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Certification response
In: Human resource management review, Band 22, Heft 4, S. 266-268
ISSN: 1053-4822
Why analytic approaches to performance appraisal cannot work
In: Human resource management review, Band 2, Heft 1, S. 71-80
ISSN: 1053-4822
Some Thoughts About Trade-Offs
In: The SAGE Handbook of New Approaches in Management and Organization, S. 453-453
What motivates organizational citizenship behaviours? Exploring the role of regulatory focus theory
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 16, Heft 3, S. 241-260
ISSN: 1464-0643
Strategic Aesthetics—Wisdom and Human Resource Management
In: Handbook of Organizational and Managerial Wisdom, S. 261-274
In Search of Adams' Other: Reexamination of Referents Used in the Evaluation of Pay
In: Human relations: towards the integration of the social sciences, Band 43, Heft 6, S. 497-511
ISSN: 1573-9716, 1741-282X
The paper provides a reexamination of Goodman's (1974) study of the referents used in evaluating pay. The present field research, largely in corroboration of Goodman (1974), found that perceptions of pay equity with respect to three classes of referents are strongly associated with pay satisfaction. In addition, pay valence was found to be associated with perceptions of equity vis-a-vis referent classes. This research was generally not supportive of Goodman's identification of factors affecting the selection of referents. Implications for future research are discussed.
Appraising the performance of employees with disabilities: A review and model
In: Human resource management review, Band 7, Heft 1, S. 27-53
ISSN: 1053-4822
Making Progress in Age Stereotype Research
In: Work, aging and retirement, Band 8, Heft 4, S. 383-385
ISSN: 2054-4650
AbstractMurphy and DeNisi's review suggested that the links between age and personnel decisions in organizations were generally weak and inconsistent and, on this basis, suggested that the effects of age stereotypes on these decisions might not be large. Fourteen papers commented on the evidence and arguments offered by Murphy and DeNisi. In our response, we comment on three broad themes running though this set of papers. First, several papers challenged the description of age effects as small and argued that age stereotypes can have negative effects and that older workers can be disadvantaged in the workplace. We fully agree but note that the size of the effects shown in our review and in the research cited by these commentaries effectively rules out the hypothesis that age stereotypes are consistently and strongly negative and that they have large effects in personnel decisions. Second, both context factors and intersectionality are suggested as potential moderators of age stereotype effects. We believe that progress in this area requires the development of specific models of these effects, and we offer examples. Third, many papers highlighted the challenges in studying age stereotype effects, in particular the failure of many studies to measure the stereotypes held by decision makers or to rule out factors unrelated to age stereotypes. We thus offer suggestions for improving age stereotype research.
Do Age Stereotypes Predict Personnel Decisions? The State of the Evidence
In: Work, aging and retirement, Band 8, Heft 4, S. 323-330
ISSN: 2054-4650
Research and practice in HRM: A historical perspective
In: Human resource management review, Band 24, Heft 3, S. 219-231
ISSN: 1053-4822
A Meta-Analytic Examination of Realistic Job Preview Effectiveness: A Test of Three Counterintuitive Propositions
In: Human resource management review, Band 10, Heft 4, S. 407-434
ISSN: 1053-4822
When Does it Hurt to Tell the Truth? The Effect of Realistic Job Reviews on Employee Recruiting
In: Public personnel management, Band 26, Heft 3, S. 413-422
ISSN: 1945-7421
Increasing competition for new employees may limit the use of realistic (i.e., negative as well as positive) job information by employers during recruiting because it might reduce job acceptances. We examined this issue in a study of job acceptances among state correctional officers and in a comprehensive review of earlier studies in public and private organizations. Since research indicated that previous job exposure could influence how one processes information about a job, we also considered the impact of prior job exposure. Our study showed that persons who had prior exposure to the job they were applying for overemphasized negative job information, resulting in reduced job acceptances. However, those with no prior job exposure showed increased job acceptances. When categorized according to prior job exposure, the findings of previous realistic job preview studies supported this conclusion.
When Does It Hurt to Tell the Truth? The Effect of Realistic Job Reviews on Employee Recruiting
In: Public personnel management, Band 26, Heft 3, S. 413-422
ISSN: 0091-0260
A Comparison of Different Methods of Clustering Countries on the Basis of Employee Attitudes
In: Human relations: towards the integration of the social sciences, Band 38, Heft 9, S. 813-840
ISSN: 1573-9716, 1741-282X
The present study examined the clustering of nations using different clustering methods. Organizational attitudes and perceptions of 1768 managers from IS Western nations employed by a multinational corporation were surveyed. Divergent results were found and are discussed in terms of reconciling these differences, the need for additional research comparing competitive and alternative interpretations of Smallest Space Analysis (SSA), and the use of independent and objective methods, e.g., cluster analysis.