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Social and Behavioral Sciences Commons™
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Full-Text Articles in Social and Behavioral Sciences
Summarizing And Measuring Participants' Perceptions Related To Performance Appraisal Effectiveness, Stephen Henry Gaby
Summarizing And Measuring Participants' Perceptions Related To Performance Appraisal Effectiveness, Stephen Henry Gaby
Doctoral Dissertations
The purpose of this dissertation was to summarize the performance appraisal literature regarding the characteristics associated with effective outcomes and then develop an instrument that can be used in field settings to measure these characteristics. A framework based on the organizational justice literature was developed to organize and integrate the various findings from past appraisal research. Characteristics which past research has found to be associated with desired outcomes were grouped into three broad categories which roughly parallel the three types of organizational justice. An instrument was then created drawing on findings from the climate literature which indicate that individuals respond …
Reducing Adverse Impact While Maintaining Validity: Finding The Balance Between Competing Employee Selection Goals, John Ashley Henderson
Reducing Adverse Impact While Maintaining Validity: Finding The Balance Between Competing Employee Selection Goals, John Ashley Henderson
Doctoral Dissertations
Adverse (or disparate) impact has probably represented one of the most persistent and pervasive problems in employee selection. Innumerable approaches to eliminating its presence have been attempted, but most have been met with limited success. To date, this success has been measured in only slight reductions in adverse impact unless substantial losses in validity are accepted. While a number of reasons for these results have been advanced, this research asserted that part of the problem originated in the narrow perspective with which employee selection is often defined. This narrow perspective has resulted in a singular focus on validity with insufficient …
Personality And Work Situational Predictors Of Exit, Voice, Loyalty, And Neglect: An Interactionist Perspective, Michelle Lynne Roberts
Personality And Work Situational Predictors Of Exit, Voice, Loyalty, And Neglect: An Interactionist Perspective, Michelle Lynne Roberts
Doctoral Dissertations
The present dissertation investigates the degree to which personality and work situational variables are related to how employees respond to dissatisfaction in the work place based upon the EVLN (Exit, Aggressive Voice, Considerate Voice, Loyalty, and Neglect) model. On the basis of previous research and the underlying dimensions of the model, it was hypothesized that four personality variables (i.e., self-control, extraversion, proactive personality, and positive affect) and six work situational variables (i.e., prior job satisfaction, investment size, quality of job alternatives, leader support, perceptions of procedural justice, and perceptions of distributive justice) would be significantly related to the five responses …
Predicting Paricipant Activity In A Development Program: The Roles Of Personality And Performance, Maria Rose Louis-Slaby
Predicting Paricipant Activity In A Development Program: The Roles Of Personality And Performance, Maria Rose Louis-Slaby
Doctoral Dissertations
Development programs have become popular among today's managers. These programs generally involve various assessments aimed at providing participants with a broad overview of their own characteristics and performance levels in various categories. The goal of this feedback is to prompt developmental activity. In essence, a chief objective is to increase participant awareness of individual strengths and weaknesses and encourage them to enhance and exploit those areas in which they excel and improve upon areas of deficiency. In spite of that, some individuals enrolled in these types of development-oriented programs fail to actively engage in development and may simply expend time …