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At least 793 records · Page 44Linked to original sources
PubMed1986

Disclosure of a physical disability--an informal look.

To gain some insight as to how people feel about the disclosure of a hidden physical disability to a potential employer, 821 students were queried. The results suggest that about 15 percent would disclose the disability initially, 30 percent would divulge the information only when they felt secure on the job, while 30 percent would not disclose the disability at all.

Adult↗
PubMed1993

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 significantly lower in the years subsequent to the start of inventory use. Some possible design artifacts and cost/benefit implications are discussed.

Accidents, Occupational↗
PubMed2002

Overt honesty measures predicting admissions: an index of validity or reliability.

Honesty questionnaires are often validated against a paper-and-pencil criterion in which respondents are asked to admit to past incidents of dishonesty. However, substantial overlap in the methods of assessment and in item content between predictor and criterion suggest that it is not validity that is being assessed, but rather a form of reliability. In this study, the relations between two overt measures of honesty (the Phase II Profile and the Workplace Productivity Questionnaire) and an admissions criterion were evaluated. The results suggest that the strong correlations between the Phase II Profile and the admissions criterion (r = -.67) and between scores on the Workplace Productivity Questionnaire and the admissions criterion (r = -.62) may be largely due to overlapping item content.

Adolescent↗
PubMed2006

An ethnographic study of job seeking among people with severe mental illness.

An ethnographic study employing intensive participant observation methods identified critical differences in styles of searching for competitive employment among people with severe mental illness and explored the social/cultural correlates of these job-seeking styles. Propensity for active job seeking was strongly associated with younger age, with participants' involvement in interdependent kin networks or households, with ethno-racial minority background, and with capacity for coherent discourse. Active job seekers did particularly well in a supported employment program, but also were able to find employment when assigned to other programs; passive job seekers had little success in any vocational program. The authors discuss several implications of these findings for vocational services.

Adult↗
PubMed1983

Patterns of job search and mobility among nurse educators.

This paper reports the results of a survey of job search and mobility among 790 faculty in baccalaureate and higher degree nursing programs in the South. The study examined activities which nursing educators carried out in seeking their present positions, the sources from which they gained information, and the characteristics which they considered most important in the decision to accept or leave a position. Slightly fewer than half of the educators actively sought their present position; the remainder were recruited by the institution or learned of the availability of the position by chance. The modal job search pattern was to contact the institution directly without knowing whether any opportunities were available, then to seek additional information via discussions with friends and colleagues, visits to the institution and review of documents. Salary, geographical location, administrative leadership style, and the school's reputation were the most important factors in choosing the present position. The decision to leave the previous job was related primarily to a desire for geographical mobility or career advancement and tended not to be motivated by dissatisfaction. Those planning to leave their present position rated salary location of the school and leadership style of the administrator as the most important determinants of their decision to leave. Implications of the findings for faculty recruitment and retention are discussed.

Career Choice↗