Open Access. Powered by Scholars. Published by Universities.®
- Keyword
-
- Human resource (2)
- Absenteeism (1)
- Advancement (1)
- Cognitive ability testing (1)
- Ease of movement (1)
-
- Education (1)
- Employee (1)
- Employee selection (1)
- Employee turnover (1)
- Environment (1)
- HR (1)
- Hiring (1)
- Human resource management (1)
- ILR (1)
- Industries (1)
- Job (1)
- Job market (1)
- Job performance (1)
- Job satisfaction (1)
- Labor (1)
- Labor markets (1)
- Management (1)
- Meta-analysis (1)
- Organization (1)
- Organizational commitment (1)
- Pay (1)
- Personnel selection (1)
- Practice effects (1)
- Prevalence (1)
- Retention practice (1)
- File Type
Articles 1 - 4 of 4
Full-Text Articles in Business
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
Selection For Service And Sales Jobs, John P. Hausknecht, Angela M. Langevin
John Hausknecht
[Excerpt] This chapter provides a review of selection research for service and sales occupations and is organized into three major sections. First, we describe the nature of service and sales work and define the competencies that underlie success in these jobs. Second, we summarize past research concerning the methods that have been used to select service and sales employees with attention to issues of validity, applicant reactions, and adverse impact. Finally, we discuss the implications of this body of work for practice and future research, highlighting several important but often overlooked issues concerning selection system design for this critical segment …
Why High And Low Performers Leave And What They Find Elsewhere: Job Performance Effects On Employment Transitions, Charlie Trevor , John Hausknecht , Michael Howard
Why High And Low Performers Leave And What They Find Elsewhere: Job Performance Effects On Employment Transitions, Charlie Trevor , John Hausknecht , Michael Howard
John Hausknecht
Little is known about how high and low performers differ in terms of why they leave their jobs, and no work examines whether pre-quit job performance matters for post-quit new-job outcomes. Working with a sample of approximately 2,500 former employees of an organization in the leisure and hospitality industry, we find that the reported importance of a variety of quit reasons differs both across and within performance levels. Additionally, we use an ease-of-movement perspective to predict how pre-quit performance relates to post-quit employment, new-job pay, and new-job advancement opportunity. Job type, tenure, and race interacted with performance in predicting new-job …
Ilr Impact Brief - Deconstructing Absenteeism: Satisfaction, Commitment, And Unemployment, John Hausknecht, Nathan J. Hiller, Robert J. Vance
Ilr Impact Brief - Deconstructing Absenteeism: Satisfaction, Commitment, And Unemployment, John Hausknecht, Nathan J. Hiller, Robert J. Vance
John Hausknecht
[Excerpt] Group attitudes about satisfaction and commitment are negatively associated with absenteeism and interact in predicting absenteeism at the unit level. The effects are particularly strong in areas where jobs are plentiful but fade away where jobs are scarce. In other words, higher levels of absenteeism in a work group are associated with lower levels of job satisfaction and organizational commitment in labor markets with low unemployment, and vice versa. Organizational commitment is the crucial factor: absenteeism is higher in work units with low levels of commitment regardless of the level of satisfaction. Group norms about absenteeism and other contextual …
Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard
Retesting In Selection: A Meta-Analysis Of Practice Effects For Tests Of Cognitive Ability, John P. Hausknecht, Jane A. Halpert, Nicole T. Di Paolo, Meghan O. Moriarty Gerrard
John Hausknecht
Previous studies indicate that as many as 25-50% of applicants in organizational and educational settings are retested with measures of cognitive ability. Researchers have shown that practice effects are found across measurement occasions such that scores improve when these applicants retest. This study uses meta-analysis to summarize the results of 50 studies of practice effects for tests of cognitive ability. Results from 107 samples and 134,436 participants revealed an adjusted overall effect size of .26. Moderator analyses indicated that effects were larger when practice was accompanied by test coaching, and when identical forms were used. Additional research is needed to …