UNDERSTANDING NEWCOMERS’ ADAPTABILITY AND WORK‐RELATED OUTCOMES: TESTING THE MEDIATING ROLES OF PERCEIVED P–E FIT VARIABLES

Using longitudinal data from a Chinese newcomer sample (N = 671), we investigated the predictive effects of adaptability on newcomers’ work‐related outcomes. Specifically, we tested 4 perceived P–E fit variables (i.e., P–O fit, needs–supplies fit, demands–abilities fit, and P–G fit) as mediators between adaptability variables and newcomers’ work‐related outcomes. Our results showed that after controlling for demographic effects and other personality variables (i.e., proactive personality and openness to experience), newcomers’ adaptability dimensions (i.e., cultural adaptability, work stress adaptability, interpersonal adaptability, and learning adaptability) were differentially associated with improvement in newcomers’ P–E fit perceptions over a 3‐month time period. In turn, the perceived P–E fit variables were related to the newcomers’ work‐related outcomes (i.e., job performance, job satisfaction, and turnover intentions), after controlling for the socialization process variables (i.e., institutionalized socialization experience, role clarity, and job‐related self‐efficacy). The mediating roles of perceived P–E fit variables were also confirmed. Both theoretical and practical implications in terms of adaptability, newcomer adaptation processes, and P‐E fit are discussed.     

Outcome Expectancies and Expectancy Accessibility in Exercise Behavior

Most people do not engage in recommended levels of physical activity. Social cognition research indicates that self‐reported outcome expectancies (OEs) are associated with exercise behavior, but self‐report assessments have limitations. We investigated whether reaction times (RTs) to endorse outcome expectancies would capture unique information about spontaneous cognitive processes associated with exercise behavior. Exercisers and sedentary participants were randomly assigned to complete an exercise test or to rest. Participants completed an OE questionnaire and RT task before and after the test/rest. On the RT task, exercisers endorsed exercise positive outcomes more rapidly than sedentary participants. Furthermore, reported OEs and RTs were independently associated with exercise status. RTs may afford a more comprehensive assessment of the cognitive processes associated with exercise behavior.     

Normative Images of Communication Media Mass and Interpersonal Channels in the New Media Environment

This study is an extension of earlier uses and gratifications research that identified normative images of mass media. The article considers how well 12 different mass and interpersonal communication channels fill 11 communication needs. A sample of 649 adults completed self-administered questionnaires, the responses of which were submitted to cluster analysis, which identified five channel clusters: Video, Interpersonal, Print, Computer, and Audio. In general, the Interpersonal cluster (conversation and telephone) was rated the most useful at filling various needs, with Computer rated the least useful. Consistent with previous research, clusters that were most useful at filling personal needs were rated highest in social presence. The discussion relates this study's findings to previous research and notes implications for research on the newer communication technologies.     

TRUST AND THE COMMUNICATION OF PERFORMANCE APPRAISAL INFORMATION: THE EFFECT OF FEEDBACK ON PERFORMANCE AND JOB SATISFACTION

The feedback of performance appraisal information is a critical communication activity in organizations. Research on the topic, however, has generally been limited to (1) treating feedback as an undifferentiated construct, and (2) not examining the important moderating impact of trust of the receiver in the sender. Using a sample of 100 managers, this study explores the dimensionality of the feedback construct, the relationships of feedback to individual performance and satisfaction, and the moderating effects of trust on these associations. Results indicate that various aspects of feedback are differentially related to performance and satisfaction under conditions of high and low trut. Importantly, the communication of performance appraisal information is found to be a more important correlate of satisfaction and performance for subordinates who express low trust in their superiors.     

Item Desirability Effects in Compliance-Gaining Research Seven Studies Documenting Artifacts in the Strategy Selection Procedure

A popular method for assessing compliance-gaming behavior involves having people rate lists of preformulated message strategies for likelihood of use. This “selection procedure” has been employed much more frequently than the alternative “construction procedure,” a method that requires people to generate their own message strategies. The present article argues that the selection procedure is much less sensitive than the construction procedure to the effects of situational and individual-difference variables on compliance-gaining behavior. The article further suggests that the insensitivity of the selection procedure is due to a type of social desirability bias known as the item desirability effect. Seven studies were carried out testing the Marwell and Schmitt (1967) and Wiseman and Schenk-Hamlin (1 981) strategy checklists for the item desirability effect. These studies found that (a) the likelihood of use ratings prouided for the strategies on both checklists could be accurately predicted by the rated social appropriateness of the strategies, (b) likelihood of use ratingsfor preforrnulated strategies haue relatively poor reliability, and (c) the construction procedure is much less susceptible to social desirability biases than the selection procedure. On the basis of these and related findings, it is recommended that researchers eschew the use of strategy checklists in future research.