Thematische Bibliographien / Employee selection – United States

Auswahl der wissenschaftlichen Literatur zum Thema „Employee selection – United States“

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Veröffentlicht am 26. Juli 2024
Zuletzt aktualisiert am 28. Juli 2024

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Zeitschriftenartikel zum Thema "Employee selection – United States"

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Shrader, Russell. „Broadening Partner Benefits to Improve Recruitment and Retention among Lgbt Employees in United States Institutions of Higher Education“. Public Administration Quarterly 40, Nr. 1 (März 2016): 180–207. http://dx.doi.org/10.1177/073491491604000106.

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Many universities in the United States have responded to calls for incorporating the lesbian, gay, bisexual, transgender (LGBT) population into diversity management. universities, however. Universities that have lagged behind may face challenges recruiting LGBT employees. In contrast, There is notable variation in response across major public research Attraction-Selection-Attrition and Spiral of Silence theories suggest that organizations actively welcoming LGBT employees may improve employee recruitment and retention. Organizations may address LGBT employee needs through domestic partner benefits. Using semi-structured questionnaires with human resources personnel at several universities, this study examines how and why domestic partner benefits and alternatives affect recruitment and retention of LGBT employees in public organizations. Findings reveal that domestic partner benefits are important for successful LGBT recruitment and retention and may provide opportunities for improved voice. Soft benefit alternatives were found mainly at universities without domestic partner benefits and offered primarily as good will gestures. Theoretical and practical implications, including contemporary diversity management discussions and organizational performance, are discussed.
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Chante’ Miller, Olivia Patrice, und Regina Banks-Hall. „Human Capital Strategies to Reduce Employee Turnover in the Food Service and Automotive Industries“. International Journal of Business and Management Research 8, Nr. 3 (30.09.2020): 84–90. http://dx.doi.org/10.37391/ijbmr.080304.

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High voluntary employee turnover in service industries often exceeds 60%, negatively affecting profitability due to employee replacement costs. In studies conducted with multinational corporate leaders, they acknowledged a lack of business direction resulting in a 68% failure to implement organizational strategies. Through a multiple case study, we aimed to explore the human capital strategies utilized in the automotive and food service industries to reduce voluntary employee turnover. We analyzed the responses of twenty-four service leaders in the Eastern and Midwest regions of the United States through the process of compiling, disassembling, reassembling, interpreting, and concluding. Vroom’s expectancy theory and G.S. Becker’s human capital theory provided the conceptual framework for the study. Five emergent themes supported positive work relationships with employees through employee motivation, employee selection, and employee incentives: benchmarking, training, communication strategies, organizational change, and integrity. The results support employee development and improved corporate profitability, which increases competitive advantage and economic sustainability within the service industry.
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Adekanmbi, Foluso, und Wilfred Isioma Ukpere. „Stimulating creative behaviors in the work environment: influences of employee engagement, authentic leadership, and human capital factors on employee creativity“. EUREKA: Social and Humanities, Nr. 5 (30.09.2021): 24–33. http://dx.doi.org/10.21303/2504-5571.2021.001995.

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This paper investigates employee engagement, authentic leadership and human capital factors’ influences on the creative behaviors of bank employees within Nigeria’s banking industry. This investigation’s sample was taken from a selection of banks (Guarantee Trust Bank Plc, First Bank Plc, and United Bank For Africa Plc) across the Lagos and Ibadan cities of Lagos and Oyo States, Nigeria. This paper adopts a survey study approach, and questionnaires were randomly circulated. However, out of the 300 questionnaires distributed, 273 were fit to be used for the research and analyzed via statistical packages for social sciences (SPSS vs. 26). The current findings suggest that the younger the bank employees, the more creative they are. The higher their educational level and work experience, the more creative they are within Nigeria’s banking industry. The current investigation further established that employee engagement and authentic leadership significantly and positively influence creativity amongst employees within Nigeria’s banking industry. Therefore, the management of the Nigerian banks needs to consider spurring of employees’ sense of belonging and engagement to help stimulate and nurture their creativity. They should also consider essential authentic leadership training for their managers to help them discharge their leadership functions, related to the positive development of their subordinates’ creative behaviors and the human capital factors in stimulating employee creativity.
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Studdert, David M. „Direct Contracts, Data Sharing and Employee Risk Selection: New Stakes for Patient Privacy in Tomorrow's Health Insurance Markets“. American Journal of Law & Medicine 25, Nr. 2-3 (1999): 233–65. http://dx.doi.org/10.1017/s009885880001090x.

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The central storage and easy accessibility of computerized data vastly increase the potential for abuse of that information, and I am not prepared to say that future developments will not demonstrate the necessity of some curb on such technology.—Justice William BrennanIn the decades since the United States Supreme Court’s consideration of informational privacy inWhalen v. Roe, a couple of worthy candidates to fulfill Justice Brennan's premonition of “future developments” have emerged. One is the nature of information technology itself. Today, sensitive health care data are generated, stored, transferred, and deployed toward countless uses with astonishing facility. An inexorable shift toward computerized medical records and fully automated storage and transfer of patient information is well underway.
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Vietri, Jeffrey, Kelley Meyers, Christine Poulos, Erica Chilson, Carolyn Sweeney, Kimberly Davis und Vincenza Snow. „06. United States Healthcare Provider Preferences for Adult Pneumococcal Vaccine Recommendations“. Open Forum Infectious Diseases 8, Supplement_1 (01.11.2021): S127. http://dx.doi.org/10.1093/ofid/ofab466.209.

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Abstract Background Pneumococcal vaccine recommendations for US adults are complex, varying by age and underlying conditions, and include both 23-valent polysaccharide vaccine (PPSV23) and 13-valent pneumococcal conjugate vaccine. The Advisory Committee on Immunization Practices (ACIP) will vote on new recommendations in October after the 15- (PCV15) and 20-valent (PCV20) conjugate vaccines are approved. Stakeholder acceptability is part of ACIP’s evidence to recommendation framework, but few data are available on health care providers’ (HCPs) preferences for potential recommendations. Methods 752 HCPs (300 physicians, 150 nurse practitioners, 150 physician assistants, & 152 pharmacists) were surveyed. Object case best-worst scaling (BWS) was used to elicit preferences for hypothetical recommendations for 1) adults 19-64 years with chronic conditions and 2) immunocompetent adults ≥65 years. Presented recommendations included combinations of PCV15/PCV20 either as routine or after shared clinical decision making (SCDM), and PPSV23 as routine, SCDM, or no recommendation. Following BWS, HCPs were asked to assume ACIP was considering implementing both of their preferred recommendations for the age/risk groups. HCPs were then given the opportunity to change their selections and propose recommendations not included in the BWS exercise. Additional information was collected using conventional survey items. Results Routine use of higher-valent PCVs in sequence with PPSV23 was most often preferred for both adults 19-64 with chronic conditions (40%) and immunocompetent adults ≥65 (49%) when elicited separately for each age/risk group. Most respondents (63%) revised their recommendations after considering implementation, which resulted in most (59%) favoring recommendations harmonized across the age/risk groups, and 75% favoring routine use of PCV15 or PCV20 among immunocompetent adults ≥65. When asked directly, HCPs generally approved of the idea of simplifying adult pneumococcal vaccine recommendations, harmonizing the interval between vaccines, and lowering the cutoff for age-based recommendations below 65 years. Conclusion US HCPs generally prefer simplification of the adult pneumococcal recommendation, favoring broad routine use of both higher-valent PCVs and PPSV23. Disclosures Jeffrey Vietri, PhD, Pfizer Inc (Employee, Shareholder) Kelley Meyers, PhD, RTI Health Solutions (Independent Contractor) Christine Poulos, PhD, Pfizer Inc (Other Financial or Material Support, Employee of RTI-HS, which received funds from Pfizer to conduct the study) Erica Chilson, PharmD, Pfizer, Inc (Employee, Shareholder) Vincenza Snow, MD, Pfizer Vaccines (Employee)
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Karasek, Aneta. „The use of information technology in human resource management in American enterprises“. Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia 53, Nr. 2 (25.10.2019): 37. http://dx.doi.org/10.17951/h.2019.53.2.37-44.

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<p><strong>Theoretical background</strong>: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.</p><p><strong>Purpose of the article</strong>: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.</p><p><strong>Main findings</strong>: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specific tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.</p>
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Sims, Kaitlyn M., Jeremy Foltz und Marin Elisabeth Skidmore. „Prisons and COVID-19 Spread in the United States“. American Journal of Public Health 111, Nr. 8 (August 2021): 1534–41. http://dx.doi.org/10.2105/ajph.2021.306352.

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Objectives. To empirically evaluate the relationship between presence of a state or federal prison and COVID-19 case and death counts. Methods. We merged data on locations of federal and state prisons and of local and county jails with daily case and death counts in the United States. We used a selection-on-observables design to estimate the correlation between prisons and COVID-19 spread, controlling for known correlates of COVID-19. Results. We found empirical evidence that the presence and capacities of prisons are strong correlates of county-level COVID-19 case counts. The presence of a state or federal prison in a county corresponded with a 9% increase in the COVID-19 case count during the first wave of the pandemic, ending July 1, 2020. Conclusions. Our results suggest that the public health implications of these facilities extend beyond the health of employees and incarcerated individuals, and policymakers should explicitly consider the public health concerns posed by these facilities when developing pandemic-response policy.
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Birkenbach, X. C., und A. Allan. „The application of a simplified model to assess the fairness of employee selection measures in a sample of white and coloured apprentices“. South African Journal of Business Management 19, Nr. 4 (31.12.1988): 170–74. http://dx.doi.org/10.4102/sajbm.v19i4.988.

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While the topic of fairness in personnel selection decisions has received a great deal of attention in the United States of America over the last two decades or so, little work has been done in South Africa in this regard. In view of the possible industrial relations implications of discrimination linked to test unfairness, research needs to be undertaken in this country to examine predictor-criterion relationships for the various race groups who make up the labour force. In the present study, a simplified approach for evaluating test fairness developed by Lawshe (1983) was tested in a sample of white and coloured apprentices. Four selection instruments were related to three criteria of job success. The results of the research seem to verify the results of studies conducted in America, namely, that little evidence has emerged supporting the concepts of differential validity and differential prediction of tests for different race groups. Future research should include samples consisting of black employees in order to compare their test and criterion profiles with those of persons from other racial groups.
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Brown, Thomas S., und Jerry Pardue. „Effectiveness of Personnel Selection Inventory in Reducing Drug Store Theft“. Psychological Reports 56, Nr. 3 (Juni 1985): 875–81. http://dx.doi.org/10.2466/pr0.1985.56.3.875.

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The Personnel Selection Inventory was introduced as a component of the preemployment hiring procedures by a major retail drug chain in the southeastern United States. In the 3-yr. period following, two major results occurred. There was a significant increase in the proportion of employees who passed their annual routine polygraph examination and shrinkage losses were reduced sufficiently to reflect a savings of over one million dollars for the chain.
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Jun, Hankyung. „Are the Self-Employed Mentally Healthier Than Salaried Workers? Evidence From Korea, Mexico, and the United States“. Innovation in Aging 4, Supplement_1 (01.12.2020): 40–41. http://dx.doi.org/10.1093/geroni/igaa057.132.

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Abstract Self-employed workers are often reported to have better health than salaried workers. Whether this is because self-employment has health benefits or healthier workers are self-employed is not clear. Self-employed workers may have higher job satisfaction due to higher levels of self-efficacy and autonomy, but may also experience higher job stress, uncertainty, and lack of health insurance leading to mental health problems. Self-employed workers in the U.S. may have different characteristics than those in Mexico and Korea given different working and living environments as well as different institutional arrangements. This study will examine the association between self-employment and mental and cognitive health for older adults in the U.S., Mexico, and South Korea. It uses harmonized panel data from the Health and Retirement Study, the Korean Longitudinal Study of Aging, and the Mexican Health and Aging Study. We compare the health and selection effect of self-employment using a pooled logistic model, fixed-effects model, and a bivariate probit model. In addition to comparing self-employed and salaried workers, we analyze differences between self-employed with and without employees. By using rich data and various models, we address reverse causality and estimate the relationship between self-employment and health. We show that the positive health effects of self-employed workers in the U.S. disappear once controlled for unobserved heterogeneity, indicating the possibility of healthier workers selecting into self-employment. Interestingly, for Korea and Mexico, healthier individuals seem to select into wage work which reflects the difference in working conditions across countries. Further analysis will show effects by business size.
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Dissertationen zum Thema "Employee selection – United States"

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Sampson, Mary Elizabeth. „A study of the affirmative action employee selection process in California community colleges“. CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/926.

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Stephens, Jeffrey F. „Actual and desirable qualifications for entry-level workers as preceived by high school principals, business personnel managers, school board presidents, and school superintendents“. Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/720396.

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The purpose of this study was to provide educators with empirical information on the qualifications personnel managers expect from entry-level employees. The study also compared school officials' rankings of employment qualifications of high school graduates with qualifications found by business personnel managers when selecting entry-level workers.The data collection process involved a card sort technique utilizing two decks of cards. Surveys were mailed to Indiana public school superintendents, high school principals, public school board presidents, and business personnel managers. A total of 1924 surveys were mailed with 528 ranked surveys returned.Six null hypotheses were two-way comparisons of desired entry-level qualifications and current entry-level qualifications. Ten null hypotheses compared desired qualifications with current entry-level qualifications.There was little agreement among the respondents or respondent groups regarding the most desired or currently found entry-level qualifications. All respondent groups ranked science and technology, social and economic studies, and writing as the least found qualifications. Personnel managers ranked science and technology as the most desired entry-level qualification. School officials ranked this qualification as one of the least desired entry-level qualification.If educators are to prepare students to meet the challenges of entry-level employment, general expectations must be developed that are acceptable to a variety of employers. Only through collaborative efforts between business and school officials will entry-level qualifications be developed that have meaning to both groups. Until that collaboration occurs, educators willcontinue to rely on their own beliefs as they prepare students for entrance into the world of work.
Department of Educational Leadership
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Goodnight, Ronald Keith. „A major turnaround from massive lay-offs to hiring employees : a company culture proved more accurate than management's predictions“. Virtual Press, 1988. http://liblink.bsu.edu/uhtbin/catkey/546121.

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This in-depth study looked at a major manufacturing company during a year when management projected contract losses and massive lay-offs and terminations. The company's hourly employee culture indicated that the major automotive customers of the company were influential driving forces and would rescue the company from the dire management predictions. The principal major research question was to determine the accuracy of predictions based upon the company's hourly workers' culture versus management's predictions and actions based upon external sources.Another investigation area was the company management's actions to manifest their avowed "our employees are our most valuable resource and asset" belief statement. Similarly, would the Professional and Technician Equal Employment Opportunity job groups have the smallest percent of reduction, since the company's primary strength was purported to lie in its engineering and technical employees?Interviews, data collection and analysis, and monthly task force investigations and communications revealed the company culture was definitely more accurate than the numerous predictions made by management. As the "culture" predicted, the loss of the contracts did not occur. The company concluded the year with increases in total employment. Temporary lay-offs did occur during the year and management took numerous actions to help both retained employees and those being terminated or laid-off. Such actions included outplacement services, stress reduction programs, job placement and resume writing, and instituting communication networks and procedures and a Dispute Resolution Procedure. The company did show that the employees were valuable and important assets.The reduction numbers and percents for the Professionals (engineers) and Technicians were exactly opposite of what management typically avowed. The largest category reduced was the Technicians and the second-largest category was the Professionals.The company continued to be quite viable and the future outlook became optimistic, which coincides with the company culture that the major automotive customers will always be there needing the company's products.The company management took several steps to prevent their predictions from occurring, while hourly employees, using only history which is not a very dependable source for industry today, happened to be correct in this study.The primary conclusion was that the culture of the company's hourly workers was more accurate in predicting the future than management's predictions based on supposed knowledgeable external sources. It was recommended that internal cultural based predictions and externally based information be blended together for the most accurate predictions. This will provide all managements everywhere a better information base for making decisions, particularly strategic planning decisions.
Center for Lifelong Education
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Rach, Margaret M. (Margaret Mannion). „The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion“. Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331995/.

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Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that many employers are aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. Many employers are also aware of what constitutes a discriminatory practice in the selection of employees for some employment advantage. However, management does not always recognize and follow nondiscriminatory procedures when selecting employees for transfer, training and development, and promotion. The number of cases in which selection procedures were found discriminatory supports this conclusion.
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Markley, E. Dianne. „Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study“. Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2623/.

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Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not able to identify regional accents correctly, and 3) negative judgments were assigned to the speakers of accents that were correctly identified.
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Freel, Amy E. „Availability, credentials, and qualifications of nutrition providers of Division IA selected women's intercollegiate athletic programs“. Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1191707.

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The purpose of this study was to examine the availability, credentials, and qualifications of nutrition providers for Division IA intercollegiate athletic programs that have competitive women's gymnastics, women's swimming and women's cross country, or a combination of two of these sports. It was also the purpose of the study to identify if relationships exists between demographic factors and 1). The employer of the nutrition provider, 2) the title of the nutrition provider and 3) the availability of nutrition education.Surveys were sent to 161 Division IA Athletic Directors. The institutions selected in the study have competitive women's gymnastics, women's swimming and women's cross country, or a combination of tow of these sports. The National Directory of College Athletics was used for selection of the universities participating in this study. A 69% return rate was achieved and all surveys were deemed useable.
Department of Family and Consumer Sciences
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Dolgin, Anthony Shane. „The expanding role of the United States Senate in Supreme Court confirmation proceedings“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ37201.pdf.

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McMahon, Adam Michael. „From Blooming Judicial Philosophies to Castrated Legislation: Sexuality, Desire, and Nominations to the Supreme Court of the United States“. PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/288.

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Society and institutions of government reinforce norms that constrain the behavior of individuals. Heteropatriarchal norms traditionally favor the perspective of white, male, heterosexual, reason, judicial restraint, and democratic authority over their binary, and minority, counterparts: black, female, homosexual, desire, judicial activism, and individual rights. According to the theory of Queer New Institutionalism, these dichotomous pairs are mutually dependent upon each other for definition and maintenance. The perpetuation of these binarisms is made through language, often assumed and unquestioned. However, the use of sexualized language and metaphors are identified in efforts to draw suspicion and consternation for these minoritized Others. When the presence of an Other is missing, those that would reinforce these norms being to skirt the line between the pairings, taking the position of the individual they would otherwise criticize. By utilizing critical discourse analysis, Supreme Court nomination hearings during the 109th and 111th Congresses were reviewed for support for the theory of Queer New Institutionalism. Senators and witnesses before the committee operated within the constraints of binary thinking and instances of sexualized and gendered language, as well as metaphors, were used to perpetuate these norms and link the nominees to the suspicion surrounding Others.
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Wangkajornwuttisak, Amporn. „Senior executive service candidate development programs : a descriptive analysis of five federal agencies /“. Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-145016/.

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Ramsey, Evelyn Michele Eaton. „Enacting Racism: Clarence Thomas, George Bush, and the Construction of Social Reality“. Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278489/.

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This study analyzes the confirmation hearings discourse of Clarence Thomas and George Bush. Language constructs social reality. The United States has a history of racism and this history manifests itself in our language. The discourse of Clarence Thomas and George Bush created a social reality that equated opposition to Thomas' confirmation with racism using rhetorical strategies that included metaphor and narrative construction.
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Bücher zum Thema "Employee selection – United States"

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United States. Bureau of the Census, Hrsg. Field employee selection aid for supervisors: United States census 2000. [Washington, D.C.]: U.S. Dept. of Commerce, Bureau of the Census, 1998.

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United States. General Accounting Office. General Government Division. Employee background checks. Washington, D.C: The Office, 1993.

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Silva, Jay M. Adverse impact implications of selection instrument group score differences. [Alexandria, Va: U.S. Army Research Institute for the Behavioral and Social Sciences, Selection and Assignment Research Unit, 1997.

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United States. Merit Systems Protection Board. Assessing federal job-seekers in a delegated examining environment: A report to the President and the Congress of the United States. Washington, DC]: The Board, 2001.

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Decker, Kurt H. Hiring legally: A guide for employees and employers. Amityville, N.Y: Baywood Pub. Co., 2000.

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United States. Merit Systems Protection Board, Hrsg. Competing for federal jobs: Job search experiences of new hires : a report to the President and the Congress of the United States. Washington, D.C. (1120 Vermont Ave., N.W., Washington 20419): The Board, 2000.

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Lyle, LTC David. Accessing Talent (Volume 4): The Foundation of U. S. Army Officer Corps Strategy. Carlisle Barracks, PA, USA: US Army War College, 2010.

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Ennis, Michelle R. Competency models: A review of the literature and the role of the Employment and Training Administration (ETA). Washington, D.C]: Office of Policy Development and Research, Employment and Training Administration, U.S. Dept. of Labor, 2008.

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United States. Department of Homeland Security. Office of Inspector General. The DHS personnel security process. Washington, DC: U.S. Dept. of Homeland Security, Office of the Inspector General, 2009.

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FEDERAL AVIATION ADMINISTRATION. Designated airworthiness representatives qualification criteria, selection, and appointment procedures. [Washington, D.C.?]: U.S. Dept. of Transportation, Federal Aviation Administration, 1985.

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Buchteile zum Thema "Employee selection – United States"

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Shields, Brandon, und Julia Levashina. „Comparing the Social Media in the United States and BRIC Nations, and the Challenges Faced in International Selection“. In Social Media in Employee Selection and Recruitment, 157–74. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_8.

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D’Angelo, Erin. „24. United States of America“. In Transfer of Business and Acquired Employee Rights, 647–69. Berlin, Heidelberg: Springer Berlin Heidelberg, 2016. http://dx.doi.org/10.1007/978-3-662-49007-5_24.

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Butler, Richard J. „History of Workers’ Benefits in the United States“. In The Economics of Social Insurance and Employee Benefits, 19–37. Boston, MA: Springer US, 1999. http://dx.doi.org/10.1007/978-1-4615-4927-7_2.

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Schauer, Frederick. „Stare Decisis and the Selection Effect“. In Precedent in the United States Supreme Court, 121–33. Dordrecht: Springer Netherlands, 2013. http://dx.doi.org/10.1007/978-94-007-7951-8_7.

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Buxbaum, Hannah L. „United States: The Interpretation and Effect of Permissive Forum Selection Clauses“. In Optional Choice of Court Agreements in Private International Law, 501–27. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-23914-5_20.

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Vegliante, Anthony, Laree Martin, David Treworgy, Eamonn Harrington und Nancy Annett. „Employee Stock Ownership as a Human Capital Strategy for the United States Postal Service“. In Postal and Delivery Services: Delivering on Competition, 205–22. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0233-3_11.

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Martin, Lauren Jade. „They Don’t Just Take a Random Egg: Egg Selection in the United States“. In Selective Reproduction in the 21st Century, 151–70. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58220-7_7.

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Wright, Ewan, Qiang Hao, Khaled Rasheed und Yan Liu. „Feature Selection of Post-graduation Income of College Students in the United States“. In Social, Cultural, and Behavioral Modeling, 38–45. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-93372-6_4.

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Guerard, John B. „Active Management in Portfolio Selection and Management Within Business Cycles and Present-Day COVID“. In The Leading Economic Indicators and Business Cycles in the United States, 331–413. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-99418-1_9.

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Jensen, Gary L. „The Evolutionary Role of Federal Policies and Actions to Support the Sustainable Development of Aquaculture in the United States“. In Species and System Selection for Sustainable Aquaculture, 179–208. Ames, Iowa, USA: Blackwell Publishing, 2007. http://dx.doi.org/10.1002/9780470277867.ch13.

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Konferenzberichte zum Thema "Employee selection – United States"

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Junior, Christina, Nicole A. Buzzetto-Hollywood und John H Padgett. „Perceptions of DEIA, Job Satisfaction, and Leadership Among U.S. Federal Government Employees“. In InSITE 2024: Informing Science + IT Education Conferences. Informing Science Institute, 2024. http://dx.doi.org/10.28945/5289.

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Aim/Purpose . The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background. Since 2002, the United States Office of Personnel Management (OPM) has administered the Federal Employee Viewpoint Survey (FEVS), which measures employee perceptions of whether and to what extent successful organizational conditions exist in their agencies. Areas currently assessed within the FEVS include training, job satisfaction, leadership effectiveness, management effectiveness, work-life balance, and diversity, equity, inclusion, and accessibility. The exploration of variations in perceptions of leadership, DEIA efforts, and job satisfaction among U.S. federal employees by gender and other criteria are crucial areas for research that are underrepresented in the literature. This is not only important for the United States federal government, which is grappling with high attrition rates, but also for public administrations around the world. Methodology. A quantitative ex post facto research design was used to analyze data from responses of U.S. federal employees working for the Department of Justice. Leadership, job satisfaction, and DEIA were all measured using aggregate scores from pre-determined question sets. Differences based on gender were analyzed using t-tests. Additionally, chi-squares and Spearman’s rank correlations were employed in order to explore whether there is a relationship between the perception of leadership and job satisfaction and the perception of DEIA efforts and job satisfaction among U.S. federal government workers. Contribution. The findings of this study aid in providing empirical data to support the need for federal government leadership to understand the impact of employees’ perceptions on their willingness to continue working in the federal government. The research study was grounded in Public Service Motivation Theory, which centers around factors that motivate individuals to pursue and maintain careers in the public service sector. More specifically, this study supported the public service motivation theory in that it looked at gender as a mitigating factor in public service motivation as well as explored the role of leadership and DEIA as a correlating factor to job satisfaction. The results of this research have practical implications for federal government leaders interested in increasing employee motivation and retention and who should be considering the range of sociocultural and demographic characteristics that have been found in the research to impact employee perceptions and experiences. Findings. The analyses found differences in perceptions of leadership, DEIA, and job satisfaction among United States Federal Government employees based on gender. Additionally, perceptions of leadership and DEIA were both found to influence job satisfaction. The first research question explored in this study used a t-test to consider whether the perception of leadership among U.S. federal employees differed based on participant gender with significance found. The second research question examined whether the perceived job satisfaction of U.S. federal employees differed based on gender, with statistical significance detected. The third research question focused on whether perception of DEIA differed when gender was explored and the results of the t-test indicated a significant difference in perceptions of DEIA when gender was considered. The fourth research question considered the relationship between the perception of leadership and job satisfaction. A Chi-square and a Spearman Rank Correlation were performed, and a relationship was found to exist. Research question five explored whether a relationship exists between the perception of diversity, equity, inclusion, and accessibility initiatives and job satisfaction, with significance found following a chi-square and a Spearman rank correlation. Recommendations for Practitioners. Leadership behaviors of managers and the existence of DEIA policies play a critical role in employees’ job satisfaction and commitment. The recommendations for organizational leadership in the public service sector include addressing gender inequality in work practices and environments and cultivating more inclusive organizational cultures. Recommendations for Researchers. The lack of inclusion of socio-cultural norms in the research on public service motivation is a gap that has yet to be sufficiently addressed and is an area of research that should be explored. Impact on Society. Research on public service motivation in local, state, national, and international government employment can aid organizations in developing strategies for improving recruitment, selection, and retention in public service organizations. This information can advance scientific knowledge on transforming management and leadership practices across sectors. Future Research. Future research can expound on what has been done here by examining in more detail how various identities, and more specifically intersecting identities, within the LGBTQIA+ community as well as other historically marginalized groups, impact such factors as perceptions of leadership, job satisfaction, employee motivation and retention, and work-life balance. Perceptions of specific DEIA initiatives should also be further explored.
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Jennissen, Charles A., Brandon Johnson, Nathaniel Johnson und Gerene Denning. „Pediatric Moped-related Injuries in the United States“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.77.

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Scott, Dow, und Jacek Grodzicki. „Pay Transparency: A Comparison of Employee Perceptions in Poland and the United States“. In International Conference on Research in Human Resource Management. Acavent, 2019. http://dx.doi.org/10.33422/icrhrm.2019.03.102.

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McLaurin, Kimmie K., Sally W. Wade, Amanda M. Farr und Jeremy Franklin. „Medicaid and Commercially Insured Preterm Births in the United States“. In Selection of Abstracts From NCE 2015. American Academy of Pediatrics, 2017. http://dx.doi.org/10.1542/peds.140.1_meetingabstract.72.

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Miller, Kathryn E., und D. Micah Hester. „United States Pediatric Ethics Consult Service Requests: Why, Who, and Sufficient?“ In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.442.

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DeDonato, Emily A., und Gary Smith. „Medication Errors with Anticonvulsant Drugs in the United States, 2000-2012“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.73.

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Kaiser, Sunitha V., Jonathan Rodean, Matt Hall, Samir Shah, Sanjay Mahant, Kavita Parikh, Rustin Morse, Arpi Bekmezian, Henry Puls und Michael Cabana. „Utilization & Characteristics of Inpatient Pediatric Asthma Pathways in the United States“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.445.

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Hayes, Don, Joseph Tobias und Dmitry Tumin. „Extracorporeal Membrane Oxygenation Bridge to Pediatric Lung Transplantation: Trends in the United States“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.266.

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Ausmus, Andrew M., und Tara L. Petersen. „Experience of United States Pediatric Critical Care Medicine Fellows with Brain Death Examinations“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.325.

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Alqahtani, Faisal J., und Suliman Alghnam. „Injury Recidivism Among Children in the United States: Findings from a Population-based Sample“. In Selection of Abstracts From NCE 2016. American Academy of Pediatrics, 2018. http://dx.doi.org/10.1542/peds.141.1_meetingabstract.69.

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Berichte der Organisationen zum Thema "Employee selection – United States"

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Schuster, Christian. When the Victor Cannot Claim the Spoils: Institutional Incentives for Professionalizing Patronage States. Inter-American Development Bank, April 2016. http://dx.doi.org/10.18235/0011729.

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Merit-based selection of bureaucrats is central to state capacity building, yet rare in developing countries. Most executives instead favor patronage -political discretion- in public employment. This paper proposes and tests an original theory to explain when executives forsake patronage for merit. The theory exploits exogenous variation in the institutional design of patronage states. In some, constitutions and budget laws monopolize patronage powers in the executive; in others, patronage benefits accrue to the legislature and public employees. When institutions fragment patronage powers and challengers control other government branches, merit becomes more incentive-compatible: it enables executives to deprive challengers of patronage while enhancing public goods provision to court electoral support. Drawing on 130 face-to-face elite interviews, a comparison of reforms in Paraguay, the Dominican Republic and the United States validates the theory. How patronage states are institutionally designed thus shapes their reform prospects: fragmented control over bad government can incentivize good government reforms.
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Marvin, Michael A. Value of 360 Degree Employee Performance Appraisals in the United States Army. Fort Belvoir, VA: Defense Technical Information Center, April 1996. http://dx.doi.org/10.21236/ada309370.

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Alf, Edward F., Idell Neumann und Joyce D. Mattson. Revision of the United States Naval Academy Selection Composite. Fort Belvoir, VA: Defense Technical Information Center, September 1988. http://dx.doi.org/10.21236/ada200237.

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Borjas, George, Stephen Bronars und Stephen Trejo. Self-Selection and Internal Migration in the United States. Cambridge, MA: National Bureau of Economic Research, Februar 1992. http://dx.doi.org/10.3386/w4002.

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Colls, P., L. Silver, G. Olivera, J. Weier, T. Escudero, N. Goodall, G. Tomkin und S. Munne. Preimplantation genetic diagnosis for gender selection in the United States. Office of Scientific and Technical Information (OSTI), August 2009. http://dx.doi.org/10.2172/983213.

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Bjelland, Melissa, Bruce Fallick, John Haltiwanger und Erika McEntarfer. Employer-to-Employer Flows in the United States: Estimates Using Linked Employer-Employee Data. Cambridge, MA: National Bureau of Economic Research, März 2008. http://dx.doi.org/10.3386/w13867.

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Hudson, Billy W. The United States Air Force Officer Effectiveness Report as Promotion Selection Tool. Fort Belvoir, VA: Defense Technical Information Center, März 1986. http://dx.doi.org/10.21236/ada178127.

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Zimran, Ariell. Sample-Selection Bias and Height Trends in the Nineteenth-Century United States. Cambridge, MA: National Bureau of Economic Research, Juli 2018. http://dx.doi.org/10.3386/w24815.

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Zimran, Ariell. Internal Migration in the United States: Rates, Selection, and Destination Choice, 1850-1940. Cambridge, MA: National Bureau of Economic Research, August 2022. http://dx.doi.org/10.3386/w30384.

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Abowd, John, Kevin McKinney und Nellie Zhao. Earnings Inequality and Mobility Trends in the United States: Nationally Representative Estimates from Longitudinally Linked Employer-Employee Data. Cambridge, MA: National Bureau of Economic Research, März 2017. http://dx.doi.org/10.3386/w23224.

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