Centro de Estudios Municipales y de Cooperación Internacional (CEMCI)

Tu privacidad es importante para nosotros.

Utilizamos cookies propias y de terceros para fines analíticos. La base de tratamiento es el consentimiento, salvo en el caso de las cookies imprescindibles para el correcto funcionamiento del sitio web. Puedes obtener más información en nuestra Política de Cookies.

¿Qué estás buscando?

Centro de Estudios Municipales y de Cooperación Internacional (CEMCI)

EXPERIENCE - IT AIN'T WHAT IT USED TO BE: IT'S TIME TO KILL THE SACRED COW OF JOB EXPERIENCE IN RECRUITING.

SULLIVAN, JOHN

Public Personnel Management, n.º 4/2000, pág. 511

Sumario
1. What does it all mean to recruiters?. 2.Education ain't what it used to be either¡.

EXPLORING THE RELATIONSHIP BETWEEN COMMITMENT PROFILES AND WORK ATTITUDES, EMPLOYEE WITHDRAWAL, AND JOB PERFORMANCE

SOMERS, MARK;BIRNBAUM, DEE

Public Personnel Management, n.º 3/2000, pág. 353

Sumario
1. Hypothesis Development and Hypotheses. 2.Method. 3. Results. 4. Conclusions.

EXTENDING EMPLOYMENT BEYOND RETIREMENT AGE: THE CASE OF HEALTH CARE MANAGERS IN QUEBEC

SABA, TANIA Y GUERIN, GILLES

Public Personnel Management, n.º 2/2005, pág. 195 a 214

Sumario
1. RESEARCH ISSUES. 2. STUDY DESIGN 3. RESULTS 4. DISCUSSION.

FACTORS LEADING TO CORRECTIONS OFFICERS' JOB SATISFACTION

YANG, SEUNG-BUM; BROWN, GREGORY C.; MOON, BYONGOOK

Public Personnel Management, n.º 4/2011, pág. 359 a 369

Sumario
I. Job Satisfaction of Corrections Officers. 1. Pay. 2. Promotion Opportunities. 3. Job Itself. 4. The Supervisor. 5. Coworkers. II. Methods. III. Results. IV. Conclusion. V. Appendix.

FINDING THE NEEDLE IN THE HAYSTACK: THE CALLANGE OF RECRUITING AND RETAINING SHARP EMPLOYEES.

LANGAN, SHELLEY

Public Personnel Management, n.º 4/2000, pág. 461

FIRE SERVICE TESTING IN A LITIGIOUS ENVIRONMENT: A CASE HISTORY

GEBHART, GARY M.;DUFFE, WILLIAM C.;MCCURLEY, ROGER A.

Public Personnel Management, n.º 4/1998, pág. 447

Sumario
1. Early litigation. 2. Testing procedure. a)Written test. b) Fire scene. c) Assessment center. 3. Usesand results of exam components. a) Written test. b) Firescene. c) Assessment center. 4. Discussion and conclusions.

FIREFIGHTING WOMEN AND SEXUAL HARASSMENT

ROSSEL, ELLEN;MILLER, KATHY;BARBER, KAREN

Public Personnel Management, n.º 295/1995, pág. 339

Sumario
1. Sexual Harassment in Male-Dominated Occupations. 2. Methods and Sample. 3. Findings. 4. Sexual Harassment Complaint Resolution. 5. Women Firefighters: Occupational Hazards. 6. Resources for Sexually Harassed Firefighters. 7. Sexual Harassment and the Fire Service. 8. Sexual Harassment and Public Organizations.

GENDER AND THE FEDERAL SENIOR EXECUTIVE SERVICE: WHERE IS THE GLASS CEILING

MANI, BONNIE G.

Public Personnel Management, n.º 4/1997, pág. 545

Sumario
1. Methodology. 2. Research questions. 3. Dataanalysis. 4. Discussion. a) Similarities between the SESmembers' and state executives' data. b) Differences betweenthe SES members' and state executives' data. 5. Conclusions.a) Future research.

GENERATION X AND THE PUBLIC EMPLOYEE

JURKIEWICZ, CAROLE L.

Public Personnel Management, n.º 1/2000, pág. 55

Sumario
1. Generation X and the work ethic. 2. The GenXprofile. 3. Generational cohort and the motivation to work.4. Motivation and work performance. 5. Motivationalexpectations. 6. Methodology. 7. Results. 8. Discussion. 9.Summary.

GEORGIAGAIN OR GEORGIALOSS? THE GREAT EXPERIMENT IN STATE CIVIL SERVICE REFORM

M. SANDERS, ROBERT

Public Personnel Management, n.º 2/2004, pág. 151 a 160

Sumario
SUMMARY: 1. A NOVEL APPROACH TOWARD STATE MERIT SERVICE 2. STATE REFORM AND WORKER SATISFACTION 3. INDICATOR OF PERFORMANCE 4. IMPLEMENTATION OF PAY FOR PERFORMANCE 5. EXODUS OR EMPLOYEE IMPROVEMENT? 6. REASSESSING ¨LOW PERFORMERS´AND TRACKING SEPARATIONS 7. OBSERVATIONS

Página 7 de 22