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The purpose of this study was to determine the compensation preferences of seniors at the University of Central Florida. The sample consisted of 86 females and 77 males currently registered as seniors at the university. Subjects were mailed a questionnaire and asked to rank order 11 compensation options and answer nine demographic questions. One-way and repeated measures analyses of variance were used to compute significant differences, 10 were found between groups in compensation preferences as related to the demographic variables. For example, those students with children had significant differences in preferences for four of the options. Significant differences in rankings were also found for all 11 options within the academic major categories. Three of the groups had no significant differences in preferences for the options including males and females.

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.

In order to compare the effectiveness of four dissimulation detection techniques, a revised and shortened version of the California Psychological Inventory (CPI) was administered to 12E college students under three instructional sets. Honest, fake good, and fake bad instructional sets were used in a within-subjects design to identify dissimulation of the managerial potential scale (Mp) of the CPI. An obvious -subtle (0-5) scale tested against the L and K scales of the Minnesota Multiphasic Personality Inventory (MMPI) and the good impression (Gi) scale of the CPI. Subjects were randomly assigned to six counterbalanced conditions. Difference scores from the (honest - fake good) and (honest â fake bad) were computed and regressed against each detection technique. Analysis of covariance was also completed in order to correct for possible low reliability of the difference scores. The results demonstrated that the Mp scale is susceptible to dissimulation, the best scale for identifying honest profiles was the L scale and the best scales for detecting dissimulation is the Gi or K scales. Intelligence was found to be a good predictor of faking good but not faking bad. All of the scales produce desparate impact in regards to sex. The question of whether faking good and faking bad are two different phenomena is discussed. / Master of Science

The purpose of this study was to examine the effect of occupational prototypes on the evaluation and retrieval of information provided in hypothetical personal data sheets of college seniors. Prototypes for mechanical engineers and elementary school teachers were generated by college students majoring in engineering and education. These prototypes were used to construct a simulated personal data sheet evaluation exercise. A total of 36 personal data sheets [2(replications) X 3(GPA: high, medium, low) X 2(extracurricular activities: prototypic, nonprototypic) X 3(work experience: high, medium, low)] were developed for each occupation. Each of the 36 personal data sheets were rated by corporate or school district recruiters. Based on the results of the study, several conclusions were proposed. First, it was apparent that prototypes differed structurally between occupations, and that these prototypes may differ slightly between students and recruiters. Second, it was noted that not all aspects of a prototype were weighted equally during information processing. One dimension, GPA, was heavily emphasized by the majority of recruiters, with little consideration given to work experience and extracurricular activities. Third, it was suggested that schematic organization affected the recruiters rating process because 85% of the engineering recruiters and 87% of the education recruiters used the same rating policy. Furthermore, while prototypes differed structurally between occupations, the weighting, or importance, of a particular dimension in the rating process may be equivalent for all occupations, Thus, although the underlying structure of the prototypes differed between occupations, the emphasis on GPA by both groups of recruiters resulted in the identical rating policies of both engineering and school district recruiters. Finally, recruiters tended to remember prototypic rather than nonprototypic information from the Personal Data Sheets. These results suggest that schematic organization and prototypes are affecting the judgement and retrieval of Personal Data Sheet information of college seniors. / Ph. D.

This thesis deals with ethical aspects of employing social networks in personnel management. Selected social networks with their benefits and limits in this field are presented. It is focused on the recruitment and selection processes from the ethical point of view and possible risks of using social networks. The thesis is based on previous findings mostly from foreign scientific sources. The attitude of human resources specialists to using social networks in the recruitment process is discussed. In a qualitative survey, the attitude of human resources specialists from organizations and from recruitment companies is compared to find out possible differences.

Theoretical part of this thesis establishes a working definition of the term Personnel psychology, since the goal of this thesis is to identify the application of personnel psychology in the fields of employee selection and employment agency. It defines employee selection as a complex process and differentiates its various kinds, to examine the potential role of personnel psychology in it. At the same ti me, it defines the term employment agency, determines function, possibilities and limitation s of Labour Office of the Czech Republic and defines "Bilanční diagnostika" (comprehensive career guidance and counselling method ) as a complex advisory system used in th e Labour Office. It shares these findings to examine the potential role of personnel psychology in the process of an employment agency. Empirical part maintains the character of a descriptive research. Its goal is to describe the involvement of personnel psychology in current practices of personnel agencies and HR segments of companies. It also examines the operations of employment agents from the Labout Office and involvement of personnel psychology in these activities. Finally, it relates to the expectations and the performance of "Bilanční diagnostika" of the participant. The final part assimilates an overall comparison of the process...

The main subject of this thesis is the choice and the adaptation of employees in the chosen company. It is found out how it is possible to reach improvement in selection process and adaptation of employees, based on the analysis and the questionnaire survey. The result of the thesis is the recommendation changes to these processes leading to the better functioning of the company.

The latest research shows over 2.8 million higher education students or one-in-seven are enrolled in fully online programs. In fields such as accounting, students are able to complete their degree, pass a standardized exam, and enter the workforce with little to no work experience. Accounting firm human resources managers are primarily responsible for the recruitment and selection of candidates. Prior studies conducted show that these hiring gatekeepers prefer candidates with earned degrees in a traditional classroom environment when holding constant for all other factors. While many students invest in online degrees as an ideal pathway to employment, career advancement, and increased earnings, the perception of their degree by hiring gatekeepers may limit these aspirations. Existing research is limited in descriptive analysis as to why these perceptions are held and what can be done to change them. The purpose of this qualitative study was to investigate the perception of the online degree by accounting hiring gatekeepers of mid-size firms in the northwestern U.S. and their recommendations for changes to online programs. Findings support prior research with a disinclination by hiring gatekeepers for candidates with earned online degrees and identified several reasons including a diminished view of interpersonal skills, ability to work as part of a team, faculty interaction and professional mentorship, and negative institutional perceptions. Additionally, gatekeepers recommended changes to online programs that included a focus on technical skills, soft skills, required internships, increasing in-person or hybrid structures, and revising institutional marketing strategies.