组织文化预览对企业并购绩效的影响

在Weber和Camerer实验范式的基础上,基于真实并购预览概念提出了组织文化并购预览,通过实验室模拟研究探索了组织文化预览对并购后绩效的影响。结果表明:(1)组织文化预览对提高并购后组织绩效有积极作用,其中双向组织文化预览对改善并购后的整体绩效以及主、并双方各自的绩效都有显著的积极作用,而单向组织文化预览未显示出显著的积极影响;(2)组织文化预览可能主要起效于并购后初期,在并购后短期内对整合组织文化有积极促进作用,利于并购后的快速整合。实验结果为组织文化预览在企业并购整合中的应用提供了理论依据和实证支持。     

颜色知觉突显对预览效益的影响

本研究通过预览搜索范式考察靶子在颜色高突显情况下的预览效益,探讨其优先选择机制。结果发现在靶子颜色高突显的情况下,预览效益没有出现,说明预览效益的出现有其一定的条件和限制,并为基于刺激特征的抑制的解释提供了支持证据。本文还探讨了预览效益消退的可能原因。     

预览搜索的优先选择:基于时间进程的探讨

预览搜索中的优先选择解释机制一直都是研究者关注的焦点.本文按照时间进程分析了视觉标记机制、新刺激出现自动获得注意的机制和时间分离假说,结合预览搜索的时间阶段和相关研究提出了主动非抑制假说,并对预览搜索的不同时间阶段可能涉及的解释机制进行了探讨.     

预览搜索中基于颜色的两种自上而下加工

预览搜索（preview search）研究是近几年来注意选择研究领域新的热点。本研究将预览搜索任务和探测任务相结合,通过两个实验证明了预览搜索中存在基于颜色的自上而下加工。在每次实验中,先出现预览项目,然后让被试根据有无提示音完成搜索任务或探测任务。在实验一中,探测点的颜色为旧项目同色和无关色两种;在实验二中,探测点的颜色为新项目同色和无关色两种。结果发现,旧项目同色的探测子的反应时长于无关色反应时,而新项目同色的探测子的反应时短于无关色反应时。笔者认为这是由于在预览阶段,可能存在两种自上而下加工,一种是主要基于旧项目颜色的抑制定势,另一种是基于靶子颜色的预期定势。这两种自上而下的调控机制可以解释预览效应的原因,同时利用颜色等特征的格式塔组织也在预览搜索中起着重要的作用     

新旧客体颜色比例对预览效应的影响

采用预览搜索范式,考察新旧客体颜色比例对预览效应的影响。实验一通过操纵旧客体的颜色比例,考察旧客体颜色比例对预览效应的影响。结果表明,旧客体颜色比例影响预览效应,并且预览效应受目标与旧客体颜色比例关系的影响。实验二通过操纵新客体的颜色比例,考察新客体颜色比例对预览效应的影响。结果表明,新客体颜色比例影响预览效应,并且预览效应受目标与新客体颜色比例关系的影响。研究表明,预览效应受新旧客体颜色比例关系的影响,并且基于旧客体颜色的抑制机制起到决定的作用。     

预览效应产生机制的眼动实验研究

利用眼动（Eyelink-2000）自带软件EB编制实验程序呈现由字母“T”经旋转后组成的刺激材料,参照预搜索范式设计了“预览组”和“清屏组”两组实验,利用区组内评估法评估两组实验预览效应产生与否以及产生的程度,以此来考察预览效应产生的内在机制.实验结果显示不管靶子是否出现,预览组和清屏组产生预览效应的程度一致,这表明：预览效应的产生是被试基于自上而下对旧客体的抑制而引起的.     

旧客体抑制和新客体捕获视角下预览效应的机制

预览效应是一种在已经存在的多个旧客体中优先选择多个新客体, 对新客体表现出优先加工的现象。文章综述了预览效应认知神经机制的两种主要观点：(1)旧客体抑制观点, 认为预览效应是由于对旧客体的抑制; (2)新客体突现捕获注意观点, 认为预览效应是由于新客体出现伴随着亮度突然增加捕获注意。这两种观点之间的主要争论在于：预览效应与新旧客体亮度变化的关系; 新旧客体的颜色关系是否影响对目标的搜索; 在一些因素的作用下, 旧客体形状变化是否还会破坏预览效应。文章指出, 预览效应是旧客体抑制机制与新客体突现捕获注意机制共同作用的结果。     

特征变化的连续性影响客体连续表征的维持

本研究采用客体回溯范式考察了特征变化的连续性对维持客体连续表征的作用。实验1和实验2分别探索了形状维度上的变化方式（不变、渐变、突变）和亮度维度上的变化方式（不变、渐变、随机变化）对客体预览利化效应的影响。在特征连续条件下（不变或渐变）,两个实验都获得了客体预览利化效应。而在特征不连续变化条件下（突变或随机变化）,该效应消失。这些结果说明特征变化的连续性同样影响客体连续表征的维持。     

颜色对基于时间的视觉选择的影响

旨在探讨颜色属性对基于时间的图形预览搜索的影响及其机制。实验采用视觉标记实验范式的变式考察三种颜色的图形刺激的预览收益。结果发现:搜索与旧干扰物相同颜色的靶子和搜索新异颜色刺激并未出现反应时的差异,而且,两者都快于搜索与新干扰物颜色相同的靶子。这说明,在图形刺激的预览搜索中,观察者没有主动抑制旧干扰物的颜色,而是主动加工新出现的刺激。还探讨了基于颜色标记的抑制机制和主动非抑制机制。     

真实创新预览、企业可雇佣性责任感与可雇佣型建言的关系

以59家科技型创业企业368名知识员工为被试,从新型员工—组织关系模式下个体认知的视角,探讨了企业真实创新预览与知识员工可雇佣型建言的关系,以及知识员工之企业可雇佣性责任感的中介作用。PLSSEM分析结果表明:(1)企业真实创新预览对知识员工的企业可雇佣性责任感各维度、可雇佣型建言具有显著正向影响;(2)知识员工的企业可雇佣性责任感各维度中,基于角色内胜任力提高、基于角色外能力提升2个维度对知识员工可雇佣型建言具有显著正向影响,并在企业真实创新预览与知识员工可雇佣型建言之间起部分中介作用;而基于个人生涯发展维度对知识员工可雇佣型建言的影响不显著,其在企业真实创新预览与知识员工可雇佣型建言之间也不起中介作用。     

Implementing Realistic Job Previews and Expectation-Lowering Procedures: A Field Experiment

A field experiment was conducted to assess the effects of preemployment interventions on newly hired telemarketers. The procedures used were a realistic job preview (RJP), an expectation-lowering procedure (ELP), a combination (RJP & ELP), and the control condition (minimal socialization). While we know these procedures enhance the integration of newcomers to an organization, we do not know the optimal combination of RJP and ELP in the employee socialization process. The three procedures yielded relatively lower expectations than did the control group. Participants in the experimental conditions (ELP, RJP, and ELP & RJP) reported significantly lower expectations than did the control group. The lowered expectations, however, did not result in higher retention rates in all of the conditions. The RJP & ELP combination resulted in the largest number of days worked, the major criterion of interest in this study. There was no significant difference in number of days worked between the control group and the RJP group. The current study indicates that a non-job-specific ELP in combination with an RJP may exceed the benefits of an RJP or an ELP used alone. Furthermore, organizational implications regarding the different procedures are discussed.     

AN EXPLORATORY INVESTIGATION INTO THEORETICAL MECHANISMS UNDERLYING REALISTIC JOB PREVIEWS

This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses given previews quit versus 17.8% of control nurses (p ≤ .10). Using structural equation methodology (SEM), we compared two integrative formulations portraying different structural networks among mechanisms behind RJP influence. Observed data appeared more consistent with an interdependent than independent mediating process model. In particular, these data suggest that met expectations have direct and indirect effects through other mediators (e.g., organizational concern and coping) on turnover precursors–namely, job satisfaction and organizational commitment.     

MECHANISMS LINKING REALISTIC JOB PREVIEWS WITH TURNOVER: A META‐ANALYTIC PATH ANALYSIS

A meta‐analytic path analysis with k = 52 studies and sample size of roughly 17,000 showed that enhanced perceptions of organizational honesty is the primary mechanism by which realistic job previews (RJPs) influence voluntary turnover. This suggests revisions to RJP theory to incorporate social exchange and the way RJPs lead individuals to feel about the organization. Results assessing several new potential moderators of relationships between RJPs and turnover found that the most effective RJP design may be an oral or written RJP delivered posthire and designed to signal organizational honesty. We discuss several key theoretical and practical implications of the results based on a novel signaling theory perspective on RJPs.     

THE EFFECTS OF REALISTIC PREVIEWS: A STUDY AND DISCUSSION OF THE LITERATURE

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self-selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realism.     

The realistic job preview: Five key elements and their importance for research and practice

This paper suggests the way RJPs have been operationalized does not reflect the theoretical framework upon which they are based. Thus, it is suggested that the benefits of providing RJPs may be severely underestimated. We discuss five key elements of an RJP and suggest the best RJP source has not been utilized. In closing, specific suggestions for developing and providing RJPs are offered.An earlier version of this paper was published in the 1986 Academy of Management Best Paper Proceedings.     

INSTALLING A REALISTIC JOB PREVIEW: TEN TOUGH CHOICES

Thirty years of research on the realistic job preview (RJP) has established its validity, and recent utility analysis suggests that RJPs can lead to substantial employee-replacement cost savings. Despite the research attention given to RJPs, relatively little has been written on how to implement them. This paper raises ten issues concerning the initiation, development, and implementation of RJPs. These ten issues are framed as "tough choices," since one usually must choose between two desirable courses of action. Recommendations are made for each of the ten choices on the basis of previous RJP research, relevant theory, and the practical experiences of the author.     

The Interview as an RJP Medium: Shooting Oneself in the Foot?

Wanous and Colella (1989) stated that the interview is the most commonly used medium for delivering realistic job preview (RJP) information to applicants. RJPs incorporated into the interview typically involve a question-and-answer period in which the applicant is encouraged to ask questions. This study examined whether interviewer ratings are influenced by the kind of questions (realistic favorable vs. realistic, moderately unfavorable vs. unrealistic, highly unfavorable) asked in the RJP segment of the interview. The temporal placement of the question-and-answer segment (beginning of the interview vs. at the end) was considered as well. ANOVA results indicated no significant differences in job-related ratings, and MANOVA results indicated no significant differences in personal-trait ratings. Implications and directions for future research are also addressed.     

REALISTIC JOB PREVIEWS: CAN A PROCEDURE TO REDUCE TURNOVER ALSO INFLUENCE THE RELATIONSHIP BETWEEN ABILITIES AND PERFORMANCE?

The impact of realistic job previews (RJP's) as a moderator of the ability-performance relationship is evaluated. First, the research evidence from experimental studies in business, education, and hospital organizations indicates that RJP's have no impact on either the level of job performance or the ability-performance relationship. The primary reason for this is that the RJP concerns the matching of human needs to organizational climate, and thus is designed to influence job satisfaction and voluntary turnover rather than job performance. Second, the potential impact of RJP's on the ability-performance relationship is the subject of speculation.     

ON USING RESIDUAL DIFFERENCE SCORES IN THE MEASUREMENT OF CONGRUENCE: THE CASE OF MET EXPECTATIONS RESEARCH

Despite meta-analytic support for the met expectations hypothesis, Irving and Meyer (1994, 1995) suggested that methodological problems such as the use of difference scores and retrospective measures of met expectations have resulted in an overstatement of this support. In a recent article, Hom, Griffeth, Palich, and Bracker (1998) simultaneously tested several potential psychological mediating mechanisms of realistic job preview (RJP) effects. These authors suggested that met expectations is a critical mediating mechanism, having direct effects on job satisfaction and indirect effects on organizational commitment, withdrawal cognitions, and actual turnover through job satisfaction and other mediating mechanisms such as coping efficacy and perceived employer honesty. However, they used "residual gain scores" to measure met expectations. In this article, we demonstrate that the use of residual scores for the purposes of operationalizing met expectations creates the same problemsas does the use of difference scores a technique that has been widely criticized in the literature.