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131.
EVELYN G. WEBSTER RICHARD F. BOOTH WILLIAM K. GRAHAM EDWARD F. ALF 《Personnel Psychology》1978,31(1):95-106
Background information, Comrey Personality Scale scores, and a standard Navy aptitude test score were obtained on 600 Navy enlisted men and 600 Navy enlisted women prior to beginning Naval Hospital Corps School training. A comparison of the men and women indicated that the sexes differed on a number of background and personality dimensions. A double-split cross-validation design with multiple regression was then employed in the development of a test battery for predicting school completion. Results indicated that the men were more predictable than the women with cross-validities on the order of .53 for men and .41 for women. For the total sample, cross-validities were approximately .47. An empirical comparison of the utility of these equations for screening candidates for paramedical training suggested that the use of separate equations with the sexes would not produce results which were substantially different from use of the single equation developed on both sexes combined. 相似文献
132.
JOAN HARTZKE McILROY RICHARD W. ZELLER 《Journal of counseling and development : JCD》1979,58(4):276-283
This article describes efforts to improve the provision of community services to handicapped individuals and their families. McIlroy and Zeller look at both system-targeted and client-centered approaches. The authors also provide lists of community resources, national information sources, and national organizations that provide assistance to the handicapped. 相似文献
133.
Twenty-three Title VII court cases were reviewed in order to determine the standards set by the courts in their assessment of performance appraisal systems when used as the basis for promotion decisions. The topics covered were adverse impact determination, the courts' adjudication strategy, and the evidence needed to justify the performance appraisal procedures. Among the major findings was the courts': (1) failure to adhere to the "applicant flow technique" of adverse impact determination, (2) interest in assessing performance appraisal systems regardless of their adverse impact, (3) ignorance regarding acceptable validation procedures, and (4) focus on objectivity in lieu of validity. The discussion offered suggestions to employers for developing a professionally sound and legally defensible appraisal system. 相似文献
134.
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. 相似文献
135.
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. 相似文献
136.
Log-linear modeling is a discrete multivariate statistical technique that is designed specifically for analyzing data when both the independent and dependent variables are categorical or nominal. The purpose of this paper is to demonstrate the utility of this technique in personnel research. The paper (a) discusses behavioral areas of application, (b) compares log-linear modeling with chi-square and regression analysis, (c) presents the basic principles and hypotheses of log-linear modeling, and (d) shows how the technique is used. 相似文献
137.
An application of assessment center procedures is described for the selection of first level managers from the craft ranks. Information is reported on how the assessment data are used in promotion decisions. An evaluation study was conducted that indicates that the assessment center program has a positive effect on performance of managers at the first level and the pool of potential for higher levels of management. The study results also suggest ways in which assessment data can be used more effectively in promotion decisions. 相似文献
138.
THE PERILS OF PARTICIPATION: EFFECTS OF CHOICE OF TRAINING ON TRAINEE MOTIVATION AND LEARNING 总被引:4,自引:0,他引:4
This study presents an empirical test of the effects of trainee choice of training on subsequent motivation and learning. 207 trainees were randomly assigned to one of three conditions: (a) no choice of training; (b) choice of training–but choice not received; (c) choice of training–with choice received. A pilot study was used to create a unique training context whereby trainees could be differentiated on the three conditions of choice, while all ultimately received the identical training module. Results indicated that, after controlling for cognitive ability, those trainees having a choice of training did have greater motivation to learn, provided they were ultimately given the training of their choice. On the other hand, trainees allowed to choose but whose choice was not the training module subsequently delivered were less motivated and learned less than those not asked to participate in the choice of training at all. These findings suggest that, in an organizational training context, there may be some "perils of participation." Implications for future research and practice are discussed. 相似文献
139.
RICHARD W. FOX HUGO M. KANITZ WENDY A. FOLGER 《Journal of Addictions & Offender Counseling》1991,11(2):34-41
Participants in a week-long counseling skills training seminar evidenced significant changes in certain behavior categories as measured by the FIRO-B. 相似文献
140.
There may be virtual worldwide consensus on a few universal moral values like the Golden Rule. In this article, the authors argue that diversity and universality can coexist within the human community. Toward that goal, they construct a short list of universal moral values. Validation of these values is based on nomination by their frequent citation in previously published lists and endorsement by most of the major world religions and well‐known secular organizations (i.e., the United Nations). Implications for counseling are discussed. There is a universal moral law written on the human heart. (Pope John Paul II, as cited by Moody, 1995, p. 82) 相似文献