Social and Situational Influences on the Performance Rating Process

The effects of social and situational influences on the performance rating process has received relatively little attention by past research, yet merits increased attention. While there has been greater acknowledgment of the role of social and situational factors on rater cognition and evaluation, research has typically proceeded in a piecemeal fashion, isolating on a single influence at a time. This approach fails to recognize that performance rating is a process with multiple social and situational influences that need to be considered simultaneously. In the present study, a model of the performance rating process was tested, employing several social and situational variables that have been infrequently investigated and typically not in conjunction with one another. Results indicated support for the overall model and specific influences within the model. Implications of the results for performance rating research are discussed

The Elusive Criterion of Fit in Employment Interview Decisions

Tbe employment interview has had an interesting history of being both widely condemned by researchers and widely used by practitioners. Little attention in past research has been directed at attempts to explain this apparent incongruity. It is proposed in this paper that part of the explanation may lie in the way researchers have defined the criterion when studying the validity of the interview. Namely, the construct of fit may lead to a reconsideration of the usefulness of the interview in personnel selection decisions. In support of this argument, a conceptual model of the selection process which incorporates fit as a central construct is proposed. Furthermore, fit is conceptualized as not simply a passive process, but rather the outcome of active influence attempts by candidates to manage impressions and meanings. Finally, implications for practice and research on the interview are discussed

Personnel/Human Resources Management: A Political Influence Perspective

It was suggested over ten years ago that new and different perspectives needed to be applied to the Personnel/Human Resources Management field in an effort to (P /HRM) promote theory and research and expand our understanding of the dynamics underlying P/HRM processes. Both theory and research are emerging which characterize important P/HRM decisions and activities substantially influenced by opportunistic behavior of both subordinates and supervisors. The purpose of the present review is to systematically examine the P/HRM field from a political influence perspective, reviewing existing theory and research and discussing future directions

Upward Influence in Organizations: Test of A Model

A causal model of upward influence in organizations was proposed and tested on a sample of staff nurses and their supervisors in a hospital setting. LISREL results demonstrated that the proposed model fit the data well, and reflected a better fit than several alternative models that were estimated. The contributions and limitations of the present study are discussed, in addition to challenges and directions for future research

Effects of Personality on Executive Career Success in the U.S. and Europe

The present study extended prior career success models by incorporating traits from the five-factor model of personality (often termed the Big Five ) and several dimensions of extrinsic (remuneration, ascendancy, job level, employability) and intrinsic (job, life, and career satisfaction) career success. The model examined both direct effects, and the mediating effects of an array of human capital and motivation variables derived from prior research. Data were collected from two large samples of American and European executives. Some results supported prior research: Extroversion related positively, and neuroticism negatively, to intrinsic career success across both the U.S. and European samples. Some results differed from expectations: (1) Conscientiousness was mostly unrelated to extrinsic success and negatively related to intrinsic success in both samples; (2) Agreeableness was negatively related to extrinsic success in both samples. Differences emerged between the European and American samples, in that: (1) Neuroticism associated with lower levels of extrinsic success for the American executives but not the Europeans; (2) Extroversion associated with higher levels of extrinsic success for the European executives, but not the Americans. For both samples, human capital and motivational variables associated predictably with career success, but seldom mediated the relationship between personality and career success

Carcass characteristics of cattle differing in Jersey proportion

peer-reviewedComparison of alternative dairy (cross-)breeding programs requires full appraisals of all revenues and costs, including beef merit. Few studies exist on carcass characteristics of crossbred dairy progeny originating from dairy herds as well as their dams. The objective of the present study was to quantify, using a national database, the carcass characteristics of young animals and cows differing in their fraction of Jersey. The data set consisted of 117,593 young animals and 42,799 cows. The associations between a combination of sire and dam breed proportion (just animal breed proportion when the dependent variable was on cows) with age at slaughter (just for young animals), carcass weight, conformation, fat score, price per kilogram, and total carcass value were estimated using mixed models that accounted for covariances among herdmates of the same sex slaughtered in close proximity in time; we also accounted for age at slaughter in young animals (which was substituted with carcass weight and carcass fat score when the dependent variable was age at slaughter), animal sex, parity of the cow or dam (where relevant), and temporal effects represented by a year-by-month 2-way interaction. For young animals, the heaviest of the dairy carcasses were from the mating of a Holstein-Friesian dam and a Holstein-Friesian sire (323.34 kg), whereas the lightest carcasses were from the mating of a purebred Jersey dam to a purebred Jersey sire which were 46.31 kg lighter (standard error of the difference = 1.21 kg). The young animal carcass weight of an F1 Holstein-Friesian × Jersey cross was 20.4 to 27.0 kg less than that of a purebred Holstein-Friesian animal. The carcass conformation of a Holstein-Friesian young animal was 26% superior to that of a purebred Jersey, translating to a difference of 0.78 conformation units on a scale of 1 to 15. Purebred Holstein-Friesians produced carcasses with less fat than their purebred Jersey counterparts. The difference in carcass price per kilogram among the alternative sire-dam breed combinations investigated was minimal, although large differences existed among the different breed types for overall carcass value; the carcass value of a Holstein-Friesian animal was 20% greater than that of a Jersey animal. Purebred Jersey animals required, on average, 21 d longer to reach a given carcass weight and fat score relative to a purebred Holstein-Friesian. The difference in age at slaughter between a purebred Holstein-Friesian animal and the mating between a Holstein-Friesian sire with a Jersey dam, and vice versa, was between 7.0 and 8.9 d. A 75.8-kg difference in carcass weight existed between the carcass of a purebred Jersey cow and that of a Holstein-Friesian cow; a 50% Holstein–Friesian-50% Jersey cow had a carcass 42.0 kg lighter than that of a purebred Holstein-Friesian cow. Carcass conformation was superior in purebred Holstein-Friesian compared with purebred Jersey cows. Results from this study represent useful input parameters to populate simulation models of alternative breeding programs on dairy farms, and to help beef farmers evaluate the cost-benefit of rearing, for slaughter, animals differing in Jersey fraction.This publication arose from research supported in part by a research grant from Science Foundation Ireland (Dublin) and the Department of Agriculture, Food and Marine on behalf of the Government of Ireland under the Grant 16/RC/3835 (VistaMilk; Dublin, Ireland) as well as funding from the Research Stimulus Fund (BreedQuality and GREENBREED; Dublin, Ireland) and Meat Technology Ireland (MTI; Dublin, Ireland), a co-funded industry/Enterprise Ireland project (TC 2016 002)

Rare-gas optics-free stable extreme-ultraviolet photon spectrometer for solar system studies

We have developed a prototype spectrometer for space applications that require long-term stable EUV photon flux measurements. In this recently developed spectrometer, the energy spectrum of the incoming photons is transformed directly into an electron energy spectrum by taking advantage of the photoelectric effect in one of several rare gases at low pressures. Using an electron energy spectrometer operating at a few electron volts, and followed by an electron multiplying detector, pulses due to individual electrons are counted. The overall efficiency of this process is essentially independent of gain drifts in the signal path, and the secular degradation of optical components that is often a problem in other techniques is avoided

The Age Context of Performance Evaluation Decisions

Organizational demography contends that demographic characteristics of individuals, examined at individual, dyadic, group, and organizational levels of analysis, exert significant effects on organizational processes. The purpose of this paper was to test the contextual effects created by the interaction of work group age composition and supervisor age on supervisor evaluations of subordinate performance. Two competing models of age demography were tested. The similarity model predicts that supervisors similar in age to the work group they supervise will issue generally higher performance ratings. The dissimilarity model developed in this paper predicts the opposite. Support was indicated for the dissimilarity model. Implications of the results are discussed

Effects of Personality, Cognitive Ability, and Fit on Job Search and Separation Among Employed Managers

The present study attempted to provide a constructive replication and extension of a study on managerial job search completed by Bretz, Boudreau, and Judge (1994). Beyond examining the same variables as Bretz et al. (1994), the effects of personality, cognitive ability, challenge and hindrance related job stress, and fit on job search and turnover also were examined. Data were collected from a 1995 survey of employed U.S. managers and a 1996 follow-up survey of respondents. Results based on a sample of 1,886 managers generally replicated the Bretz et al. results. Furthermore, hindrance related stress, cognitive ability, extraversion, openness to experience, and agreeableness were associated with search and/or separation