How to measure employee reliability
Article Abstract:
Employee reliability (or unreliability) is often conceptualized quite narrowly - for example, as employee theft. But theft is just one element in a larger syndrome of antisocial behavior. Consequently, employee screening procedures that focus on theft necessarily ignore a number of other indicators of unreliability; these include substance abuse, insubordination, absenteeism, excessive grievances, bogus worker compensation claims, temper tantrums, and various forms of passive aggression. In this article we describe the development and validation of a personality measure designed to assess a construct called organizational delinquency. Data from several studies show that scores on this measure are related to a wide range of indicators of both positive and negative work performance. Persons with low scores on the measurement engage in a variety of counterproductive behaviors on the job; persons with high scores tend to be well liked by their supervisors and coworkers. We also discuss the economic consequences of using this measure. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1989
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Missing information in selection: an application of the Einhorn-Hogarth ambiguity model
Article Abstract:
This article argues that the devaluation of options with missing information, found in previous research, is a specific example of ambiguity avoidance in choice. H.J. Einhorn and R.M. Hogarth's (1985) ambiguity model was used to make predictions concerning responses to missing information in an employee-selection context. A within-subjects design was used to test the hypothesis that decision makers would avoid options with missing information they were anticipating gain, but they would prefer such options when they were anticipating loss. Degree of ambiguity was expected to interact with this effect. The results supported the hypothesized effect of decision-maker perspective on choice. However, although there was a significant interaction between decision-maker perspective and degree of ambiguity, it was not of the nature that was predicted by the Einhorn-Hogarth model. Generalized pessimism was negatively correlated with preferences for missing-information options. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1995
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Structure of physical performance in occupational tasks
Article Abstract:
Two lines of research concerning the dimensionality of physical performance in occupational tasks are described. In the first, the physical requirements of tasks are analyzed as reflected in job analyses. In the second, the structure of physical abilities tests used to predict performance in physically demanding jobs is evaluated. Principal components analyses of both job analysis and test performance data suggest that the structure of physical abilities has three major components - strength, endurance, and movement quality. This structure appears to be independent of job type or level of incumbents' performance. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1991
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