George C Thornton
Biographic Data
| ID | 1607143 |
|---|---|
| NAME | George C Thornton |
| GIVEN NAMES | George C |
| FAMILY NAME | Thornton |
| SIGNATURE | THORNTON G C |
| AFFILIATIONS | Colorado State University |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1975 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 1 |
Assessment Centers
Assessment centers (ACs) involve multiple assessors observing candidates' behavior relevant to job‐related dimensions in multiple simulation exercises to enhance talent management processes such as selection, promotion, early identification of management potential, diagnosis of developmental needs, and training performance competencies. The method has been proven valid, fair, and cost effective in countries around the world.
Comparison of Two Measures of Motivation to Manage
Ethnic and gender differences in motivation to manage were studied using a sentence completion test and an in-basket exercise. Comparisons among White, Black, Hispanic, and Asian students revealed no statistically significant differences in total scores when motivation to manage was measured by either instrument, but Blacks displayed different attitudes from Whites on some components of motivation to manage when they were measured with the senten…
Development and Validation of a Measure of Attitudes toward Employee Drug Testing
Employee drug testing, although widespread, is still controversial. In this study, a 19-item scale measuring attitudes toward employee drug testing, based on responses to actual drug testing policies and practices, was developed. The obtained coefficient alpha for this scale was .90. Results of a maximum-likelihood confirmatory factor analysis indicate a four-factor structure (one general and three content-oriented factors). Evidence of criterion…
Developing managerial talent through simulation
Developing managerial talent through simulation
Reliability of exercise ratings in the leaderless group discussion
The demonstrated low correlations of dimension ratings across assessment centre exercises has led to reservations about their use. A proposed alternative is the use of overall exercise ratings that may represent total performance on work simulations. Three forms of reliability of such exercise ratings were studied in this laboratory experiment. The study design incorporated four groups of assessors and 31 participants in multiple Leadership Group…
Matching Job Previews to Individual Applicants' Needs
An organizational recruitment simulation was conducted to examine the extent to which applicants' initial impressions of the organization are a function of the extent to which their highly valued needs are addressed and the realism of the portrayal in a job preview. Tailoring the content of job previews to the individual's needs raised applicants' expectations about most work factors in the organization. However, realism in the job preview lowere…
Job and organizational attitudes in relation to employee behavioral intentions
A theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance). One hundred and fifty‐seven male and 409 female participants filled out a survey. Results generally supported the proposed model
A Field Study of Rating Conditions and Leniency in Performance Appraisal
Performance appraisal ratings of 89 secretarial and clerical employees of a large university were studied. Most recent administrative ratings, used to make personnel decisions, were obtained for all employees. In addition, research ratings were collected under one of two conditions. For approximately half of the employees, confidential ratings were obtained from the employees' supervisors whereby the supervisors were told that only the researcher…
Recruiter counselling behaviours and applicant impressions
Graduating college students ( n =105) completed questionnaires following employment interviews at a university placement centre, describing recruiter behaviours, impressions of recruiter warmth and thoughtfulness, and willingness to accept a job offer. The behaviour descriptions were factor analysed, yielding five factors. Multiple regression indicated that three factors (non‐directive counselling behaviours, listening skills and interpersonal se…
Assessment of Preferences among Company Names by Semantic Differential and Free Association Techniques
Semantic differential and free-association techniques were used to assess preferences for two company names among 20 big game hunters (aged 20 to 43 yr.) from Colorado. One name had more positive stimulus value and more favorable associations. The two techniques provided both confirming and unique data and illustrated the advantages of multiple methods of measurement
Job and organizational attitudes in relation to employee behavioral intentions
A theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance). One hundred and fifty‐seven male and 409 female participants filled out a survey. Results generally supported the proposed model
Assessment of Preferences among Company Names by Semantic Differential and Free Association Techniques
Semantic differential and free-association techniques were used to assess preferences for two company names among 20 big game hunters (aged 20 to 43 yr.) from Colorado. One name had more positive stimulus value and more favorable associations. The two techniques provided both confirming and unique data and illustrated the advantages of multiple methods of measurement
Recruiter counselling behaviours and applicant impressions
Graduating college students ( n =105) completed questionnaires following employment interviews at a university placement centre, describing recruiter behaviours, impressions of recruiter warmth and thoughtfulness, and willingness to accept a job offer. The behaviour descriptions were factor analysed, yielding five factors. Multiple regression indicated that three factors (non‐directive counselling behaviours, listening skills and interpersonal se…
A Field Study of Rating Conditions and Leniency in Performance Appraisal
Performance appraisal ratings of 89 secretarial and clerical employees of a large university were studied. Most recent administrative ratings, used to make personnel decisions, were obtained for all employees. In addition, research ratings were collected under one of two conditions. For approximately half of the employees, confidential ratings were obtained from the employees' supervisors whereby the supervisors were told that only the researcher…
Developing managerial talent through simulation
Developing managerial talent through simulation
Reliability of exercise ratings in the leaderless group discussion
The demonstrated low correlations of dimension ratings across assessment centre exercises has led to reservations about their use. A proposed alternative is the use of overall exercise ratings that may represent total performance on work simulations. Three forms of reliability of such exercise ratings were studied in this laboratory experiment. The study design incorporated four groups of assessors and 31 participants in multiple Leadership Group…
Matching Job Previews to Individual Applicants' Needs
An organizational recruitment simulation was conducted to examine the extent to which applicants' initial impressions of the organization are a function of the extent to which their highly valued needs are addressed and the realism of the portrayal in a job preview. Tailoring the content of job previews to the individual's needs raised applicants' expectations about most work factors in the organization. However, realism in the job preview lowere…
Job and organizational attitudes in relation to employee behavioral intentions
A theoretical model was developed and evaluated which describes the differential relationship that organizational attitudes (organizational commitment and satisfaction job attitudes (job involvement and satisfaction) have with several behavioral intentions (turnover, absenteeism, and performance). One hundred and fifty‐seven male and 409 female participants filled out a survey. Results generally supported the proposed model
Development and Validation of a Measure of Attitudes toward Employee Drug Testing
Employee drug testing, although widespread, is still controversial. In this study, a 19-item scale measuring attitudes toward employee drug testing, based on responses to actual drug testing policies and practices, was developed. The obtained coefficient alpha for this scale was .90. Results of a maximum-likelihood confirmatory factor analysis indicate a four-factor structure (one general and three content-oriented factors). Evidence of criterion…
Comparison of Two Measures of Motivation to Manage
Ethnic and gender differences in motivation to manage were studied using a sentence completion test and an in-basket exercise. Comparisons among White, Black, Hispanic, and Asian students revealed no statistically significant differences in total scores when motivation to manage was measured by either instrument, but Blacks displayed different attitudes from Whites on some components of motivation to manage when they were measured with the senten…
Assessment Centers
Assessment centers (ACs) involve multiple assessors observing candidates' behavior relevant to job‐related dimensions in multiple simulation exercises to enhance talent management processes such as selection, promotion, early identification of management potential, diagnosis of developmental needs, and training performance competencies. The method has been proven valid, fair, and cost effective in countries around the world.
Psychology (11 works) · Applied Psychology (9 works) · Social Psychology (8 works) · Computer Science (5 works) · Mathematics (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Engineering (3 works) · Human Resource Development and Performance Evaluation (3 works) · Statistics (3 works)