ENTRY‐LEVEL POLICE CANDIDATE ASSESSMENT CENTER: AN EFFICIENT TOOL OR A HAMMER TO KILL A FLY?

The study examined the validity of the assessment center (AC) as a selection process for entry-level candidates to die police and its unique value beyond cognitive ability tests. The sample included 712 participants who responded to personality and cognitive ability testing (CAT), and underwent an AC procedure. AC results included the overall assessment rating (OAR) and peer evaluation (PE). Seven criterion measures were collected for 585 participants from a training stage and on-the-job performance. Results showed that the selection system was valid. Findings yielded significant unique validities of OAR and PE beyond CAT and of PE beyond OAR even after corrections for restriction of range. Results support the use of ACs for entry-level candidates.     

ARRIVAL AND DEPARTURE PATTERNS OF PUBLIC SECTOR EMPLOYEES BEFORE AND AFTER IMPLEMENTATION OF FLEXITIME

In this paper, the effects of a flexible working hours schedule on the arrival and departure times of 162 public sector employees are examined. The results indicate that workers, when given the opportunity to schedule their own workday, deviate only moderately from their pre-flexitime arrival/departure times. In addition, they tend to develop relatively stable arrival/departure patterns. The results also indicate that the number of late arrivals has been virtually eliminated.     

Cross-national study of employees' work goals

The literature in the area of organizational behaviour has lately reflected the increasing rate of information exchange concerning the quality of worklife among various Western societies. However, a prerequisite for comparison of work milieu is the determination of whether employees from different national settings share similar needs and motivational systems. The question is whether cultural norms significantly influence employees' expectations, values, and motives. To the extent this is so, generalization from studies within a single country is restricted. The purpose of this research is to compare the structure of employees' work goal systems among five Western countries, and to examine the applicability of two popular motivational models.