Showing papers in "Personnel Psychology in 1992"
541 citations
TL;DR: In this paper, a link between the Big Five personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic personality Inventory (MMPI), was formed.
Abstract: Rational and empirical linkages were formed between the “Big Five” personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic Personality Inventory (MMPI). A criterion-related validation of the study was then conducted to assess the validity of these two measures of the Big Five in predicting various measures of police performance. Results indicated that while both inventories provided adequate measures of Neuroticism, Extraversion, Agreeableness, and Conscientiousness, neither inventory consistently contributed incremental validity over the Civil Service exam.
160 citations
TL;DR: In this paper, the authors examined the attitudes of 110 employees of a financial service organization before and after the introduction of a flexible benefit plan and found that a large increase in benefit satisfaction was observed following implementation, as was a smaller significant increase in overall satisfaction.
Abstract: This study examines the attitudes of 110 employees of a financial service organization before and after the introduction of a flexible benefit plan. A large, statistically significant increase in benefit satisfaction was observed following implementation, as was a smaller significant increase in overall satisfaction. Employee understanding of the benefit package also increased significantly. No significant relationships were found between demographic characteristics and responses to the flexible plan. Potential confounds due to the complexity of the intervention are discussed. Future research is called for to examine the processes through which flexible benefits impact worker reactions and to examine the impact of flexible benefits on behavioral responses such as attraction and retention.
123 citations
TL;DR: This paper examined the extent to which theorized individual, job, organizational, and non-job factors account for American expatriate managers' commitment to their parent company and local work unit during repatriation.
Abstract: When expatriate managers return home from international assignments and re-cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers’commitment to their parent company and local work unit during repatriation (N= 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.
99 citations
TL;DR: In this paper, the authors examined person-environment congruence for its prediction of job satisfaction among college graduates over a 7-year period, using data from university records and a survey of 253 graduates who were employed full time.
Abstract: Based on a rationale derived from discrepancy theories of job satisfaction, person-environment congruence was examined for its prediction of job satisfaction among college graduates over a 7-year period. Data were from university records and a survey of 253 graduates who were employed full time. Congruence of the students’college majors and their jobs predicted their subsequent job satisfaction regardless of whether this congruence was a perceptual or a more objective measure, while congruence between the interests the participants expressed on an interest inventory (the Strong-Campbell Interest Inventory) during their freshman orientation did not. A three-way interaction of gender, gender concentration of Occupation, and interest congruence predicting job satisfaction was hypothesized. Although a three-way interaction was significant, it was not as predicted. Potential explanations involving the nature of decisions involving college majors and jobs and the stage of career development of participants are discussed.
62 citations
TL;DR: The cost-effectiveness of three types of worksite wellness programs for reducing the cardiovascular disease risk factors of employees was examined at three manufacturing plants in terms of their incremental costs and effectiveness over a comparison site that used a simpler and cheaper program design.
Abstract: The cost-effectiveness of three types of worksite wellness programs for reducing the cardiovascular disease risk factors of employees was examined at three manufacturing plants in terms of their incremental costs and effectiveness over a comparison site that used a simpler and cheaper program design. The risks targeted were hypertension, obesity, cigarette smoking, and lack of regular physical exercise. The annual direct cost per employee for post-screening interventions was $17.68 for Site A (the comparison site that offered health education classes), $39.28 for Site B (physical fitness facility), $30.96 for Site C (health education plus follow-up counseling), and $38.57 for Site D (health education, follow-up counseling, plus plant organization for health promotion). The addition of a physical fitness facility (Site B) did not produce any incremental benefit in reducing risks, as compared with health education classes (Site A), and Site B showed the lowest percentage of employees exercising regularly at the end of the 3-year study period. In contrast, the sites that used systematic outreach and follow-up counseling (Sites C and D) were more effective than both
59 citations
TL;DR: This article found that contrast effects influenced assessors' ratings of the target assessee when there was variation in performance among assessees, while contrast effects did not lead to inferior judgments.
Abstract: Assessors evaluated assessees’performances in one of three performance conditions in an assessment center simulation: a consistent performance condition, a within-assessee performance variation condition, or a between-assessee performance variation condition. Contrast effects influenced ratings of assessees when there was variation in performance within assessees. For each assessee, the low target performance was rated lower when the assessee's prior performance had been dissimilar (high) than when the assessee's prior performance had been similar (low). Contrast effects also infiuenced assessors’ratings of the target assessee when there was variation in performance among assessees. The low performing target assessee was rated significantly lower when he was evaluated with two high performers than when he was evaluated with two low performers. In addition, ratings obtained when there was performance variation among assessees were more accurate than those obtained when there was no performance variation, suggesting that under some circumstances contrast effects may not lead to inferior judgments.
31 citations
13 citations