An Examination of the Combined Effects of Realistic Job Previews, Job Attractiveness and Recruiter Affect on Job Acceptance Decisions

Cette recherche s'est donnée pour objectif 17apos;étude des effets combinés des profils de poste réalistes (R.J.P.), de l'intérêt du travail et de l'impact du responsable de recrutement sur la décision des candidats d'accepter ou non le poste. Soixante étudiants de 1* cycle ont joué le rôle de candidat à un emploi; its ont été distribués au hasard dans l'une de trois conditions d'information sur le travail: (1) Un profil de poste réaliste décrit oralement pendant l'entretien. (2) Un profil de poste réaliste remis avant l'entretien sous forme imprimée. (3) Une information générale sur le travail donnée oralement lors de l'entretien. Les résultats confirment les hypothèses: les effets positifs indirects des profils de poste réalistes (l'intérêt du poste et l'impact du responsable du recrutement) compensent l'effet négatif direct des R.J.P. sur la décision d'acceptation du poste. Ce phénomème était particulièrement net dans la présentation orale du R.J.P. par comparaison avec la présentation écrite. Un modèle rendant compte des conséquences des R.J.P. sur les décisions d'acceptation d'un poste est décrit et testé avec un modele concurrent.     

Effects of Retail Store Image Attractiveness and Self-Evaluated Job Performance on Employee Retention

Purpose  

The purpose of this research was to investigate the effects of store image attractiveness and self-evaluated job performance on internal job satisfaction and organizational commitment.     

Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making

We applied a model of persuasion – the elaboration likelihood model – to investigate whether individuals' decisions about responding to job advertisements are affected by how deeply they process recruitment messages (i.e., elaboration likelihood, EL). We manipulated individuals' (N=112) motivation and ability to carefully process job advertisements (ads). As hypothesized, individuals in the lower (vs. higher) EL conditions chose more ads containing cues unrelated to the job (e.g., bolded font), and fewer ads containing higher quality arguments. Participants also reported that they “skimmed” and carefully read job ads in the past, providing evidence for variability in EL among job seekers. We discuss the implications of the findings for recruiters who wish to increase the size of their applicant pool.     

Racial Tolerance and Reactions to Diversity Information in Job Advertisements1

The present paper reports the results from two investigations that examined the degree to which racial tolerance influences Caucasians' attraction to organizations. In Study 1, 280 Caucasian job seekers rated the extent to which various organizational features would influence their interest in an organization. Findings suggested that (a) racial tolerance was related to the importance placed on organizational diversity, but not other factors (e.g., pay), and (b) that racial tolerance predicted the importance placed on organizational diversity above and beyond other relevant individual differences. Study 2 extended Study 1 by examining whether the diversity values expressed in job advertisements affect Caucasians' perceptions of organizational image and subsequent job pursuit intentions. The results of Study 2 indicated that racial tolerance was significantly related to organizational perceptions and pursuit intentions when strong diversity values were communicated in a job advertisement.     

心理资本对员工的工作绩效、组织承诺及组织公民行为的影响

通过对198对直接领导和员工的实证研究,探讨了心理资本及希望、乐观和坚韧性三种积极心理状态与员工的工作绩效、组织承诺和组织公民行为之间的关系。结果表明：在控制了性别和年龄两个人口统计学变量的效应后,员工的希望、乐观和坚韧性三种积极心理状态,都对他们的工作绩效、组织承诺和组织公民行为有积极影响;员工的希望、乐观和坚韧性三者合并而成的心理资本,对他们的工作绩效、组织承诺和组织公民行为有积极影响     

Expectancy-Based Job Cognitions and Job Affect as Predictors of Organizational Citizenship Behaviors1

This study investigated the importance of expectancy-based job cognitions and job affect (the affective component of job satisfaction) in helping to account for “organizational citizenship behaviors” (OCBs; Organ, 1988). Data pertaining to the expectancy-based job cognitions (i.e., expectancies, instrumentalities, valences), job affect, and OCB performance of 65 state finance agency employees were examined. We anticipated that the effect of expectancy-based job cognitions on OCB would be partially mediated by affect-based job satisfaction. This expectation was confirmed in that, after controlling for negative and positive affectivity, generalized instrumentality beliefs were found to affect OCB-altruism directly, as well as indirectly through the influence of affect-based job satisfaction.     

Get' em While They Last! Effects of Scarcity Information in Job Advertisements

Participants in Study 1 ( N = 172) were presented with a restaurant server advertisement differing by vacancy availability (scarce vs. plentiful) and scarcity type (number of vacancies vs. time to apply). Companies advertising only a few vacancies available were perceived as paying a significantly higher hourly wage than companies advertising many vacancies available. Also, both vacancy scarcity and time scarcity had positive effects on various company-image perceptions. Study 2 ( N = 181) replicated most of the findings in Study 1 using a different entry-level job advertisement. However, although presentation mode (i.e., advertisement vs. factual) had a main effect on intention to apply, it did not interact with vacancy scarcity.     

Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters1

Previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences on organizational attractiveness. The present study investigated if and under what conditions word‐of‐mouth communication matters as a recruitment source. Results (N = 171) indicated that word of mouth had a strong impact on organizational attractiveness, and negative word of mouth interfered with recruitment advertising effects. Word of mouth from a strong tie was perceived as more credible and had a more positive effect on organizational attractiveness. For potential applicants high in self‐monitoring, word of mouth had a stronger effect when presented after recruitment advertising. Finally, the effect of word of mouth on organizational attractiveness was partially mediated by the perceived credibility of recruitment advertising.     

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.     

Effects of Organizational Perspective on Implicit Trait Policies About Correctional Officers' Job Performance

This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings.     

Framing Social Dominance Orientation and Power in Organizational Context

The present research incorporates both intergroup and interpersonal approaches to power to examine influence tactics in organizations. Both approaches suggest that there should be coordination between supervisors and subordinates in the workplace for the smooth functioning of organizations. Study 1 tested how employees' social dominance orientation corresponds to what interpersonal influence tactics employees view as acceptable for supervisors. Study 2 tested how employees' SDO corresponds to interpersonal influence tactics they would use on subordinates. Complementarily, results showed that the higher participants were on SDO, the more they endorsed harsh tactics as legitimate. Implications for integrating power theories are discussed.     

Effects of Instructor Attractiveness on Learning

Although a considerable body of research has examined the impact of student attractiveness on instructors, little attention has been given to the influence of instructor attractiveness on students. This study tested the hypothesis that persons would perform significantly better on a learning task when they perceived their instructor to be high in physical attractiveness. To test the hypothesis, participants listened to an audio lecture while viewing a photograph of instructor. The photograph depicted either a physically attractive instructor or a less attractive instructor. Following the lecture, participants completed a forced choice recognition task covering material from the lecture. Consistent with the predictions; attractive instructors were associated with more learning. Finally, we replicated previous findings demonstrating the role attractiveness plays in person perception.     

影响员工工作投入的组织相关因素研究

以361名企事业员工为被试,采用问卷法和结构方程建模分析方法探讨了组织公平、角色压力、组织支持感和组织承诺对工作投入的影响及其途径。结果表明:角色压力、组织公平与组织支持感均对工作投入和组织承诺有较好的预测效力。经检验,组织公平和组织支持感对工作投入产生显著的间接影响,组织承诺则主要表现为直接影响;而角色压力对于工作投入既有直接影响,又存在间接影响。     

Effects of Suntan on Judgements of Healthiness and Attractiveness by Adolescents1

The present study sought to explore the relationship between level of suntan and perceptions of healthiness and attractiveness. The sample consisted of 191 students with a mean age of 14 years from five Victorian secondary schools. Subjects were presented with a series of slide pairs of models and asked to indicate the healthier and more attractive stimulus model in each pair. Systematically varied independent variables were: tan level (4 levels: no tan, light, medium, and dark tan), attire (swimwear and casual), sex of model, and sex of subject. Judgements of healthiness and attractiveness were moderately related to each other, the same judgement being made two thirds of the time. Results indicate that a medium tan is perceived as healthiest and most attractive, and “no tan” is perceived as both least healthy and attractive. Generally, darker tans were judged relatively more healthy and more attractive for judgements of male models, judgements of models who wore swimwear, and overall by subjects who desired a dark tan. Sex of subject affected judgements of attractiveness but not healthiness, with male subjects seeing darker tans as more attractive than female subjects. These findings confirm that perception of both healthiness and attractiveness are affected by level of suntan. That suntans have these attributes is a barrier to skin cancer control campaigns designed to encourage reduced exposure to the sun, although the lower level of preferences for the darkest tan level is reassuring.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

Visual and Auditory Message Framing Effects on Tobacco Smoking1

Persuasive health messages can be framed to emphasize the benefits of adopting a health behavior (gains) or the risks of not adopting it (losses). This study examined the effects of message framing on beliefs, attitudes, and behaviors relevant to cigarette smoking. In video presentations about tobacco smoking, visual images and auditory voiceover content were framed either as gains or losses, yielding 4 message conditions. Undergraduates (N= 437) attending a public university in New England were assigned randomly to view one of these messages. Gain‐framed messages about smoking in visual and auditory modalities shifted smoking‐related beliefs, attitudes, and behaviors in the direction of avoidance and cessation. Health‐communication experts, when promoting prevention behaviors like smoking avoidance or cessation, may wish to diverge from the tradition of using loss‐framed messages and fear appeals in this domain, and instead consider using gain‐framed appeals that present the advantages of not smoking.     

Contrast Effects on Strategic-Issue Framing

We examined determinants of subjective framing other than semantic manipulation. Participants in the first experiment (n= 176) read several business threats or opportunities, prior to describing a strategic issue. Results revealed a contrast effect, where those exposed to unequivocal opportunities framed an equivocal issue as a threat, whereas those exposed to unequivocal threats did not view the same issue as threatening. A second experiment (n= 185) replicated the contrast effect using only one context manipulation (i.e., threat or opportunity business scenario), and alternative modes of presentation (i.e., serial vs simultaneous). A third experiment (n= 72) showed that the contrast effects extended beyond simple perceptions to actual intentions and behaviors. We conclude that the narrowing of one's frame for a strategic issue may result in a restricted range of alternatives considered and suboptimal responses.     

Attribute Framing and Goal Framing Effects in Health Decisions

Levin, Schneider, and Gaeth (LSG, 1998) have distinguished among three types of framing—risky choice, attribute, and goal framing—to reconcile conflicting findings in the literature. In the research reported here, we focus on attribute and goal framing. LSG propose that positive frames should be more effective than negative frames in the context of attribute framing, and negative frames should be more effective than positive frames in the context of goal framing. We test this framework by manipulating frame valence (positive vs negative) and frame type (attribute vs goal) in a unified context with common procedures. We also argue that the nature of effects in a goal-framing context may depend on the extent to which the research topic has “intrinsic self-relevance” to the population. In the context of medical decision making, we operationalize low intrinsic self-relevance by using student subjects and high intrinsic self-relevance by using patients. As expected, we find complete support for the LSG framework under low intrinsic self-relevance and modified support for the LSG framework under high intrinsic self-relevance. Overall, our research appears to confirm and extend the LSG framework.