Gerald L Borofsky
Biographic Data
| ID | 5448355 |
|---|---|
| NAME | Gerald L Borofsky |
| GIVEN NAMES | Gerald L |
| FAMILY NAME | Borofsky |
| SIGNATURE | BOROFSKY G L |
| AFFILIATIONS | Harvard Medical School |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 8 |
| WORKS AS AUTHOR | 11 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1971 |
| LATEST PUBLICATION YEAR | 2000 |
| H-INDEX | 1 |
Predicting Involuntary Dismissal for Unauthorized Absence, Lateness, and Poor Performance in the Selection of Unskilled and Semiskilled British Contract Factory Operatives
Enhancing Courteous Job Performance
This study, conducted in a resort hotel, examined the relationship between preemployment scores on a scale designed to assess the likelihood of courteous job performance and employees' subsequent performance on the job. The scale was administered to job applicants, but scores were not used in making hiring decisions. Subsequently, the questionnaires were scored, and the scores were compared to each individual's 90-day performance appraisal. A rel…
Sustained Reductions in Turnover and Accidents Associated with the Ongoing Use of a Preemployment Screening Inventory
This study, conducted in a resort hotel with approximately 3,800 employees, examined the rates of turnover and work-related accidents over a 3-yr. period. For both turnover and accidents, measures were obtained for a baseline year during which a preemployment inventory was added to the hotel's selection process. Measures of these variables were also obtained for each of the two following years. Analysis indicated that the annual rates of turnover…
Predicting Terminations for Cause and Failure to Complete Successfully a 90-Day Probationary Period of Employment
This study examined the relationship between scores on a preemployment screening inventory, terminations for cause, and failure to complete successfully a 90-day probationary period at an East Coast resort hotel (approximately 3,600 employees). Of the 436 seasonal and nonseasonal applicants hired during the study period, 158 were administered the inventory as part of their preemployment processing. Scores were not systematically used in making ov…
Assessing Effects of Treatment for Substance Abuse
Scores on a scale designed to assess the likelihood of freedom from job-disruptive substance use were compared for three groups: (1) individuals whose current substance use had disrupted their job performance and necessitated treatment, (2) individuals who successfully completed treatment for substance abuse, and (3) a representative subset of a geographically and occupationally diverse group of job applicants (N > 43,000). The results appear con…
Prediction of Early Voluntary Turnover and Job Performance
This study examined early voluntary turnover and job performance in a group of 78 private contract security officers. A preemployment inventory was administered but not used as part of the selection process. Subsequent measures of early voluntary turnover and job performance were analyzed with respect to the inventory scores. Analyses indicated a relationship between the number of days an individual remained on the job before quitting and scores …
Accidents, Turnover, and Use of a Preemployment Screening Inventory
This study examined the rates of work-related accidents and turnover among two contrasted groups of employees in a resort hotel/conference center environment. For each variable, measures were obtained for the year prior to the inclusion of a preemployment inventory in the organization's selection process and for each of two years subsequent to the start of inventory use. Analysis indicated the rates of work-related accidents and turnover were sig…
Termination for Cause and Job Tenure
This study examined the rates of termination for cause among three groups of employees in a resort hotel environment. Comparative rates of termination for cause (e.g., falsification of information, failure to perform satisfactorily on the job) were obtained for 321 employees hired prior to the inclusion of a pre-employment inventory in the selection process, and 437 employees hired subsequently. The latter group was subdivided into 247 employees …
Assessing the Likelihood of Reliable Workplacebehavior
This paper summarizes a number of studies in which the validity of the Employee Reliability Inventory, a preemployment screening instrument designed to assess the likelihood of reliable and productive workplace behavior, was examined. Criterion-related studies compared the scores of a broadly diverse group of job applicants with those obtained from an array of criterion and comparison groups, for whom there was documented evidence of reliable or …
Assessing the Likelihood of Reliable Workplace Behavior
This paper summarizes a number of studies in which the validity of the Employee Reliability Inventory, a preemployment screening instrument designed to assess the likelihood of reliable and productive workplace behavior, was examined. Criterion-related studies compared the scores of a broadly diverse group of job applicants with those obtained from an array of criterion and comparison groups, for whom there was documented evidence of reliable or …
Sex differences in bystander reactions to physical assault
Sex differences in bystander reactions to physical assault
Assessing the Likelihood of Reliable Workplacebehavior
This paper summarizes a number of studies in which the validity of the Employee Reliability Inventory, a preemployment screening instrument designed to assess the likelihood of reliable and productive workplace behavior, was examined. Criterion-related studies compared the scores of a broadly diverse group of job applicants with those obtained from an array of criterion and comparison groups, for whom there was documented evidence of reliable or …
Assessing the Likelihood of Reliable Workplace Behavior
This paper summarizes a number of studies in which the validity of the Employee Reliability Inventory, a preemployment screening instrument designed to assess the likelihood of reliable and productive workplace behavior, was examined. Criterion-related studies compared the scores of a broadly diverse group of job applicants with those obtained from an array of criterion and comparison groups, for whom there was documented evidence of reliable or …
Accidents, Turnover, and Use of a Preemployment Screening Inventory
This study examined the rates of work-related accidents and turnover among two contrasted groups of employees in a resort hotel/conference center environment. For each variable, measures were obtained for the year prior to the inclusion of a preemployment inventory in the organization's selection process and for each of two years subsequent to the start of inventory use. Analysis indicated the rates of work-related accidents and turnover were sig…
Termination for Cause and Job Tenure
This study examined the rates of termination for cause among three groups of employees in a resort hotel environment. Comparative rates of termination for cause (e.g., falsification of information, failure to perform satisfactorily on the job) were obtained for 321 employees hired prior to the inclusion of a pre-employment inventory in the selection process, and 437 employees hired subsequently. The latter group was subdivided into 247 employees …
Prediction of Early Voluntary Turnover and Job Performance
This study examined early voluntary turnover and job performance in a group of 78 private contract security officers. A preemployment inventory was administered but not used as part of the selection process. Subsequent measures of early voluntary turnover and job performance were analyzed with respect to the inventory scores. Analyses indicated a relationship between the number of days an individual remained on the job before quitting and scores …
Enhancing Courteous Job Performance
This study, conducted in a resort hotel, examined the relationship between preemployment scores on a scale designed to assess the likelihood of courteous job performance and employees' subsequent performance on the job. The scale was administered to job applicants, but scores were not used in making hiring decisions. Subsequently, the questionnaires were scored, and the scores were compared to each individual's 90-day performance appraisal. A rel…
Sustained Reductions in Turnover and Accidents Associated with the Ongoing Use of a Preemployment Screening Inventory
This study, conducted in a resort hotel with approximately 3,800 employees, examined the rates of turnover and work-related accidents over a 3-yr. period. For both turnover and accidents, measures were obtained for a baseline year during which a preemployment inventory was added to the hotel's selection process. Measures of these variables were also obtained for each of the two following years. Analysis indicated that the annual rates of turnover…
Predicting Terminations for Cause and Failure to Complete Successfully a 90-Day Probationary Period of Employment
This study examined the relationship between scores on a preemployment screening inventory, terminations for cause, and failure to complete successfully a 90-day probationary period at an East Coast resort hotel (approximately 3,600 employees). Of the 436 seasonal and nonseasonal applicants hired during the study period, 158 were administered the inventory as part of their preemployment processing. Scores were not systematically used in making ov…
Assessing Effects of Treatment for Substance Abuse
Scores on a scale designed to assess the likelihood of freedom from job-disruptive substance use were compared for three groups: (1) individuals whose current substance use had disrupted their job performance and necessitated treatment, (2) individuals who successfully completed treatment for substance abuse, and (3) a representative subset of a geographically and occupationally diverse group of job applicants (N > 43,000). The results appear con…
Predicting Involuntary Dismissal for Unauthorized Absence, Lateness, and Poor Performance in the Selection of Unskilled and Semiskilled British Contract Factory Operatives
Psychology (11 works) · Business (6 works) · Job Satisfaction and Organizational Behavior (6 works) · Applied Psychology (5 works) · Applied Psychology (5 works) · Economics (5 works) · Scale (ratio (5 works) · Social Psychology (5 works) · Social Psychology (5 works) · Workplace Health and Well-being (5 works)