Sally A Carless
Biographic Data
| ID | 6030148 |
|---|---|
| NAME | Sally A Carless |
| GIVEN NAMES | Sally A |
| FAMILY NAME | Carless |
| SIGNATURE | CARLESS S A |
| AFFILIATIONS | Monash University |
| VERIFIED | No |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 40 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1997 |
| LATEST PUBLICATION YEAR | 2012 |
| H-INDEX | 3 |
Successful Postgraduate Placement Experiences
We know little about what determines an effective placement experience, yet vocational placements are an integral part of many professional degree programmes. The aim of this research was to examine the influence of job (task variety, task identity, task significance, feedback, and autonomy) and supervisor (relationship quality and mentoring) characteristics on placement outcomes. The findings were tested on samples from two professions for which…
The Importance of Ability and Effort in Recruiters' Hirability Decisions
Weiner's attribution theory was used to examine the attributions made by recruiters during a selection interview and their subsequent hiring decisions. A quasi‐experimental design was used in which level of ability (high, low) and effort (high, low) was manipulated. The impact of the manipulations on three outcomes was examined: (1) expectations of future job performance, (2) perceived level of responsibility for the failure, and (3) hiring recom…
Discrepancy between human resource research and practice
There is a large and growing body of research to show that human resource (HR) practices affect individual performance, organisational productivity and organisational performance. Academic findings about effective HR practices, however, have not readily been adopted by practitioners. A variety of theoretical and practical explanations have been advanced about the research–practice gap. Research by Rynes, Colbert, and Brown (2002 Rynes, S. L., Col…
Predicting turnover of police officers using the sixteen personality factor questionnaire
Job and Organizational Characteristics
This research aimed to assess the underlying dimensionality of items commonly used to assess applicants' perceptions of job and organizational characteristics. First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organizational characteristics scale. The initial sample consisted of 450 applicants for graduate positions with an international bank. A five-factor structure was identified: (a…
Industrial and organisational psychology training in Australia and New Zealand
The purpose of this article is to provide an overview and comparison of the professional training of industrial and organisational (I/O) psychologists offered in Australia and New Zealand. First, the context in which the programs operate and the training pathways for an I/O psychologist in each country are described. Second, the results of a survey of program staff concerning the types of programs offered, program content, the perceived balance i…
The influence of fit perceptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain
Practicum training for organisational psychologists
Practicum training is an integral part of postgraduate organisational psychology training in Australia, yet little is known about the experience of students. This research surveyed current (N = 88) and past (N = 58) students of 10 Australian postgraduate organisational psychology programs. First, we examined the type of practicum activities undertaken; second, we examined attitudes to payment for practicum training; third, we explored determinant…
A psychometric evaluation of the irrational beliefs inventory in a marital context
The measurement of irrational beliefs has been problematic because of contamination by neuroticism, low reliability, and poor factor structure. Koopmans, Sanderson, Timmerman, and Emmelkamp (1994) developed the Irrational Beliefs Inventory (IBI) to address these issues. As yet, few studies have validated its properties. The current study investigated the psychometric properties of the IBI with an Australian, married sample (N = 127). The findings…
A Short Measure of Transformational Leadership
The Validity of Scores on the Multidimensional Aptitude Battery
The purpose of the present study was to examine the factor structure of the Multidimensional Aptitude Battery (MAB) and also the extent of overlap between the MAB and the Wechsler Adult Intelligence Scales–Revised (WAIS-R). The sample consisted of 55 men and 30 women who were administered the WAIS-R and the MAB. Factor analysis showed that the MAB assesses two distinct aspects of intelligence: verbal and performance abilities. The validity coeffi…
A comparison of psychological characteristics of employed and unemployed professionally qualified immigrants
Based on a review of the literature, it was hypothesised that acculturation, interpersonal and task job-seeking self-efficacy, locus of control, assertiveness, English fluency, length of residence, age, and gender predicted employment status of professionally qualified immigrants. Data were obtained from 55 employed and 62 unemployed professionally qualified immigrants. A discriminant function analysis revealed that unemployed immigrants spent fe…
Gender Differences in Transformational Leadership
Managerial assessment centres
Managerial assessment centres have become a popular method of assessing management competencies. However, the expanded growth of assessment centres has not been accomplished by systematic evaluation of the assessment process. This study investigated the construct validity of ratings of managerial assessment centre competencies, and three psychological correlates of these ratings were examined: verbal ability, personality type, and dominant career…
Gender Differences in Transformational Leadership
Industrial and organisational psychology training in Australia and New Zealand
The purpose of this article is to provide an overview and comparison of the professional training of industrial and organisational (I/O) psychologists offered in Australia and New Zealand. First, the context in which the programs operate and the training pathways for an I/O psychologist in each country are described. Second, the results of a survey of program staff concerning the types of programs offered, program content, the perceived balance i…
The influence of fit perceptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain
Predicting turnover of police officers using the sixteen personality factor questionnaire
The Importance of Ability and Effort in Recruiters' Hirability Decisions
Weiner's attribution theory was used to examine the attributions made by recruiters during a selection interview and their subsequent hiring decisions. A quasi‐experimental design was used in which level of ability (high, low) and effort (high, low) was manipulated. The impact of the manipulations on three outcomes was examined: (1) expectations of future job performance, (2) perceived level of responsibility for the failure, and (3) hiring recom…
Practicum training for organisational psychologists
Practicum training is an integral part of postgraduate organisational psychology training in Australia, yet little is known about the experience of students. This research surveyed current (N = 88) and past (N = 58) students of 10 Australian postgraduate organisational psychology programs. First, we examined the type of practicum activities undertaken; second, we examined attitudes to payment for practicum training; third, we explored determinant…
A psychometric evaluation of the irrational beliefs inventory in a marital context
The measurement of irrational beliefs has been problematic because of contamination by neuroticism, low reliability, and poor factor structure. Koopmans, Sanderson, Timmerman, and Emmelkamp (1994) developed the Irrational Beliefs Inventory (IBI) to address these issues. As yet, few studies have validated its properties. The current study investigated the psychometric properties of the IBI with an Australian, married sample (N = 127). The findings…
Managerial assessment centres
Managerial assessment centres have become a popular method of assessing management competencies. However, the expanded growth of assessment centres has not been accomplished by systematic evaluation of the assessment process. This study investigated the construct validity of ratings of managerial assessment centre competencies, and three psychological correlates of these ratings were examined: verbal ability, personality type, and dominant career…
Managerial assessment centres
Managerial assessment centres have become a popular method of assessing management competencies. However, the expanded growth of assessment centres has not been accomplished by systematic evaluation of the assessment process. This study investigated the construct validity of ratings of managerial assessment centre competencies, and three psychological correlates of these ratings were examined: verbal ability, personality type, and dominant career…
Gender Differences in Transformational Leadership
A comparison of psychological characteristics of employed and unemployed professionally qualified immigrants
Based on a review of the literature, it was hypothesised that acculturation, interpersonal and task job-seeking self-efficacy, locus of control, assertiveness, English fluency, length of residence, age, and gender predicted employment status of professionally qualified immigrants. Data were obtained from 55 employed and 62 unemployed professionally qualified immigrants. A discriminant function analysis revealed that unemployed immigrants spent fe…
A Short Measure of Transformational Leadership
The Validity of Scores on the Multidimensional Aptitude Battery
The purpose of the present study was to examine the factor structure of the Multidimensional Aptitude Battery (MAB) and also the extent of overlap between the MAB and the Wechsler Adult Intelligence Scales–Revised (WAIS-R). The sample consisted of 55 men and 30 women who were administered the WAIS-R and the MAB. Factor analysis showed that the MAB assesses two distinct aspects of intelligence: verbal and performance abilities. The validity coeffi…
A psychometric evaluation of the irrational beliefs inventory in a marital context
The measurement of irrational beliefs has been problematic because of contamination by neuroticism, low reliability, and poor factor structure. Koopmans, Sanderson, Timmerman, and Emmelkamp (1994) developed the Irrational Beliefs Inventory (IBI) to address these issues. As yet, few studies have validated its properties. The current study investigated the psychometric properties of the IBI with an Australian, married sample (N = 127). The findings…
Practicum training for organisational psychologists
Practicum training is an integral part of postgraduate organisational psychology training in Australia, yet little is known about the experience of students. This research surveyed current (N = 88) and past (N = 58) students of 10 Australian postgraduate organisational psychology programs. First, we examined the type of practicum activities undertaken; second, we examined attitudes to payment for practicum training; third, we explored determinant…
The influence of fit perceptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain
Industrial and organisational psychology training in Australia and New Zealand
The purpose of this article is to provide an overview and comparison of the professional training of industrial and organisational (I/O) psychologists offered in Australia and New Zealand. First, the context in which the programs operate and the training pathways for an I/O psychologist in each country are described. Second, the results of a survey of program staff concerning the types of programs offered, program content, the perceived balance i…
Job and Organizational Characteristics
This research aimed to assess the underlying dimensionality of items commonly used to assess applicants' perceptions of job and organizational characteristics. First, exploratory factor analysis (EFA) was used to determine the number of underlying constructs in a job and organizational characteristics scale. The initial sample consisted of 450 applicants for graduate positions with an international bank. A five-factor structure was identified: (a…
Predicting turnover of police officers using the sixteen personality factor questionnaire
Discrepancy between human resource research and practice
There is a large and growing body of research to show that human resource (HR) practices affect individual performance, organisational productivity and organisational performance. Academic findings about effective HR practices, however, have not readily been adopted by practitioners. A variety of theoretical and practical explanations have been advanced about the research–practice gap. Research by Rynes, Colbert, and Brown (2002 Rynes, S. L., Col…
The Importance of Ability and Effort in Recruiters' Hirability Decisions
Weiner's attribution theory was used to examine the attributions made by recruiters during a selection interview and their subsequent hiring decisions. A quasi‐experimental design was used in which level of ability (high, low) and effort (high, low) was manipulated. The impact of the manipulations on three outcomes was examined: (1) expectations of future job performance, (2) perceived level of responsibility for the failure, and (3) hiring recom…
Successful Postgraduate Placement Experiences
We know little about what determines an effective placement experience, yet vocational placements are an integral part of many professional degree programmes. The aim of this research was to examine the influence of job (task variety, task identity, task significance, feedback, and autonomy) and supervisor (relationship quality and mentoring) characteristics on placement outcomes. The findings were tested on samples from two professions for which…
Psychology (14 works) · Social Psychology (10 works) · Social Psychology (9 works) · Applied Psychology (8 works) · Applied Psychology (6 works) · Developmental psychology (6 works) · Clinical Psychology (5 works) · Computer Science (4 works) · Job Satisfaction and Organizational Behavior (4 works) · Political science (4 works)