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The influence of rater individual differences on job evaluation ratings
| dc.creator | McNelly, Theresa Louise | |
| dc.date.accessioned | 2012-06-07T22:45:47Z | |
| dc.date.available | 2012-06-07T22:45:47Z | |
| dc.date.created | 1996 | |
| dc.date.issued | 1996 | |
| dc.identifier.uri | https://hdl.handle.net/1969.1/ETD-TAMU-1996-THESIS-M338 | |
| dc.description | Due to the character of the original source materials and the nature of batch digitization, quality control issues may be present in this document. Please report any quality issues you encounter to digital@library.tamu.edu, referencing the URI of the item. | en |
| dc.description | Includes bibliographical references. | en |
| dc.description | Issued also on microfiche from Lange Micrographics. | en |
| dc.description.abstract | This study investigated the influence of social-attitudinal variables on job evaluation outcomes. Specifically, the tendency to be resistant to change and attitudes towards women were hypothesized to interact with the sex composition of the job such that individuals who were more resistant to change and had unfavorable attitudes towards women would assign lower ratings to jobs perceived to be dominated by females relative to jobs perceived to be male-dominated or sex-neutral. Identical job descriptions were manipulated by changing the job title to represent a female (Recreation Supervisor-Girl Scouts of America) or male (Recreation Supervisor-Boy Scouts of America) job. The sex composition of the job was also manipulated to reflect that the jobs were either dominated by females, males, or neither. Subjects evaluated the jobs using five compensable factors obtained from the Factor Evaluation Scale (FES), and responded to scales used to measure resistance to change and attitudes towards women. A total sample of 245 subjects were used to test each of the three hypotheses. None of the hypotheses were supported. There was no main effect for the sex composition of the job, no interaction between job sex-type and resistance to change, and no interaction between job sex-type and attitudes towards women. Several limitations of the present study, as well as suggestions for future research, are discussed. | en |
| dc.format.medium | electronic | en |
| dc.format.mimetype | application/pdf | |
| dc.language.iso | en_US | |
| dc.publisher | Texas A&M University | |
| dc.rights | This thesis was part of a retrospective digitization project authorized by the Texas A&M University Libraries in 2008. Copyright remains vested with the author(s). It is the user's responsibility to secure permission from the copyright holder(s) for re-use of the work beyond the provision of Fair Use. | en |
| dc.subject | psychology. | en |
| dc.subject | Major psychology. | en |
| dc.title | The influence of rater individual differences on job evaluation ratings | en |
| dc.type | Thesis | en |
| thesis.degree.discipline | psychology | en |
| thesis.degree.name | M.S. | en |
| thesis.degree.level | Masters | en |
| dc.type.genre | thesis | en |
| dc.type.material | text | en |
| dc.format.digitalOrigin | reformatted digital | en |
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