APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

STATUS AND ORGANIZATIONAL ENTRY: HOW ORGANIZATIONAL AND INDIVIDUAL STATUS AFFECT JUSTICE PERCEPTIONS OF HIRING SYSTEMS

Despite the fact that cognitive ability tests are highly predictive of job applicants’ future performance, these tests are often viewed as procedurally unfair by both hiring managers and job applicants. In this paper, we build on existing rationales by theorizing that status—both personal and organizational—may affect individuals’ procedural justice perceptions of selection tests. In 2 quasi‐experimental studies representing 435 managers and executives across both the United States and United Kingdom, we demonstrate that status is a double‐edged sword: helpful for high‐status organizations that use demanding selection tests to choose applicants but harmful because high‐status job applicants view these selection tests as more procedurally unjust than low‐status applicants.     

PATTERNS OF LEADERSHIP BEHAVIOR RELATED TO EMPLOYEE GRIEVANCES AND TURNOVER: SOME POST HOC REFLECTIONS

This study investigates some relationships between the leader behavior of industrial supervisors and the behavior of their group members. It represents an extension of earlier studies carried out at the International Harvester Company, while the authors were with the Ohio State University Leadership Studies.     

STAFFING AND TRAINING: NEGLECTED SUPERVISORY FUNCTIONS RELATED TO GROUP PERFORMANCE

The study was conducted in 43 library work groups. Supervisory role performances were measured by averaging questionnaire responses gathered from each group's members. Group performance was measured by questionnaire responses gathered from the supervisors of the groups. (The supervisors'performance assessments were tested against the members'perceptions, absence rates, and group ratings provided by the top executive staff of the library system). The study identified eight leadership functions which are performed differentially by the supervisors of the groups. Four of these role performances are related to the index of group performance. Two of the supervisors'activities, staffing and training, control major portions of the variance in group performance.     

EFFECTS OF INCIDENTAL STIMULATION AS RELATED TO DIFFERENCES IN PERSONALITY AND EXPERIMENTAL CONDITIONS

S mith , G. J. W. Effects of incidental stimulation as related to differences in personality and experimental conditions. Scand. J. Psychol ., 1962, 3 , 16–20.—Two series of experiments, where reactions to incidental stimulation as measured by means of the meta-contrast technique have been compared with more general personality characteristics, are reviewed in this paper in an attempt to reconcile apparently contradictory results due to differences in experimental set-up.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

MULTI-STAGE SELECTION STRATEGIES: A MONTE CARLO INVESTIGATION OF EFFECTS ON PERFORMANCE AND MINORITY HIRING

This study explores alternative selection strategies available when a firm has two valid predictors that differ in the magnitude of subgroup differences. We examine 14 different selection rules (e.g., select on a composite of the two predictors versus screen on the first and then select on the second versus screen on the first and then select on a composite of the two), and document through a Monte Carlo simulation that the various selection rules can produce markedly different consequences in terms of the level of job performance achieved and the level of minority representation achieved. The selection rules examined include the use of within-group norming, whichwas restricted by the Civil Rights Act of 1991, and the study examines how selection rules that do and do not include within-group norming fare in terms of the tradeoffs between performance and minority representation. The study shows that the preferred selection strategy will depend on the relative value the firm places on performance and on minority representation, and that the effects of different screen-then-select selection strategies vary as a result of the selection ratios at the screening and selection stages, thus precluding simple conclusions about the merits of each selection strategy.     

高压氧对小鼠学习记忆及脑细胞形态结构的影响

实验用两种行为模型（旷场行为模型和Ｙ－迷宫分辨学习模型）观察了幼龄小鼠在不同压力的高压氧处理后,对新异环境的探究行为和自发活动情况,以及学习记忆能力的变化;并用ＸＹ－生物医学电脑图像分析仪分析了与学习记忆相关的脑区（大脑皮层、海马）神经元密度,细胞核面积,胞核／胞浆比值的变化。结果表明：（１）与对照组相比,吸０.１ＭＰａ高压氧的幼鼠学习记忆能力明显提高,相关脑区的神经元密度、细胞核面积、胞核／浆比均显著增加。（２）吸０.２５ＭＰａ高压氧的幼鼠学习记忆能力与对照组相比无明显变化,但其在新异环境中的自发行为明显减少。提示：慢性吸入０.１ＭＰａ高压氧有利于促进幼鼠脑的生长发育,增强脑功能活动。     

A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.     

SHIFT WORK RELATED TO JOB ATTITUDES,SOCIAL PARTICIPATION AND WITHDRAWAL BEHAVIOR: A STUDY OF NURSES AND INDUSTRIAL WORKERS1

The present study investigates the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440) in two hospitals and among rank-and-file workers (N=383) in a manufacturing organization. Results are generally supportive of the model which projected that workers on fixed work schedules (high routine-oriented) would be better off than workers on rotating work schedules (low routine-oriented) in terms of mental health, job satisfaction, organizational commitment and social participation. In addition, workers on fixed shift schedules are found to be lower on anticipated turnover, absenteeism and tardiness than workers on rotating shift schedules. Six potential moderators: age, marital status, place of socialization, cultural background, seniority and respondent's sex, were measured and their association with these relationships analyzed. Results are discussed in the light of the previous empirical evidence.     

北京市老年人的生活满意度及其影响因素

利用“北京市老龄化多维纵向研究”１９９２年调查资料,分析北京市城乡散居老人２５４３例６０岁以上老年人,对婚姻、子女关系、生活、经济、健康、住房、休闲安排、医疗八个方面的满意程度,并由八个方面的满意度综合计算了总体生活满意度。结果显示北京市老年人的总体生活满意度及八项分类的满意度在中上水平。多元回归分析表明,与总体生活满意度有显著性相关因素有１７个,居于前五位的是健康自评、家庭和睦、经济够用程度、心境和受教育水平。