HUMAN Resounca MANAGEMENT, SerTEMER-Octoder 2014 may also be caused by unmeasure

Question

HUMAN Resounca MANAGEMENT, SerTEMER-Octoder 2014 may also be caused by unmeasured third vari- ly located at a single site, thus height ables (confounding variables as a result of ening visibility of organizational practices. unbalanced sampling methods, or metric (and But even within multisite, large organiza- conceptual invariance between the measures tions, personal relationships throughout the used (especially in multilingual studies). Since organization frequently allow feelings of any culture is not a static phenom- perceived preferential treatment enon (Tsui, Nifadkar, & Ou, 2007), quickly; the rumor mill is often ulture is not a any differences may not be stable more effective disseminating in the long run but still may serve than official corporate communication as groundings for further refine- Though anonymity of respondents should ment of knowledge on macro- limit social desirability effects, the use of level antecedents to employees' selfreport data will likely have in not be stable performance perception However, relation- Level 2 variables relied on HR ships between self -reported variables are not long run but data provided by only one person tinely upwardly biased (Conway & Lance, hayserve as per organization, making idio 2010). This study relied on self-assessed per syncratic data a possible source of formance for two reasons. First, the extra undings for bias. Training was measured in a resources involved in gathering performance broad manner, with no informa- data by supervisors beyond the scope of as to the scope and the study, which was conducted in over 100 cance of the implemented organizations Second, evenifself-r biases programs or as to the manner in can be reduced by other data sources, super- which they visor ratings may be even more biased (eg, For instance, different types of Gardner, Van Dyne & Pierce, 2000i: Murphy, training may be effective for the 2008; Sharma, Rich, & Levy, 2001). Though respective groups of employees. In overestimation of employee performance Europe, formal training heightens likely, it should not have affected the results. future em ployability, so informal Finally, given the cross-sectional design f the study, we cannot infer causal relati training may not be of as great value to temporary workers, unless it gives the ships that may exist between variables. Future opportunity to gain permanen employment research would benefit from a longitudinal status Permanent workers, on the other hand, design and a more fine-grained measurement may benefit from informal training, as it m of both the quality and quantity of training lead to promotion within the organization. provided Even though percentage provision may seem Implications a crude measure, the proportion of training is significant ly related to training policies, which Our sample consisted of three countries, so it n turn are related to cul ure dependent orga- uncertain to what degree our results apply nizational investment in training (Peretz & to countries with different economic features. Rosenblatt, 2011). Thus, percentage of train- t would not be ng is nonetheless deemed a useful measure. extend our conclusions to countries from the same cultural clusters. Training provision for hat in order to mportant to note provide objective data, HR managers, rather different workforce groupsmight be especially than th e employees themselves, indicated monitored by employees in countries with a which group more lower GDP (as demonstrated uently received train- n Spain from ng. However, organizations in this study the Latin cluster), while in countries from the were mainly chosen due to their consider- wealthy cluster Germanic or Nordic, the dif- able proportion of temporary workers; thus, ferentiation of training between workforce workers were possibly aware of the (un)equal groupsseems tobelessimportantforem nt between groups. Furthermore, perform as d organizations participating in the study were the Dutch sample, training distribution may

Explanation / Answer

Hypothesis is a statistical technique used to predict the relationship bewteen dependent and explanatory variable ,when samples are taken from populations and inferences are made about population parameter .It is done to examine that sample one has taken is a good enough representative of poulation or not.

In real , population is large and it would involve a lot of cost and effort in locating each one's prefrences/knowledge.

Hypothetical / hypothesis testing involves 2 techniques.

1, confidence interval approach

2. level of significance

To predict the best result/ relationship between variables authors use such type of thinking.

Related Questions

Navigate

• Browse (All)
• Browse H
• Subjects

---

---

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.