Lynda Gratton
Dados Biográficos
| ID | 1607451 |
|---|---|
| NOME | Lynda Gratton |
| PRENOMES | Lynda |
| SOBRENOME | Gratton |
| ASSINATURA | GRATTON L |
| AFILIAÇÕES | United States Office of Personnel Management |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 7 |
| TOTAL DE CITAÇÕES | 15 |
| TOTAL COMO AUTOR | 7 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1980 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2013 |
| ÍNDICE H | 3 |
Gender Role Self-Concept, Categorical Gender, and Transactional-Transformational Leadership
Prior research has shown that female managers are more likely to display transactional–transformational leadership, but they are less likely than their male colleagues to benefit from this in terms of leadership effectiveness. The aim of this study is to address this intriguing finding. Our expectations were that female managers need masculinity so that their leadership can display positive effects on perceived workgroup performance, whereas andr…
Strategic Human Resource Management
Strategic human resource management
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
The psychometric properties and design of managerial assessment centres
Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant valid…
Analysis of Maslow's Need Hierarchy with three social class groups
Analysis of Maslow's Need Hierarchy with three social class groups
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
Gender Role Self-Concept, Categorical Gender, and Transactional-Transformational Leadership
Prior research has shown that female managers are more likely to display transactional–transformational leadership, but they are less likely than their male colleagues to benefit from this in terms of leadership effectiveness. The aim of this study is to address this intriguing finding. Our expectations were that female managers need masculinity so that their leadership can display positive effects on perceived workgroup performance, whereas andr…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
Analysis of Maslow's Need Hierarchy with three social class groups
The psychometric properties and design of managerial assessment centres
Traditional assessment centre design involves the identification of a set of performance‐related traits (dimensions). These dimensions are used as a basis for the design of exercises and are used by assessors to rate candidates' performance. This paper examines the psychometric properties of four UK‐based assessment centres and, in particular, the extent to which the ratings produced by assessors demonstrate both convergent and discriminant valid…
The validity of situational interviews for administrative jobs
This study was conducted to determine the validity of situational interviews for making predictions of ratings of job performance and potential. The validation sample consisted of 63 candidates. The correlations of potential and performance with situational interview scores were statistically significant and both predictor and criterion measures showed acceptable levels of reliability. The study provides additional evidence on the validity of sit…
The Impact of Personnel Selection and Assessment Methods on Candidates
Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognition…
Strategic Human Resource Management
Strategic human resource management
Gender Role Self-Concept, Categorical Gender, and Transactional-Transformational Leadership
Prior research has shown that female managers are more likely to display transactional–transformational leadership, but they are less likely than their male colleagues to benefit from this in terms of leadership effectiveness. The aim of this study is to address this intriguing finding. Our expectations were that female managers need masculinity so that their leadership can display positive effects on perceived workgroup performance, whereas andr…
Psychology (5 obras) · Social Psychology (5 obras) · Social Psychology (4 obras) · Applied Psychology (3 obras) · Computer Science (3 obras) · Applied Psychology (2 obras) · Clinical Psychology (2 obras) · Gender Diversity and Inequality (2 obras) · Human Resource Development and Performance Evaluation (2 obras) · Job Satisfaction and Organizational Behavior (2 obras)