Evaluating candidate reactions to selection practices using organisational justice theory

Objectives: This study aimed to examine candidate reactions to selection practices in postgraduate medical training using organisational justice theory. Methods: We carried out three independent cross-sectional studies using samples from three consecutive annual recruitment rounds. Data were gathered from candidates applying for entry into UK general practice (GP) training during 2007, 2008 and 2009. Participants completed an evaluation questionnaire immediately after the short-listing stage and after the selection centre (interview) stage. Participants were doctors applying for GP training in the UK. Main outcome measures were participants’ evaluations of the selection methods and perceptions of the overall fairness of each selection stage (short-listing and selection centre). Results: A total of 23 855 evaluation questionnaires were completed (6893 in 2007, 10 497 in 2008 and 6465 in 2009). Absolute levels of perceptions of fairness of all the selection methods at both the short-listing and selection centre stages were consistently high over the 3 years. Similarly, all selection methods were considered to be job-related by candidates. However, in general, candidates considered the selection centre stage to be significantly fairer than the short-listing stage. Of all the selection methods, the simulated patient consultation completed at the selection centre stage was rated as the most job-relevant. Conclusions: This is the first study to use a model of organisational justice theory to evaluate candidate reactions during selection into postgraduate specialty training. The high-fidelity selection methods are consistently viewed as more job-relevant and fairer by candidates. This has important implications for the design of recruitment systems for all specialties and, potentially, for medical school admissions. Using this approach, recruiters can systematically compare perceptions of the fairness and job relevance of various selection methods

The New Orleans Museum of Art

The New Orleans Museum of Art is New Orleans\u27 oldest art institute and is the premier art institute of the Gulf South. From September through December 2009, I served as an intern in the Development Department at NOMA and then went on to fill the role of Interim Grants Officer from December through the time this document was written. I also have covered for the Special Events Coordinator during her leave of absence beginning January 4, 2010 through the present. NOMA has strengths and weakness internally, and opportunities and threats to functioning exist as well. Through a thorough examination of this institution, a consultantcy\u27s report was compiled based on examination of NOMA and the best practices of comparable institutions and museum management standards

The New Orleans Museum of Art

The New Orleans Museum of Art is New Orleans\u27 oldest art institute and is the premier art institute of the Gulf South. From September through December 2009, I served as an intern in the Development Department at NOMA and then went on to fill the role of Interim Grants Officer from December through the time this document was written. I also have covered for the Special Events Coordinator during her leave of absence beginning January 4, 2010 through the present. NOMA has strengths and weakness internally, and opportunities and threats to functioning exist as well. Through a thorough examination of this institution, a consultantcy\u27s report was compiled based on examination of NOMA and the best practices of comparable institutions and museum management standards

Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics

Can employers use realistic job previews to encourage applicants to open up in job interviews? We draw on theories of self-disclosure to examine the association between realistic job previews and applicants' willingness to self-disclose and use image protection tactics. We also examine perceived competition for the job and Honesty-Humility as moderators. Results of a between-subjects 2 × 2 experimental study (N = 396) show that realistic job previews were associated with decreased willingness in applicants to self-disclose during the interview. This effect was stronger when applicants perceived high competition for the job. Organizational attractiveness and trust toward the employer mediated the effect. There were no direct effects of realistic job previews on image protection tactics. Furthermore, willingness to self-disclose and use image protection tactics was influenced by applicants' Honesty-Humility, but Honesty-Humility did not moderate the relation between job preview condition and willingness to self-disclose and use image protection tactics

I’m I too young to think about retirement?: The relationship between human resources management practices, work ability and retirement intentions

The intended age at which employees plan to retire is critical for organizations as retirement leads to the loss of critical knowledge and expertise that is not replaceable due to its tacit nature. Consequentially, organizations endeavour to create conditions to retain valuable workers, especially those who have attained such a high level of proficiency and productivity that they add value to the overall operations. However, not all factors that explain the intended age for retirement are under the control of organizations (Truxillo, Cadiz, Rineer, Zaniboni, & Fraccaroli, 2012). The expected quality of retirement life (quality of living, financial stability) is one that is out of reach. However, work ability (physical and mental ability to cope with daily work) might be related with organizational practices, as organizations can change job content to accommodate age needs (Kooij et al., 2013; Schalk et al., 2010; Truxillo, Cadiz, & Hammer, 2015). This is within the capacity of managers, as organizations can deploy a HRM policy that is age related, that is, high potential work practices (HPWP) with an age focus. Examples are recognition-participation, job flexibility, and job reallocation regarding ageing capabilities.info:eu-repo/semantics/publishedVersio

An Investigation of Potential Sources of Bias in Self-Report Job Analysis Data.

The present research was an exploratory laboratory and field investigation of possible sources of bias in self-report job analysis data. Because of the similarity between task perceptions and job analysis data, the research into task perceptions was used as a starting point for the present study. In the laboratory study, 129 undergraduate psychology students were asked in Session 1 to complete measures of field independence, mental ability, intrinsic work orientation, and self-esteem. In Session 2, subjects were assigned to either a clerical or manufacturing task in which student confederates expressed either positive or negative cues about the task. Subjects then completed a job analysis instrument and a measure of job satisfaction. Results indicated some main effects for these variables on job analysis data, although effects were often task specific. In a partial replication in a field setting, 56 bank tellers were asked to complete measures of job satisfaction, intrinsic work orientation, demographic variables, and a job analysis instrument. Results indicated some main effects for some demographic variables on job analysis data. The results of these two studies were discussed in terms of their implications for future job analysis research as well as for job analysis in organizational settings

Condado y Ducado de Benavente : adictamiento... executado por Sebastian Antonio de Medina y Truxillo: sobre la nulidad de un censo, impuesto el año de 1533 por el ... Conde Duque Don Antonio Sexto de la Casa ... y pretende cobrar Don Fernando de Escovar y Lizana ...

Copia digital. Valladolid : Junta de Castilla y León. Consejería de Cultura y Turismo, 2011Sign.: A-O4, P2Port. con orla tip.Texto con apostillas marginale

Evaluation of a Pilot of the Oregon Department of Transportation’s Ecodrive Program

Economical, ecological, and safe driving – eco-driving – is aimed at reducing fuel consumption and greenhouse gas emissions (Martin, Chan, & Shaheen, 2012). The adoption of energy-efficient driving styles and practices has been recognized as a means of reducing energy consumption, and estimates of energy savings attributed to eco-driving have been reported to range from 5% to as high as 20%, depending on the driving context (Barkenbus, 2010; Stillwater & Kurani, 2013; van der Voort, Dougherty & van Maareseveen, 2001). Eco-driving is being promoted in partnership among the Oregon Department of Transportation (ODOT) (Planning, Safety and Motor Carrier Division), the Department of Environmental Quality, the Oregon Department of Energy, and the Clean Cities Program (“EcoDriving Agency Partners”) to address fuel consumption in fleet drivers of light vehicles. The EcoDrive program was created to increase fuel efficiency in organizational fleets. The intent of the EcoDrive Program is to design and introduce eco-driving educational materials specifically targeted at drivers of light vehicles. The materials highlight the “Top EcoDrive Tips” and reinforce the relevant actions and benefits of eco-driving. The purpose of this report is to provide information about the implementation of the EcoDrive Program at three sites (publicsector organizations) within the state of Oregon and provide a preliminary evaluation of the program. In particular, this report will highlight how the EcoDrive Program impacted fleet drivers in terms of attitudes, knowledge, and behavior and how the drivers responded to the eco-driving materials. Further, we discuss recommendations for future implementations of the materials, highlighting possible organizational environments that are important for the success of the EcoDrive Program