Lawrence S Kleiman
Biographic Data
| ID | 5378136 |
|---|---|
| NAME | Lawrence S Kleiman |
| GIVEN NAMES | Lawrence S |
| FAMILY NAME | Kleiman |
| SIGNATURE | KLEIMAN L S |
| AFFILIATIONS | University of Tennessee at Chattanooga |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 3 |
| AUTHOR COUNT | 5 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1978 |
| LATEST PUBLICATION YEAR | 1994 |
| H-INDEX | 1 |
Opinions of Human Resource Professionals on Candor of Reference-Givers
This study surveyed the views of 131 human resource professionals regarding the candidness of information given during the reference-checking process. Analysis indicated that most reference-givers are less than fully candid when describing the qualifications of a job applicant. Implications for those seeking references are discussed
Performance Evaluation
Data from a sample of government research scientists were used to compare the psychometric properties of pooled and consensus ratings of job performance. It was hypothesized that consensus ratings would possess less halo and leniency error and greater validity than would pooled ratings. The findings supported the halo hypothesis and partially supported the validity hypothesis. Given the severity of the “criterion problem” in validation research, …
Process-Oriented Variables and Measurement of Job Performance
This study explored the impart of process-oriented variables on the measurement of job performance by examining raters' weighting strategy. Weighting strategy was defined as the manner in which raters weight or combine their evaluations of a subordinate's job performance to reach an over-all judgment on a dimension. Specifically, three issues were examined: (1) the amount of relative weight raters place on favorable, neutral, and unfavorable info…
Industrial–organizational psychology
Industrial-organizational psychology
Industrial–organizational psychology
Industrial-organizational psychology
Process-Oriented Variables and Measurement of Job Performance
This study explored the impart of process-oriented variables on the measurement of job performance by examining raters' weighting strategy. Weighting strategy was defined as the manner in which raters weight or combine their evaluations of a subordinate's job performance to reach an over-all judgment on a dimension. Specifically, three issues were examined: (1) the amount of relative weight raters place on favorable, neutral, and unfavorable info…
Performance Evaluation
Data from a sample of government research scientists were used to compare the psychometric properties of pooled and consensus ratings of job performance. It was hypothesized that consensus ratings would possess less halo and leniency error and greater validity than would pooled ratings. The findings supported the halo hypothesis and partially supported the validity hypothesis. Given the severity of the “criterion problem” in validation research, …
Opinions of Human Resource Professionals on Candor of Reference-Givers
This study surveyed the views of 131 human resource professionals regarding the candidness of information given during the reference-checking process. Analysis indicated that most reference-givers are less than fully candid when describing the qualifications of a job applicant. Implications for those seeking references are discussed
Psychology (5 works) · Social Psychology (5 works) · Applied Psychology (4 works) · Applied Psychology (3 works) · Social Psychology (3 works) · Academic and Historical Perspectives in Psychology (2 works) · Computer Science (2 works) · Industrial and organizational psychology (2 works) · Process (computing (2 works) · Psychology of Social Influence (2 works)