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Biomedical subjects

H J Bernardin

Publications and source records attributed to H J Bernardin.

4 recordsLinked to original sources
PubMed2001

The effect of arbitration program characteristics on applicants' intentions toward potential employers.

The authors examined intentions toward prospective employers with different alternative dispute resolution (ADR) policies and no ADR policy. In Study 1, students (N = 124) were randomly assigned to 1 of 4 conditions in which 2 variables, arbitration policy presence or absence and firm desirability, were manipulated. The presence of a voluntary, nonbinding arbitration policy had no impact on intentions and did not interact with firm desirability. In Study 2, students (N = 273) were randomly assigned to 1 of 8 conditions (mandatory vs. voluntary arbitration, binding vs. nonbinding arbitration, and highly desirable vs. less desirable employer). Both mandatory and binding arbitration policies were related to less favorable intentions toward firms. Predictions regarding the interaction of ADR policy and firm desirability were partially supported. Some support was found for the interaction between ADR policy and ethnicity.

Adult↗
PubMed2000

Conscientiousness and agreeableness as predictors of rating leniency.

The authors studied the relationship between the Big Five personality factors and rating elevation among 111 students making peer evaluations. It was hypothesized that Conscientiousness (C) scores would be negatively correlated with rating level and that Agreeableness (A) scores would be positively correlated with rating level. We further predicted that individuals who were low on C and high on A would produce the most elevated ratings. As predicted, A scores were positively related to rating level (.33, p < .01) and C scores were negatively correlated with rating level (-.37, p < .01). Using the strong hypothesis test (P. Bobko, 1986), the authors found that ratings by low C and high A individuals were more elevated than all other groups of students combined (p < .01).

Employee Performance Appraisal↗
PubMed1992

Effects of purpose of appraisal on discriminability and accuracy of ratings.

Here we evaluate, replicate, and extend 1982 research by Zedeck and Cascio on the relationship between purpose and characteristics of rating. We propose and test an alternative explanation for the Zedeck and Cascio conclusion that discriminability in ratings is affected by their purpose. Results provide partial support for both explanations. Using a measure of rating accuracy as the criterion, no significant effect of purpose is obtained.

Adult↗