Industrial and Organizational Psychology Commons^™

Qualities And Competencies Needed For Successful Overseas Posting : The Views Of Malaysian Expatriates, Mohd Radzuan Rahid

Student Works (2000-2009)

In the era of globalization where of multinationals and transnational companies have their international operations spread all over the world, the area of international human resource management (IHRM) has becoming more and more important. Human factor is now considered as an important aspect in determining the success of international operations. Scholars, like Adler and Bartholomew (1992) agreed that in order to ensure the success implementation of global strategies, it would largely depend on getting the people with right skills, at the right time, which typically requires the movement of people across border. This study will focus on one of the …

Dimension And Exercise Variance In Assessment Center Scores: A Large-Scale Evaluation Of Multitrait-Multimethod Studies, Filip Lievens, James M. Conway

Research Collection Lee Kong Chian School Of Business

This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified a correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more …

The Effects Of Cultural Values On Acceptance Of Human Resource Management Decisions, Ying Liu

Psychology Theses & Dissertations

The present study examined the effects of six culture values, including Hofstede's (1984, 1991) power distance, individualism/collectivism, long-term and short-term orientation, Trompenaars'1994) achievement/ascription, universalism/particularism, and relationship to nature, on reactions to human resource management decisions. Data were collected from 110 Chinese students in China and 82 American students in the U.S. A questionnaire containing vignettes depicting different human resource management practices was used to measure the impact of cultural values. Omnibus multivariate analysis of variance revealed significant differences between Chinese and Americans on the cultural values of power distance, collectivism/individualism, long-term and short term orientation, ascription/achievement, and the relationship to …

Implementation Of Downsizing: Issues And Consequences, Leena Chatterjee, Sanghamitra Bhattacharyya

IIMB Management Review

world over, as companies struggle to survive in an increasingly volatile and competitive marketplace. The US and Europe were the forerunners in this activity but from the early 90s onwards, a large number of Indian organizations including banks, MNCs, public sector units, and private undertakings, have taken recourse to similar actions.

Investigating Business Casual Dress Policies: Questionnaire Development And Exploratory Research, Timothy Franz, Norton Steven D.

Psychology Faculty/Staff Publications

This study had two primary goals: to develop a questionnaire that can be used to determine what types and categories of attire are acceptable in today’s work environment for men and women and to provide a preliminary test of whether these policies impact work attitudes and behavior. Because of the lack of past theory and research to guide the project, human resource professionals were interviewed to help generate ideas for questionnaire design. Once developed, this questionnaire was completed by 95 students, most of whom worked full- or part-time. Analyses revealed that there are clear trends and categories that can be …

The Indian Software Industry: What Makes For Commitment, Abhoy K Ojha

IIMB Management Review

The impact of the demographic characteristics of people on their work attitudes and organisational behaviour has been of interest to organisational theorists for a long time. While some studies have examined the impact of demographic characteristics on attitudes and behaviour, others have investigated the impact of the composition of these demographic characteristics on individual attitudes and behaviour, and organisational outcomes. Against the background of these studies, a study was conducted to examine the impact of demographic characteristics of software professionals on their organisational commitment

Stress And Job Performance: Theory, Research, And Implications For Managerial Practice By Steve M Jex, New Delhi: Sage Publications, 1998., Prabha Srinivas

IIMB Management Review

This book is a comprehensive study of stress and the effect it has on work life. The style of presentation is simple and therefore even a person not familiar with stress and its related theories can follow the text easily. The topic is extremely relevant and important in the context of the current style of living. Competitiveness in the work place has reached an all time high and has left its mark. To managers, this book offers suggestions on how to recognise stress inducing factors and deal with them. But, as Jex himself says, the study of occupational stress is …

Preventing Workplace Violence By Mark Braverman, New Delhi: Sage, 2000., T Ananthachari

IIMB Management Review

The workplace is in many ways the meeting ground for the employer and the employees. It can lead to mutual understanding, trust and a lasting fruitful collaboration to achieve the objectives of the company. On the other hand, it can result in confrontation with all the consequent negative outcomes to follow. It is obvious that one of the basic policies of every organisation should be to forge maximum possible understanding between the two. Even a minor incident, misunderstanding or communication gap between the managerial hierarchy and the individual employee can spark off a situation which could ultimately vitiate the atmosphere …

Employee Commitment: An Overview, Gbolahan Gbadamosi

IIMB Management Review

Organisational commitment continues to be a topical issue in management research and of great relevance to the practising manager. The commitment of employees is obviously an area of interest in human resources management, the assumption being that employee commitment enhances performance and organisational effectiveness. Research findings and literature on organisational commitment provide some pointers and lessons for human resource managers, which would be well worth examining.

Religious Involvement And Dispositional Characteristics As Predictors Of Work Attitudes And Behaviors, Tami Leigh Knotts

Doctoral Dissertations

The purpose of this dissertation was to empirically examine the effects of (1) religious involvement on job attitudes, (2) dispositions on job attitudes, and (3) religious involvement on workplace behaviors. This study also assessed whether job attitudes mediated the effect of religious involvement an workplace behaviors or the interaction effect of religious involvement and dispositional characteristics on workplace behaviors.

Higher levels of religious involvement were hypothesized to lead to more positive work attitudes and behaviors. Conservative and self-transcendent values along with positive well-being were expected to lead to positive attitudes at work. The effect of religious involvement on work behaviors …

Oganizational Justice And Human Resource Management; By Robert Folger And Russel Cropanzano, New Delhi: Sage Publications, 1998, R C Sekhar

IIMB Management Review

No abstract provided.

The Development Of A Performance Appraisal System For True-Value Hardware, Dave M. Skelek

Theses, Dissertations and Capstones

A developmental performance appraisal system was designed, implemented, and evaluated for TRUE- VALUE HARDWARE. The developmental performance appraisal system was designed to clarify job expectations and job-related tasks for each employee's job and to provide employees with developmental job performance feedback. With employee and management input, the five performance dimensions on which the employees would be rated were determined. The 5 performance dimensions evaluated were customer service, quality, judgment/problem solving, team work and collaboration, and work management. The evaluative standards and rating scale anchors were communicated to employees and direct observation of employee work behaviors occurred over a 6-month time …

Stress Dan Mekanisme Daya Tindak Di Kalangan Operator Pengeluaran : Satu Kajian Di Omron Malaysia Sdn. Bhd., Norashikin Ismail

Student Works (2000-2009)

Di dalam mana-mana organisasi, baik organisasi awam atau swasta, penyelidikan lepas telah menemui bahawa golongan pekerja yang kerap mengalami stress dan sering terdedah kepada punca-punca stress ialah golongan pekerja yang bekerja di peringkat bawahan seperti operator pengeluaran di kilang-kilang. Mereka yang berada di posisi ini adalah golongan pekerja yang sentiasa terikat dengan kerja yang memerlukan komitmen dan tumpuan yang menyeluruh. Kesilapan dan kegagalan melakukan kerja dengan baik yang dilakukan oleh operator pengeluaran menyebabkan mereka terpaksa melakukan kerja-kerja tersebut berulang-ulang kali. Oleh yang demikian, mekanisme daya tindak merupakan usaha yang boleh dilakukan oleh individu untuk mengurus atau mengendalikan tuntutan clan masalah …

An Empirical Examination Of Individual, Issue-Related, And Organizational Determinants Of Ethical Judgments, Sean Robert Valentine

Doctoral Dissertations

The purpose of this dissertation was to empirically examine an ethical decision-making model that contained individual, issue-related, and organizational factors. At the individual level, the relationship between two job attitudes, job satisfaction and organizational commitment, and ethical judgments was assessed. At the issue-related level, the association between moral intensity and ethical judgments was examined. At the organizational level, the relationship between ethical context and ethical judgments was examined. The hypothesized moderating effect of ethical context on the relationship between job attitudes and ethical judgments was also tested.

A national sample of 3,000 sales professionals was used to test the hypotheses. …

Consequences Of Contingent Compensation, James Herschel Turner

Doctoral Dissertations

The principal objective of this study is the explication of the impact of incentives on measures of performance. The effects of contingent compensation (commissions and bonuses) on role stress, job attitudes, and performance outcomes were studied in a multi-industry sample of 255 employees.

It was hypothesized that as compensation contingency increases, role conflict and financial anxiety also increase and the increase in stress would be negatively related to in-role performance, organizational commitment, and job satisfaction. Finally, it was hypothesized that as organizational commitment and job satisfaction are reduced, intent-to-leave will be increased and extra-role performance will be reduced. The sum …

The Effects Of An Organizational Communication Intervention On Job Satisfaction In A Public Health Organization, Ann Kathleen Riley

All Master's Theses

The purpose of this study was to determine the effects of an organizational communication intervention on job satisfaction levels. Nineteen employees of a rural public health department served as the subjects of the study. Archival data was reviewed based on a pre and postjob satisfaction questionnaire administered to subjects in relation to a communication intervention. It was hypothesized that job satisfaction levels would increase as a result of an organizational communication intervention. Results of an independent !-test analysis for overall pre and postjob satisfaction scores did not support this hypothesis. Implications of the study and recommendations for future research are …

Military Members Responses To Sexually Harassing Behavior: Response Types And Efficacies, Michael W. Braucher

Theses and Dissertations

This thesis uses four sexual harassment response constructs and evaluates the efficacy of the responses. The constructs are built based on individual or joint/collaboratory responses and whether or not the harasser is confronted with his or her behavior(s) perceived as harassing by the victim. The constructs are applied to the 1995 Department of Defense survey of Harassment. Results include each response's effect on the harassing behavior, whether the behavior is ceased or not. A second result is the victim's perception of improvement or worsening of the situation based on the response type used. Tests for proportional differences were used to …

Usaf Pilot Perceptions Of Workload Assessment In A Combat Or High-Threat Environment, Kadircan Kottas

Theses and Dissertations

This study analyzed the self-reported survey responses of 219 Air Force Pilots concerning their perceptions of workload assessment in a combat or a high threat environment. The first objective of this study was to determine and compare the combat workload factors of varying importance in combat workload assessment by aircraft and mission type flown. The second objective was to examine the pilots' perception of combat mission inflight workload. A stepwise regression model to predict the pilots' perceptions of inflight workload using pilots' characteristics data was explored. Research conclusion varied among aircraft types. Combat workload items indicated as distractingly important were …

An Investigation Of The Relationship Between Perception Levels Of Prime Beef Training And Readiness Task Confidence, D. Wade Lawrence

Theses and Dissertations

This thesis examined the readiness training perception levels and task self-confidence of CE Prime BEEF personnel, and investigated the relationships between these two constructs. A heuristic model was developed which hypothesized that since previous research has shown that perception of training affects self-efficacy, and that self-efficacy affects performance, it may be inferred that training perception ultimately affects task performance. Surveys were sent to the target population to gather demographic data, perceptions of Prime BEEF readiness training and task confidence in both self and unit. Despite an improvement in perceptions over the past 12 years, results showed somewhat mediocre perception levels …

Towards Understanding Why Assessment Centers Work: An Evaluation Of The Subtle Criterion Contamination Hypothesis, Christopher T. Rotolo

Psychology Theses & Dissertations

The success of the assessment center method in predicting job performance has been one of the most researched efforts in personnel psychology (Thornton, 1992). However, there is little reported evidence showing that assessment center procedures produce scores that serve as valid representations of separate constructs (Klimoski & Brickner, 1987). It is perhaps ironic, then, that despite the success stories, we still do not understand why assessment centers "work," (i.e., predict performance).

This study examined the subtle criterion contamination hypothesis as an explanation to assessment center validity. The subtle criterion contamination hypothesis states that assessment centers predict managerial performance because assessors …

Toward Understanding Team Leadership: The Empirical Development Of A Team Leadership Classification System, Brian J. Ruggeberg

Psychology Theses & Dissertations

The purpose of this research was to develop a classification system of team leadership through the empirical process of numerical classification. Although the value and importance of leadership have been recognized in the team literature, few empirical studies have been conducted to understand the phenomenon of team leadership. A thorough review of the relevant literature was conducted to identify the various behaviors, functions, traits, and KSAOs associated with team leadership. This information was then used to select and construct data collection instruments for the classification process.

Two separate studies were conducted to achieve the overall goal of developing a team …

An Analysis Of Air Force Acquisition Engineering Officer's Perceptions Of The Adequacy Of Their Preparation For Management, Steven E. Woodruff

Theses and Dissertations

The purpose of this study was to determine how much time Air Force acquisition engineers spend in performing management functions, how those engineers spend in performing management functions, how those engineers perceive their management training, and which types of training contribute the most to managerial competency. The results from surveys of 215 acquisition engineers assigned to ASCEN, Wright-Patterson AFB, OH and their supervisors revealed that engineers do indeed spend substantial amounts of time performing management functions. Slightly more than half the engineers reported spending at least 50 of an average workday performing management functions. Over 53 of engineers responding to …

Assessment Of The Effectiveness Of The United States Air Force And Selected Unit Vision Statements, Joseph N. Gomes, Quinn A. Gummel

Theses and Dissertations

This study assessed the Air Force and subordinate unit vision statements to determine how effectively current Air Force efforts provide vision for Air Force personnel. There were two main parts to the research: a literature review, and a field study of various Air Force units to assess the effectiveness of the Air Force visioning process. A review of the literature revealed the definition, and role, of vision statements, and identified five essential elements for effective vision statements. The elements of effective vision statements were found to be: a clear image of a future end state; a realistic and attainable goal; …

Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates, Donna Dunville

Masters Theses & Specialist Projects

Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The majority of personnel managers indicate support for both AA in theory and the mechanisms required …

The Organizational Impact Of Smoke Break Management In Strategic Air Command, Glenn G. Hinken

Theses and Dissertations

This study investigated the organizational impact of smoke break management in Strategic Air Command. Analysis of data from a survey questionnaire showed that although the smoking and smoke break issues touched the majority of the people in SAC and almost every smoker surveyed reported taking smoke breaks, just 27 percent of respondents reported their organization had a smoke break policy. Most of these respondents indicated the policies were lenient in terms of regulating the time and duration of the breaks. Smokers reported spending an average 41.09 minutes per day taking smoke breaks. This figure differed significantly from the time smokers …

Development Of A Weighted Application Blank For The Carryout Clerk Classification In A Large Retail Organization, Linda Gabbard

Masters Theses & Specialist Projects

The purpose of this study was to develop and validate a Weighted Application Blank to predict turnover for use as a selection tool for a large retail organization. Utilizing the England (1971) procedure, it was hypothesized that significant derivation and cross-validities would be obtained. The hypothesis was partially supported: the derivation validity coefficient was significant (r = .28, p < .01) and the resulting cross-validity coefficient was net significant (r = 19, p < .05). The results and recommendations for implementation of the WAB are discussed.

Weighted Application Blanks: An Empirical Approach For The Selection Of Delivery Personnel Psychology, Barton Lee Dahmer

Masters Theses & Specialist Projects

The purpose of this study was to develop and validate a biographically weighted application blank for use in selecting delivery personnel. The England (1971) procedure for weighting biographical information was utilized. The criterion was a ratio of planned work time to actual work time. It was hypothesized that (a) significant derivation and cross-validities would be obtained, and (b) significant practical benefits in terms of correct placement of workers in the high and low criterion groups would result. The first hypothesis was partially supported in that a significant derivation validity was obtained (r = -.56, P < .05). However, the cross-validity (r = -.12) was not significant. Thus, the second hypothesis was not supported. A discussion of the results and recommendations for the implementation of the weighted application blank are provided.

The Relationship Between Response Variability And Interview Contrast Effects, Salvatore John Cesare

Psychology Theses & Dissertations

The low reliability and validity of the interview has lead to research aimed at improving its effectiveness. One such strategy is the microanalytic approach developed by Mayfield (1964). This approach centers on the decision—making processes errors made by the interviewer. One type of error is the contrast effect. A contrast effect is that situation where the rating given to an applicant is contingent upon the quality of preceding applicants. This study used a 3 X 3 (Induced Set X Target Applicant) factorial design to assess how different amounts of response variability by an average applicant can influence contrast effects. Subjects …

A Validity Study Of An Operational Pre-Hire Assessment Process For Professional, Managerial, Technical Personnel, John Galbraith

Masters Theses & Specialist Projects

Research concerning the validity of various procedures for assessing managerial potential is reviewed. It is found that several assessment techniques are valid for identifying and/or predicting potential and that a combination of techniques usually accounts for a significantly greater amount of criterion variance than does a single assessment procedure used alone. The lack of research concerning the use of multiplecomponent assessment techniques for the selection of individual job applicants for lower-level managerial positions is pointed out. The present study concerns itself with an operational individual assessment program designed to identify and select from among experienced job applicants those individuals exhibiting …

The Operational Effectiveness Of The Behavioral Expectations Scale & The Mixed Standard Scale: A Comparative Evaluation, Deborah Boniske

Masters Theses & Specialist Projects

Performance evaluations were obtained on firefighters in a large Midwestern City. The evaluations were conducted through utilization of two different scale types (The Behavioral Expectation Scale and The Mixed Standard Scale). These evaluations were obtained in order to test the hypotheses that the MSS was psychometrically superior to the BES in the reduction of halo and leniency error and that the MSS was also the better scale type in terms of producing higher interrater reliability. Leniency error (in both the absolute and comparative sense) was examined by conducting a series of T-tests. Halo error was investigated by a comparison of …