Time Management Behavior Scale

Posted on February 19, 2020 / 9 Listing verified by admin as genuine
Listing Type : English Scale
Condition : Advance

Time Management Behavior Scale

(Macan, English)

Time Management Behavior Scale (TMBS) developed by Macan et al. (1990). Claessens et al. (2007) compared the reliability and construct validity of the most common survey instruments used in time management research and found the most support for the TMBS, providing support for its use in this study. The TMBS includes four subscales based on four dimensions of time management: mechanics of time management (MTM), setting goals and priorities (SGP), preference for the organization (PO), and perceived control of time (PCT). In a subsequent study using the TMBS, Macan (1994) found support suggesting that PCT was an outcome of time management behaviours, and not a time management behaviour itself. The PCT subscale, therefore, was removed from the current study. Additionally, Mudrack (1994) showed that a shortened version of the TMBS could be used while still maintaining the validity and reliability of the results.

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About the Author:

Dr Macan’s (Curriculum Vitae) research focuses on the human resource management issues of recruiting and selecting employees. Specifically, with regard to recruiting, she has investigated applicant and employee reactions to the employment interview in a variety of contexts. Results from these studies will aid organizations in designing their employment selection techniques so as to recruit the best qualified and leave the non-selected with a favourable impression of the company. With regard to selecting, she actively examines a variety of means of improving the employment interview so organizations can better select the most qualified. For example, Dr Macan has investigated various strategies of interviewer note-taking and its effects on interviewers’ recall and subsequent selection decisions. More recently, her research focuses on interviewers’ ratings of applicants with disabilities and aims to improve the interview process for this growing segment of the workforce, persons with disabilities.

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