Internal Employment Opportunity and External Employment Opportunity: Independent or Interactive Retention Effects?

Contemporary attrition/retention frameworks suggest that internal mobility opportunities (e.g., promotions) and external mobility opportunities (i.e., alternative sources of employment) impact turnover decisions. The present study used data collected' from 413 U.S. Air Force enlistees to estimate the joint effects of internal mobility opportunities (i.e., training/career broadening opportunities) and external mobility opportunities (e.g., existing job offers) on reenlistment. Logistic regression analysis revealed that internal and external mobility opportunities had additive effects on the study's attrition criterion. Moderated regressions failed to detect interactive effects among the study's mobility variables. Implications of the findings for turnover frameworks and retention of military personnel are discussed.     

Domestic Violence and Women’s Employment: Fixed Effects Models of Three Waves of Women’s Employment Study Data

Domestic violence can interfere with women’s ability to work, and may result in loss of welfare benefits and poorer economic outcomes. Previous studies showing no effect of domestic violence on employment could be a result of the failure to control for some individual characteristics; therefore we use fixed-effects models with three waves of Women’s Employment Study (WES) data to control for unobservable time-invariant individual-specific characteristics. Included in our analyses were 598 women, from an urban county in Michigan who were on the welfare rolls in February of 1997, all of whom completed 3 waves of interviews. Our fixed effects regression results show that domestic violence significantly reduced the annual work hours of a respondent. Mental and physical health problems do not completely mediate this relationship. Our results support efforts to address domestic violence within the welfare system.     

Evaluations of Employment Suitability: Does Accent Always Matter?

This “matched‐guise” study provides data regarding attitudes toward (Mandarin) Chinese speakers by eliciting non‐Asian Americans' reactions to Chinese speaker using 2 varieties of English (standard American and Mandarin Chinese‐accented) and introduced in the context of an employment interview with either an Anglo‐American or ethnic Chinese name. Results indicate that speakers in all conditions were rated equally suitable for 3 types of employment. Despite the fact that language attitudes research has consistently demonstrated that individuals with nonstandard accents are judged to be less suitable for high‐status jobs and more suitable for low‐status jobs, the present results contradict this generalization.     

Employment Roles of College Graduates: How Important Are They?

For this study, the qualification data of 217 business majors at a large state university were collected just before graduation. The respondents' roles were evaluated prior to graduation and they were recontacted 3 months later to determine employment status and job satisfaction. Discriminant analysis of 187 responses was used to determine the relative impact of the various factors studied.     

A Counseling Paradox: Do Preservice Counselors Need Employment Counseling?

Data from this study identified a significant discrepancy between preservice counselors' perceptions of their career opportunities and actual placement data.     

How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?

The ability of recruiters and laypersons (students) to detect applicant personality traits and deception was studied. Participants viewed mock videotapes of target applicants answering interview questions. They subsequently judged the applicants' personality on the Big Five dimensions. Then, they viewed another videotape with other applicants presenting themselves either truthfully or not, and subsequently guessed which version was truthful. Personality judgments were compared with targets' self‐assessments and peer assessments to create an accuracy score. Both recruiters and students accurately detected applicants' global personality profile. Recruiters were better at this than students. However, students were better at judging the specific traits of openness, extraversion, and conscientiousness, whereas recruiters only accurately detected openness. Recruiters detected lies above chance whereas students did not.     

Can I Make a Difference? Efficacy,Employment, and Disability

Political efficacy is a widely studied phenomenon and an important predictor of political participation, but little is known about the political efficacy of the millions of people with disabilities in the United States. This paper reports the results of a nationally representative telephone survey of 1,240 people—stratified to include 700 people with disabilities—following the November 1998 elections. Several measures of efficacy that help predict political activity were found to be significantly lower among people with disabilities than among otherwise similar people without disabilities. Although lower levels of internal efficacy and civic skills could largely be explained by educational and employment gaps, lower levels of other variables (external efficacy, perceived influence of people with disabilities, and perceived treatment of people with disabilities) remained after applying a wide range of controls, indicating that people with disabilities are less likely to see the political system as responsive to them. This perception is concentrated among non–employed people with disabilities. The lower efficacy levels linked to "disability gaps" in employment, income, education, and group attendance appear to account for as much as half of the disability political participation gap; hence, policies intended to increase employment and educational opportunities for people with disabilities have potentially important political effects.     

Does Religion Matter to Employment Protection? Evidence from Chinese Private Firms

Journal of Religion and Health - The upper echelons theory states that organizational engagements may replicate the experiences, personalities and values of dominant players within a firm. Based on...     

Effects of Intimate Partner Violence on Low-Income Women’s Health and Employment

Rates of both intimate partner violence and poor health are high among low-income women This paper examines relationships among abuse, health, and employment stability using data from a 3-year study of over 1000 female welfare recipients in Illinois. Results demonstrate the importance of accounting for both recency and chronicity of intimate partner violence and understanding the mediational role of health in the relationship between intimate partner violence and employment. Chronic intimate partner violence is associated with poor health, whereas recent intimate partner violence is associated with unstable employment. Mediations analyses suggest that health does not mediate the effects of abuse on employment stability over a 3-year period.     

Adolescents’ Expectations About Mothers’ Employment: Life Course Patterns and Parental Influence

Because of social constraint and personal preference, cutting back and dropping out of the workforce remain common responses to the problem of balancing work and motherhood. To understand whether this phenomenon will continue, adolescents from middle-class, dual-earner families (N?=?194) were asked how much they expected that they (for girls) or their future partners (for boys) would work while raising children. Nearly all expected new mothers to quit their jobs or reduce their hours temporarily, which signifies either acceptance of, or ignorance of, the penalties of career interruption among girls with high occupational aspirations. Adolescents’ expectations were associated with their mothers’ employment histories and support for gender egalitarianism, as well as the level of challenge in the home environment.     

Correlates of Employment Among Welfare Recipients: Do Psychological Characteristics and Attitudes Matter?

This study examines whether and how a wide range of potential barriers to work,including psychological characteristics and attitudes, are associated with current employment in a recent sample of welfare recipients in Michigan (N = 672). Psychological factors include measures of depressive symptoms, work attitudes, and perceived risks associated with leaving welfare. Over and above demographic, economic, and contextual factors, positive psychological characteristics and attitudes were found to be moderately associated with currently being employed. Implications for welfare-to-work programs and policy are discussed.     

Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews?

Purpose  This study examines the role of personality attributions in understanding the relationships between nonverbal cues and interview performance ratings. Design/methodology/approach  A structured behavioral interview was developed for identifying management potential in a large, national company. Using a concurrent design to validate the interview, managers were interviewed and the interviews were videotaped (n = 110). These videotapes were used as stimuli for raters in this study. Findings  Results indicate that raters can make personality attributions using only one channel of information and these attributions partly explain the relationships between nonverbal cues and performance measures. Furthermore, conscientiousness attributions explain the relationship between visual cues and interview ratings, extraversion attributions mediate the relationship between vocal cues and interview ratings. Neuroticism attributions had a suppressing effect for both visual and vocal cues. Implications   No matter how much an interview is structured, nonverbal cues cause interviewers to make attributions about candidates. If we face this fact, rather than consider information from cues as bias that should be ignored, interviewers can do a better job of focusing on job-related behavior and information in the interview, while realizing that the cues are providing information that must be attended to. Originality/value  This study isolated the sources of information provided to raters to either the vocal or the visual channel to examine their impact individually. A Brunswik lens model shows the potential impact of personality attributions predicting both job and interview performance ratings when both channels of information are used.     

Recruiter Evaluation of Candidates for Employment: Does Study Abroad Make a Difference?

This analog study investigated recruiters’ evaluation of candidates for employment in regard to whether study abroad experience advantaged some in being selected for certain positions. Results found that candidates who completed study abroad and a relevant internship were ranked highest, with preference given by recruiters to long‐term Western experiences. However, the data also suggested that recruiter assessments varied somewhat depending on recruiters’ study abroad experience and their own characteristics. Overall, the effect of study abroad on the evaluation of candidates was simply one part of a complex of considerations.     

Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors

In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices (i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work–family conflict. In addition, we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to work–family conflict. We found that the use of three of the four practices was related to work–family conflict. In addition, our results showed that reporting to a family-supportive supervisor was related to the use of certain practices and to work–family conflict.     

Sales Management’s Influence on Employment and Training in Developing an Ethical Sales Force

Because it is believed sales performance can be enhanced through ethical behaviors, increasingly, emphasis is being placed on understanding unethical behaviors among key customer-contact employees and the environment in which these sales professionals engage clients. In this context, understanding how the direct supervision of the sales force (sales managers) can shape the ethical behavior of salespeople may be a critical controllable key to understanding unethical sales behaviors that offers upper management strategic opportunities to enrich customer relationships. In this framework of understanding unethical sales behaviors, 240 sales managers were surveyed to determine their impact on unethical sales behaviors. The results indicate that although the overall ethical climate influences ethical attitudes of sales managers, importantly, these managerial attitudes impact ethical training and hiring evaluations of the sales force. Further, the positive relationship found between the ethical attitudes of sales managers and their hiring evaluation criteria affects unethical sales force behaviors. Detailed implications of the results are presented in the study.     

The Impact of Faking on Employment Tests: Does Forced Choice Offer a Solution?

We evaluated the effects of faking on mean scores and correlations with self-reported counterproductive behavior of integrity-related personality items administered in single-stimulus and forced-choice formats. In laboratory studies, we found that respondents instructed to respond as if applying for a job scored higher than when given standard or "straight-take" instructions. The size of the mean shift was nearly a full standard deviation for the single-stimulus integrity measure, but less than one third of a standard deviation for the same items presented in a forced-choice format. The correlation between the personality questionnaire administered in the single-stimulus condition and self-reported workplace delinquency was much lower in the job applicant condition than in the straight-take condition, whereas the same items administered in the forced-choice condition maintained their substantial correlations with workplace delinquency.     

Is Relational Demography Relative? How Employment Status Influences Effects of Supervisor–Subordinate Demographic Similarity

Purpose  

Because diversity is vital to many businesses, it is important to understand how demographic differences between individuals in the workplace influence employee behavior. In this study, we focused on demographic similarity (i.e., sex, racioethnicity) with one’s supervisor as a predictor of employee withdrawal. Further, we examined employees’ employment status (i.e., part-time vs. full-time) as a moderator of the similarity–withdrawal relationships.     

The Employment Interview via the Telephone: Are We Sacrificing Accurate Personality Judgments for Cost Efficiency?

The goal of the study was to determine whether impoverished personality judgments of job candidates would be yielded by interviewers who conduct telephone interviews in comparison to face-to-face interviews due to the telephone interviews' inherent lack of crucial nonverbal communication. Participants in this study conducted mock job interviews using either the face-to-face format or the telephone format, while their behavior was coded by independent raters. For each participant, self-ratings of job-related personality traits were obtained from the applicant, while ratings of the applicant's personality were obtained from the interviewer and a peer of the applicant. It was found that the average self-interviewer and peer-interviewer agreement correlations, which were used as the criteria for accuracy, were significantly greater when the interviewer implemented the face-to-face interview method, thus supporting the hypothesis. An item analysis further supported the hypothesis in that face-to-face interviewers were found to rate the candidates significantly higher/more favorably on those traits that are typically conveyed via nonverbal communication.     

Regional Disparities in Employment of High-Skilled Foreigners – Determinants and Options for Labour Migration Policy in Germany

We investigate the regional disparities in high-skilled foreign employment in Germany. The importance of different factors that influence highly qualified migrants’ decision to migrate to specific regions and especially the role of labour migration policy is analysed. Our results show that labour market variables and the supply of tertiary education are important for the location choice. Based on these empirical results, we discuss options of decentralised labour migration policy in Germany.