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Single-attribute utility analysis may be futile, but this can't be the end of the story: causal chain analysis as an aternative


Winkler, S; König, C J; Kleinmann, Martin (2010). Single-attribute utility analysis may be futile, but this can't be the end of the story: causal chain analysis as an aternative. Personnel Psychology, 63:1041-1065.

Abstract

Research on providing single-attribute utility analysis has shown mod-
erate or even negative effects on the acceptance of selection and training
tests by human resource decision makers. In this study, we contrasted
the perceived utility of single-attribute utility analysis with causal chain
analysis as an alternative way of conducting utility analysis. Causal
chain analysis focuses on measuring the linkages between HRM inter-
ventions and organizational outcomes mediated by employee attitudes
and customer perceptions. We compared 144 managers’ reactions to both
methods of utility analysis concerning the variables understandability,
information quality, perceived usefulness, user information satisfaction,
and intention to use. Causal chain analysis yielded higher results than
single-attribute analysis for these variables, and a compound measure of
these constructs supported this finding. This indicates that causal chain
analysis is a valuable alternative method of communicating the utility
of HRM interventions.

Abstract

Research on providing single-attribute utility analysis has shown mod-
erate or even negative effects on the acceptance of selection and training
tests by human resource decision makers. In this study, we contrasted
the perceived utility of single-attribute utility analysis with causal chain
analysis as an alternative way of conducting utility analysis. Causal
chain analysis focuses on measuring the linkages between HRM inter-
ventions and organizational outcomes mediated by employee attitudes
and customer perceptions. We compared 144 managers’ reactions to both
methods of utility analysis concerning the variables understandability,
information quality, perceived usefulness, user information satisfaction,
and intention to use. Causal chain analysis yielded higher results than
single-attribute analysis for these variables, and a compound measure of
these constructs supported this finding. This indicates that causal chain
analysis is a valuable alternative method of communicating the utility
of HRM interventions.

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Additional indexing

Item Type:Journal Article, refereed, original work
Communities & Collections:06 Faculty of Arts > Institute of Psychology
Dewey Decimal Classification:150 Psychology
Language:English
Date:2010
Deposited On:21 Dec 2010 14:02
Last Modified:07 Dec 2017 05:04
Publisher:Wiley-Blackwell
ISSN:0031-5826
Publisher DOI:https://doi.org/10.1111/j.1744-6570.2010.01197.x

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