Managers' Views of How to Hire: Building Bridges Between Science and Practice

It has been suggested that the state of practice in employee selection differs markedly from the state of research. We explored this issue in interviews with 166 line managers, who were asked to describe their own successes and failures in hiring, as well as what hiring issues they would like to learn more about. Managers attributed their hiring successes primarily to luck and intuition, but also acknowledged the value of using a more systematic and rigorous approach to hiring. Managers' comments imply a lack of awareness of research, rather than a lack of interest in topics being researched. The scientist–practitioner gap thus seems to relate more to the usage of research than to the focus of research questions.     

The Effects of Belief Systems on the Job-Related Satisfaction of Managers and Subordinates

The research reported here examined the effect of personal belief systems of managers and their subordinates on their interrelationships as measured by several job-related satisfaction variables. Results from a sample of 175 manager-subordinate dyads demonstrate that the belief system construct may significantly affect job-related satisfaction as well as the quality and outcomes of manager-subordinate relationships. This research also suggests that socially oriented managers are positively associated with higher levels of subordinate satisfaction.     

Williams syndrome: a genetic deletion disorder presenting clues to the biology of sociability and clinical challenges of hypersociability

Williams syndrome is a neurodevelopmental disorder that results from the deletion of approximately 25-30 genes spanning about 1.5 megabases in the q11.23 region of chromosome 7. Patients with this syndrome present with a combination of a distinctive elfin-like facial appearance; growth retardation; mild mental retardation; an inconsistent cognitive profile that includes visuospatial impairments with good facial discrimination and relatively preserved expressive language skills; and cardiovascular abnormalities. In addition, a striking behavioral feature of the syndrome is the high sociability and empathy that these patients show for others. The study of patients with "partial" deletions of the chromosome band 7q11.23, mutated genes in this region and knockout mice with deletions of specific genes in the homologous G1-G2 region of mouse chromosome 5 are clarifying some genotype/phenotype relationships. Furthermore, genes located in this region that are prominently expressed have been implicated in brain development and function. The neuropsychological profile of patients with Williams syndrome is heterogeneous, highlights important dissociations between cognitive functions and suggests that the behavioral dimensions of sociability, empathy, engageability, and talkativeness may be independent of, or not easily explained by, the cognitive deficits. Williams syndrome has enormous heuristic value because its pathological feature of heightened "sociability" can be a "deficit" symptom of major complex neuropsychiatric disorders, such as schizophrenia and autism. Data consistent with a core inability of patients with Williams syndrome to inhibit social approach suggest that this disorder may afford an opportunity to study the biological basis of the "drive" toward socialization. From a research perspective, the syndrome lends itself to neurobiological studies of sociability as a dimension that varies independently of cognition (or at least many separable cognitive processes). Importantly, from a clinical perspective, the syndrome challenges us to administer strategic psychosocial interventions that take advantage of the opportunities that "pathological" sociability provide, while avoiding its threats. An illustrative example of an effective strategically planned psychosocial intervention for a patient with Williams syndrome is briefly presented.     

Adaptation to work: An analysis of employee health, withdrawal, and change

J. Rosse and H. Miller (1984, in P. Goodman, R. Atkin et al., Absenteeism: New Approaches to understanding, measuring, and managing employee absence. San Francisco: Jossey-Bass) have proposed a model of employee adaptation that hypothesizes multiple withdrawal behaviors and attempts to change working conditions as alternative forms of adaptation to a dissatisfying work environment. Negative health outcomes are also hypothesized consequences of dissatisfaction with work. In this longitudinal study of 42 new hospital employees, intention to quit, turnover, absence, attempts to change the job, and heatlh disorders were negatively correlated with job satisfaction; lateness and self-report avoidance scale were not. Use of adaptive behaviors was also found to have remedial effects for employee health. Implications for a general model of adaptation are discussed.     

Limits of the processing view in accounting for dissociations among memory measures in a clinical population

In three experiments, we examined the performance of patients with schizophrenia on implicit and explicit memory tests that have been shown to involve predominantly data-driven or predominantly conceptually driven processes. In Experiment 1, we compared the implicit tests of category production (conceptually driven)and word identification (data driven) and found that schizophrenic patients’ performance on these tests did not differ from that of normal subjects. In Experiment 2, a comparison of the category-production and explicit cued-recall tests, both of which involve conceptual processes, showed that schizophrenic patients were impaired on the cued-recall test but not on the category-production test. In Experiment 3, a comparison of the word-identification and explicit graphemic cued-recall tests, both of which involve data-driven processes, showed that patients were impaired on the cued-recall test but not on the word-identification test. The results of both Experiments 2 and 3 revealed a dissociation between implicit and explicit test performance under conditions in which the two tests involve similar- types of processes. These results support theoretical views that distinguish implicit from explicit modes of retrieval.     

Combining personality and cognitive ability predictors for hiring service-oriented employees

Recent developments in personality theory and assessment have led to calls for inclusion of personality measures in personnel selection. A measure of service-oriented personality was used in conjunction with cognitive and perceptual ability tests in a concurrent validation study of 202 medical clerical positions. The ability tests explained 5% of criterion variance; an additional 5–8% was accounted for by the personality measures. The results were interpreted as tentative support for broadening use of personality measurement in personnel selection, although a need for greater attention to construct validation was also emphasized.We would like to acknowledge the financial assistance provided by the University of Colorado Graduate School of Business for data entry and analysis, as well as the cooperation of the National Computer Systems Corporation and of Kaiser Permanente and its employees. We are also indebted to Garth Coombs, Deborah Crown, and Chuck Hulin for their insightful comments.     

The deterrent value of drug and integrity testing

Numerous studies have shown that job applicants may react negatively to drug, integrity, and personality testing and that these negative reactions can affect their attitudes and job search behavior. However, it is not clear if these negative reactions are equally strong among users and non-users of drugs. Using a sample of 509 subjects responding to a hypothetical employer, results showed that drug users had more negative reactions than non-users to urinalysis, overt integrity tests and personality inventories. Drug users responded equally negatively to all forms of testing, while non-users were especially negative towards personality tests.     

A critical review of the assumptions underlying drug testing

Current drug screening programs are based on a set of assumptions: That drug use adversely affects productivity, that available tests are accurate and cost-effective means of detecting and reducing drug use, and that drug testing is legal. When analyzed in the light of available evidence, little support was found for these assumptions. Used properly, drug testing may play a role in the overall management of employee performance; used improperly, it represents a profound threat to individual rights. Recommendations for additional research and for employers planning to use drug screening are offered.     

Job-related ability and turnover

Recent articles concerned with the (dis)utility of turnover have refocused attention on the relation between ability and turnover. Jackofsky and Peters (1983) have presented a model of the turnover process that hypothesizes that ability has an indirect effect on turnover through the intervening variables of ease of movement, desirability of movement, and intention to quit, and the moderator variable of task complexity. This study failed to support the hypotheses based on the model. Ability appeared to have a direct, negative association with turnover, and task complexity showed no moderating effect on either desirability of movement or turnover.     

Personality and drug testing: An exploration of the perceived fairness of alternatives to urinalysis

Paper-and-pencil inventories have been suggested as a less invasive alternative to urinalysis drug testing. Using 702 students in three experiments, an overt integrity test, a personality inventory, an interest inventory and a no-testing control condition were compared. Subjects reacted most positively when no testing was required. When drug testing was required, subjects were most satisfied with either overt tests or urinalysis, and least satisfied with the personality inventory. Attempts to increase the acceptability of personality testing by providing explanations and rationale had no effect on subjects' attitudes.We wish to express our appreciation to Andrew Colfelt for his assistance in research design and data collection, and to Kevin Murphy and Terry Stecher for their comments on previous drafts of this paper.