Thesis (ED. D.)--Temple University, 1937. / Bibliography: p. [115]-116.

No description available.

Thesis (Ph. D.)--University of Pennsylvania, 1930.

No description available.

Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 236-244).

Thesis (Psy. D.)--Wheaton College Graduate School, 2008. / Abstract. Includes bibliographical references (leaves 45-48).

Thesis (Psy. D.)--Wheaton College Graduate School, 2008. / Abstract. Includes bibliographical references (leaves 45-48).

One technique being used to reduce employee turnover is the Weighted Application Blank. Data obtained from application blanks are analyzed and weights are assigned to each item. Utilizing these weights, predicted scores are derived and compared to each person's actual tenure to determine the effectiveness of the model. The present study analyzed application blank data from the files of 93 currently employed and 69 terminated female clerical workers. Twelve items were analyzed by means of a stepwise multiple linear regression procedure, with months of tenure being the dependent variable. The five most significant items yielded a multiple correlation of .54. The total sample also was divided randomly into two groups, and cross-group analyses resulted in simple correlations of .56 and .29.

The purpose of this research was to develop an empirical model which could be used to predict job tenure for sewing machine operators in a large garment factory. Although the model did accurately predict tenure in each of five scoring ranges, the results did not meet the level of significance set forth in the hypothesis. It can be fairly stated that the results were trending in the right direction, but were not statistically significant.

The Virginia Employment Commission's Job Service has implemented an automated testing procedure to refer applicants to job openings. This procedure, Validity Generalization (VG) testing, utilizes the General Aptitude Test Battery (GATB) to assess and predict ability for successful performance in all occupations. The purpose of this study was to assess applicants' reactions to VG testing and to evaluate VG' s impact on applicants' subsequent placement outcomes. Twelve research questions were developed to examine applicants' attitudes toward 1) the GATB's useful-ness as an ability test and referral tool, 2) the services provided by the Job Service, and 3) their job. Overall findings revealed certain important trends. First, although initial reactions to VG were favorable, applicants' attitudes twelve weeks later were much less favorable, indicating dissatisfaction with the outcome of Job Service placement eff0rts. Only 7% of applicants tested were placed through VG referral. Second, findings indicated that VG testing produced no significant negative impact on applicant subgroups, such as minorities, females, Veterans, etc., relative to other applicants. Finally, results suggested that applicants placed through VG referral were no more satisfied with those jobs, perceived them to be no better person/job 'matches', and were no less likely to turnover than applicants placed through other means. Due to insufficient sample sizes for many analyses, the reliability of certain findings is uncertain. It was recommended that the VEC increase the number of applicant referrals made through VG, ensure that computer-maintained records are accurate and accessible and that Job Service personnel more-stringently follow the 'top-down' rank-ordered referral procedures which optimize the effectiveness of VG testing. / M.S.