Kevin G. Love

A Meta-Model of the Effects of Goal Characteristics, Feedback, and Role Characteristics in Human Organizations

Recent literature reviews have attempted to link goal-setting processes with other traditional human relations topics, possibly in a search for explanations of the inconsistent results among some empirical studies. The present reformulation builds upon the models developed in these literature reviews by offering more specific propositions regarding the variables in these models and by integrating these variables with three other organizational themes: participative management, job design and role theory. The model offered here is a meta-model because it is an integration of variables and concepts from several other models. Eleven propositions regarding the direct effects of goal characteristics, feedback, and role characteristics and eleven corollaries regarding the moderating effects of personal and job characteristics are presented.

Social Stressors on the Job: Recommendations for a Broadened Perspective.

Recent job-stress research indicating the impact of psychosocial stressors on employees is outlined. Four suggestions are presented to broaden the job-stress research while keeping the psychosocial emphasis. These suggestions are: (1) search for additional psychosocial stressors; (2) expand the types of social support investigated as moderating variables; (3) research outcomes of job stress other than employee strains; and (4) consider the use of theories other than role theory in developing research hypotheses. It also is recommended that research be integrated with stress-management programs, and specific research designs are suggested for the evaluation of such programs. The link between on-the-job stressors and off-the-job strains, the joint interaction of social stressors and physical stressors, and the standardization of diagnostic instruments to measure job stress are recommended for examination.

Relationship of Self-Assessment Ratings and Written Test Score: Implications for Law Enforcement Promotional Systems

Job analysis data, self-assessment rating scales and a written promotional examination were developed to address thirteen specific performance areas. Self-assessment ratings were significantly related to written test scores for 73 police sergeant candidates. Relationships among these measures, opinions regarding the use of self-assessment, and seniority were reported.

Accurate Selection of Police Officials within Small Municipalities: “Et Tu Assessment Center?”

Two unique issues raised in using an assessment center to select a municipal official were successfully addressed. Community input, involvement and acceptance of an innovative selection process (i.e., the assessment center method) was gained through the use of interviews, a mail-out survey and by training selected community residents to serve as assessors. Expenditure for the selection process was minimized by using unpaid professionals as assessors and by utilizing city offices as the setting for the assessment center. A mail-out survey approximately one year later indicated the community residents perceived the project and candidate selection as successful.

Paraprofessionals in parole and probation services: Selection, training, and program evaluation

Abstract The use of paraprofessional personnel in parole and probation services has been increasing dramatically. With decreasing budgets and expanded calls for service, parole and probation agencies have been turning to the paraprofessional employee as a solution. Several variables which can be changed through implementation of a paraprofessional program are identified, including the differences between using indigenous and nonindigenous personnel. Through a survey of past hiring practices, qualifications of those hired, and justification of using a certain type of personnel, factors to be used in the selection of paraprofessionals are delineated. Training programs for paraprofessionals, especially indigenous personnel, are reviewed in conjunction with standard industrial training concepts and practices. Comments are made regarding the necessity of evaluating paraprofessional programs in order to document empirically their effectiveness within the parole and probation organization.