Frank Krzystofiak

Changes in Employee Attitudes after an Acquisition: A Longitudinal Analysis

Information on job characteristics, facet satisfaction, overall satisfaction, and organizational commitment were obtained from bank employees both before the announcement of an acquisition (n = 108) and after the actual acquisition (n = 49). Correlational analysis and a repeated measures ANOVA indicated significant declines in perceived job characteristics, satisfaction, and organizational commitment after the acquisition. The nature of these changes is discussed along with recommendations for minimizing the disruptive effect of an acquisition.

Interfacing high technology operations with blue collar workers: selection and appraisal in a computerized manufacturing setting

Abstract Selection and performance appraisal are fundamental human resource management functions that need to be studied in the context of high technology. The present investigation examines selection test validities and the effectiveness of both subjective and objective measures of performance. The setting was a blue collar but nontraditional forging operation which is best characterized as a technical batch (Hull & Collins, 1987) production system. The pattern of results indicate the relative importance of higher level cognitive over routine mechanical and motor capabilities and suggest deficiency in objective measures of worker performance. Directions for future human resource management research in the area of high technology are discussed.

The influence of labor market discrimination on locus of control

Abstract Prior research has established the existence of racial differences in locus of control as well as a relationship between labor market experience and locus of control. This study extends this line of inquiry by examining the relationship between labor market discrimination and subsequent change in locus of control. Drawing on a national probability sample ( N = 2857) of young men, multiple regression analysis was used to estimate the effect of labor market discrimination (over a 2-year period) on subsequent locus of control. The results indicate that perceptions of employment discrimination influence the level of externality among blacks, over and above racial identification. Blacks who view themselves as victims of employment discrimination experience twice the increase in externality as blacks reporting no awareness of discrimination.

Pay Meaning, Satisfaction and Size of a Meaningful Pay Increase

Individual variation in the size of a meaningful pay increase is examined from four competing perspectives: (a) based on psychophysical laws relating stimulus change to initial stimulus level, (b) based on equitable treatment, (c) based on the symbolic role of money, and (d) based on individual pay/job dissatisfaction and perceived increases needed to reestablish equilibrium. Results for 77 business school alumni providing self-report data on salary histories, pay meaning, and satisfaction suggest that all but a psychophysical explanation play significant roles in determining the size of a meaningful pay increase.

Associations among Performance Appraisal, Compensation, and Total Quality Programs

In a sample of 56 organizations, the relationship between attainment of quality and performance appraisal that was “progressive” in nature was stronger than the relationship between attainment of quality and “traditional” appraisal. There was no significant difference in the relationship of quality with “traditional” or “progressive” practices of compensation. The results are discussed and implications for organizations are noted.

Correct Behavior Rated More Accurately Than Incorrect?: A Reconsideration of the Differential Accuracy Phenomenon.

The influence of the correctness of behaviors on rating accuracy was investigated in a study designed to test and extend Gordons (1970; 1972) Differential Accuracy Phenomenon. Rating accuracy was ...

What is Discrimination? An Evaluation Based on the Word of God (i.e., OFCCP, EEOC).

This paper deals with the practical problem of defining employment discrimination in a manner consistent with OFCCP and EEOC guidelines. Degree of adverse impact and test validity are shown to be i...