Global Self-Esteem as a Correlate of Work-Related Attitudes: A Question of Dimensionality

We examined the dimensionality of one of the most frequently used measures of global self-esteem, the Rosenberg Self-Esteem Scale (RSE; Rosenberg, 1965). Although the RSE is assumed to be unidimensional, Kaplan and Pokorny (1969) provided evidence that the scale taps two independent constructs: self-derogation versus defensive assertion of self-worth, in our study a confirmatory factor analysis was conducted which supported the superiority of the Kaplan and Pokorny two-factor model over a one-factor model but indicated that their model provided a poor fit to the data. Consequently, an exploratory factor analysis was conducted which revealed two dimensions, one mostly defined by negatively worded items (self-derogation) and the second by positively worded items (self-enhancement). Although the correlations obtained were generally quite small, relations with work-related attitudes shown for the negative factor were in the opposite direction and somewhat larger than those shown for the positive factor. Thus, additional support was provided for a two-dimensional conceptualization of the scales.     

Fairness Reactions to Personnel Selection Methods: A look at professionals in Mumbai,India

This study expands upon Steiner and Gilliland's selection fairness research. Professionals (N = 114) from Mumbai, India rated 12 employee selection methods on favorability and provided the bases for those ratings. In line with previous research, interviews and resumes were rated most favorably, while graphology and honesty tests were rated least favorably. Perceived face validity, opportunity to perform, and widespread use of selection methods were highly correlated with favorability ratings, while interpersonal warmth, scientific evidence, and respectful of privacy exhibited weak correlations with favorability ratings. Work sample tests, which have previously been rated favorably, were rated unfavorably. Exploratory analysis showed that participants viewed assessment centers favorably and online information unfavorably. Outcome favorability was highly correlated with favorability ratings.     

Employee and customer perceptions of service quality: A look at India

Customers (n = 128) and employees (n = 93) from a large service organization in India responded to a survey regarding their satisfaction with the organization and their satisfaction with key processes regarding their specific service area. As in the United States, there was agreement between Indian customer and employee ratings. However, there were also some major differences. The impact of these differences on strategic organizational initiatives is discussed.     

Employee and customer perceptions of service quality: A look at India

Customers (n = 128) and employees (n = 93) from a large service organization in India responded to a survey regarding their satisfaction with the organization and their satisfaction with key processes regarding their specific service area. As in the United States, there was agreement between Indian customer and employee ratings. However, there were also some major differences. The impact of these differences on strategic organizational initiatives is discussed.