Charles L Hulin
Biographic Data
| ID | 133807 |
|---|---|
| NAME | Charles L Hulin |
| GIVEN NAMES | Charles L |
| FAMILY NAME | Hulin |
| SIGNATURE | HULIN C L |
| AFFILIATIONS | University of Illinois Urbana-Champaign |
| VERIFIED | No |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 71 |
| AUTHOR COUNT | 18 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1960 |
| LATEST PUBLICATION YEAR | 2017 |
| H-INDEX | 4 |
Job attitudes, job satisfaction, and job affect
Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into questions of work psychology. Early research incorporated a diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, but the field also became narrower. In r…
Measurement
Outcomes of self-labeling sexual harassment.
Research has consistently documented a discrepancy between experiencing offensive sex-related behaviors and labeling these situations as sexual harassment, leading to several attempts to understand this phenomenon. The authors propose that the issue of why it is that women who report such experiences generally do not indicate that they have been sexually harassed is an important psychological question, and may provide a path through the nested me…
The importance of individuals' repertoires of behaviors
This paper addresses Blau's critique of our early research on behavioral aggregates; we review the theoretical and empirical work on multiple behaviors. We address the definition and measurement of behavioral aggregates, the issue of common method variance, and factors influencing behavior choices. Research from other behavioral areas that uses an approach similar to ours is reviewed as well as relevant research on withdrawal aggregates since 199…
Ambient Sexual Harassment
Organizational Influences on Sexual Harassment
Job attitudes and organizational withdrawal
Adding a dimension
An analysis of trends in predictive validity coefficients across time and repeated performance assessments shows highly significant and consistent trends in validities as a function of time and/or interpolated practice. Commonly used ability measures show decreasing predictive validities for the prediction of temporally more remote performance assessments. Within study corrections for differential restrictions of range and attenuation due to unre…
A Psychometric Theory of Evaluations of Item and Scale Translations
A psychometric theory of equivalence of meanings of items and item responses in original and target language versions of psychological scales is developed. Equivalence of translated items is defined in terms of probabilities of a specified response being evoked by two stimuli among individuals with the same amount of the latent trait assessed by the items. In the case of translated items that form psychological scales, the stimuli are the source …
Cross-Language and Cross-Cultural Comparisons in Scale Translations
High fidelity translations of measurement instruments from one language to another are required for meaningful comparisons between and within cultures and language groups. Methods from Item Response Theory (IRT) were used to assess the degree to which a French Canadian translation of the Job Descriptive Index (JDI) (Smith, Kendall, & Hulin, 1969), a job satisfaction inventory, provided measurement equivalence across source and target languages an…
Alternative opportunities and withdrawal decisions
Trois explications sont proposees pour rendre compte du desaccord existant entre les explications de type macroeconomique ou individuel de l'acte de quitter une entreprise
Developing an Interdisciplinary Science of Organizations
An Empirical Test of the Herzberg Two-Factor Theory
Worker Background and Job Satisfaction
Job enlargement, individual differences, and worker responses
Personnel Selection and Placement
A Problem for Union Democracy
Most studies of internal democracy in labor unions have focused on the rank-and-file member as he relates to the organizational structure and governmental processes of the union, or with respect to his expectations and attitudes toward the union and its leadership. The focus of this study, however, is on the union officer and his attitudes toward members. (Author's abstract courtesy EBSCO.)
Executive Selection
Job enlargement, individual differences, and worker responses
Alternative opportunities and withdrawal decisions
Trois explications sont proposees pour rendre compte du desaccord existant entre les explications de type macroeconomique ou individuel de l'acte de quitter une entreprise
A Psychometric Theory of Evaluations of Item and Scale Translations
A psychometric theory of equivalence of meanings of items and item responses in original and target language versions of psychological scales is developed. Equivalence of translated items is defined in terms of probabilities of a specified response being evoked by two stimuli among individuals with the same amount of the latent trait assessed by the items. In the case of translated items that form psychological scales, the stimuli are the source …
Cross-Language and Cross-Cultural Comparisons in Scale Translations
High fidelity translations of measurement instruments from one language to another are required for meaningful comparisons between and within cultures and language groups. Methods from Item Response Theory (IRT) were used to assess the degree to which a French Canadian translation of the Job Descriptive Index (JDI) (Smith, Kendall, & Hulin, 1969), a job satisfaction inventory, provided measurement equivalence across source and target languages an…
Adding a dimension
An analysis of trends in predictive validity coefficients across time and repeated performance assessments shows highly significant and consistent trends in validities as a function of time and/or interpolated practice. Commonly used ability measures show decreasing predictive validities for the prediction of temporally more remote performance assessments. Within study corrections for differential restrictions of range and attenuation due to unre…
Executive Selection
A Problem for Union Democracy
Most studies of internal democracy in labor unions have focused on the rank-and-file member as he relates to the organizational structure and governmental processes of the union, or with respect to his expectations and attitudes toward the union and its leadership. The focus of this study, however, is on the union officer and his attitudes toward members. (Author's abstract courtesy EBSCO.)
Job enlargement, individual differences, and worker responses
Personnel Selection and Placement
Worker Background and Job Satisfaction
An Empirical Test of the Herzberg Two-Factor Theory
Developing an Interdisciplinary Science of Organizations
Alternative opportunities and withdrawal decisions
Trois explications sont proposees pour rendre compte du desaccord existant entre les explications de type macroeconomique ou individuel de l'acte de quitter une entreprise
Cross-Language and Cross-Cultural Comparisons in Scale Translations
High fidelity translations of measurement instruments from one language to another are required for meaningful comparisons between and within cultures and language groups. Methods from Item Response Theory (IRT) were used to assess the degree to which a French Canadian translation of the Job Descriptive Index (JDI) (Smith, Kendall, & Hulin, 1969), a job satisfaction inventory, provided measurement equivalence across source and target languages an…
A Psychometric Theory of Evaluations of Item and Scale Translations
A psychometric theory of equivalence of meanings of items and item responses in original and target language versions of psychological scales is developed. Equivalence of translated items is defined in terms of probabilities of a specified response being evoked by two stimuli among individuals with the same amount of the latent trait assessed by the items. In the case of translated items that form psychological scales, the stimuli are the source …
Job attitudes and organizational withdrawal
Adding a dimension
An analysis of trends in predictive validity coefficients across time and repeated performance assessments shows highly significant and consistent trends in validities as a function of time and/or interpolated practice. Commonly used ability measures show decreasing predictive validities for the prediction of temporally more remote performance assessments. Within study corrections for differential restrictions of range and attenuation due to unre…
Organizational Influences on Sexual Harassment
Ambient Sexual Harassment
The importance of individuals' repertoires of behaviors
This paper addresses Blau's critique of our early research on behavioral aggregates; we review the theoretical and empirical work on multiple behaviors. We address the definition and measurement of behavioral aggregates, the issue of common method variance, and factors influencing behavior choices. Research from other behavioral areas that uses an approach similar to ours is reviewed as well as relevant research on withdrawal aggregates since 199…
Outcomes of self-labeling sexual harassment.
Research has consistently documented a discrepancy between experiencing offensive sex-related behaviors and labeling these situations as sexual harassment, leading to several attempts to understand this phenomenon. The authors propose that the issue of why it is that women who report such experiences generally do not indicate that they have been sexually harassed is an important psychological question, and may provide a path through the nested me…
Measurement
Job attitudes, job satisfaction, and job affect
Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into questions of work psychology. Early research incorporated a diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, but the field also became narrower. In r…
Psychology (16 works) · Social Psychology (12 works) · Computer Science (6 works) · Cognitive psychology (4 works) · Harassment (3 works) · Job satisfaction (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Political science (3 works) · Psychometric Methodologies and Testing (3 works) · Sexual Assault and Victimization Studies (3 works)