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This study compared per selectee utility estimates for the job of medical claims examiner based on applications of the Brogden‐Cronbach‐Gleser (BCG) and Raju‐Burke‐Normand (RBN) utility analysis models. The RBN model's per selectee utility estimate, based on a transformed observed performance rating standard deviation (σR), was closest to the per selectee utility estimate computed with an empirically‐derived σY value. The implications of these results for estimating human resource program utility are discussed.

The need to maintain up-to-date technological skills despite an aging workforce makes it imperative that organizations increasingly focus on retraining older employees. This article develops an adult career model based on the acquisition of technological skills and gradual skill obsolescence. The model suggests the importance of retraining and provides practical implications to the development of retraining programs. Suggestions for future research are also offered.

June 30, 1969 Master and servant — Contract of service — Lorry driver — Statutory rest period — Contractual option of cutting scrap during rest period — Whether “rest” — Road Traffic Act, 1960 (c.16), s. 73

Sparked by the September 11 event, ethnic and religious diversity in the American culture has opened a new dialogue about tolerance to foreign cultures and religions. Using Burke’s views about morality and religious tolerance, this paper argues how ethical guidelines of public administrators ought to be sought from a universal moral law derived from natural principles and constitutional values of the regime. The argument focuses on Burkean prudence as a practical application of moral law and a guide for public administrators in a diverse global environment. Furthermore, it argues civil law to be inadequate in situations where the majority favors a particular opinion against a minority population. By acknowledging a universal moral law, public administrators can play a dual role as individuals building human relations in a diverse culture, and as public servants upholding Constitutional values to preserve the integrity of public institutions

Recently, we (Judiesch, Schmidt, & Mount, 1992) concluded that the Schmidt et al. (1979) SDy estimation procedure results in downwardly biased estimates of utility. This conclusion led us to propose a modification of the Schmidt et al. method that involves estimating SDy as the product of estimates of the coefficient of variation (SDy/ Y) and an objective estimate of the average value of employee output (Y). The present article reviews the rationale underlying our conclusion that this modification of the Schmidt et al. method of estimating SDy results in more accurate estimates of SDy, and hence, utility.

Although a large contingency of theory and research has been conducted in the area of individual and interpersonal communication, relatively few theoreticians have focused on the broader character of communication at the organizational level of analysis. With the increasing emphases on total quality, leadership, adaptive cultures, process reengineering, and other organizational change and development efforts, however, the need to understand the process and function of organizational communication at a broader, more systemic level is paramount. The following paper attempts to address this issue by providing: (1) a comparative review and critique of three “classic” theoretical approaches to describing the importance of communication in organizations and the relationship between communication and organizational functioning (open systems theory, the information‐processing perspective, and the communication as culture framework); and (2) a new integrative framework—the CPR model of organizational communication—for conceptualizing and understanding the nature of communication in organizations based on constructs adapted from these three perspectives. The model is then used both in an applied example to help diagnose an organizational system and to stimulate suggestions for future research.

Traditional utility analysis only calculates the value of a given selection procedure over random selection. This assumption is not only an inaccurate representation of staffing policy but also leads to overestimates of a device's value. This paper presents a more accurate method for computing the validity of a selection battery for when there are multiple selection devices and multiple criteria. Application of the method is illustrated using previous utility analysis work and an actual case of administrative assistants with eight predictors and nine criteria. A final example also is provided that includes these advancements as well as other researchers' advances in a combined utility model. Results reveal that accounting for multiple criteria and outcomes dramatically reduces the utility estimates of implementing new selection devices.

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Academic interest in role changes of management accountants (MAs) has increased during the past two decades. Role changes imply identity reconstructions as they do not only require an external legitimacy, but professionals have to internalize a new role script. Thus, this paper aims to contribute to a comprehensive understanding of the ongoing changes concerning MAs by providing an identity perspective.

This paper systematically reviews the literature on the changing role of MAs from an identity perspective, based on a conclusive sample of 64 articles.

This review identified several external factors such as professional associations and educational institutions as well as organizational and individual factors that impact MAs’ identity and act as change drivers. MAs’ identity is linked with their image in the public and within the organization and is challenged by increasing demands, conflicting expectations and technological progress. Hence, the literature sample illustrates a fragmented and contradictory picture regarding the changes of MAs’ identities and roles and displays that the idea of a simple movement from one identity to another is misleading. Furthermore, the identity perspective offers new issues for management accounting research, practice and education such as nested identity, multiple or desired identities.

To the best of the authors’ knowledge, this study is the first to review the literature of MAs’ changing identities and roles from an identity perspective. This perspective enables a novel focus on internal views, perceptions and internalized meanings of MAs connected with their role instead of exclusively debating changed external behavior expectations.

The purpose of this paper is to investigate the relationships between specific gender combinations of mentor‐mentee and distinct mentoring functions.

Of the 500 participants, 272 were mentees and 228 were mentors from public‐ and private‐sector organisations, representing all four gender combinations of mentor‐mentee. Participants completed a 36‐item measure of mentoring functions.

Hierarchical regression analyses revealed few significant relationships between gender and mentoring functions. As far as mentees were concerned, female mentors provided personal and emotional guidance to a greater extent than male mentors; female mentors provided career development facilitation to a greater extent than male mentors and female mentees were provided with career development facilitation to a greater extent than male mentees; also female mentees were provided with role modelling to a greater extent than male mentees. As far as mentors were concerned, there were no significant differences in the functions provided to female and male mentees.

The study emphasized the need to use measurement tools that examine distinct, rather than categories of, mentoring functions. The findings also suggest that gender may not be as influential, with regard to mentoring functions, as has previously been proffered. Knowledge about the relationships between gender and particular mentoring functions may be beneficial for potential and actual mentees and mentors as they make decisions about becoming involved in mentoring relationships, engage in contracting processes, and monitor and review their relationships.

The study was the first to explore the perceptions of both mentees and mentors on gender differences in mentoring functions provided, using an adequate sample and a mentoring instrument designed on a gender representative sample.