Predicting success in higher level positions: a guide to the System for Testing and Evaluation of Potential
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
New York u.a.
Quorum Books
1992
|
| Ausgabe: | 1. publ. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XXII, 271 S. graph. Darst. |
| ISBN: | 0899306268 |
Internformat
MARC
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| 100 | 1 | |a Baehr, Melany E. |e Verfasser |4 aut | |
| 245 | 1 | 0 | |a Predicting success in higher level positions |b a guide to the System for Testing and Evaluation of Potential |c Melany E. Baehr |
| 250 | |a 1. publ. | ||
| 264 | 1 | |a New York u.a. |b Quorum Books |c 1992 | |
| 300 | |a XXII, 271 S. |b graph. Darst. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 630 | 0 | 4 | |a System for testing and evaluation of potential |
| 650 | 4 | |a Descriptions d'emploi - Bases de données | |
| 650 | 4 | |a Emplois - Analyse - Bases de données | |
| 650 | 4 | |a Emplois - Évaluation - Bases de données | |
| 650 | 4 | |a Personnel - Sélection - Tests - Bases de données | |
| 650 | 4 | |a Employment tests |v Databases | |
| 650 | 4 | |a Job analysis |v Databases | |
| 650 | 4 | |a Job descriptions |v Databases | |
| 650 | 4 | |a Job evaluation |v Databases | |
| 650 | 0 | 7 | |a Personalauswahl |0 (DE-588)4115532-4 |2 gnd |9 rswk-swf |
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| 999 | |a oai:aleph.bib-bvb.de:BVB01-006458798 | ||
Datensatz im Suchindex
| _version_ | 1804124111230730240 |
|---|---|
| adam_text | Illustrations
TABLES
2.1 The Relationship between the Content of Job Descriptors and
the Range of Jobs Covered 24
2.2 Alpha Reliability Coefficients for MPJFI Job Function Scores
Calculated on 882 Personnel in Higher Level Positions 33
3.1 Classification of the Cases in the Sample by Type of Business,
Hierarchy, and Occupational Level 39
3.2 Common and Unique Functions Performed at the Executive
Level in Each Hierarchy 48
3.3 Common and Unique Functions Performed at the Middle
Management Level in Each Hierarchy 50
3.4 Common and Unique Functions Performed by Entry Level
Occupational Groups in Each Hierarchy 51
3.5 Mean Normalized Standard Score Cluster Profiles on the
MP JFI Functions 54
3.6 Correlations between the Composite MPJFI Profiles of the 12
Identified Clusters and the 12 Occupational Group Normative
Profiles 56
3.7 Significant Differences between Corresponding Ability (A) and
Importance (I) Scores by Hierarchy and Level 62
3.8 A Comparison of the Job Skills of Fortune 500 and Inc. 500 Chief
Executive Officers 67
4.1 Product Moment Correlations of the Business Ethics and
Management Responsibility Scales with the Composite Adjustment
Factors from the Emo Questionnaire 97
xii Illustrations
4.2 Summary of the Reliability Coefficients of the Predictive
Dimensions Used in the STEP Battery 98
5.1 Classification of the Cases in the Sample by Type of Business,
Hierarchy, and Occupational Level 107
5.2 Percentage of Significant Differences Across Levels I, II, and
III in the Line, Professional, Sales, and Technical Hierarchies on
the 23 Predictive Test Battery Scores 109
5.3 Percentage of Significant Differences Across the Line, Professional,
Sales, and Technical Hierarchies at Levels I, II, and III on the 23
Predictive Test Battery Scores 110
5.4 Test Battery Characteristics That Are Common and Unique to
Level I Executive Groups 128
5.5 Test Battery Characteristics That Are Common and Unique to
Level II Middle Management Groups 129
5.6 Test Battery Characteristics That Are Common and Unique to
Level HI Entry Level Groups 131
5.7 A Comparison of the Skills and Attributes of Fortune 500 and
Inc. 500 Chief Executive Officers 141
6.1 Reliability Estimates (rxoc), Standard Deviations (Sx), and
Standard Errors of Measurement (Se) of the Job Skill Assessments
(JSAs) Derived from the MP JFI—Ability 145
6.2 Reliability Estimates (rxoc), Standard Deviations (Sx), and
Standard Errors of Measurement (Se) of the Estimates of Potential
for Successful Performance (PSPs) Derived from Managerial and
Professional Test Battery Scores 145
6.3 Cumulative Percentage of Consistent and of Similar Judgments
Made by Raters in 20 Validation Studies 148
6.4 Classification of Occupational Groups That Participated in the
Validation Studies 150
6.5 Stepwise Multiple Correlations Obtained in the Prediction of
MP JFI Importance and Ability Measures by Scores from the
Test Battery 151
6.6 Stepwise Multiple Regressions and Cross Validity Coefficients
of MP JFI Importance and Ability Scores and Test Battery
Scores Against Earnings 155
8.1 Summary of the Job Skill Assessments of the Two Candidates
in the Professional Hierarchy 222
8.2 Summary of the Potential Estimates of the Two Candidates in
the Professional Hierarchy 225
8.3 Percentage of Favorable Responses Made by the Total Group of
Participants (AT=213) 231
Illustrations xiii
FIGURES
1.1 Twelve Key Positions in Four, Three Rung Managerial Hierarchies 9
1.2 Characteristics of Incumbents in the Managerial Hierarchies 10
2.1 Format for Obtaining the Four Equal Interval Scale 29
3.1 Average Job Function Importance Scores for Level I Executives
(E), Level II Middle Managers (M), and Level III lane Supervisors
(L) in the Line Hierarchy 40
3.2 Average Job Function Importance Scores for Level I Executives
(E), Level II Middle Managers (M), and Level III Professionals (P)
in the Professional Hierarchy 41
3.3 Average Job Function Importance Scores for Level I Executives (E),
Level II Middle Managers (M), and Level III Sales Representatives
(S) in the Sales Hierarchy 42
3.4 Average Job Function Importance Scores for Level I Executives
(E), Level II Middle Managers (M), and Level III Technical
Specialists (T) in the Technical Hierarchy 43
3.5 Diagrammatic Representation of the Overlap between the Derived
Clusters and the STEP Occupational Classification System 59
5.1 Occupational Group Means for Experience and Background
Dimensions in the Line and Professional Hierarchies 112
5.2 Occupational Group Means for Experience and Background
Dimensions in the Sales and Technical Hierarchies 113
5.3 Occupational Group Means for the Four Tests of Mental Ability
in the Line, Professional, Sales, and Technical Hierarchies 117
5.4 Occupational Group Means for Creative Potential in the Line,
Professional, Sales, and Technical Hierarchies 119
5.5 Occupational Group Means for Temperament Factors and
Personal Insight in the Line, Professional, Sales, and Technical
Hierarchies 123
5.6 Occupational Group Means for Reaction Time to the Verbal
Stimulus, Reaction Time to the Color Stimulus, and Reaction
Time under Distraction in the Line, Professional, Sales,
and Technical Hierarchies 125
5.7 Occupational Group Means for Three Adjustment Factors and
the Level of Response to Stressful Stimuli in the Line,
Professional, Sales, and Technical Hierarchies 126
6.1 Illustration of Possible Consistent and Inconsistent Responses
in the Use of the Paired Comparison Technique 147
7.1 Agreed Upon Composite Job Function Importance Profile for
the First Line Supervisory Position Together with the National
Standards for First Line Supervisors (L), Middle Managers (M),
and Executives (E) in the Line Hierarchy 166
xiv Illustrations
7.2 Item Importance Profile for the Supervisory Practices Job
Function in the Line Hierarchy 167
7.3 Important Factors Dealing with Day to Day Operations 169
7.4 Important Factors Dealing with the Development of the
Work Force 170
7.5 Job Function Importance Profile for an Executive Vice President
Position Produced from Ratings by the Chief Executive Officer
(C) and a Group of Executive Vice Presidents (E) 173
7.6 Item Profile for the Developing Cooperation and Teamwork
Function Produced from Ratings by the Chief Executive Officer
(CEO) and a Group of Executive Vice Presidents (EVPs) 174
7.7 Job Function Standard, Group Ability Score, and the Dispersion
of Individual Employee Ability Scores for a Group of Field
Sales Managers 176
7.8 One Page Summary of Results That Provides an Estimate of
Potential for Successful Performance for Each of the Three
Positions in the Professional Hierarchy 180
7.9 STEP Predictor Profile That Shows the Candidate s Scores on the
Dimensions of the Managerial and Professional Test Battery and
the National Norms for Professional (P), Middle Management
(M), and Executive Personnel (E) in the Professional Hierarchy 181
7.10 One Page Summary of Results That Provides Potential Estimates
and Job Skill Assessments for Each of the Three Positions in the
Sales Hierarchy 184
7.11 A Sales Candidate s Job Skill Ability Profile with the Job Analysis
Standard for the Sales Representative Position and the National
Importance Levels for Sales Representatives (S), Middle Managers
(M), and Executive Personnel (E) in the Sales Hierarchy 185
7.12 Candidate s Scores on the Underlying Dimensions of the Creative
Personality Together with the National Standards for First Line
Supervisors (L), Middle Managers (M), and Executives (E) in the
Line Hierarchy 188
7.13 One Page Summary of Results That Provides Estimates of Potential
for Successful Performance (PSP) and Job Skill Assessment
(JSA) Scores for All Hierarchies and All Levels 189
7.14 Directions and an Illustrative Item for the Rating Scale
Performance Evaluation 190
7.15 Comparison of the Forced Choice Ability Ratings Made by the
Supervisor (S) and the Employee (E) with the Job Analysis
Importance Standard (NNN) 193
7.16 An Example of a Nine Item Guttman Scale for the Handling
Outside Contacts Job Function 196
7.17 Example of an Appraisal Form Composed of Randomized
Guttman Scaled Items 197
Illustrations xv
7.18 Schematic Organizational Structure for a State Department of
Transportation 199
7.19 Average Job Function Importance Values for the District Engineer
(D), Office Director (0), and Assistant District Engineer
(A) Groups 200
7.20 Average Test Scores for the District Engineer (D), Office Director
(O), and Assistant District Engineeer (A) Groups 202
8.1 A Comparison of Max Westin s MP JFI Importance Profile with
the Job Analysis Standard 210
8.2 A Comparison of Max Westin s MP JFI—Ability Scores with the
Job Analysis Standard 214
8.3 Summary of Max Westin s Job Skill Strengths and Weaknessses
as Revealed by a Comparison of His MP JFI—Ability Scores
and the Job Analysis Standard 216
8.4 Max Westin s Scores on the Predictive Dimensions in the
Professional Hierarchy 218
8.5 Summary of Max Westin s Strengths and Weaknesses in the
Abilities, Skills, and Attributes Measured by the Managerial and
Professional Test Battery 220
8.6 Summary of David White s Job Skill Strengths and Weaknesses
as Revealed by a Comparison of His MP JFI—Ability Scores
and the Job Analysis Standard 223
8.7 Summary of Sam Gove s Job Skill Strengths and Weaknesses as
Revealed by a Comparison of His MP JFI—Ability Scores and
the Job Analysis Standard 224
8.8 Summary of David White s Strengths and Weaknesses in the
Abilities, Skills, and Attributes Measured by the Managerial and
Professional Test Battery 226
8.9 Summary of Sam Gove s Strengths and Weaknesses in the Abilities,
Skills, and Attributes Measured by the Managerial and Professional
Test Battery 227
APPENDICES
2.1 Definitions of the MPJFI Dimensions 34
4.1 Definitions of All Variables in the Managerial and Professional
Test Battery 99
8.1 Career Counseling Evaluation Questionnaire 236
|
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| discipline | Wirtschaftswissenschaften |
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| indexdate | 2024-07-09T17:40:28Z |
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| isbn | 0899306268 |
| language | English |
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| spelling | Baehr, Melany E. Verfasser aut Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential Melany E. Baehr 1. publ. New York u.a. Quorum Books 1992 XXII, 271 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier System for testing and evaluation of potential Descriptions d'emploi - Bases de données Emplois - Analyse - Bases de données Emplois - Évaluation - Bases de données Personnel - Sélection - Tests - Bases de données Employment tests Databases Job analysis Databases Job descriptions Databases Job evaluation Databases Personalauswahl (DE-588)4115532-4 gnd rswk-swf Test (DE-588)4059549-3 gnd rswk-swf Personalauswahl (DE-588)4115532-4 s Test (DE-588)4059549-3 s DE-604 HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=006458798&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Baehr, Melany E. Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential System for testing and evaluation of potential Descriptions d'emploi - Bases de données Emplois - Analyse - Bases de données Emplois - Évaluation - Bases de données Personnel - Sélection - Tests - Bases de données Employment tests Databases Job analysis Databases Job descriptions Databases Job evaluation Databases Personalauswahl (DE-588)4115532-4 gnd Test (DE-588)4059549-3 gnd |
| subject_GND | (DE-588)4115532-4 (DE-588)4059549-3 |
| title | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential |
| title_auth | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential |
| title_exact_search | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential |
| title_full | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential Melany E. Baehr |
| title_fullStr | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential Melany E. Baehr |
| title_full_unstemmed | Predicting success in higher level positions a guide to the System for Testing and Evaluation of Potential Melany E. Baehr |
| title_short | Predicting success in higher level positions |
| title_sort | predicting success in higher level positions a guide to the system for testing and evaluation of potential |
| title_sub | a guide to the System for Testing and Evaluation of Potential |
| topic | System for testing and evaluation of potential Descriptions d'emploi - Bases de données Emplois - Analyse - Bases de données Emplois - Évaluation - Bases de données Personnel - Sélection - Tests - Bases de données Employment tests Databases Job analysis Databases Job descriptions Databases Job evaluation Databases Personalauswahl (DE-588)4115532-4 gnd Test (DE-588)4059549-3 gnd |
| topic_facet | System for testing and evaluation of potential Descriptions d'emploi - Bases de données Emplois - Analyse - Bases de données Emplois - Évaluation - Bases de données Personnel - Sélection - Tests - Bases de données Employment tests Databases Job analysis Databases Job descriptions Databases Job evaluation Databases Personalauswahl Test |
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