Evaluating Contingent Workers as a Recruitment Source for Full‐time Positions

The popularity of contingent work arrangements means that many people now begin working for organizations in a temporary capacity. However, no research has examined how contingent workers converted to full‐time status compared with new hires that are recruited from other sources. In this study, we found that converted contingent workers performed as well as new hires recruited externally through employee referral or online advertisements, but not as well as employees sourced internally from the organization, 1 year after being hired. However, contingent workers did not differ from other recruiting sources in their start‐up time or in how satisfied their managers were with their early adjustment two months after hire.     

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.     

Sales Productivity of Insurance Agents During the First Six Months of Employment: Differences Between Older and Younger New Hires

This study investigated the relationship of information-seeking from managers and coworkers, number of prospecting methods used, and number of joint sales calls the new hire went on with managers and coworkers to sales productivity during the first six months of employment. This study also investigated whether age was directly related to sales productivity, indirectly related through its influence on the other independent variables, or moderated the relationship between the independent variables and sales productivity. Results showed that age and going on joint sales calls with managers and coworkers were positively related to sales productivity. Age also served as a moderator. Older new hires who used a variety of prospecting techniques, and younger new hires who asked their peers for information about job and organizational procedures were better performers. The implications of these results for organizations are discussed.     

市场规范与社会规范冲突视角下的奖励推荐计划作用机制

奖励推荐计划(referral reward program, RRP)越来越成为企业获取新顾客和保留老顾客的有力武器, 然而有关RRP对消费者推荐行为影响的研究却较为匮乏。从RRP引发社会规范与市场规范冲突的视角出发, 以营销学、动机心理学、情绪心理学及行为经济学为基础, 系统研究RRP对推荐行为的影响。具体内容包括：研究奖励框架与社会规范对消费者推荐动机的作用; 探究情绪在动机一致性与推荐行为之间的中介作用; 关注因果定向、自我意识及文化价值观等自我层面因素对以上过程的调节作用。将主要采用系列实验并结合神经营销学方法, 力图彻底搞清现有研究中的争论话题和填补研究空白, 这对从社会规范与市场规范相冲突的视角探讨以动机为主题的RRP研究具有重要的理论意义, 同时对中外企业了解奖励对消费者推荐行为的影响机制以及设计合理有效的RRP具有显著的指导意义。     

THE RELATIONSHIP BETWEEN RECRUITING SOURCE, APPLICANT QUALITY, AND HIRE PERFORMANCE: AN ANALYSIS BY SEX, ETHNICITY, AND AGE

This study investigated both an applicant pool and its resulting class of new hires in an attempt to clarify a number of empirical questions concerning recruiting source effectiveness. A pre-established database of applicants and hires for the job of life insurance agent in a large insurance company was analyzed for recruiting activity. Differences in applicant quality and new hire survival were found in favor of the informal recruiting sources. A second measure of hire success, new business commission credits, failed to show differences across recruiting sources. The informal recruiting sources yielded significantly higher selection ratios than did formal sources for all groups. Examination of recruiting source use showed significant group differences, with females and blacks using the formal recruiting sources more frequently than males, non-minorities, and Hispanics. While the informal recruiting sources yielded higher quality applicants and more successful hires for all groups, this research cautions that the implementation of revised recruiting policies must be carefully monitored for adverse effects on protected groups.     

Organizational trust among job seekers: The role of information‐seeking and reciprocation wariness

This study explores job seekers’ information‐seeking and pre‐hire trust, and the role of reciprocation wariness in the development of pre‐hire trust. Individuals seeking a job with a technology company (N = 192) reported their perceptions of the organization’s website usability and perceived similarity to their recruiter, organizational trustworthiness and trust, and intent to accept a job offer. Wariness moderated the relationship between website usability perceptions and trustworthiness. Unexpectedly, the interaction was in the opposite direction of what we predicted. In addition, job seekers’ perceived similarity to their recruiter related to trustworthiness, and trust related to intent to accept a job offer. Our findings suggest that to some extent, recruiting organizations can encourage trust perceptions in the pre‐hire context.     

新员工工作重塑会带来积极的结果吗?领导成员交换与个体传统性的作用

每年都有大量的高校毕业生进入职场。在企业竞争日趋激烈的今天, 如何将这些大学毕业生快速地转变成高绩效的企业员工, 是一个重要的研究议题。基于自我表达的理论视角, 本研究探讨工作重塑能否促进新员工的任务绩效和创造力, 以及领导成员交换和个体传统性如何影响新员工的工作重塑。我们对256名新员工进行4轮的问卷调查, 最终得到125份有效的匹配问卷。数据分析结果显示: (1)工作重塑会正向影响新员工的工作投入, 进而影响他们的任务绩效和创造力; (2)对于传统性比较高的新员工, 领导成员交换可以促进他们的工作重塑; (3)个体传统性正向调节领导成员交换对任务绩效、创造力的间接作用, 当个体传统性高时, 领导成员交换通过工作重塑和工作投入对任务绩效、创造力的积极影响更为显著。本研究从新员工自我表达的视角为组织提升新员工的任务绩效和创造力提供了新的思路。     

Indigenizing and Decolonizing the Teaching of Psychology: Reflections on the Role of the Non‐Indigenous Ally

Canada's 2015 Truth and Reconciliation Commission published 94 Calls to Action including direction to post‐secondary institutions “to integrate Indigenous knowledge and teaching methods into classrooms” as well as to “build student capacity for intercultural understanding, empathy, and mutual respect.” In response, Canadian universities have rushed to “Indigenize” and are now competing to hire Indigenous faculty, from a limited pool of applicants. However, it is missing the true spirit of reconciliation for non‐Indigenous faculty to continue with the status quo while assigning the sole responsibility of Indigenizing curriculum to these new hires. How can non‐Indigenous psychology professors change their teaching to ensure that all students acquire an appreciation of traditional Indigenous knowledge about holistic health and healing practices, as well as an understanding of Canada's history of racist colonization practices and its intergenerational effects? Community psychologists, particularly those who have established relationships with Indigenous communities, have an important role to play. In this article, I survey the existing literature on Indigenizing and decolonizing psychological curriculum and share ways in which I have integrated Indigenous content into my psychology courses. I also reflect upon the successes, questions, and ongoing challenges that have emerged as I worked in collaboration with first Anisinaabek First Nations and then Mi'kmaw/L'nu First Nations.     

Weekly work engagement and performance: A study among starting teachers

This study among 54 Dutch teachers tested a model of weekly work engagement. On the basis of theories about the motivational potential of job resources, we predicted that teachers' weekly job resources are positively related to their week‐levels of work engagement, and that week‐level work engagement is predictive of week‐level performance. In addition, we hypothesized that momentary work engagement has a positive, lagged effect on next week's job resources. Teachers were asked to fill in a weekly questionnaire every Friday during 5 consecutive weeks. Results of multi‐level analyses largely confirmed our hypotheses, by showing that week‐levels of autonomy, exchange with the supervisor, and opportunities for development (but not social support) were positively related to weekly engagement, which, in turn, was positively related to weekly job performance. Moreover, momentary work engagement was positively related to job resources in the subsequent week. These findings show how intra‐individual variability in employees' experiences at work can explain weekly job performance.     

Government E‐Recruiting Web Sites: The influence of e‐recruitment content and usability on recruiting and hiring outcomes in US state governments

This research examines both the content and usability of e‐recruiting web sites on a government's ability to attract individuals to apply for government positions and on government's ability to retain new hires. Building on previous studies evaluating corporate recruiting web pages, this study evaluates the e‐recruiting efforts of state governments in the United States. Our study shows that governments with more usable hiring web site receive significantly more applications per job opening; whereas states with higher quality content on their recruiting web pages have significantly less voluntary turnover of new hires.     

Social information processing and job characteristics.

This study simultaneously tested 2 theories that attempt to explain differences in job satisfaction: job characteristics theory (Hackman & Oldham, 1976) and social information processing theory (Salancik & Pfeffer, 1978). The theories were tested using data collected from the civilian employees of the public works division at a U.S. military base. The results indicated that individuals' social environments had significant effects upon their attitudes. Multiple social networks were used to operationalize individuals' social environments. The results also suggested that job characteristics had an independent main effect upon job satisfaction, in addition to the effects of the social environment. Based on prior research, employees' past experience and self‐monitoring were tested as moderators of the effects of the social environment, and growth need strength was tested as a moderator of the effects of job characteristics upon job satisfaction. Only self‐monitoring was found to have a significant moderating effect on the relationship between information from the social environment and job satisfaction, and growth need strength had no significant moderating effect.     

Internship: a recruitment and selection perspective

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern–supervisor dyads in the United States, we found that 60% of internships turned into job offers from the host organizations. Interns wishing to be hired were more likely to use self-promotion and ingratiation, which increased the likelihood of job offers. Organizations wishing to hire appeared to be more open to interns' creativity, which increased interns' application intentions. For interns who indicated prior to their internship that they were not interested in working in their host organizations after graduation, supervisory mentoring did not influence their subsequent intentions to apply for full-time employment.     

Self-determination and the consequences of social comparison

The present research examined the consequences of social comparison as a function of individual differences in self-determination. Competing hypotheses were made regarding whether the effects of social comparison would be determined more by the tendency toward pressure and ego-defensiveness (higher controlled orientation), by the absence of choice and unconditional positive self-regard (lower autonomy orientation), or both. A forced comparison was created in which 79 college students completed a word finding task and received feedback about their performance along with that of a better or worse performing confederate. Autonomy orientation moderated comparison consequences such that less autonomous individuals experienced increased negative changes in affect and decreased self-esteem when paired with a better performing other. This was especially true, for affect, when participants had been told that the task was related to intelligence. Results provide preliminary support for integration of self-determination and social comparison theories.     

Racial Prototypicality,Affirmative Action,and Hiring Decisions in a Multiracial World

This research examined how the racial prototypicality of minority job applicants' faces influenced hiring decisions under different affirmative action (AA) policies: no AA, soft AA (recruitment of minorities with merit‐based hiring), and hard AA (race as a tie‐break factor in hiring). Participants (N=252) evaluated resume/photograph pairs, each containing a Caucasian and a Black applicant, with minority applicants representing three levels of racial prototypicality. The number of jobs awarded to minorities increased as Black racial prototypicality increased. Each level of AA policy strength increased the number of minority hires, but these increases came with a price: AA directives decreased the percentage of minority hires attributed to higher qualifications and increased perceptions that hires were due to AA more than was actually the case.     

Lay theories of willpower

Some people believe that willpower relies on a limited resource and that performing cognitive work (such as using self‐control) results in mental fatigue. Others believe that willpower is nonlimited and that performing cognitive work instead prepares and energizes them for more. These differing lay theories of willpower determine whether or not one's self‐control performance actually does decrease or increase after use, with only limited willpower theorists showing a decrease (the ego depletion effect). Due to the self‐control requirements of everyday life, willpower theories also predict outcomes across domains of academics, health, goal progress, interpersonal relationships, and well‐being. Generally, limited willpower theorists' belief in their limited capacity results in poorer outcomes, particularly during times of high demand. By understanding how willpower theories form and function, interventions that encourage nonlimited willpower theories may be created to improve people's performance and well‐being.     

EXAMINATION OF SITUATIONAL AND ATTITUDINAL MODERATORS OF THE HESITATION AND PERFORMANCE RELATION

The hesitation dimension of action-state orientation refers to the behavioral capacity to start action on tasks. In this study, job characteristics (autonomy and routineness) and job attitudes (satisfaction and involvement) were examined as moderators of the relation between hesitation and supervisor ratings of work behaviors (overall job performance and self-management performance) in 2 different samples. In both samples, routineness moderated the hesitation and self-management performance relation such that individuals low in hesitation performed better than individuals high in hesitation when routineness was low, but no differences in performance were observed when routineness was high. In addition, job satisfaction and job involvement were significant moderators of the relation between hesitation and self-management performance, with individuals low in hesitation performing better than individuals high in hesitation when satisfaction or involvement was low, but no differences in performance were observed when satisfaction or involvement was high.     

The role of job security in understanding the relationship between employees' perceptions of temporary workers and employees' performance

On the basis of psychological contract and social cognition theories, the authors explored the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers by using a sample of 149 full-time employees who worked with temporaries. As hypothesized, employees' perceived job security negatively related to their perceptions that temporaries pose a threat to their jobs, but it did not relate to their perceptions that temporaries are beneficial. Furthermore, employees' job security moderated the relationships between benefit and threat perceptions and supervisor ratings of job performance. For those with high job security, there was a positive relationship between benefit perceptions and performance. For those with low job security, there was a negative relationship between threat perceptions and performance.     

Social Power Bases: A Meta-Anaiytic Examination of Interrelationships and Outcomes1

French and Raven (1959) inferred how the existence of social power bases influences a subordinate's perception and a leader's use of other powers. Based on their propositions, we tested a model using meta-analytic correlations as input to structural equations analysis. We also used recent literature to test a revised model, which fit the data better. Additionally, the meta-analytic effects of the social bases of power on satisfaction with supervision, job satisfaction, and performance were examined.     

Referral in the Wake of Conscientious Objection to Abortion

Currently, the preferred accommodation for conscientious objection to abortion in medicine is to allow the objector to refuse to accede to the patient's request so long as the objector refers the patient to a physician who performs abortions. The referral part of this arrangement is controversial, however. Pro‐life advocates claim that referrals make objectors complicit in the performance of acts that they, the objectors, find morally offensive. McLeod argues that the referral requirement is justifiable, although not in the way that people usually assume.