Zobrazeno 1 - 10
of 17
pro vyhledávání: '"Jeffrey S. Kane"'
Publikováno v:
Human Resource Management. 55:321-340
We studied the problem of rating-level bias and rating accuracy among retail managers of a Fortune 500 retailer. Hypotheses were tested regarding the relationship among managers’ Five-Factor Model (FFM) personality characteristics, their competence
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::b74df64620bfa9e78204e19421f3e8f9
https://doi.org/10.1002/hrm.21678
https://doi.org/10.1002/hrm.21678
Publikováno v:
Journal of Veterinary Dentistry. 31:160-167
An anti-plaque gel, containing no pharmaceutical chemicals, alcohol, xylitol, artificial or synthetic ingredients, with clinically proven plaque reducing efficacy was evaluated as a toothpaste together with toothbrushing. The study was designed to ac
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::b53d4e4a33eefb8dab40e9789e577f04
https://doi.org/10.1177/089875641403100304
https://doi.org/10.1177/089875641403100304
Publikováno v:
International Journal of Selection and Assessment. 19:82-97
This study proposes that evaluations of managerial potential by supervisors and peers differentially relate to the personality of the job candidate being evaluated. Specifically, we hypothesized that supervisors would focus on more task-based persona
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::7f2b4ff2cb850f0b2dd8910eaa6926ab
https://doi.org/10.1111/j.1468-2389.2010.00536.x
https://doi.org/10.1111/j.1468-2389.2010.00536.x
Autor:
Jeffrey S. Kane
Publikováno v:
Human Performance. 13:47-84
Rating accuracy is proposed to consist of 2 components: internal and external accuracy. Internal accuracy is identified as the appropriate basis for evaluating the impact of rating methodology on rating accuracy. Improved indexes of accuracy were use
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::f03db6b1adf679700cfc109c81efaa0a
https://doi.org/10.1207/s15327043hup1301_3
https://doi.org/10.1207/s15327043hup1301_3
Autor:
Jeffrey S. Kane
Publikováno v:
Human Performance. 10:193-226
Deficiencies in the measures used to assess situational constraints and job perform- ance are proposed to have played a major role in the failure of prior research to confirm the theorized strength of the relation between constraints and performance.
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::39fccc9bcdfe3a9502f5ac87461cc085
https://doi.org/10.1207/s15327043hup1003_1
https://doi.org/10.1207/s15327043hup1003_1
Autor:
Jeffrey S. Kane, Kimberly A. Freeman
Publikováno v:
Journal of Management. 23:37-58
Performance standards are reconceptualized as the interface between measurement and evaluation. A job’s performance standards are theorized to be equitable to the extent that they require levels of effectiveness equal to those collectively viewed a
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::8842c4704b38ae21416ba3d79a77cdaf
https://doi.org/10.1177/014920639702300103
https://doi.org/10.1177/014920639702300103
Autor:
Jeffrey S. Kane
Publikováno v:
Human Resource Management Review. 6:123-145
Viewing performance as a distribution of outcomes or behaviors leads to methods of assessing performance that diverge sharply from conventional rating methods. The distributional perspective also suggests flaws in the conventional assumption that onl
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::f1466370cfc644fc9a2793f9df5a8dbe
https://doi.org/10.1016/s1053-4822(96)90016-9
https://doi.org/10.1016/s1053-4822(96)90016-9
Publikováno v:
Academy of Management Journal. 38:1036-1051
Research has identified rating leniency as one of the most troublesome of rating errors. Little is known about the extent to which the error is a stable rater tendency, although Guilford hypothesiz...
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::8223ee8afe89887ad1eb7aae7cbc47f6
https://doi.org/10.2307/256619
https://doi.org/10.2307/256619
Autor:
Kimberly A. Freeman, Jeffrey S. Kane
Publikováno v:
The International Executive. 37:245-259
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::5468dbf95a1af5b7cf8badc7263fa4f4
https://doi.org/10.1002/tie.5060370305
https://doi.org/10.1002/tie.5060370305
Autor:
Jeffrey S. Kane
Publikováno v:
Human Resource Management Review. 4:283-310
It is commonly believed that the practice of intentionally distorting performance appraisals is widespread among those serving as raters in the appraisal process. This behavior is theorized to result from conscious decisions about the direction and d
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::c8667122f56b74b2fe942d04eb191885
https://doi.org/10.1016/1053-4822(94)90016-7
https://doi.org/10.1016/1053-4822(94)90016-7