Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes

Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice.     

农民工的工作退缩行为：基于多重嵌入和身份压力的视角

2.9亿农民工的工作退缩行为——为减少工作和组织角色而有意采取的行为(回避工作和降低努力、迟到缺勤、离职等)影响重大。为此, 本研究以资源保存理论作为“伞”理论, 整合了多重嵌入和身份压力的视角, 构建了一个全面预测农民工的工作退缩行为的模型。在该模型中, 提出了同时包含隐性和显性的工作退缩行为的测量指标体系; 构建了农民工在城市和家乡的多重嵌入对不同工作退缩行为的预测关系, 以及“农村人”和“城市人”的双重身份压力经由农民工在城市的多重嵌入对工作退缩行为的间接预测效应。本研究基于农民工样本的特异性, 构建了一个“背景化”的全面预测工作退缩行为的理论模型, 不仅弥补了微观层面农民工研究的理论空白, 也丰富了身份、多重嵌入和工作退缩行为领域的理论和文献。     

Applicant Selection Expectations: Validating a multidimensional measure in the military

Research has suggested the importance of applicants' expectations of forthcoming selection procedures in predicting how applicants react to selection procedures. Validated measures of selection expectations are still scarce, however. This study reports on the validation of the Applicant Expectation Survey (AES), intended to measure applicants' expectations of forthcoming selection procedures. The AES was validated using three military applicant samples and showed sound psychometric properties (i.e., reliability, measurement invariance, discriminant validity) for a five‐factorial oblique structure consisting of 26 items. The five factors (i.e., Warmth/respect, Chance to demonstrate potential, Difficulty of faking, Unbiased assessment, Feedback) were positively related to several organizational outcome measures and to applicants' perceptions of the selection procedure, providing evidence for the predictive validity of the AES.     

Applicant reactions to face-to-face and technology-mediated interviews: a field investigation

This field study examined applicant reactions (N = 802) toward face-to-face as compared with technology-mediated interviews (through videoconferencing or by telephone) for 346 organizations. Face-to-face interviews were perceived as more fair and led to higher job acceptance intentions than were videoconferencing and telephone interviews. Perceived interview outcomes were higher with face-to-face and telephone interviews over videoconferencing. Self-monitoring moderated the relationship between interview medium and perceptions of fairness. Specifically, this relationship was (a). positive for face-to-face, (b). negative for telephone, and (c). nonsignificant for videoconferencing interviews. Moreover, the number of offers an applicant received moderated the relationship between interview medium over, and perceived fairness. The relationship between number of offers and perceived fairness was positive for face-to-face and negative for technology-mediated interviews.     

Naming speed deficits in reading disability: multiple measures of a singular process

Speed of word identification is important in the theories of reading proposed by La Berge and Samuels (1974) and Perfetti (1985), and is substantially correlated with reading skill. However, there is controversy about whether disabled readers have a speed deficit that is restricted to the identification of printed words, or if instead, they have a more general speed deficit in retrieving names of even single digits. To investigate this issue, poor and average readers (N = 43) in grade 2 were assessed on several indices of speed of digit and letter naming, using both continuous-list and discrete-trial methodologies. MANCOVA indicated clear effects of reader group on discrete-trial latencies, as well as an interaction between reader group and the speed with which to-be-named items were presented. A series of hierarchical regression analyses explored the amount of shared variance between various measures of digit naming speed and five indices of reading skill. Latency for word identification shares considerable variance with latency for digit naming, and, in general, accounts for the shared variance of naming speed and several other measures of reading skill. Naming speed contributed variance in reading skill. Naming speed contributed variance in reading skill independently of measures of phonological awareness.     

The natural history of cigarette smoking from adolescence to adulthood in a midwestern community sample: multiple trajectories and their psychosocial correlates.

Previous research on the natural history of smoking has focused on overall group trajectories without considering the possibility of risk subgroup variation. To address this limitation, the authors of the present study aimed to identify subgroups with varying trajectories of smoking behavior. The authors accomplished this within a cohort-sequential study of a large community sample (N = 8,556) with measurements spanning ages 11-31. After removing 2 a priori groups (abstainers and erratics), the authors empirically identified 4 trajectory groups--early stable smokers, late stable smokers, experimenters, and quitters--and psychosocial variables from adolescence and young adulthood were significantly distinguished among them. Given recent advances in quantitative methods, it is now feasible to consider subgroups of trajectories within an overall longitudinal design.     

Neurofunctional correlates of personality traits in relapsing-remitting multiple sclerosis: An fMRI study

Extraversion and Neuroticism are two fundamental dimensions of human personality that influence cognitive functioning in healthy subjects. Little is known about personality changes that may occur in patients with multiple sclerosis (MS) nor about, in particular, their neurofunctional basis. The aim of this study is to determine the impact of personality characteristics on brain activity in patients with MS. Eighteen patients with clinically definite relapsing-remitting MS without any evidence of psychiatric or cognitive disorders and thirteen healthy controls matched for age, gender and education were investigated using functional magnetic resonance imaging (fMRI) during the execution of an “n-back” task. No differences were detected on the behavioral tests between the two groups, although the MS patients had lower total IQ and showed a trend towards higher Extraversion and Neuroticism scores than did the controls. fMRI analyses demonstrated that Extraversion scores were positively associated with brain activity in the fronto-parietal network including the superior parietal lobule and dorsolateral prefrontal cortex in both groups during the high load condition of the n-back task. Given the overlapping neural systems found in the two groups, we suggest that the neural activity associated with specific personality dimension is a neurophysiological characteristic preserved in patients with MS at an early stage in the course of their disease.     

Neurofunctional correlates of personality traits in relapsing-remitting multiple sclerosis: An fMRI study

Extraversion and Neuroticism are two fundamental dimensions of human personality that influence cognitive functioning in healthy subjects. Little is known about personality changes that may occur in patients with multiple sclerosis (MS) nor about, in particular, their neurofunctional basis. The aim of this study is to determine the impact of personality characteristics on brain activity in patients with MS. Eighteen patients with clinically definite relapsing-remitting MS without any evidence of psychiatric or cognitive disorders and thirteen healthy controls matched for age, gender and education were investigated using functional magnetic resonance imaging (fMRI) during the execution of an “n-back” task. No differences were detected on the behavioral tests between the two groups, although the MS patients had lower total IQ and showed a trend towards higher Extraversion and Neuroticism scores than did the controls. fMRI analyses demonstrated that Extraversion scores were positively associated with brain activity in the fronto-parietal network including the superior parietal lobule and dorsolateral prefrontal cortex in both groups during the high load condition of the n-back task. Given the overlapping neural systems found in the two groups, we suggest that the neural activity associated with specific personality dimension is a neurophysiological characteristic preserved in patients with MS at an early stage in the course of their disease.     

Personality correlates of risky health outcomes: Findings from a large Internet study

Numerous studies have documented the effects of personality on health outcomes. However, which traits are most relevant to health, and the precise magnitude of their effects, is inconsistent across studies. The present study used a large sample (N = 460,172) to replicate and extend the relations between the Big Five and three health-related outcomes: self-reported health, body mass index, and substance use. Low Conscientiousness predicted all outcomes, indicating that individuals who are less responsible and less self-controlled tend to report poorer health, be more overweight, and engage in more substance use. Individuals who were more emotionally unstable (high Neuroticism) reported poorer health, and individuals prone to seek out social experiences and rewards (high Extraversion) engaged in more frequent substance use.     

Job Type and Recruiters' Inferences of Applicant Personality Drawn from Resume Biodata: Their Relationships with Hiring Recommendations

Using data collected from 244 recruiters who reviewed resumes and made dispositional inferences and hiring recommendations for 122 entry‐level job applicants, we found that type of job opening (Holland's Conventional vs. Enterprising jobs) moderated relationships between recruiter inferences of applicant personality traits and recruiter judgments of applicant employability. Results showed Conscientiousness correlated with employability ratings for Conventional jobs (e.g., accounting) while extraversion was most associated with employability ratings for Enterprising jobs (e.g., marketing).     

Weighting information from outside sources: a biased process

How do people utilize information from outside sources in their decisions? Participants observed a signal‐plus‐noise or noise‐alone event and then made a yes–no decision about whether a signal had occurred. Participants were provided with two information sources to aid decision making. Each source consisted of four components that provided estimates of signal likelihood. In Experiment 1, the two sources had equal overall accuracy but differed in the expertise and internal correlation of their components. A regression analysis indicated that participants overweighed the high‐expertise‐high‐correlation source. This bias occurred on trials when the aggregate opinions of the sources disagreed. In Experiment 2, both the overall accuracy of the source and its components were manipulated. Participants overweighed information from the higher accuracy source. These biases reflect people's sensitivity to across‐trial and within‐trial differences in the accuracy and internal consistency of information sources. Experiment 3 provided additional evidence supporting these conclusions. Copyright © 2004 John Wiley & Sons, Ltd.     

Warning Against Faking on a Personality Test: Effects on Applicant Reactions and Personality Test Scores

To reduce faking on personality tests, applicants may be warned that a social desirability scale is embedded in the test. Although this procedure has been shown to substantially reduce faking, there is no data that addresses how such a warning may influence applicant reactions toward the selection procedure or the relationships among personality constructs. Using an organizational justice framework, this study examines the effect of warning on procedural justice perceptions. Additionally, the extent to which warning changes the relationships among personality variables, socially desirable responding, and organizational justice variables, was explored. The results suggest that warning did not negatively affect test‐taker reactions. However, the relationships among the justice measures and the personality variables and socially desirable responding differed across the warned and unwarned groups. The organizational justice model fit best and there was less multicollinearity among the personality variables in the warned condition, compared to the unwarned condition. Thus, providing a warning appears to have positive consequences when using personality measures.     

Toward a process model of burnout: Results from a secondary analysis

In this article, causal relations among three dimensions of burnout, as measured by the Maslach Burnout Inventory, were examined. Three causal models were examined using data from five earlier published longitudinal studies. Models were fitted using structural equation modelling (SEM) with multi-group analysis. In the best fitting model, personal accomplishment synchronously influenced depersonalization and depersonalization on its turn synchronously influenced emotional exhaustion. Practical implications of this model for the prevention of burnout were suggested.     

Introversion-Extraversion, Self-Monitoring, and Applicant Performance in a Situational Panel Interview: A Field Study

This study investigated relationships between applicant introversion-extraversion, self-monitoring, and performance in a situational panel interview. Police officers applying for promotion to the rank of sergeant in a metropolitan police department participated in a selection interview and completed a personality questionnaire. Results showed self-monitoring moderated the relation between introversion-extraversion and interview performance. As predicted, the relationship was stronger for low self-monitors than for high self-monitors. Extraverted, high self-monitoring and introverted, low self-monitoring promotion candidates were rated highest by selection interview panelists.     

Applicant Age as a Subjective Employability Factor: A Study of Workers Over and Under Age Fifty

Three hundred employers in a suburban area of the Pacific Northwest were surveyed by mail. Ninety-eight (i.e., 33%) responded with their perceptions of older (ages 50 and over) and younger (aged 49 and under) workers on 12 attributes. In contrast to previous research, this study found more favorable ratings for older workers overall, including such categories as attendance and salary expectations. Younger workers were rated more favorably on the attributes computer skills, energy levels, flexibility, and learning ability. An in-group bias was found for ratings of older workers by older employers.