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851.
THE RELATIONSHIP BETWEEN RECRUITING SOURCE, APPLICANT QUALITY, AND HIRE PERFORMANCE: AN ANALYSIS BY SEX, ETHNICITY, AND AGE 总被引:2,自引:0,他引:2
This study investigated both an applicant pool and its resulting class of new hires in an attempt to clarify a number of empirical questions concerning recruiting source effectiveness. A pre-established database of applicants and hires for the job of life insurance agent in a large insurance company was analyzed for recruiting activity. Differences in applicant quality and new hire survival were found in favor of the informal recruiting sources. A second measure of hire success, new business commission credits, failed to show differences across recruiting sources. The informal recruiting sources yielded significantly higher selection ratios than did formal sources for all groups. Examination of recruiting source use showed significant group differences, with females and blacks using the formal recruiting sources more frequently than males, non-minorities, and Hispanics. While the informal recruiting sources yielded higher quality applicants and more successful hires for all groups, this research cautions that the implementation of revised recruiting policies must be carefully monitored for adverse effects on protected groups. 相似文献
852.
KIRKPATRICK'S LEVELS OF TRAINING CRITERIA: THIRTY YEARS LATER 总被引:2,自引:0,他引:2
Kirkpatrick's model (1959a, 1959b, 1960a, 1960b) of training evaluation criteria has had widespread and enduring popularity. This model proposed four "levels" of training evaluation criteria: reactions, learning, behavior, and results. Three problematic assumptions of the model may be identified: (1) The levels are arranged in ascending order of information provided. (2) The levels are causally linked. (3) The levels are positively intercorrelated. This article examines the validity of these assumptions, the frequency of each level in published evaluation studies, correlations from the literature in regard to Assumptions 2 and 3, and implications for the researcher and training manager. 相似文献
853.
This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed. 相似文献
854.
This study investigated the relationship between speech perception and speech production. An experimental technique called motor-motor adaptation was devised. Subjects produced a speech token repeatedly (20 to 40 repetitions), then produced a second token one time. These tokens all contained stop consonants and were subsequently analyzed for voice onset time. The results paralleled previous findings using the experimental procedure, perceptuomotor adaptation. The present study supports the notion of a perception-production link. 相似文献
855.
856.
This study examined job bias associated with business students' role-playing as sales managers who assigned trainees to sales territories. Personal characteristics of being extremely overweight and being a heavy smoker were studied. Research participants were given a personnel record (training record) of a sales trainee and asked to make a sales territory assignment decision; three vacant territories were also described. The participants were told to assign the trainee to one of the territories or to indicate a preference to not have the recruit assigned to any territory within the role-playing manager's region. Analysis indicates that a sales recruit described as extremely overweight was less likely to be assigned to an important or desirable sales territory and more likely to be assigned to an undesirable territory or not selected at all for an assignment within a sales region. Those described as heavy smokers were similarly treated but to a lesser degree. Overweight saleswomen were discriminated against more than overweight salesmen. 相似文献
857.
The technique of Free Visual Imagery Sequences was used with 32 outpatients, M age of 33.9, to determine the differences between Visual Imagery Reactors and Nonreactors as defined in previous studies. Reactors showed significantly more responses associated with Affect/Conflict material, frequently including bizarre and distorted images. The Affect/Conflict responses occurred earlier and had longer duration spans in Reactors. Neutral content was more prevalent in Nonreactors. An interpretive approach involving a regulatory processing system is proposed. Free Visual Imagery Sequences appears to be a simple and efficient clinical technique which can contribute data useful in determining the extent to which imagery techniques could be employed in certain forms of psychotherapy. 相似文献
858.
J B Murray 《Psychological reports》1989,64(2):627-644
Alcoholism among women often has been treated using a model based on research with alcoholic men. Women react differently to alcohol than men both physiologically and psychologically and their drinking patterns are different from men's. Treatment facilities for alcoholism have not been as available for women as for men and treatment must be individualized for the differences between men and women problem drinkers and for the differences among alcoholic women. 相似文献
859.
Intercorrelations among general trait arousability, emerging sexual desire, current sexual desire, lack of sexual desire perceived as a problem, and sexual dysfunction were assessed in 65 women currently involved in marital or de facto heterosexual relationships. The Stimulus Screening Test was used to measure general arousability and the Assessment of Sexual Function and Dysfunction Questionnaire was used to measure emerging sexual desire, current sexual desire lack of sexual desire, and sexual dysfunction. Analysis showed that arousability was positively associated with current levels of sexual desire which was negatively associated with sexual dysfunction. There was a curvilinear relationship between arousability and sexual dysfunction, with women experiencing both high and low levels of arousability being more likely to score higher on measures of sexual dysfunction than those experiencing medium levels of arousal. The possible implications of these results are discussed. 相似文献
860.