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dc.contributor.authorSmith, William Leverne.
dc.creatorSmith, William Leverne.en_US
dc.date.accessioned2011-10-31T18:28:15Z
dc.date.available2011-10-31T18:28:15Z
dc.date.issued1995en_US
dc.identifier.urihttp://hdl.handle.net/10150/187063
dc.description.abstractThis dissertation reports the results of two studies conducted to determine whether perceptions of incumbents would vary across five job classifications in two hospitals on six skill importance categories. 172 subjects distributed 100 points across the importance categories in accordance with their perceptions of "what it takes to do a good job." Significant differences were found across job classifications and organizations. A second study of 30 nurses found they were able to recognize their weightings on the skill importance categories when presented in a performance appraisal setting and rejected equal weighting and inverse weighting options. Future research implications are discussed.
dc.language.isoenen_US
dc.publisherThe University of Arizona.en_US
dc.rightsCopyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.en_US
dc.titlePerceptions of skill importance ratings for performance appraisal: Contextual effects by organization and by job classification.en_US
dc.typetexten_US
dc.typeDissertation-Reproduction (electronic)en_US
dc.contributor.chairTansik, David A.en_US
thesis.degree.grantorUniversity of Arizonaen_US
thesis.degree.leveldoctoralen_US
dc.contributor.committeememberBeach, Leeen_US
dc.contributor.committeememberGutek, Barbara A.en_US
dc.contributor.committeememberPuto, Chris P.en_US
dc.identifier.proquest9531086en_US
thesis.degree.disciplineBusiness Administrationen_US
thesis.degree.disciplineGraduate Collegeen_US
thesis.degree.namePh.D.en_US
refterms.dateFOA2018-08-23T18:42:10Z
html.description.abstractThis dissertation reports the results of two studies conducted to determine whether perceptions of incumbents would vary across five job classifications in two hospitals on six skill importance categories. 172 subjects distributed 100 points across the importance categories in accordance with their perceptions of "what it takes to do a good job." Significant differences were found across job classifications and organizations. A second study of 30 nurses found they were able to recognize their weightings on the skill importance categories when presented in a performance appraisal setting and rejected equal weighting and inverse weighting options. Future research implications are discussed.


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