G Douglas Jenkins
Biographic Data
| ID | 5527235 |
|---|---|
| NAME | G Douglas Jenkins |
| GIVEN NAMES | G Douglas |
| FAMILY NAME | Jenkins |
| SIGNATURE | JENKINS G D |
| AFFILIATIONS | University of Arkansas at Fayetteville |
| ORCID | 0000-0002-7115-2496 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1983 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 0 |
The utility of pay raises/cuts
Interdimensional correlations in individual and dyadic performance ratings
Performance rating research about individual performance may not necessarily generalize to rating performance of dyads. Using data from the 1992 Winter Olympics, this study demonstrates that observed interdimensional correlations are higher when dyads rather than individuals are being rated, particularly when raters have the opportunity to form prior general impressions of ratees. Implications of these results are discussed. © 1998 John Wiley & S…
A drop in the bucket
Although merit pay continues to receive much theoretical and practical attention, little systematic effort is devoted to determining how large a pay raise must be before employees see it as a pay raise. This study uses psychophysical reasoning and techniques in a sample of 192 student ‘employees’ to establish the size of pay raise thresholds in a relatively controlled setting. Results indicate that, below about the 7 per cent level, increases in …
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
No prominent works on this page.
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
Employee Gender, Gender Similarity, and Supervisor-Subordinate Cross-Evaluations
This article examines the relationship between employee gender and gender similarity on the one hand and supervisor-subordinate cross-evaluations and subordinate rewards on the other, using a sample of 651 employees from five midwestern organizations. Data were obtained through structured interviews, supervisor ratings of subordinates, and employee personnel records. Two-way analysis of variance results indicated that (a) evaluations of women are…
A drop in the bucket
Although merit pay continues to receive much theoretical and practical attention, little systematic effort is devoted to determining how large a pay raise must be before employees see it as a pay raise. This study uses psychophysical reasoning and techniques in a sample of 192 student ‘employees’ to establish the size of pay raise thresholds in a relatively controlled setting. Results indicate that, below about the 7 per cent level, increases in …
Interdimensional correlations in individual and dyadic performance ratings
Performance rating research about individual performance may not necessarily generalize to rating performance of dyads. Using data from the 1992 Winter Olympics, this study demonstrates that observed interdimensional correlations are higher when dyads rather than individuals are being rated, particularly when raters have the opportunity to form prior general impressions of ratees. Implications of these results are discussed. © 1998 John Wiley & S…
The utility of pay raises/cuts
Psychology (4 works) · Job Satisfaction and Organizational Behavior (3 works) · Sample (material (3 works) · Social Psychology (3 works) · Decision-Making and Behavioral Economics (2 works) · Economics (2 works) · Experimental Behavioral Economics Studies (2 works) · Gender Diversity and Inequality (2 works) · Management (2 works) · Management and Organizational Studies (2 works)