مورد إلكتروني
Performance Measurement and Theory
| العنوان: | Performance Measurement and Theory |
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| المؤلفون: | Landy, Frank |
| المساهمون: | Zedeck, Sheldon (Sonstige beteiligte Personen); Cleveland, Jeanette (Sonstige beteiligte Personen) |
| المصدر: | 2017 |
| الناشر: | Milton: Taylor and Francis |
| ردمك: | 978-1-351-81420-1; 1-351-81420-6 |
| اللغة: | English |
| نوع الوثيقة: | Elektronische Ressource im Fernzugriff |
| Manifestation: | Monographie [unabhängig ob Stück einer Reihe] |
| مستخلص: | Cover -- Half Title Page -- Title Page -- Copyright Page -- Original Title Page -- Original Copyright Page -- Contents -- Preface -- 1. Introduction -- A Little History -- Logical Considerations in the Conference Structure -- Structure of the Conference and the Presentations -- Part I: Organizational Considerations -- 2. The Effect of the Individual on an Organization's Structure, Style, and Process -- Situations for Individual Impact -- The Individual at Three Levels -- Strategic Influence Situations -- Implications for Performance Measurement -- Comments -- Proximal and Distal Measures of Individual Impact: Some Comments on Hall's Performance Evaluation Paper -- Assessing the Impact of an Individual -- Top-Level Impact -- Impact By Lower-Level Members -- Some Overall Recommendations -- 3. The Effects of Social, Task, and Situational Factors on Motivation, Performance, and Appraisal -- The Arousal-Motivation Link -- The Motivation-Behavior Link -- The Behavior-Performance Link -- The Performance-Appraisal Link -- Implications -- Comments -- Comments on Mitchell -- Critical Issues -- Alternative Approaches -- Reply -- Reply to Goodman and Fichman -- 4. Facilitating Effective Performance Appraisals: The Role of Employee Commitment and Organizational Climate -- Outcomes of Performance-Appraisal Systems -- Condition's Facilitating Effective Appraisal Systems -- Role of Employee Commitment -- Role of Organizational Climate -- Is the Relationship Reciprocal? -- Conclusion -- Comments -- Performance-Evaluation Systems in the Context of Individual Trust and Commitment -- Effects of Trust on Performance-Evaluation Systems -- Effects of Commitment on Performance-Evaluation Systems -- Effects of Performance-Evaluation Systems on the Trust and Commitment -- Part II: Individual Considerations -- 5. Cognition, Concepts, and an Employee's Theory of the World |
| مستخلص: | A Theory of the World -- Applications of the Theory to Personnel Work -- Comments -- Effort after Meaning in Personnel Evaluation: The "Similarity Error" and Other Possible Sources of Bias -- Supervisors' Evaluations -- Questionnaires as Evaluation Instruments -- 6. Implications of Personality Theory and Research for the Rating of Work Performance in Organizations -- Implicit Personality Theory -- The Trait-Situation Controversy in Personality Psychology and Consistency-Variability in Employee Job Performance -- Personal-Construct Theory -- Comments -- In Defense of Surface Structure -- 7. Motivation and Performance-Appraisal Behavior -- The Approach -- Performance Appraisal as a Formal System -- Organizational Context of Appraisal -- Systems, Context, and Resultant Behavior -- Implications -- Comments -- Would you Know a Properly Motivated Performance Appraisal If you Saw One? -- Reply -- Reply to Bartlett -- 8. Performance Evaluation: A Social-Psychological Perspective -- Self-Fulfilling Prophecies -- Perceptions of Cause -- The Meaning of Effort -- Implications for Performance-Evaluation Research -- Comments -- Gender Issues in Performance Appraisal: A Discussion of O'Leary and Hansen -- Assumptions -- Limitations of Research -- A Problem-Focused View -- Conclusions -- Part III: Methodological and Measurement Considerations -- 9. Performance Measurement in the Military Services -- Military Performance Versus Industrial Performance -- Evaluation of Overall Suitability -- Evaluation of Technical Performance -- Proficiency Testing Programs -- Paper-and-PenciI Tests Versus Hands-on Tests -- Test Format, lnference, and Type of Behavior -- Summary -- Comments -- Comments on Vineberg and Joyner -- 10. A Causal Analysis of Cognitive Ability, Job Knowledge, Job Performance, and Supervisor Ratings -- Error of Measurement -- Results -- Discussion -- Comments |
| مستخلص: | Comments on Hunter -- Knowledge Versus Performance -- Enlarging the Model -- Research on Individual Raters -- 11. Some Possible Implications of "Modeling" for the Conceptualization of Measurement -- A Sermonette -- What is " Modeling?" -- What "Performance" is to be Modeled? -- Some Performance-Modeling Possibilities -- Human Factors -- Modeling Decision Making and Problem Solving -- Multivariate Models: Latent Variables and Causal Modeling -- Cognitive Models of the Rater -- Implications for the Study of Job Performance -- Comments -- Modeling Performance -- What Y are We trying to Model? -- What X's are We to Choose to Model? -- What Kind of Function Do We want? -- Do We want to Simply Predict Y? -- Part IV: Sociopolitical Considerations -- 12. Performance Appraisal Under Capitalism, Socialism, and the Mixed Economy -- Capitalism -- Socialism -- The Mixed Economy -- The Military -- Comments -- Reality, Utopia, and Performance Appraisal: Another View -- Reply -- Reply to Lerner -- 13. A Sociohistorical Perspective on Performance Assessment -- Units of Analysis -- Marxism and Organizations -- Employer and Worker, 1916-1922 -- Some Current Parallels -- Comments -- Alternative Theories: Comments on Goldman -- Alternative Theory of Worker Interest -- Alternative Theory of Management Interest in Performance Appraisal -- Alternative Theory of Economic Behavior -- Additional Points of Dispute -- Reply -- Reply to Schmidt -- 14. Concluding Remarks -- Summary of Presentations -- Overlapping Issues -- Propositions -- Author Index -- Subject Index |
| رقم الأكسشن: | EDSZBW889945993 |
| قاعدة البيانات: | ECONIS |
Full Text Finder | ردمك: | 9781351814201 1351814206 |
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