstract: Significant legal, practical, and statistical issues regarding the use of the Arvey and Mossholder (1977) procedure for determining similarities and differences among jobs are discussed. On the basis of these issues the authors recommend against using this procedure.
TL;DR: The ESS Minicourse was designed to be a self-paced content valid sample of ESS training which would be suitable for use with job candidates without any previous telephone company experience.
Abstract: The introduction of electronic switching equipment has changed the nature of the telephone company switching job. A lengthy and complex training program must be completed before an employee can perform the electronic switching job. Because of the high cost of this training a more elaborate, second-stage selection procedure was developed. The ESS Minicourse was designed to be a self-paced content valid sample of ESS training which would be suitable for use with job candidates without any previous telephone company experience. A criterion-related validity study was undertaken to provide further evidence of validity as well as data helpful in setting a cutting score. Results showed that a combination of time to complete the Minicourse and performance on the objective tests was predictive of time to complete self-paced training in electronic switching. Cross- validated estimates of validity were used to develop estimates of u'tility given different selection ratios.
TL;DR: McIntyre and Farr as mentioned in this paper pointed out that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent, and furthermore, the alternative solutions they suggest also have their own limitations.
Abstract: McIntyre and Farr (1979), Hanser, Mendel, and Wolins (1979), and Lissitz, Mendoza, Huberty, and Markos (1979) comment on the repeated measures Analysis of Variance design suggested by Arvey and Mossholder (1977) to detect job differences and similarities. These authors propose alternative procedures to determine job differences. We, in turn, point out here that the problems specified by these critics may not be as severe as they indicate, and that some problems are even nonexistent. Moreover, the alternative solutions they suggest also have their own limitations. Finally, we propose an additional procedure–a multivariate approach to repeated measures data–which might be useful in the context of detecting job differences. It appears as if there are assumptions and limitations to both the univariate and multivariate approaches to the problem; these assumptions and limitations are delineated more precisely in the present paper.
TL;DR: This article examined the effects of two variables (descriptive cover letter and pre-letter to respondent's secretary) on response rate to a mailed survey and found that administrators who received the descriptive cover letter responded at a higher rate than those whose secretaries received no cover letter.
Abstract: This study examined the effects of two variables—descriptive cover letter and pre-letter to respondent's secretary—on response rate to a mailed survey. Two hundred randomly selected Michigan elementary school principals were sent the Eysenck Personality Inventory. There was no significant difference (χ2= .55, p > .05) in the rate of response between those administrators who received the descriptive cover letter and those who received no descriptive cover letter. However, those whose secretaries had been sent a pre-letter responded at a higher rate (χ2= 11.70, p < .001) than those whose secretaries received no pre-letter.