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LINDA LOPEZ McALISTER 《希帕蒂亚:女权主义哲学杂志》1994,9(3):188-196
This paper was originally presented as part of a panel entitled “Feminist Philosophy After Twenty Years” at the 1993 meeting of the Eastern Division of the American Philosophical Association (APA). It is a discussion of the conditions that needed to be—and were—present in the United States in the 1970s in order for feminist philosophy to take root and flourish. 相似文献
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BENJAMIN SCHNEIDER STEVEN D. ASHWORTH A. CATHERINE HIGGS LINDA CARR 《Personnel Psychology》1996,49(3):695-705
This paper presents logic, procedures, validity, and use of employee attitude surveys targeted on strategic objectives of the firm. The logic is that employees at the front line are in an optimal position to report on the degree to which strategic initiatives are being carried out. The procedure is to design survey questions that focus on the initiative rather than on employees' personal feelings or satisfaction. To validate employee reports, the relationships between those reports and customer satisfaction over four quarters of the use of the survey are shown. Evidence shows that the logical and empirical keying of employee surveys to strategic initiatives and objectives of the firm provide data of immediate use to management, in the present case to both marketing and human resources management. 相似文献
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EFFECTS OF ADVERTISED HUMAN RESOURCE MANAGEMENT PRACTICES ON ATTRACTION OF AFRICAN AMERICAN APPLICANTS 总被引:3,自引:0,他引:3
SCOTT HIGHHOUSE SANDRA L. STIERWALT PETER BACHIOCHI ALLISON E. ELDER GWENITH FISHER 《Personnel Psychology》1999,52(2):425-442
Student members of a national organization of African American engineers ( n = 1019) and currently employed African American engineers ( n = 303) responded to a hypothetical job advertisement differing by staffing policy (identity-blind vs. identity-conscious), advertised work characteristics (i.e., individual-based vs. team-based), and compensation system characteristics (pay based on individual performance vs. pay based on work-group performance). Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious (i.e., affirmative action) than when it was identity blind (i.e., equal-employment opportunity). However, only the student sample reported being more likely to apply when the advertisement described team-based work instead of individual-based work. Both groups reacted negatively to the combination of individual-based work and group-performance based pay systems. 相似文献