Amber N. Schroeder, Kaleena R. Odd and Julia H. Whitaker
Due to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of…
Abstract
Purpose
Due to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of cybervetting, including an examination of the impact of adding structure to the rating process.
Design/methodology/approach
Using a mixed-factorial design, 122 supervisors conducted cybervetting evaluations of applicant personality, cognitive ability, written communication skills, professionalism, and overall suitability. Cross-method agreement (i.e. the degree of similarity between cybervetting ratings and other assessment methods), as well as interrater reliability and agreement were examined, and unstructured versus structured cybervetting rating formats were compared.
Findings
Cybervetting assessments demonstrated high interrater reliability and interrater agreement, but only limited evidence of cross-method agreement was provided. In addition, adding structure to the cybervetting process did not enhance the psychometric properties of this assessment technique.
Practical implications
This study highlighted that whereas cybervetting raters demonstrated a high degree of consensus in cybervetting-based attributions, there may be concerns regarding assessment accuracy, as cybervetting-based ratings generally differed from applicant test scores and self-assessment ratings. Thus, employers should use caution when utilizing this pre-employment screening technique.
Originality/value
Whereas previous research has suggested that cybervetting ratings demonstrate convergence with other traditional assessments (albeit with relatively small effects), these correlational links do not provide information regarding cross-method agreement or method interchangeability. Thus, this study bridges a crucial gap in the literature by examining cross-method agreement for a variety of job-relevant constructs, as well as empirically testing the impact of adding structure to the cybervetting rating process.
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Robin M. Kowalski, Gary W. Giumetti, Amber N. Schroeder and Heather H. Reese
Although media and research accounts of cyber bullying suggest this misbehavior is localized primarily among middle school students, and that its frequency decreases with age…
Abstract
Although media and research accounts of cyber bullying suggest this misbehavior is localized primarily among middle school students, and that its frequency decreases with age, this chapter presents empirical data showing that cyber bullying occurs with considerable frequency among college students across multiple domains of life, specifically school and work. In Study 1, 28 male and 82 female undergraduate students completed a survey examining their online activities as well as their experiences with cyber bullying. Over 30% of the participants indicated that their first experience with cyber bullying was in college. No gender differences were observed with regard to victimization or perpetration, except with online gaming where males reported a higher rate of victimization than females. With regard to personality differences among victims and perpetrators, victims were lower in agreeableness than non-victims. Study 2 examined the prevalence of cyber bullying among 107 college students at work, as well as the negative outcomes linked to the experience of workplace cyber bullying. Nearly a third of the college student sample reported having been the target of cyber bullying within the past six months. Individuals in jobs in which the Internet is essential and racial minorities reported higher rates of cyber bullying at work. Additionally, cyber bullying was positively linked to several negative emotions, as well as burnout and job search effort. These findings have important implications not only for potential negative outcomes that college students may be facing at school and at work but also for organizational justice issues, as differential treatment at work can lead to lawsuits and other negative work outcomes.
Patrick J. Rosopa, Amber N. Schroeder and Anna L. Hulett
The purpose of this paper is to investigate experimentally the effect of altruistic behavior on personality perceptions, advancement potential, and reward recommendations and…
Abstract
Purpose
The purpose of this paper is to investigate experimentally the effect of altruistic behavior on personality perceptions, advancement potential, and reward recommendations and assess whether personality perceptions serve as a mediating mechanism between altruistic behavior and job ratings (e.g. advancement potential).
Design/methodology/approach
A randomized experimental design was used to investigate the mediating effect of personality perceptions on the relationship between altruistic behavior and advancement potential and reward recommendations.
Findings
It was found that altruistic employees were perceived as having more favorable personality characteristics and received higher advancement potential ratings and greater reward recommendations than their less altruistic counterparts. In addition, personality perceptions were found to mediate partially the relation between altruistic behavior and job ratings (i.e. advancement potential and reward recommendations).
Originality/value
Research findings on citizenship behavior and personality are often based on the results of non‐experimental designs. This paper utilized a randomized experiment to investigate a mediating effect using a contemporary approach for testing hypothesized mediation.
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Stephanie C. Payne, Margaret T. Horner, Wendy R. Boswell, Amber N. Schroeder and Kelleen J. Stine‐Cheyne
The purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper‐and‐pencil (P&P) approach.
Abstract
Purpose
The purpose of this paper is to compare employee reactions to the use of an online performance appraisal (PA) system to the traditional paper‐and‐pencil (P&P) approach.
Design/methodology/approach
A quasi‐experimental study is conducted comparing the reactions of a group of 83 employees evaluate with a traditional P&P PA instrument to the reactions of a group of 152 employees evaluated with an online version of the same assessment tool.
Findings
Employees rate with the online version reported significantly higher levels of rater accountability and employee participation than employees rate with the traditional instrument. They report no difference in perceived security of the ratings, utility of the ratings, or satisfaction with the PA. Online employees report significantly lower levels of quality for the PA ratings than traditional employees.
Research limitations/implications
The paper is limited to employees in one organization and the variables examined. In the future, researchers should examine supervisor and human resource (HR) manager reactions to the system, additional individual difference variables, variables related to technology acceptance and use, and additional PA reactions.
Practical implications
The findings inform HR managers about how one sample of employees' reacted to an online appraisal. It is important for organizations to ensure all system users are well‐trained in how to provide quality ratings and feedback through the system.
Originality/value
This is the first quasi‐experiment comparing employees' attitudes toward an online administration of PA to a traditional P&P administration.
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Angela Baldasare, Ph.D. currently serves as the divisional manager for assessment and research in the Office of the Vice President for Student Affairs. Working in the public…
Abstract
Angela Baldasare, Ph.D. currently serves as the divisional manager for assessment and research in the Office of the Vice President for Student Affairs. Working in the public health sector over the past 8 years, she has overseen the evaluation of more than 150 programs, addressing issues of sexual health and teen pregnancy, domestic violence, child welfare, substance abuse, mental health, and disability.
Scholars have widely asserted that a firm’s manufacturing technologies must be aligned with its competitive strategy. This study tests the existence of such a strategy‐technology…
Abstract
Scholars have widely asserted that a firm’s manufacturing technologies must be aligned with its competitive strategy. This study tests the existence of such a strategy‐technology “fit”, determines whether good fit results in better performance, and examines the nature of fit in light of computer controlled or “advanced manufacturing technologies”. For a sample of 399 metal machining firms, a strategy‐technology alignment was found to exist and relate to higher financial performance. Advanced manufacturing technologies were found to both reinforce and alter conventional thinking about the flexibility‐efficiency tradeoff. Specific technologies were found to be uniquely bundled or combined to support specific competitive requirements.
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VINE is produced at least four times a year with the object of providing up‐to‐date news of work being done in the automation of housekeeping processes, principally in the UK…
Abstract
VINE is produced at least four times a year with the object of providing up‐to‐date news of work being done in the automation of housekeeping processes, principally in the UK. Ittis edited and substantially written by the Information Officer for Library Automation based, from June 1st 1984, at the Polytechnic of Central London and supported by a grant from the British Library Research and Development Department. Copyright for the articles rests with the British Library Board and opinions expressed in VINE do not necessarily reflect the views and policies of the British Library. The subscription for 1984 to VINE is: £23 for UK subscribers, £26 to overseas subscribers (including airmail delivery). Second and subsequent copies to the same address are charged at £14 for UK and £16 for overseas. VINE is available in either paper or microfiche copy and all back issues are available on microfiche.
Denis Graham and Vipul K. Gupta
How do managers, in their role as decision makers, design and implement systems for management of quality? Proposes that there is no one, definitive answer to this question, given…
Abstract
How do managers, in their role as decision makers, design and implement systems for management of quality? Proposes that there is no one, definitive answer to this question, given various industrial environments and their operating constraints, diverse market conditions and numerous management philosophies. Attempts to address quality management issues in the business‐to‐business industrial service industry by presenting a case study on the quality management approach taken by Diamond Offshore Drilling, Inc. ‐ one of the largest offshore oil‐drilling companies in the world. States that the business‐to‐business industrial service markets are characterized by the sale of industrial services to business customers, who often then use these services to produce goods or services for consumers or other businesses. A wide variety of services are provided by the companies operating in this industry, such as offshore oil‐drilling and exploration, warehousing and public utilities. The case study follows the backdrop, initiation and complete implementation of Diamond Offshore’s Global Excellence in Management Systems (GEMS) programme. GEMS can be characterized as a system deeply rooted in the basics of quality management ‐ customer‐defined requirements and quality through customer satisfaction. Also discusses post‐implementation customer feedback results to illustrate the success of the programme. Based on the GEMS framework and relevant literature, proposes a generalized framework for implementing quality management in firms operating in business‐to‐business industrial service markets.