Individual Reactions to Interviewer Behaviors

This study suggests that interviewer behaviors do not have a consistently strong impact on applicants' attitudes toward organizations or willingness to accept job offers.     

STATE COURT DISPARITY ON EMPLOYMENT AT-WILL

State courts have produced three major exceptions to the employment at-will doctrine: (1) violation of public policy, (2) breach of an implied contract (including written policies, oral promises, and implied covenants of good faith and fair dealing), and (3) commitment of a tort of emotional distress, defamation, or third-party interference with a contractual relationship. We analyzed state appellate court decisions to identify judicial philosophies and to determine which states have accepted or rejected the various exceptions to employment at-will. Our results show that the states vary considerably. The most commonly accepted arguments against employment at-will are violations of public policy, breaches of implied contracts in employee handbooks, and torts of outrageous emotional distress. Overall, this research highlights the need for statewide consistency with regard to the at-will issue.     

Reflections Relative to Death,Dying, and Grieving Workshops

Death, dying, and grieving are frequent counseling themes. Developmental workshops and courses, such as described in this article, address the crucial existential aspects related to living and dying.     

The influence of parent negative emotional expression on adolescents' perceptions of their relationships with their parents

The purpose of this study was to examine the relationship between parent affective expression in interactions and adolescent perceptions of their relationship. Observational and self-report data were collected on 85 intact families with adolescents in grades 5 to 9 (n = 44 males, 41 females). Each parent and adolescent took part in two 8-minute conversations–one about an activity they reported enjoying together and one about a disagreement or area of conflict. Conversations were coded on a speaker turn basis for positive, negative, neutral, mixed, and altered affect (kappa = .76). Physical maturation was related to adolescent perceptions of increased negative communication quality in all parent-adolescent dyads. Stepwise regression analyses indicated that expression by fathers of negative and mixed affect significantly predicted adolescent perceptions of communication quality, psychological autonomy, and firm/lax control, in addition to the effects of adolescent pubertal maturation. Mother affective expression in interactions was less consistently related to adolescent perceptions of relationship satisfaction. Implications for the salience of father versus mother affective expression in interactions with adolescents are discussed.     

LOWER BACK DISABILITY IN OCCUPATIONAL SETTINGS: A REVIEW OF THE LITERATURE FROM A HUMAN RESOURCE MANAGEMENT VIEW

Lower back disability (LBD) is a widespread phenomenon that has dramatic impacts on individuals' lives, as well as employers' costs. Despite this fact, specialists in the area of human resources have paid little attention to this critical, work-related outcome. The need for human resource professionals to learn more about LBD has become even more urgent due to the recent passage of the Americans With Disabilities Act. Although the treatment of lower back pain falls within the domain of physicians, this paper adopts a bio-psycho-social approach and reviews the existing empirical literature on variables related to LBD at the preventative and rehabilitation stages. We identify five avenues (job design, selection, training, compensation, and organizational climate) through which human resource researchers and practitioners can influence lower back disability.     

APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION

This study examined the dispositional basis of job seekers' organizational culture preferences and how these preferences interact with recruiting organizations' cultures in their relation to organization attraction. Data were collected from 182 business, engineering, and industrial relations students who were seeking positions at the time of the study. Results obtained from multiple sources suggested that the Big Five personality traits (neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) generally were related to hypothesized dimensions of culture preferences. Results also suggested that both objective person-organization fit (congruence between applicant culture preferences and recruiting organization's reputed culture) and subjective fit (applicant's direct perception of fit) were related to organization attraction. Further, subjective fit mediated the relationship between objective fit and organization attraction.