INSTALLING A REALISTIC JOB PREVIEW: TEN TOUGH CHOICES

Thirty years of research on the realistic job preview (RJP) has established its validity, and recent utility analysis suggests that RJPs can lead to substantial employee-replacement cost savings. Despite the research attention given to RJPs, relatively little has been written on how to implement them. This paper raises ten issues concerning the initiation, development, and implementation of RJPs. These ten issues are framed as "tough choices," since one usually must choose between two desirable courses of action. Recommendations are made for each of the ten choices on the basis of previous RJP research, relevant theory, and the practical experiences of the author.     

EFFECTS OF ETHNICITY,ACCENT, AND JOB STATUS ON SELECTION DECISIONS

The present study investigated the effects of ethnicity, accent, and job status in the selection interview. Two hundred and ten student subjects viewed simulated, videotaped selection interviews in which applicant ethnicity, applicant accent, and job status were manipulated in a completely crossed 3 × 2 × 2 factorial design. Two sets of ratings were obtained, selection decision ratings of the job applicant, and subjective importance ratings based on the previous selection decisions. Significant main effects were obtained for ethnicity and job status in selection decision as predicted. Contrary to predictions however, the main effect for accent was not found significant. Further analysis of the importance ratings indicated a significant main effect for accent, but not for ethnicity. These findings indicated that applicant ethnicity and job status were important in selection interview decision and accent was not. Contrary to this however, subjects considered that accent was important in their selection decision ratings, while ethnicity was not.     

THE EFFECTS OF REALISTIC PREVIEWS: A STUDY AND DISCUSSION OF THE LITERATURE

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self-selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realism.     

THE EFFECTS OF WIVES' EMPLOYMENT ON HUSBANDS' JOB AND LIFE SATISFACTION

Previous research has established that wives' employment has a negative effect on the mental health of husbands. This result is not yet well understood. Analyzing survey data from a national sample of workers, this study focuses on the work domain to investigate this result further. Findings reveal that wives' employment has negative effects on husbands' job and life satisfaction. These results suggest that the overall negative mental health effect may derive, in part, from the occupational domain.     

THE EFFECTS OF SELF-REGULATORY COPING ORIENTATION ON NEWCOMER ADJUSTMENT AND JOB SURVIVAL

In a field experiment new hires to entry-level service jobs were randomly assigned to either a comparison group, which received information warning of negative aspects of the job and information about specific coping behaviors, or to an experimental group, which received the same information as the comparison group, plus training in cognitive restructuring and positive self-talk, and statements to bolster self-efficacy. It was expected that the experimental group would exhibit less turnover and report higher levels of supportiveness, satisfaction, and commitment and less anxiety than the Comparison Group. However, the experimental group exhibited more early turnover. The coping information provided to the Experimental Group increased perceptions of negative job information, and such perceptions may have resulted in a self-selection effect. Of those remaining at 4 weeks, those from the experimental group were significantly more likely to report intentions to remain for a year or longer, and to report greater job satisfaction.     

EFFECTS OF HANDICAP AND JOB CHARACTERISTICS ON SELECTION EVALUATIONS

An experiment was conducted using 211 upper division and graduate business administration students who evaluated hypothetical job applicants. The applicant was either an amputee, an epileptic, or "normal." The job either involved public contact or it did not; and, it either involved supervisory responsibilities or it did not. Generally, handicapped applicants were evaluated no differently than normal applicants. Epileptic applicants, however, were expected to establish better relationships with clients and customers as well as with other employees than were normal applicants. Further, amputees were offered a smaller salary than normals. Implications for future research and unfair discrimination are discussed.     

EFFECTS OF REALISTIC AND UNREALISTIC CRITERIA FOR PERFORMANCE ON THE STUDYING BEHAVIOR OF EXPERT ADULT READERS

Thirty undergraduates read an extended text about identical twins and completed one of three question‐answering tasks for the purpose of ascertaining the effects of no criterion, a realistic criterion, or an unrealistic criterion on studying behavior. Subjects receiving the unrealistic criterion (i.e., 75 out of a possible 54 similarities) produced significantly more non‐redundant responses to the text‐based question than either the realistic criterion (i.e., 40 out of a possible 54 responses) treatment or the non‐criterion treatment group. The expected difference in performance satisfaction among the treatment groups did not emerge, though a clear link between demonstrated performance satisfaction and second effort at task was shown. There was also a significant difference in reported performance satisfaction from first to second attempts for those subjects choosing the reanswering option.     

EFFECTS OF HIGHER ORDER NEED STRENGTH ON THE JOB PERFORMANCE–JOB SATISFACTION RELATIONSHIP

This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non-supervisory employees in a large retail-drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed.     

THE EFFECTS OF A CLASSROOM MANAGER ROLE ON THE SOCIAL INTERACTION PATTERNS AND SOCIAL STATUS OF WITHDRAWN KINDERGARTEN STUDENTS

We examined the effects of assigning a classroom manager's role on the frequency of social interactions and the sociometric standing of three withdrawn kindergarten students. Results showed that when the three socially withdrawn students were placed in the manager's role they substantially increased the frequency of their positive social initiations during free-play time, were the recipients of many more positive and significantly fewer negative social bids from their peers, were rated more favorably by their classmates on a sociometric rating scale, and were selected more frequently as best friends by their peers. In addition, follow-up data suggested partial maintenance of treatment effects when students no longer occupied manager positions.     

EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.     

THE EFFECTS OF CHILDHOOD EXPOSURE TO MARITAL VIOLENCE ON ADOLESCENT GENDER-ROLE BELIEFS AND DATING VIOLENCE

Children exposed to marital violence in childhood are at risk for engaging in dating violence as adolescents or young adults. Using a longitudinal prospective design, mother–child pairs from violent and nonviolent homes ( N = 208) were interviewed about exposure to marital violence twice over a 7–9 year time span. Responses to questions about adolescent gender-typed beliefs, the acceptance of dating violence, and experiences with dating violence were collected during follow-up interviews. Results indicated that adolescents exposed to marital violence during childhood were more likely to justify the use of violence in dating relationships. Possessing traditional attitudes of male–female relationships and justifying relationship violence were associated with higher levels of dating violence perpetration regardless of marital violence exposure. How adolescents thought about dating relationships was more important than whether they witnessed marital violence in childhood. Results have implications for social-cognitive and norm-based interventions.     

THE EFFECTS OF SEQUENTIAL PICTORIAL CUES,SELF-RECORDING,AND PRAISE ON THE JOB TASK SEQUENCING OF RETARDED ADULTS

The present study investigated the effects of a self-recording procedure using sequentially organized picture cues on independent task changes of four mentally retarded adults. Independent task changes were identified as the beginning of new tasks without directives or instruction. In addition to investigating treatment effects, the long-term maintenance of the task-change behavior was measured. During self-recording and picture-cue training, the subjects completed an increased proportion of independent task changes, and this behavior was maintained for more than 10 wk following removal of the training procedures. Self-recording using picture cues was shown to be an effective procedure for teaching mentally retarded adults to function more independently in a job setting.     

ANOTHER LOOK AT THE EFFECTS OF APPEARANCE, GENDER, AND JOB TYPE ON PERFORMANCE-BASED DECISIONS

The present study attempted to replicate and extend Heilman and Stopeck's (1985a) Lack of Fit Model. Using the Lack of Fit Model's proposal that attractiveness enhances perceived gender characteristics, we examined the effects of attractiveness and performance evaluations of persons in jobs rated as masculine, feminine, and neutral. Results were not consistent with the Model and did not replicate the results of the earlier study. Instead, attractiveness emerged as an asset regardless of job type or gender of employee. Attractive men and women were given higher overall ratings in all three jobs. In addition, attractive ratings were related to masculinity–femininity ratings. These findings are discussed in light of demographic and attitudinal changes in the workplace.     

工作倦怠的测量及其干预研究综述

工作倦怠不仅会给组织和家庭带来消极的影响,而且会严重损害个体的身心健康,因而有必要采取措施进行干预。文章首先描述工作倦怠的定义,接着对其测量进行介绍,然后在此基础上分析其相关的影响因素,并指出如何实现有效的干预,最后对研究的热点进行了展望。     

不同评价下的非工具性帮助对自尊不同的学生后继测验成绩的影响

本实验以初中二年级学生为被试,研究了不同评价条件下非工具性帮助对自尊不同学生后继作业成绩的影响．结果表明：（1）总体而言,高自尊组的成绩优于低自尊组。（2）在有帮助的情况下,高自尊组的成绩显著优于低自尊组;在没有帮助的情况下,二者没有显著差异。（3）高自尊组的成绩在挑战性评价下优于鼓励性评价下,低自尊组的成绩在鼓励性评价下优于挑战性评价下．（4）在挑战性评价下,受到帮助的被试成绩略好;在鼓励性评价下,未受到帮助的被试成绩略好．