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.     

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.     

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.     

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.     

现实工作预览研究综述

现实工作预览是企业降低员工离职率的重要手段。文章论述了现实工作预览的现实意义、组织效能、理论作用机制、个体差异、沟通媒介以及配套策略,阐明了它与预期降低程序、决策培训的联系和区别。指出现实工作预览研究存在的问题和今后的研究方向。     

Assessing the Influence of Psychosocial and Career Mentoring on Organizational Attractiveness

Past research on mentoring in organizational settings has focused on psychosocial and career mentoring functions more senior employees provide to new hires. In this study, we examined whether the perceived quality of psychosocial and career functions of pre‐hire mentoring and realistic job previews (RJPs) provided to students through mentoring impact organizational attraction and potential applicants' intentions to pursue or accept jobs at their mentors' organization, and ultimately their acceptance of positions with their mentors' organization. We compared face‐to‐face mentoring with online mentoring. A field study was conducted (n=194 European graduate students). Findings indicate that the quality of psychosocial mentoring plays a larger role in organizational attraction and intentions to pursue jobs than the perceived level/quality of career mentoring functions, with RJPs functioning as a suppressor variable. Obtaining a job with the mentors' organization was related to career, but not to psychosocial mentoring functions or RJPs.     

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 overview of issues in infant and developmental research for the creation of robust and replicable science

In the last few years, the field of psychology has been challenged with a crisis in the rigor and reproducibility of the science. The focus of these issues has primarily been in social, cognitive, and cognitive neuroscience psychology, however, the area of developmental research is not immune to these issues. This paper provides an overview of the “replication crisis” and the choices made by researchers that are often not noted in methods, thus making the replication of studies more difficult. In this review we discuss issues of researcher flexibility in the data design and selection of sample size, collection, and analysis stages of research. In each of these areas we address examples of bias and how developmental researchers can address these issues in their own research.     

Parallel,Embedded or Just Part of the Team: Ethicists Cooperating Within a European Security Research Project

Different methods have been developed to address ethical issues during research. Most of these methods were developed at universities. In this article ethical parallel research within a Research and Technology Organization is described. Within a European project about perceived security, CPSI, the ethical issues were identified by ethicists cooperating in the project. The project CPSI was aimed at developing a research method that can be used by (local) government to monitor or assess perceived and actual security. Together with the researchers a way was sought to address the ethical issues. Several issues could be addressed by choices with regard to the design of the validation study, in this case a survey. The ethical and legal reasons that were relevant for choices in the design of the validation study were made an integral part of these decisions. Some issues were already identified during the writing of the proposal others were only identified during the research. Participating in the research gave the ethicists access to all relevant information. It made it possible to address the ethical issues when they became relevant. Ethical reasons were part of some of the discussions on research method. It proved possible to address most ethical issues satisfactorily during the research project.     

THE APPLICATION OF EXPLORATORY FACTOR ANALYSIS IN APPLIED PSYCHOLOGY: A CRITICAL REVIEW AND ANALYSIS

Although factor analysis has been a major contributing factor in advancing psychological research, a systematic assessment of how it has been applied is lacking. For this review we examined the Journal of Applied Psychology, Organizational Behavior and Human Performance , and Personnel Psychology over a ten-year period (1975–1984) and located 152 studies that employed factor analysis. We then analyzed the choices made by the researchers concerning factor model, retention criteria, rotation, interpretation of factors and other issues relevant to factor analysis. The results indicate that choices made by researchers have generally been poor and that reporting practices have not allowed for informed review, cumulation of results, or replicability. A comparison of results by time interval (1975–1979; 1980–1984) revealed minimal differences in choices made or the quality of reporting practices. Suggestions for improving the use of factor analysis and the reporting of results are presented.     

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.     

The effects of competent behavior on interpersonal attraction and task leadership

Past research relating to competence and the status of sex-role stereotypes has produced highly divergent and confusing results, while research into their effects on leadership choices has been scarce. With these issues in mind, the current study varied subject sex, competence, and confederate sex to evaluate their influence on attraction, leadership choice, and sex-role stereotyping on a number of bipolar items. Results revealed that competent womenw ere found to be as attractive as competent men, while incompetent women were found to be more attractive than incompetent men. Leadership remained a masculine trait; women assumed much less responsibility for leadership than did men. Thus, while women may be viewed as being as attractive as men when both are competent, they are not given, nor do they assume equivalent amounts of responsibility for leadership. There was generally a lack of sex-role stereotyping on bipolar items.     

因果与权重：决策的眼动模型

结合眼动注视的漂移扩散模型可很好描述个体的决策行为,但尚存在两个问题未得到解决：注视与决策的因果关系以及决策过程中累积证据的权重问题。本研究采用基于注视的操纵范式考察了基于价值的决策中注视与决策的关系,发现操纵被试对选项的注视时间可影响其选择,注视操纵主要影响决策后期时程,且模型参数估计结果更支持近因模型。研究结果支持了漂移扩散模型的近因假设,为今后的模型发展指明了新方向。     

Career self-efficacy: Empirical status and future directions

Bandura's self-efficacy theory, stemming from a social cognitive model of behavior, has been gaining empirical attention in the career literature. This paper reviews emerging findings applying self-efficacy theory to career-relevant behaviors; examines a number of conceptual and methodological issues arising from this work; and offers several directions for future research and theory on the career self-efficacy construct. Self-efficacy appears to offer promise in understanding certain career entry behaviors, such as college major choices and academic performance, though there has been little work relating self-efficacy to career development beyond college or exploring causal connections between self-efficacy and career behaviors. An expanded base for research on career self-efficacy is advocated.     

Intergroup fairness and bias in children

In recent years in research on intergroup relationships, the assumption has increasingly been made that discrimination dominates decisions when individuals allocate resources between (members of) own and other group. Conversely, in empirical studies of interpersonal decision-making, including an extensive literature on the development of children's allocation rules within dyadic relationships, it has been repeatedly observed that in dyadic relationships choices though responsive to various changes in the environment, are more strongly governed by fairness rules. The present research extends the interpersonal fairness paradigm to the intergroup case, and examines the effects of some of those variables, namely, children's age, input and attitudes toward other, that have been observed to influence choice behaviour within interpersonal relationships. The findings indicate that as children are socialized, fairness rules also play an increasing dominant role in intergroup allocation decisions, and that both relative input and the language of the outgroup influence such decisions. At the same time, there is some preliminary evidence to indicate that the relative strength of self-interest may be somewhat stronger in intergroup than in interpersonal relationships. Finally, a number of the issues that must be confronted in comparing the two more important forms of human social choices, interpersonal and intergroup decision-making, are considered.     

SCI/SSCI心理学源期刊的计量分析

采用文献计量学方法,利用JCR对2004年SCI、SSCI收录的455种心理学期刊进行了统计分析与对比研究,以揭示其基本特点与存在的问题,并引发了关于心理学学科分类的思考。推荐了2004年国际影响力最大的28种心理学期刊,供我国同类期刊工作者及心理学者借鉴。最后讨论了如何使我国同类期刊进入SCI/SSCI,及如何在投稿中进行更好的理性思维。     

VIOLATIONS OF MONOTONICITY AND CONTEXTUAL EFFECTS IN CHOICE-BASED CERTAINTY EQUIVALENTS

Abstract —This article investigates choices between gambles and amounts of money to explore two issues in decision making First, in recent studies, judgments of the values of gambles violated monotonicity (dominance), yet choices between the same gambles satisfied monotonicity, producing reversals of preference This experiment tested whether certainty equivalents based on choices between gambles and money would violate monotonicity Results indicated that these choices violated monotonicity in the same way as had judgments Second, this experiment investigated whether the certainty equivalent of a gamble would depend on the distribution of amounts offered for comparison It was found that certainty equivalents based on choices depended on the context m the same fashion as psychophysical comparisons Apparently, paradoxes of behavioral decision making are not eliminated by using choices instead of judgments to investigate human preferences     

Couples Relationship Education and Couples Therapy: Healthy Marriage or Strange Bedfellows?

This paper focuses on issues sparked by the Couples Relationship Education (CRE) field moving toward a more clinical model to meet the needs of an increasing number of distressed couples coming to CRE programs. We review the concerns raised and recommendations made by Bradford, Hawkins, and Acker (2015), most of which push CRE toward a more clinical model. We address these recommendations and make suggestions for best practices that preserve the prevention/education model underlying research‐based CRE. The three main issues are couple screening, leader training, and service delivery models. Our suggested best practices include: conducting minimal screening including the assessment of dangerous levels of couple violence, training leaders with key skills to handle issues raised by distressed couples as well as other couples who may place additional burdens on leaders, providing referrals and choices of programs available to participants at intake and throughout the CRE program, and adding (rather than integrating) clinical services to CRE services for couples who desire additional intervention. Finally, throughout the paper, we review other key issues in the CRE field and make recommendations made for future research and practice.