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A current controversy in the self-other rating and 360-feedback literature is the extent to which self-other agreement (and lack of agreement) has an impact on individual and organizational outcomes. Using a large sample and a multi-source data set, the current study addressed some methodological limitations of prior research. Results from polynomial regression analyses demonstrated that both self- and other ratings are related to performance outcomes. This procedure revealed the underlying three-dimensional relationship between self-ratings, other ratings, and effectiveness. Findings indicate that the relationship between self-ratings, other ratings and outcomes are somewhat more complex than previous conceptualizations in this area. Simultaneous consideration of both self- and other ratings in terms of the direction and magnitude of self- and other ratings is important for explaining effectiveness outcomes. (Reprinted by permission of the publisher.)

This study investigated newcomers' information acquisition about organizational contextual domains from different sources, the relationship between information acquisition and knowledge of domains, relationships between information acquisition from sources, knowledge of domains and socialization outcomes, and shifts in these processes over time. Questionnaires assessing information acquisition strategies, knowledge and socialization outcomes were completed by 151 new organizational members across a variety of organizations, after an average of 17 weeks on the job and again several months later. Results of the study indicated that newcomers differentially relied on sources to gather information, that different sources were of varying importance for gaining knowledge, and that supervisors, coworkers, task and role mastery were related to the assimilation process of new employees. Research and practical implications of these findings are discussed. (Reprinted by permission of the publisher.)

This paper examines a new criterion measure, comprised of scripted situations, for training effectiveness and compares two scoring schemes - one based on expert judgements and one based on empirical weights. It was believed that a measure based on job-related scenarios would be more sensitive t detecting change due to training than would more traditional training criteria, such as behavior and performance rating scales. Results of the study support this notion. For a sample of 67 teachers, significant training effects were found only for the new training effectiveness measure; there were no significant differences found for traditional behavior and performance measures. The comparison of expert versus empirical scoring indicated that empirical scoring produced significant results, while scoring based on expert judgment did not. Implications of these findings are discussed. (Reprinted by permission of the publisher.)

Delineates a systematic procedure for operationalizing the "behavioral consistency" notion. The steps used in developing selection tests from a content-oriented strategy are illustrated, and the transformation of specific job behaviors into tests related to job content is demonstrated. Test reliability and content validity are presented. (Author/BL)

The purpose of this study was to explore the utility of adopting a supply-side approach to understanding the nature of wage differentials between men and women. Using an expectancy theory framework, a sample of 272 job applicants evaluated a set of job outcomes and rated the instrumentalities and expectancies for each of eight jobs that varied in terms of sex dominance, pay, and worth. Preferences for each job also were obtained using a paired comparison procedure. The results suggested that much of the wage gap between men and women can be explained by (1) evaluations of multiple outcomes other than pay and (2) gender-related differences in expectancies, instrumentalities, and valences with respect to these outcomes. Both the theoretical and practical utility of approaching the issue of comparable worth from a supply as well as a demand side are discussed. (Reprinted by permission of the publisher.)