College Quality and Employee Job Performance: Evidence from Naval Officers

Mehay, Stephen L.; Bowman, William R.

doi:10.2307/3270630

Cited by 11 publications

(6 citation statements)

References 7 publications

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“…The Economist (05 th April 2014) suggests that some US colleges have even negative financial returns.2 Bowman and Mehay (2002) find a positive effect of attending private and higher-rated institutions on appraisal and promotion, consistent with the earnings effects estimated elsewhere Robst (1995). also reports that graduates from higher ranked institutions are less likely to experience over-education.…”

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confidence: 53%

Does Higher Education Quality Matter in the UK?

Chevalier

2014

SSRN Journal

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Does Higher Education Quality Matter in the UK? *This paper estimates the financial returns to higher education quality in the UK. To account for the selectivity of students to institution, we rely on a selection on observable assumptions. We use several estimates including the Generalised Propensity Score of Hirano and Imbens, which relies on a continuous measure of institutional quality. This highlights that the returns to quality are heterogenous, and mostly driven by high quality institutions. Moving from an institution in the 3 rd quality quartile to a top quality institution is associated with a 7% increase in earnings.

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confidence: 53%

Does Higher Education Quality Matter in the UK?

Chevalier

2014

SSRN Journal

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“…In addition to the above studies, Shields and Ward (2001) went even further to argue that females in the labour market were less likely to leave their jobs on the prospect of higher training opportunities. The provision of training opportunities has also received extensive acknowledgement of its role in retention levels in military settings (Booth-Kewley, 2002;Bowman and Mehay, 2002;Kinsley Lord Management Consultants, 1994). The Directorate of Naval Recruitment (DNR) (2005) in its consultation report suggests that this increasingly important role of continuous on-the-job training for curbing negative pressures resulting in higher exit patterns from the Navy is due to two factors.…”

Section: Discussion and Policy Implicationsmentioning

confidence: 99%

Analysing Quits and Separations From the Royal Navy

Jaffry

Ghulam

Apostolakis

2010

Defence and Peace Economics

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Manning difficulties and retention of skilled personnel is a timely issue in the British armed forces, and especially in the all-volunteer Royal Navy. Allied with difficulties of matching personnel numbers and posts, significant skill mismatches can take a long time to eradicate, with obvious financial and operational penalties. In the light of these factors, a holistic understanding of the exit behaviour of naval personnel is vital for naval manpower planners. This paper analyses ratings' voluntary (quits) and involuntary (separation) exit patterns from the Royal Navy using an independent competing risks hazard regression analysis framework. The results show that both voluntary and involuntary exits are pro cyclical with respect to macroeconomic and labour market conditions for both male and female ratings. Male ratings are more likely to quit or separate due to a lack of promotion to higher ranks as compared with females. Male ratings are also more likely to quit as a result of a hectic operational tempo when compared with their female counterparts. Frequency of sea/shore deployments also seems to exert a significant effect with respect to quits and separation outcomes of both genders. In terms of marital status married males are less likely to quit compared with their unmarried male counterparts, whereas the opposite is the case for female ratings.Retention, Early exits, Competing risks framework, Duration analysis, Royal Navy,

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“…As such the importance of ensuring that the measures of performance (appraisal criteria and standards) are linked to business strategy has become a critical issue for appraisal system design. Not surprisingly, the obsessions with performance criteria and standards, the scales to use, inter alia, have been well documented in the literature (Bobko & Colella, 1994;Bowman & Mehay, 2002;Cederblom, 2002;Martin & Bartol, 1998;McDonald, 1991;Murphy & Pardaffy, 1989;Schwandt, Hillman, & Bartz, 1989;Turner & Jackson-Cox, 2002).…”

Section: E4: Progress Reviewsmentioning

confidence: 94%

Mapping cognitions to better understand attitudinal and behavioral responses in appraisal research

Wright

2004

J Organ Behavior

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SummaryPerceptions are important in determining performance appraisal system success. The growing body of research in this area has clearly documented the differences in perceptions between appraisers and appraisees. However, many of these findings are predominately based on aspects of the system in judging its overall effectiveness and rely heavily on self-report questionnaire responses with weak methodological rigor. Not much is known about the deeper cognitive perceptions of appraisers and appraisees in better explaining their attitudinal and behavioral outcomes. This paper breaks away from conventional questionnaire-generated perceptions and applies a unique clinical cognitive mapping methodology called the repertory grid technique to elicit the personal constructs of how real respondents perceive appraisal systems based on their real-life experiences. The method allowed the investigation to go much deeper than past research into the core perceptions that influenced respondents' attitudes and subsequent behaviors. Though the findings showed some commonality in personal constructions of appraisal systems with those found in the literature, new constructs, core perceptual dimensions, and collective cognitive maps were elicited for the very first time, opening up new questions and issues for further research. Implications to theory and practice are also discussed.

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College Quality and Employee Job Performance: Evidence from Naval Officers

Cited by 11 publications

References 7 publications

Does Higher Education Quality Matter in the UK?

Does Higher Education Quality Matter in the UK?

Analysing Quits and Separations From the Royal Navy

Mapping cognitions to better understand attitudinal and behavioral responses in appraisal research

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