Potential job applicant reactions to employee drug testing: The effect of program characteristics and individual differences

An experiment varied two aspects of employee drug-testing programs: the purpose of the program (to rehabilitate or to punish) and the drug-testing selection method (for due cause or random and mandatory). Dependent variables were potential job applicants' attitudes toward, intention to apply to, and willingness to accept a job offer from the company. Although the manipulations had no effects, several individual difference variables (personal use of drugs, attitudes toward drugs and drug testing, and subjective norms toward drug testing) predicted the dependent variables.     

Pre-employment screening and applicants' attitudes toward an employment opportunity

In an experimental simulation with Israeli participants, the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing) on applicants' attitudes toward a recruitment effort and toward a potential job. Testing that lasted longer led to more favorable attitudes. The participants considered knowledge testing, compared with personality testing, more job related, less invasive of privacy, and less sensitive to the amount of time spent testing.     

THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER

Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants ( n = 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 ( n = 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.     

Consequences of organizational justice expectations in a selection system

This study examined several consequences of applicants' expectations of organizational justice at multiple stages in a selection process. The authors assessed the justice expectations of 1,832 job applicants prior to their participation in a testing process and examined how these expectations influenced their pretest attitudes and intentions as well as their perceptions of the testing process. Results revealed that applicants with higher expectations of justice reported higher levels of pretest motivation and more positive job acceptance and recommendation intentions. Justice expectations were also positively related to applicants' perceptions of justice in the testing process. Results provided some evidence that justice expectations have a moderating influence, such that justice perceptions have a greater influence on applicants' affective and cognitive states when expectations of justice are high. The theoretical and practical implications of these findings are discussed in the context of research on organizational justice and applicant perceptions.     

Perceived Invasiveness and Fairness of Drug-Testing Procedures for Current Employees

A study was conducted with 225 college students to examine the effects of three organizational and policy variables on the perceived fairness and invasiveness of drug-testing practices. Specifically, the effects of warning type (no warning vs. advance warning), consequence of a positive drug test (termination vs. rehabilitation), and safety sensitivity of the job (safety sensitive vs. safety nonsensitive) were examined. Results suggested that specific features of the policy, as well as type of job under consideration, affected perceived invasiveness and fairness of drug testing. In general, testing was seen as more appropriate for safety-sensitive jobs, that is, those in which drug-impaired performance presented a high degree of danger for individuals. Although rehabilitation was perceived as more fair than termination, when safety was an issue, termination was viewed as a justifiable response by the company. Implications for organizational drug-testing policies are discussed.     

ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS

Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five-stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed.     

The Power of Change: Interpersonal Attraction as a Function of Attitude Similarity and Attitude Alignment

Abstract

In an experimental simulation with Israeli participants, the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing) on applicants' attitudes toward a recruitment effort and toward a potential job. Testing that lasted longer led to more favorable attitudes. The participants considered knowledge testing, compared with personality testing, more job related, less invasive of privacy, and less sensitive to the amount of time spent testing.     

Attitudes of Disabled Individuals Enrolled in a Workstation Center and a Community College Program

This study measured the attitudes of disabled individuals toward the staff who gave them rehabilitation services. The attitudes of two groups of clients at a rehabilitation hospital were evaluated: (a) clients from a vocational rehabilitation workshop and (b) clients from a community college satellite program. Testing was performed at three-week intervals. It was found that clients in the community college program perceived their staff as having more concern than the workshop group. No relationship was found between attitudes and the length of time in the respective program. Clients who entered programs appeared to have attitudes that did not change to any great extent while they were in the rehabilitation programs.     

COLLEGE STUDENTS'ATTITUDES TOWARD EMPLOYEE DRUG TESTING PROGRAMS

Drug testing programs are becoming increasingly popular, but little is known about attitudes toward various aspects of common testing programs. This study examined college students'attitudes toward several aspects of drug testing programs. Results indicate that testing is seen, under some circumstances, as appropriate and necessary. However, attitudes toward most aspects of testing were characterized by extreme variability. Virtually all aspects of drug testing programs are strongly accepted by some individuals and strongly rejected by others. Furthermore, attitudes toward employee drug testing do not appear to vary as a function of employment experience, qualifications, or political inclinations, and are not strongly related to the individual's exposure to others'drug use. One of the few consistent correlates of approval of employee drug testing was the individual's drug use; self-report frequency of drug use was negatively correlated with the acceptability of employee drug testing.     

Careers for Women In Accounting

Progress is being made in improving employers' attitudes toward women accountants. A few years ago, most organizations did not actively recruit women accountants. Recently, however, accounting firms have become aware of the increasing number of women accounting graduates and are sending women recruiters to college campuses to recruit prospective women applicants. To analyze the progress in employment opportunities available to women during the past five years, a follow-up of a survey was conducted. Chi-square contingency tests were used to analyze some of the results. The survey showed that most accounting firms are either actively trying to solve the problem of discrimination or are at least interested in seeking solutions. Some companies indicated that they would hire more women college graduates if they were qualified accountants. Women need better career planning and counseling. They should be encouraged to study job market forecasts in view of their personal abilities and goals. Many women either have not been aware of job opportunities in accounting or have been interested in the field but discouraged by the attitudes of parents, professors, or guidance counselors, or overt discrimination by employers. In the past, such attitudes may have caused many capable women to select the more traditional “feminine” professions instead.     

DIMENSIONS AND CHARACTERISTICS OF PERSONNEL MANAGER PERCEPTIONS OF EFFECTIVE DRUG-TESTING PROGRAMS

This study examines several dimensions and characteristics of drug-testing programs that are associated with personnel managers' judgments of the programs' effectiveness. The data gathered from 190 human resource management (HRM) executives indicate that firms with drug-testing policies differ from non-drug-testing organizations. Drug-testing programs considered to be effective are supported by ancillary activities such as employee assistance programs, supervisory training, and employee drug-awareness communications. Organizations perceived to have effective drug-testing policies engage in drug testing for targeted groups of employees and focus on the rehabilitation of those individuals who test positive.     

Does the Experience of Organizational Justice Mitigate the Invasion of Privacy Engendered by Random Drug Testing? An Empirical Investigation

This research used theories of organizational justice to develop predictions regarding employees' judgments of the invasiveness of random-drug-testing programs. An investigation with two firms suggested that employees view random drug testing to be less invasive when they (a) hold management positions, (b) have been tested for drug use fewer times, (c) perceive the consequences of testing positive for drug use to be less punitive, and (d) perceive the drug-testing procedures to be more accurate. Unexpectedly, however, the perceived danger of impaired performance on the job was unrelated to the criterion. Implications of the findings for research and practice are discussed.     

Job stress and attitudes toward change: The mediating effect of psychological attachment

The present study explores the indirect effect of job stress on attitudes toward change through individuals’ psychological attachment (organisational commitment mindsets and job embeddedness). The sample comprised N = 350 employees (black African: 67%; males: 69%; 26–40 years: 67%) who were affected by organisational change in the South African fast-moving consumer goods sector. The participants completed self-report measures on their job stress and psychological attachment experiences and their attitudes towards organisational change. The analysis applied structural equation modelling to test for the mediation effect of psychological attachment on the link between job stress and attitudes toward change. The findings suggest job stress to have a direct negative effect on job embeddedness and a positive, direct effect on attitudes toward change. Low levels of job embeddedness had a direct effect on positive attitudes toward change and mediated the link between job stress and attitudes toward change. The study contributes to organisational change theory by suggesting that experiences of job stress lower employees’ job embeddedness and this lowered sense of attachment translates into change-supportive attitudes.     

Do college studentsstill prefer companies without employment drug testing?

Two experiments examined the effects of drug testing policies on undergraduates' behavioral intentions and attitudes toward the company. Study 1 (n=267) manipulated type of drug testing and consequences of detected use. Study 2 (n=267) manipulated the presence of applicant and employee drug testing. Subjects in both studies showed stronger intentions to apply to a company with random employee testing than one with no employee testing. Study 2 also found that an interaction between company policy and subjects' attitudes toward drug testing affected attitudes toward the company. Both studies suggest that employee drug testing may now foster recruitment.Study 1 was conducted while the author was at Ohio University and was presented in an earlier version at the Eastern Psychological Association's 64th Annual Meeting, Arlington, VA, April 16–April 18, 1993.I thank Candie Burbick and Jamie Winters for their work as student assistants. I also thank Jane Kestner, Kim Mastrangelo, James Rogers, and the JBP reviewers for their suggestions.     

Reconsidering the Role of Attitudes in Exercise Behavior: A Decision Theoretic Approach1

Two studies demonstrated that subjective expected utility (SEU) theory predicted interest in, but not adherence to, a weightlifting exercise program. The studies also showed that attitudes were related to adherence for certain individuals. Specifically, attitudes toward not weightlifting were related to the number of days experienced subjects weightlifted. In addition, in Study 1, experienced subjects had more positive attitudes toward weightlifting and more negative attitudes toward not weightlifting than did inexperienced subjects, and the two groups differed on a number of underlying beliefs. Similarly, in Study 2, experienced subjects had more positive attitudes toward weightlifting and differed from inexperienced subjects on a number of underlying beliefs. These results are discussed in terms of their implications for several issues: the usefulness of SEU theory in the exercise domain; the importance of considering attitudes toward alternative courses of action (including inaction) when attempting to predict exercis–or any other–behavior; the need to distinguish between exercise adoption (initiation) and maintenance (adherence); and the importance of Beach's (1982, 1985) distinction between deasion making and decision implementation.     

Restoring Equity or Introducing Bias? A Contingency Model of Attitudes Toward Affirmative Action Programs1

We developed a model to explain how an individual's attitude toward the group targeted by affirmative action impacts support for the program. In this model, attitude toward the targeted group influences the extent to which an individual perceives discrimination to be responsible for workforce disparities. Perceived discrimination affects fairness judgments of affirmative action programs with the effect contingent on the extent to which the remedy involves preferential treatment. To test this, participants were told about the selection system in a company in which minorities were underrepresented. Participants evaluated the extent to which they believed that discrimination occurs in the hiring process and 3 possible remedies. Results supported attitudes toward the targeted minority group as an antecedent of perceived discrimination and found that the amount of perceived discrimination was negatively related to fairness judgments of opportunity enhancement programs, but positively related to evaluations of programs that involved preferential treatment. Fairness judgments were positively related to support for all 3 affirmative action programs.     

Opinions vs. declared ethical attitudes toward professional work: A cross-national study of Polish and Norwegian youth

The aim of this article is to present cross-cultural research on secondary school students in Poland and Norway concerning their opinions about the ethical norms that every employee should follow, and the declared attitudes of young people towards these norms. The interaction between the awareness of general ethical norms that every employee should follow and the declared attitudes toward this role are discussed. Additionally, the influence of nationality and gender on opinions and attitudes toward ethical norms is analyzed.

Random-quota sampling was chosen to collect data from 844 Norwegian and 1337 Polish students aged 16–18. The analyzed variables concerning attitudes (declared future acts as a worker) and opinions (general expectations regarding employees) towards ethics included: giving and taking bribes, confidentiality, consideration for the employer’s property, consideration for the company’s hardware and software, positive attitudes to clients and co-workers, working in competing organizations, and using psychoactive substances.

Analyses of variance showed that variables such as gender and nationality significantly influenced the opinions and attitudes of young people towards work; however, the effect of nationality in this interaction appears to be stronger. We concluded that youth need to be educated in the area of work ethics before they enter the job market.     

A trilevel approach to motivators for retraining

A three-level taxonomy of the reasons for vocational retraining is proposed. The compliance level is characterized by the necessity of immediate acquisition of a profession. At the identification level retraining is motivated by the need for a satisfying self-definition through the profession. With the internalization level the profession is chosen to suit one's capabilities and self-fulfillment. Participants in retraining programs filled out the following questionnaires: locus of control, vocational maturity attitudes, level of motivation for retraining, evaluation of the retraining program, and new job satisfaction. Internalization level motivators positively correlated with internal locus of control and vocational maturity attitudes. No such correlations were found for identification or compliance level. Subjects who retrained because of high compliance motivation were less satisfied by the programs, more inclined to drop out, and less apt to seek employment in jobs for which they had retrained than those high on the other levels of motivation. No difference in job satisfaction was determined for those who did work in the new profession.     

INDIVIDUAL REACTIONS TO ORGANIZATIONAL RECRUITING: A REVIEW

The present paper reviews the research that has examined the influence of organizational recruiting on applicants' attitudes and job choice behaviors. It was found that recruiting representatives, administrative practices, and procedures used to evaluate applicant qualifications are all potentially important influences on job seeker attitudes and behaviors. However, limitations of the existing research necessitate caution in the interpretation of findings. Of particular concern is the likely generalizability of results presented here to all job seekers. The review concludes with recommendations for the conduct of subsequent recruiting research.     

An assessment of the effectiveness of an intergenerational program for youth

The purpose of this research was to assess the effectiveness of an intergenerational program for youth. Findings indicated that, after participating in the program, youth had more favorable attitudes toward the elderly and more knowledge of the aging process than youth in the control group. The program did not appear to have a direct effect on participants' willingness to volunteer, although results indicated that willingness to volunteer may increase indirectly through the improved attitudes of participants toward the elderly.