Hiring Practices for Human Resource Professionals: Implications for Counseling and Curriculum Development

Employers of human resource professionals described their hiring practices. This information is especially useful for counselors and for developing curricula for nonbusiness majors interested in human resource careers.     

Inaccurate reporting and inappropriate variables: a reply to Vecchio's (1990) examination of cognitive resource theory.

In an article in the Journal of Applied Psychology, Vecchio (1990) purported to test cognitive resource theory (Fiedler, 1986; Fiedler & Garcia, 1987). We present evidence that Vecchio's article seriously misrepresented previous work on cognitive resource theory and also contained several flaws in methodology that call into question his conclusions regarding the validity of cognitive resource theory.     

The Effect of Contextual Factors on Individuals' Job Performance

The intent of this study is to apply a cross-level design to examine the influence of contextual factors upon individuals' performance. The results support the hypothesis that peer group characteristics predict individual performance beyond individual characteristics. The implications for using a cross-level approach to study the effects of contextual variables on individual-level phenomena are discussed.     

Prejudice Against a Progay Man in an Everyday Situation: A Scenario Study1

A scenario study was performed to investigate whether people in the street would be less likely to respond positively to a stranger's request for a small favor if the stranger wore a T-shirt bearing a progay slogan. One hundred and eighteen female and 112 male participants were each presented with six scenarios, all of which asked them to imagine being approached by a person requesting change for a banknote. The dependent variable in the study was the participant's judgment, on a 7-point scale, of how likely he or she would be to help. Five of the scenarios were included as distractors. In the critical scenario, the requester was described as wearing a plain T-shirt or one with either a progay or a control slogan printed on it. The male participants in the progay condition showed a significantly lower level of help than those in either of the control groups. The antigay pattern, however, was not obtained in the responses of the female participants. The results are discussed with reference to other findings in the literature, and their implications for people's responses to progay persons in everyday life are considered.     

Stability/Instability of Cognitive Strategies Across Tasks Determine Whether Stress Will Affect Judgmental Processes'

Previous research indicates that individuals employ various cognitive heuristics and decision modes in making decisions and judgmental tasks that do not follow an expected value model. It further indicates that several cognitive faculties are affected by stress. The purpose of this study was twofold: first, to examine whether individual differences exist in the use of cognitive heuristics and risk-assessment decision modes; second, to examine whether stress would affect the use of these cognitive strategies. Three versions of a questionnaire measuring the representativeness and availability heuristics, and risk-seeking and risk-aversion decision modes were administered to three different groups of subjects. Consistent individual differences were only observed in the subscales measuring risk-seeking and risk-aversion modes, but not in the use of the heuristics. In a different group of subjects, exposure to noise and task overload stress increased the use of the representativeness heuristic, but did not alter the use of risk-seeking and risk-aversion decision modes. These results indicate that the existence of individual differences in cognitive strategies may determine, in part, whether stress will modify judgmental processes.     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.     

Declines in Major League Batting Performance as a Function of Game Pressure: A Drive Theory Analysis1

Zajonc's (1965) drive theory explanation argues that greater arousal tends to impair performance on difficult tasks. The hypothesis that arousal generated by “pressure situations” during major league baseball games would hinder batting performance—a difficult task—was tested by examining such performance during the 1989 season. Six “pressure situations” were identified, some occurring during the late innings of close games and others occurring throughout the game when there were two outs. Two measures of batting performance (batting average and slugging average) were employed. Results indicated broad support for the hypothesis. Reasons for this pattern are discussed, as are possible alternative explanations for these findings.     

The Discrediting Effect in Eyewitness Testimony1

Loftus (1974) had subjects read summaries of criminal trials that contained the testimony of either credible or discredited prosecution eyewitnesses, and found no effect of discrediting an eyewitness. Instead, almost as many subjects voted guilty with a discredited eyewitness as with a credible eyewitness; this led Loftus to the conclusion that jurors tend to overbelieve eyewitness testimony. Loftus's conclusion was subsequently challenged by others who reported a strong discrediting effect. A series of three experiments using college students was conducted to explore the characteristics of trial summaries that might account for the discrepancy in results, such as inclusion of judicial instructions concerning proof beyond a reasonable doubt, or an eyewitness's reaffirmation of his testimony following discrediting. In all cases, a strong discrediting effect was found. Apparently the discrediting effect appears regardless of wide variation in content of trial summaries. The present data do not support the overbelief claim.     

Noncompliance with Persuasive Appeals for a Prosocial,Altruistic Act: Blood Donating1

Effects of persuasive messages, responsibility denial (RD), and attitude-accessing on blood-giving attitudes, intentions, moral obligations, and behavior were examined. In Study 1, participants (n= 84) who heard a message emphasizing moral reasons for donating indicated a more favorable postmessage attitude and stronger moral obligation to donate than participants exposed to a message aimed at reducing fear, a combined moral and fear- reduction message, or no message. Combined message participants showed greatest intent to donate, yet only 14% of all participants attended a campus drive. In Study 2, low (n= 52) and high (n= 60) RD individuals heard the message arguments and were asked to access their attitudes. Low compared to high RD individuals stated a stronger sense of moral obligation, particularly when they accessed their thoughts relevant to blood donating, and behavioral intention, especially in the combined message condition. Few participants attended a blood drive (12.5%), yet most were low RD individuals from the nonaccessed attitude condition (83%). Results suggest that few individuals will engage in the altruistic act of blood donating, despite the experimental use of persuasive messages and accessing issue-relevant attitudes.