Ronald A. Ash

Additional validity evidence for a measure of morningness.

Morningness refers to a preference for morning versus evening activities. This study assessed the predictive validity of an instrument developed by C. S. Smith, C. Reilly, and K. Midkiff (1989) to measure the morningness construct. Morningness data were collected from university students (N= 454) at the beginning of a semester to examine the relationship between morningness and student behavior (i.e., sleeping, studying, and class scheduling) and performance. Results indicate that morningness was predictive of patterns of sleeping, studying, and class scheduling. Morningness also interacted with the time at which classes met to affect performance

Are women “better” than men?

Using data from 1,080 study participants, this study simulates a hiring scenario in which personality measures are used to screen candidates for a hypothetical expatriate (expat) position. On the basis of recent research indicating that selected “big five” personality variables are related to expat assignment success, an expatriate composite score was computed‐based on NEO personality inventory and Hogan personality inventory scale scores. Across these two personality instruments, four samples, and eight selection ratios, a greater proportion of women versus men are consistently “selected”. Statistical tests confirm that the use of personality criteria results in gender being significantly associated with selection outcomes. These results are consistent with arguments that women are dispositionally advantaged with respect to international assignments. These findings contrast sharply with extant evidence indicating that women hold relatively few expat positions.

Evaluation Of Job Analysis Methods By Experienced Job Analysts

The article discusses a research on job analysis methods being used by experienced job analysts. Job analysis is a process wherein jobs are subdivided into elements through the application of a for...

EXAMINING THE OBSTACLES TO BROADENING PARTICIPATION IN COMPUTING: EVIDENCE FROM A SURVEY OF PROFESSIONAL WORKERS

This article describes the results of a survey of professional workers that was designed to explore the underlying reasons for the widely documented under representation of women in information technology jobs. Our analysis suggests that it is different occupational personalities between men and women rather than the demanding nature of IT work that is largely responsible for the relatively few women in IT occupations. We discuss the implications these results have for policies that are designed to create greater gender equity in the rapidly-growing IT industries.

Economic and business dimensions Increasing gender diversity in the IT work force

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Does Personality Predict Preferred Managerial Style? Evidence from New Zealand and the United States

In contrast with more traditional command and control organizations, recent years have witnessed a trend toward more participative managerial structures, where direct supervision is de-emphasized and front-line workers plan and think for themselves. As suggested by the person-organization fit literature, research is needed which identifies individuals whose characteristics represent a good match with alternative manager-subordinate relationship structures. This study investigates whether differences in personality are systematically associated with preferences for first-line management jobs requiring alternative supervisory approaches. Using participants drawn from New Zealand and the United States (n = 200), results generally indicate that individuals who prefer more participative managerial styles also exhibit higher levels of agreeableness and openness to experience. Two components of extraversion (sociability and ambition), display significant and opposing relationships with preferences for more parti...

The Activity/Achievement Indicator: A Possible Alternative to the Behavioral Consistency Method of Training and Experience Evaluation

This paper describes the development of a new type of selection procedure, the activity/achievement indicator (A/AI), and compares it with the behavioral consistency method of training and experience evaluation. Total scores from these two methods were found to correlate at r = .58. Examination of the six dimension scores of each method by means of the multitrait-multimethod matrix technique revealed convergent validity for only two of the dimensions, and discriminant validity for none. Implications of the findings are discussed.

Evaluation and Use of Four Job Analysis Methods for Personnel Selection.

146 PUBLIC PERSONNEL MANAGEMENT, MAY-JUNE 1979 T is a lack of research which systematically compares job analysis methods across a sample of jobs (Prien, 1977). Since job analysis is a sine qua non for many applications of industrial and organizational psychology, we decided to conduct an exploratory study to compare systematically four job analysis methods in the context of personnel selection. The four job analysis methods chosen for study were the Critical Incidents technique (Flanagan, 1954), Job Elements (Primoff, 1975), the Position Analysis Questionnaire (PAQ) (McCormick, Jeanneret and Mecham, 1972), and Task Analysis (U.S. Department of Labor, 1972). One facet of the study, which forms the basis of this report, was a national survey of personnel selection practitioners to determine their familiarity with, evaluation and use of these four methods. The objective of the study was to determine the relative efficacy of each of the four methods, separately and in combination, based on the collective experience of practitioners who had applied these methods across a number of job classes.