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Articles 91 - 104 of 104
Full-Text Articles in Business
The Evolution Of Personnel Research, Dow Scott, D Deadrick, G S. Taylor
The Evolution Of Personnel Research, Dow Scott, D Deadrick, G S. Taylor
Dow Scott
No abstract provided.
A Component Factor Analysis Of The Initiating Structure Scale Of The Leadership Behavior Description Questionnaire, Form Xii, S E. Markham, Dow Scott
A Component Factor Analysis Of The Initiating Structure Scale Of The Leadership Behavior Description Questionnaire, Form Xii, S E. Markham, Dow Scott
Dow Scott
Responses of 175 persons in a workforce to the Initiating Structure scale of the Leadership Behavior Description Questionnaire, Form XII, were factor analyzed. The correlation matrix was recomputed for the supervisory unit level and for the residual scores of individuals after removal of the effects of group membership using the technique recommended by Dansereau, Alutto, Markham, and Dumas (1982). Comparisons of the component matrices indicated that using group-oriented leadership questions does not guarantee group-oriented results.
Trust Differences Between Men And Women In Superior And Subordinate Relationships, Dow Scott
Trust Differences Between Men And Women In Superior And Subordinate Relationships, Dow Scott
Dow Scott
Trust perceptions of male and female respondents toward on-site supervisors, area supervisors, and top management were investigated in a large state agency. Although trust differences between men and women toward management were not found, respondents reporting to someone of the same gender had significantly higher trust in their superior than did men or women reporting to a superior of the opposite sex. Perceptions of trust were also found to be significantly related to the respondent's position level in the organization.
The Relationship Between Employee Age And Interpersonal Trust Within An Organizational Context, Dow Scott, B Cook
The Relationship Between Employee Age And Interpersonal Trust Within An Organizational Context, Dow Scott, B Cook
Dow Scott
No abstract provided.
An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor
An Analysis Of Absenteeism Cases Taken To Arbitration: 1975-1981, Dow Scott, G S. Taylor
Dow Scott
An analysis of 146 absentee discharge cases taken to arbitration reveals that arbitrators decide such cases in a fairly consistent manner. Content analysis of each case, supplemented with nonparametrical statistical analyses, indicate that eight factors appear to have the greatest influence on the arbitral decision: (1) the reason given by the employer for the discharge; (2) the existence of a formal absence control policy; (3) the consistent application of this policy; (4) employee knowledge of the attendance policies; (5) management adherence to its own policies; (6) the use of progressive discipline; (7) the employee's length of service with the employer; …
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
Dow Scott
Although absenteeism rates can be reduced significantly in most organizations, it must be recognized that absenteeism is a legitimate employee benefit and will occur at some level despite control efforts. The author proposes that a human resource planning approach can substantially reduce the cost of absenteeism by staffing for predicted levels of absenteeism. There are three preconditions for such an approach: (1) absenteeism measures must be developed and attendance data collected: (2) the probability that jobs will be vacant must be calculated; and (3) a cost analysis for alternative strategies of filling job vacancies must be completed. Diagnostic instruments are …
Absenteeism Control Methods: A Survey Of Practices And Results, Dow Scott, S E. Markham
Absenteeism Control Methods: A Survey Of Practices And Results, Dow Scott, S E. Markham
Dow Scott
No abstract provided.
Trust Differences Between Blacks And Whites In An Organizational Setting, Dow Scott
Trust Differences Between Blacks And Whites In An Organizational Setting, Dow Scott
Dow Scott
As increased numbers of blacks enter jobs from which they were formerly excluded, concerns about whether they can perform the work and interact successfully with peers, subordinates, and superiors have been expressed [18]. This study examines a large organization that has been racially mixed through top management for over ten years. The author identifies and examines trust differences between black and white exempt employees (supervisors, managers and professionals) toward superiors, peers, and top management.
Attendance Control Techniques: Union Vs. Non-Union Differences In The Southeast United States, S E. Markham, Dow Scott
Attendance Control Techniques: Union Vs. Non-Union Differences In The Southeast United States, S E. Markham, Dow Scott
Dow Scott
This research examines both the rate of absenteeism and the attendance control methods found in a sample of 423 union and non-union organizations located in the Southeast United States. These data indicate that absenteeism rates for union and non-union organizations are not significantly different. Methods of controlling absenteeism are reported for both union and non-union facilities. Implications for the control of absenteeism are discussed.
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
A Human Resource Planning Approach For Reducing The Cost Of Absenteeism, Dow Scott
Dow Scott
Although absenteeism rates can be reduced significantly in most organizations, it must be recognized that absenteeism is a legitimate employee benefit and will occur at some level despite control efforts. The author proposes that a human resource planning approach can substantially reduce the cost of absenteeism by staffing for predicted levels of absenteeism. There are three preconditions for such an approach: (1) absenteeism measures must be developed and attendance data collected: (2) the probability that jobs will be vacant must be calculated; and (3) a cost analysis for alternative strategies of filling job vacancies must be completed. Diagnostic instruments are …
The Nominal Group Technique: Applications For Training Needs Assessment, Dow Scott, D Deadrick
The Nominal Group Technique: Applications For Training Needs Assessment, Dow Scott, D Deadrick
Dow Scott
Recommends that the nominal group technique (NGT), a structured group meeting conducted by a group leader, be performed on 3 analytical levels: organization, operations, and person. A principle value of the NGT is the emotional commitment developed by involving not only supervisors but potential trainees as well. Strengths and weaknesses of this training-needs assessment are discussed.
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
Dow Scott
The causal direction between interpersonal trust and assessed value of an MBO program is investigated in a large mass-transit organization. Three measures of trust were collected that indicated the respondents’ trust of their superiors, top management, and the MBO consultant. The results indicated that trust in superior and trust in top management affect the assessed value of MBO. The relationship between trust in the MBO consultant and the assessment value of MBO suggests that an interaction effect occurred.
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
Dow Scott
The causal direction between interpersonal trust and assessed value of an MBO program is investigated in a large mass-transit organization. Three measures of trust were collected that indicated the respondents’ trust of their superiors, top management, and the MBO consultant. The results indicated that trust in superior and trust in top management affect the assessed value of MBO. The relationship between trust in the MBO consultant and the assessment value of MBO suggests that an interaction effect occurred.
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
The Causal Relationship Between Trust And The Assessed Value Of Management By Objectives, Dow Scott
Dow Scott
The causal direction between interpersonal trust and assessed value of an MBO program is investigated in a large mass-transit organization. Three measures of trust were collected that indicated the respondents’ trust of their superiors, top management, and the MBO consultant. The results indicated that trust in superior and trust in top management affect the assessed value of MBO. The relationship between trust in the MBO consultant and the assessment value of MBO suggests that an interaction effect occurred.