REACTANCE AND INTENTIONALITY ATTRIBUTIONS AS DETERMINANTS OF THE INTENT TO FILE A GRIEVANCE

Experimental studies were conducted in two unions to examine the effects of perceptual variables–namely, reactance and intentionality attributions–on the intent to seek redress from management action. Participants responded to a series of vignettes, each of which described a management action (formal punishment, informal warning, promotion denial) taken against an employee. The vignettes varied systematically in terms of the perceived threat to worker freedom posed by the action and the degree to which the action was motivated by a dispositional rather than an environmental attribution. Both studies demonstrated that greater threat and dispositional attributions provoked stronger intent to file a grievance. Implications of the findings were discussed for investigating and screening grievances.     

RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCH

Literature since the last comprehensive review of research on the employment interview is summarized, and suggestions for future studies in this area are described. Major changes in findings regarding the validity of the interview, the impact of applicant sex, and the effect of interviewer characteristics/behavior on applicant reactions, as well as other issues, are reported. Contrary to the widely held belief that the interview has low validity, recent research indicates at least modest validity for this selection tool. Conversely, the effect of the campus interview on applicant reactions has been seriously questioned. Researchers are urged to examine several areas in social psychology, including the literature on attitudes-intentions-behavior, the elaboration likelihood model, and theories of discrimination to achieve greater understanding of the employment interview.     

Family Functioning of Male Alcoholics and Their Female Partners during Periods of Drinking and Abstinence

Family functioning of 20 alcoholic male veterans and their female partners was assessed in relation to drinking (wet) and abstinent (dry) intervals. Repeated measures analyses performed on the McMaster Family Assessment Device (FAD) indicated that on all 7 scales of the FAD, alcoholics and their mates perceived family functioning to be better during dry than wet periods. In contrast to their alcoholic mates, female partners gave healthier ratings to all FAD scales except Roles in the dry condition and Affective Involvement in the wet condition. According to published cutoff scores for healthy and unhealthy family functioning, alcoholics as a group viewed their wet and dry family functioning as unhealthy, although the female group regarded the family's dry Problem Solving and Behavioral Control as healthy. These findings suggest that the family functioning of alcohol-involved couples is biphasic, oscillating between drinking and abstinent periods.     

A FIELD STUDY OF APPLICANT REACTIONS TO EMPLOYMENT OPPORTUNITIES: DOES THE RECRUITER MAKE A DIFFERENCE?

Previous cross-sectional field and laboratory research has provided mixed results as to whether recruiter characteristics and behaviors influence applicant reactions to employment opportunities. The present research was conducted to examine the effect of recruiter characteristics using a pre-post study design in a naturally occurring setting. In addition, the effects of several potential moderators on recruiter influence were tested. Results indicated that recruiter characteristics had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company. There was little evidence that the effect of recruiter characteristics was moderated by selected applicant, job, or interviewer variables.