Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

2012 ◽  
Vol 18 (5) ◽  
pp. 714-727 ◽  
Author(s):  
J Bret Becton ◽  
Michael C Matthews ◽  
David L Hartley ◽  
L Douglas Whitaker
Keyword(s):  
Job Performance ◽  
Cognitive Ability ◽  
Group Differences ◽  
Future Research ◽  
Research Directions ◽  
Biographical Data ◽  
Future Research Directions

AbstractThe current study examined the use of biographical data to predict errors, tardiness, policy violations, overall job performance, and turnover among nurses. The results of the study indicate that biodata measures are valid selection devices for nurses and effective at predicting nurse errors, tardiness, policy violations, and overall job performance, but the instrument was not an effective predictor of turnover, voluntary or involuntary. Additionally, examination of group differences revealed that White subjects scored significantly higher on the biodata instrument compared to Black subjects but produced group differences considerably smaller than typically found with measures of cognitive ability. Future research directions and implications for practice are discussed.

Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

2012 ◽  
Vol 18 (5) ◽  
pp. 714-727 ◽  
Author(s):  
J Bret Becton ◽  
Michael C Matthews ◽  
David L Hartley ◽  
L Douglas Whitaker
Keyword(s):  
Job Performance ◽  
Cognitive Ability ◽  
Group Differences ◽  
Future Research ◽  
Research Directions ◽  
Biographical Data ◽  
Future Research Directions

AbstractThe current study examined the use of biographical data to predict errors, tardiness, policy violations, overall job performance, and turnover among nurses. The results of the study indicate that biodata measures are valid selection devices for nurses and effective at predicting nurse errors, tardiness, policy violations, and overall job performance, but the instrument was not an effective predictor of turnover, voluntary or involuntary. Additionally, examination of group differences revealed that White subjects scored significantly higher on the biodata instrument compared to Black subjects but produced group differences considerably smaller than typically found with measures of cognitive ability. Future research directions and implications for practice are discussed.

scholarly journals Strategies to Improve Work Attitude and Mental Health of Problem Employees: Focusing on Airline Cabin Crew

2022 ◽  
Vol 19 (2) ◽  
pp. 768
Author(s):  
Hwayoung Kim ◽  
Myoungjin Yu ◽  
Sunghyup Sean Hyun
Keyword(s):  
Mental Health ◽  
Job Performance ◽  
Attitude Change ◽  
Future Research ◽  
Research Directions ◽  
Managerial Coaching ◽  
Work Attitude ◽  
Airline Crew ◽  
Future Research Directions ◽  
Handling Methods

This study examines strategies for improving the work attitude and mental health of airlines’ “problem employees”. Based on a review of previous studies, five different handling methods for problem employees were derived: (1) duty assignment according to ability, (2) confidence beliefs, (3) managerial coaching, (4) human understanding, and (5) mentor system. The study hypothesized that these five approaches influence employees’ work attitudes, mental health, and job performance. To verify these hypotheses, empirical data were collected from 200 airline crew members. The analysis found that only three of the “five different handling methods of problem employees” positively influence job attitudes, mental health, and job performance: (1) duty assignment according to ability, (2) confidence beliefs, and (3) mentor system. In contrast, managerial coaching negatively impacted outcome variables. The study also found that the current handling approaches implemented in the industry have positive and negative outcomes on problem employees. Therefore, airline companies need to manage problem staff based on the findings of this study. Particularly, when conducting managerial coaching, supervisors should check employees’ work attitude change status. Research implications, limitations, and future research directions are discussed.

Eating Disorder Indices and Athletes: An Integration

1999 ◽  
Vol 21 (3) ◽  
pp. 230-258 ◽  
Author(s):  
Heather A. Hausenblas ◽  
Albert V. Carron
Keyword(s):  
Eating Disorder ◽  
Female Athletes ◽  
Group Differences ◽  
Future Research ◽  
Drive For Thinness ◽  
Control Groups ◽  
Male Athletes ◽  
Research Directions ◽  
Future Research Directions ◽  
Cardinal Feature

Research shows inconclusive results pertaining to the comparison of eating disorder indices between athletes and nonathletes and among different subgroups of athletes. The purpose of this study was to meta-analytically review the literature on (a) bulimia nervosa indices, (b) anorexia nervosa indices, and (c) drive for thinness (a cardinal feature of both anorexia and bulimia) in male and female athletes. Results of 92 studies with 560 effect sizes (ES) revealed small ESs (range: −.01 to .30) in relation to group membership characteristics. Results for female athletes revealed small ESs for bulimia and anorexia indices, suggesting that female athletes self-reported more bulimic and anorexic symptomatology than control groups; nonsignificant group differences were evidenced for drive for thinness. Results for male athletes revealed small ESs on all three indices, suggesting that male athletes self-reported more eating disorder symptomatology than control groups. Moderator variables that might contribute to understanding the results are examined, and future research directions are presented.

Sign in / Sign up

Export Citation Format

Share Document