Persuasion,surveillance, and voting behavior

More than 4000 students received one of three letters urging them to vote in a campus primary election. Two letters suggesting that voting behavior would be monitored produced 37% turnout compared with 32% for a nonsurveillance letter and 26% for noletter controls. Differences among these three groups are significant at p < .01. The letters also increased turnout in a runoff election held one week after the primary; however there were no differences among the three letters. These results are discussed in terms of Thibaut and Kelley's three-step process for enforcing group norms.     

Legal and psychological bases of expert testimony: Surveys of the law and of jurors

This article reviews the basic rules of evidence and procedure that provide the basis for the introduction of expert testimony into court. Second, it reviews some of the findings of social psychology regarding expert testimony, primarily the ways in which the structure of society affects what information will reach the court and what is the readiness of the factfinder to deal with that information. Finally, it reports original data on jurors' assessments of a variety of witnesses (viz. physicians, psychiatrists, psychologists, chemists, document examiners, polygraph examiners, police, eyewitnesses, firearms experts, and accountants and appraisers). Jurors' differential assessments of the different experts and differences among juror subgroups are reported and some explanations for a few of those differences are tested.     

Job search as goal-directed behavior: Objectives and methods

This study investigated the relationship between job search objectives (finding a new job/turnover, staying aware of job alternatives, developing a professional network, and obtaining leverage against an employer) and job search methods (looking at job ads, visiting job sites, networking, contacting employment agencies, contacting employers, and submitting applications). In a sample of 205 employed individuals from Belgium and Romania, job search objectives were significantly related to job search methods even after job satisfaction was controlled. Furthermore, particular objectives predicted specific methods. While the finding a new job/turnover objective predicted all search methods, staying aware of alternatives predicted using job ads and sites; the network objective predicted networking and contacting employers; and the leverage objective predicted contacting employers. Results suggest that search objectives are important for understanding job seekers’ search behavior and support the view that job search is a self-regulatory process that begins with objectives which activate search behavior.     

Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models

The purpose of the study was to examine how socialization processes (socialization tactics and proactive behavior) jointly affect socialization content (i.e., what newcomers learn) and adjustment. Longitudinal survey data from 150 business and engineering graduates during their first 7 months of work indicate that: (1) institutionalized socialization and proactive behavior are each associated with newcomer learning, (2) the socialization processes and learning are each associated with various forms of adjustment, and (3) the socialization processes are associated with adjustment, while controlling for learning. These findings suggest that how newcomers are socialized has substantive and symbolic value over and above what they actually learn.     

The neglected role of proactive behavior and outcomes in newcomer socialization

This study examined the direct, mediating, and moderating effects of proactive outcomes in the relationship between newcomer proactive behaviors and socialization outcomes. Based on a sample of 204 co-op university students who completed surveys at the end of their work term, the results indicated that newcomers who more frequently engaged in a proactive behavior (e.g., information seeking) were more likely to receive the corresponding proactive outcome (e.g., information). We also found that proactive outcomes mediate the relationship between proactive behaviors and socialization outcomes and several of the proactive behaviors were more strongly related to socialization outcomes for newcomers who obtained more proactive outcomes. These results indicate the important yet previously neglected role of proactive outcomes for understanding the relationship between newcomer proactive socialization behaviors and outcomes.     

Socialization preferences and intentions: Does one size fit all?

The purpose of this study was to investigate student preferences for socialization tactics and their intentions to be proactive when they begin a new job. We examined the relationship between the Five Factor Model of personality and proactive personality with socialization tactics preferences and proactive behavior intentions in a sample of 243 undergraduate university students enrolled in a cooperative management program. The results indicate that personality predicts preferences for socialization tactics and intentions to be proactive. In particular, individuals high on agreeableness prefer institutionalized socialization tactics and individuals high on extraversion and proactive personality report higher intentions to be proactive when they begin a new job. These results suggest that one size does not fit all newcomers when it comes to socialization. The implications for research and practice before and after organizational entry are discussed.     

Neuroimage evidence and the insanity defense

The introduction of neuroscientific evidence in criminal trials has given rise to fears that neuroimagery presented by an expert witness might inordinately influence jurors' evaluations of the defendant. In this experiment, a diverse sample of 1,170 community members from throughout the U.S. evaluated a written mock trial in which psychological, neuropsychological, neuroscientific, and neuroimage-based expert evidence was presented in support of a not guilty by reason of insanity (NGRI) defense. No evidence of an independent influence of neuroimagery was found. Overall, neuroscience-based evidence was found to be more persuasive than psychological and anecdotal family history evidence. These effects were consistent across different insanity standards. Despite the non-influence of neuroimagery, however, jurors who were not provided with a neuroimage indicated that they believed neuroimagery would have been the most helpful kind of evidence in their evaluations of the defendant.     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.     

Socialization Tactics and Newcomer Information Acquisition

Research on organizational socialization has usually focused on what organizations do to socialize newcomers or on what newcomers do to socialize themselves. The purpose of this study was to integrate these two perspectives of socialization by investigating the relationships between socialization tactics, newcomers' information acquisition (i.e. feedback and observation) and socialization outcomes. Consistent with previous research, socialization tactics and information acquisition were related to socialization outcomes. Furthermore, institutionalized socialization was positively related to the frequency of newcomers' feedback and observation and the frequency of newcomers' feedback and observation was found to mediate several of the relationships between socialization tactics and outcomes. These results suggest that what newcomers can do to socialize themselves (e.g. acquire information through feedback and observation) is partly a function of what organizations do to socialize newcomers (e.g. the use of specific socialization tactics). The implications of these findings are discussed for the development of a more complete and integrated theory of organizational socialization.