...provided inconsistent findings: some researchers have found a positive association, others a negative association, and yet others no association between study time and grades. The present research sought to better understand the nature of the study time-grade association by examining the effects of student, teacher and course characteristics on study time, grades, and the study time-grade association. Results show that study time and grades were inversely associated (r = -.19). Regression analyses indicate that grade inflation was the best predictor of study time; that is, as grade inflation increased study time decreased. Course difficulty was the best predictor of grades; as perceptions of course difficulty increased expected grades decreased. And, course difficulty, grade inflation and student cognitive ability moderated the study time-grade association. Thus, data suggest that the study time-grade association may be spurious. Implications for future research are discussed. Keywords: study time-grade association, spurious, moderators, motivation, facilitating conditions Introduction The study time-grade literature is scant (Rau & Durand, 2000) and inconsistent (Schuman, Walsh, Olson, & Etheridge, 1985). Early research found a small to moderate positive association between study time and grades (Allen, Lerner, & Hinrichsen, 1972, r = .23; Hinrichsen, 1972, r = .32; Wagstaff & Mahmoudi, 1976, r = .31). More recently, Schuman et al. (1985), in a number of studies conducted from...
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...PART II Fundamentals of Human Resource Management [12:34 14/4/2009 5298-Wilkinson-Ch09.tex] Job No: 5298 Wilkinson: The SAGE Handbook of Human Resource Management Page: 133 133–154 [12:34 14/4/2009 5298-Wilkinson-Ch09.tex] Job No: 5298 Wilkinson: The SAGE Handbook of Human Resource Management Page: 134 133–154 9 Recruitment and Selection Filip Lievens and Derek Chapman RECRUITMENT AND SELECTION Few people question that recruitment and selection are key strategic domains in HRM. At the same time, recruitment and selection also have an image problem. First, recruitment and selection are often viewed as ‘old’ ingrained HRM domains. It seems like the traditional recruitment and selection procedures have been around for decades, which is at odds with the ever changing internal and external environment of organizations. Hence, practitioners often wonder whether there are any new research-based ways for recruiting and selecting personnel. Another image problem for recruitment and selection is that a false dichotomy is often created between so-called macro HR (examining HR systems more broadly) and micro HR (examining individual differences). It is further sometimes argued that organizations should value macro approaches and write off micro approaches as not being relevant to the business world. We posit that these image problems and debates only serve to distract and fracture the field and hide the fact that excellent HR research and practice needs...
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...University Frank L. Schmidt University of Iowa This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and Ihe 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. From the point of view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive...
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...| Impact of Perceived Organizational Politics on Job Performance with Perceived Organizational Support as a Mediator | | Submitted in partial fulfillment of the course: Social Research Methods | | | Submitted By:- Chaitanya Peddi (P10076) Faiz Abdullah (P10081) Neeti Kumar (P10092) Raja Sameer (P10102) 3/23/2010 | ABSTRACT Purpose The purpose of this research paper is to measure the effect of perceived organisational politics on job performance, using perceived organisational support as a mediator. Further, this paper also aims to measure the moderating impact played by the respondents’ gender in the same. Design/Methodology/Approach A questionnaire was given to professionals working in the services industry through the internet asking about their opinions on the existence of politics in their company, the level of support that they receive from their organisation, and a self appraisal on their job performance. Findings Perceived organisational support fully mediated the relationship between perceived organisational support and job performance. Our study also concludes that perceived organisational politics has a greater impact on men than women. Research Limitations/Implications A self reported cross sectional questionnaire form was administered to collect all measures. The number of respondents to this survey was limited to the employees of the Service sector in India. Future scope in this area could focus on other sectors in India, to...
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... |113122005 | |Md. Fokhrul Islam |113122008 | Topic: Managing HR for Better Performance Letter of Transmittal Date: 06/12/12 Abu Saleh Md. Sohel-Uz-Zaman, Course Instructor, Department of Business Administration, United International University Subject: Submission of term paper. Dear Sir, We have to honor to state that according to the subject of the term paper, here we are trying to find the key factors to improve personnel performance that develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professional growth.. We have tried to find out the methods of improving performance. Here we try to match our course materials with the practical view that help us to learn the knowledge more deeply. We believe that we try our level best to understand the real facts and analysis those facts that indicates for better performance. Here we look forward your kind consideration about the case analysis and will be grateful to you by accepting our term paper. Thanking you, S. M. Tahmidur...
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...Applications: Utility Concerns in Choosing an Assessment Method Randy May works for a small airline based on Nantucket Island, Massachusetts. He recently won two million in the New England Lottery and decided to invest his winnings, ultimately, in a chain of ice cream shops in the Cape Cod area to gain potential future earnings. Figuring he had enough money to open up ice cream shops in both islands of Nantucket and Martha’s Vineyard, as well as two shops in Falmouth and Buzzards Bay, he signed a contract with a local builder and began construction of the shops. After beginning the process of construction, he was faced with the next task of hiring employees to staff the four ice cream shops. Throughout his calculations, he estimated he would need a total of 50 employees to staff the four shops, but he did not have any knowledge in how to select the right 50 individuals to hire. Randy asked for the advice of both his friend Mary, a business owner of a lunch counter at the airport and of Ray Higgins, a previous professor who taught Randy HR management while getting his business degree. They both suggested interviews and a work sample test that would include hands on demonstration of scooping ice cream and serving it. In his estimations, Randy figured it would cost around $100 to interview an applicant and $150 per applicant to perform the work sample test. Professor Higgins informed Randy that the validity of the interview is r = .30 and the validity of the work sample is...
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...leaders in an organization for success to be reached. Defining Management and Leadership in the workplace Mintzberg explains management as “responsible for a whole organization or some identifiable part of it” (Mintzberg 2009, 12) and manager is defined as “organization’s taskmasters with a whip in one hand and a bullhorn for screaming out orders” (Kotterman, 2006, 13) or an “unimaginative clod” (Gardener 1990) as where leadership is defined by (Buchanan and Huczynski 2013, 652) as “the process of influencing the activities of an organized group in its efforts towards goal-setting an goal achievement” and Kotterman discusses leaders as “seen as charismatic and often are admired and held in high esteem” (Kotterman, 2006, 13). Kotterman best explains the necessity to differentiate between managers and leaders with the following “Why do the experts believe it is important to differentiate between leadership and management? Fundamentally if you can’t define leadership or management, you can’t measure, test, make assessments or consistently hire or promote for them. Yet they are both important to a successful workplace” (Kotterman, 2006, 13). This highlights the need for a definition between managers and leaders so that the correct people can be identified and promoted into the correct roles within an organization. Kotter discusses differences between managers and leaders in the...
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...------------------------------------------------- ------------------------------------------------- Emotional Intelligence Strategic Management: Research Paper In this dynamic and ever changing global economy, successful leaders will have to facilitate others to develop their own style of leadership, skills and potential using emotional intelligence as guide of future success. Emotional Intelligence is a trait that is demonstrated by successful leader. Daniel Goleman believes is twice as important as IQ in predicting career success. (Richards, 2007). Effective leader are those that understand who they are and are able to control themselves under different circumstances. They are self-motivating and people are drawn to them. Emotionally intelligent leaders are able to motivate themselves and as well as others. They can regulate their moods so that distress does not overwhelm their ability to think. (Richards, 2007) Jan Richards noted PHD stated "Great leaders often display simple virtues like generosity of spirit, giving others the gift of their presence. They also seem to have the kind of clarity of mind that gets to the heart of the matter, the honesty and integrity to say what they know to be true, together with the compassion to do no harm. They have a basic human wisdom in dealing with countless situations. When we leave them, we feel inspired, empowered, and enabled to take effective action" (Richards, 2007) Emotional Intelligence is trait that is evident in successful leaders This essay will describe...
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...A THEORETICAL FRAMEWORK AND GUIDE FOR FUTURE RESEARCH ON APPLICANT ATTRACTION JONATHAN C. ZIEGERT Department Of Psychology University Of Maryland College Park, MD 20742 KAREN HOLCOMBE EHRHART1 San Diego State University INTRODUCTION One of the most important activities for the success of an organization is the attraction of high quality applicants (Rynes & Barber, 1990). While the importance of attraction to organizational functioning and effectiveness has long been noted, the theory and research on attraction has been surprisingly underdeveloped. The purpose of this paper is to attempt to fill this void and address the call for greater attention to the topic of individuals’ attraction to organizations by proposing a theoretical model based on three meta-theories of both how and why individuals are attracted to organizations. While we detail how past research fits into this model, we go beyond this existing work and suggest directions for future theory and research development by examining the boundary conditions of past research. It is important to note that our approach examines why individuals are attracted to organizations from the applicant’s perspective. Indeed, the important role that the individual plays in the attraction process has been relatively neglected in prior reviews dealing with recruitment (see Barber, 1998 and Cable & Turban, 2001 for notable exceptions). To provide the widest coverage of the attraction construct, we define attraction...
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...“What do you think people want from their jobs? Higher salary? Security? Good relationships with co-workers? Opportunities for growth and advancement - or something else altogether?” We all aspire to get a job that will give us utmost satisfaction in the future, but do we really know what job satisfaction is and why is it important? As future employees and employers, most of us will spend a huge amount of our waking hours at work; hence, job satisfaction will play a huge role in our lives. Today, I’m going to discuss with you what job satisfaction is why is it important to future employees and employers like us. The concept of job satisfaction has been developed in many ways by many different researchers and practitioners. It was defined by Locke (1976) as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences. Some of the common theories of job satisfaction include the affect theory, two-factor theory, dispositional theory, and job characteristics model. The affect theory argues that a person’s job satisfaction can depend on two factors: the expectations he has for a job, and the actual things that he is going to get in that job. The smaller the gap between these two, the more chances he is satisfied in his work. According to the two-factor theory, there are two separate sets of factors contributing to motivation - motivational and maintenance factors. Motivational factors acknowledge intrinsic factors; while maintenance...
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...financial analysis. Financial analysis is a process to evaluate financial position and performance using financial statements. It consists of three broad areas which are profitability analysis, risk analysis, and analysis of cash flows. The common tools of financial analysis are ratio analysis and cash flow analysis. Profitability analysis is the evaluation of a company’s return on investment. It focuses on a company’s sources and levels of profits and involves identifying and measuring the impact of various profitability drivers. Profitability analysis also evaluates two major sources of profitability that are margins and turnover. Profitability analysis also focuses on reasons for changes in profitability and the sustainability of earnings. Risk analysis is the evaluation of a company’s ability to meet its commitments. Risk analysis involves assessing the solvency and liquidity of a company along with its earnings variability. Analysis of cash flows is the evaluation of how a company is obtaining and deploying its funds. This analysis provides insights into a company’s future financing implications. 1-18. Is past trend a good predictor of future trend? Justify your response. Yes, past trend is a good predictor of future trend because from the past we can see what had happen and predict what will happen in the future indirectly. We can make the past trend as the reference for the future because it already happened and all...
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...Dove Valentine Mailing Campaign Course Name: Business Analytics Using Data Mining Submitted by: (Student names) Group Members (8A) Harneet Chawla Ankit Sobti Kanika Miglani Varghese Cherian Saad Khan Note: Considering our client is an FMCG, each technique mentioned below has been explained in detail ensuring thorough/easy understanding. Business Analytics Using Data Mining – Final Project Valentine Coupon Scheme Executive summary Business problem We have been hired by our client, a reputed FMCG conglomerate, Unilever as data mining consultants. Our client has a range of products in the Personal Care Category that comprises of soaps etc. One of the brands that our client happens to own is the Dove brand of soap. For the first time the client is formulating a Valentine mai-in-coupon scheme to be rolled out in the month of February (next year). The scheme has the following business objectives: 1) Understand the customer profile of those customers who buy Dove soap. 2) Based on the customer profile understanding, predict for next year, new customers who are most likely to buy Dove. 3) Send out a mail-in-discount coupon to those respective customers of Hypermarket. 4) Client will be conducting a promotional campaign for which it will be incurring substantial costs thus it wants to ensure that next year when the campaign is rolled out, the coupons are sent out to customers who are most likely to avail them. 5) Client wants to increase customer loyalty towards Dove soap, considering...
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...intelligence as guide of future success. Emotional Intelligence is a trait that is demonstrated by successful leader. Daniel Goleman believes is twice as important as IQ in predicting career success. (Richards, 2007). Effective leader are those that understand who they are and are able to control themselves under different circumstances. They are self-motivating and people are drawn to them. Emotionally intelligent leaders are able to motivate themselves and as well as others. They can regulate their moods so that distress does not overwhelm their ability to think. (Richards, 2007) Jan Richards noted PHD stated "Great leaders often display simple virtues like generosity of spirit, giving others the gift of their presence. They also seem to have the kind of clarity of mind that gets to the heart of the matter, the honesty and integrity to say what they know to be true, together with the compassion to do no harm. They have a basic human wisdom in dealing with countless situations. When we leave them, we feel inspired, empowered, and enabled to take effective action" (Richards, 2007) Emotional Intelligence is trait that is evident in successful leaders This essay will describe Emotion Intelligence as part of a Strategic Management concept and present a plan for implementing, training, and why it is important to incorporate EI into your organization corporate strategy. Emotional Intelligence (EI) is important topic to understand because it is a predictor on a person success...
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...organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job– organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job– organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor–job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice. Keywords: recruiting, job choice, applicant reactions, person– organization fit, meta-analysis a quantitative review of this literature has not been conducted. A meta-analytic review would complement the existing narrative reviews by improving the estimation of the relationships between predictors and outcomes associated with applicant attraction (Schmidt & Hunter, 2001). Accordingly, the first goal of this study was to use meta-analytic techniques to summarize the relationships between traditional predictors and outcomes...
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...SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2005 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in...
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