THE EFFECT OF JOB OFFER TIMING ON OFFER ACCEPTANCE, PERFORMANCE, AND TURNOVER

Employers often enjoy some discretion in how quickly they extend job offers following candidate interviews. Applicant reactions research suggests that quicker offers are more likely to be accepted. This paper reports an archival study investigating the effect of offer timing on offer acceptance and employment outcomes with field data ( N  = 3,012) from 1 large company, including both student ( N  = 906) and experienced ( N  = 2,106) candidates. The 2 groups differed markedly in their recruiting processes, but job seekers of both types were more likely to accept earlier offers. Further, we found no differences for either performance ratings or turnover among employees hired after quicker offers and those who accepted later offers. It therefore appears that employers may benefit from accelerating their postinterview job offer processes, improving their acceptance rates, and reducing vacancy times without incurring either performance or turnover penalties.     

Assessing and Constructing a Meaningful System: Systemic Perspective in a College Counseling Center

The author describes an application of family systems therapy to treatment in a college counseling center. This approach organizes treatment around the “meaningful system” rather than the family system and includes nonfamily significant others in treatment. Using the Brief Therapy model of the Mental Research Institute, the author addresses special considerations in providing systemic treatment in a college counseling center, assessment and construction of a meaningful system, and specific working procedures. Two case illustrations are provided.     

Perceptions of Family Environment Among Psychiatric Patients and Their Wives

This study compared the perceived family environments of former psychiatric inpatients with thought, affective, and substance abuse disorders to those of normative comparison couples using the Family Environment Scale. Family environment was assessed among patients and wives separately at hospital discharge and at three- and twelve-month follow-ups. Patients and their wives were consistently more incongruent in their perceptions of their shared environment than normative couples. In addition, low-functioning patient couples reported less family cohesion, expressiveness, and recreational emphasis than their higher functioning counterparts; the high-functioning patient couples more closely resembled the norm. The paper discusses possible relationships between positive family contact and better patient functioning.     

Environmental influences on psychological restoration

Research on psychological restoration and restorative environments is a needed complement to work on stress and environmental stressors. Two laboratory experiments tested the utility of two restorative environments theories, one concerned with directed attention capacity renewal and the other with stress reduction and associated changes in emotion. Various strategies were employed to distinguish restorative effects from other effects, to limit the role of arousal reduction in attentional restoration, and to begin mapping the time course for the emergence of outcomes. Both experiments tested for differential emotional and performance effects as a function of photographic environmental simulation (natural or urban environment). Across the experiments the natural environment simulation engendered generally more positive emotional self-reports. That consistent performance effects were not found in either study suggests that attentional restoration as reflected in performance is a more time-intensive process.     

JOB STRESS,EMPLOYEE HEALTH,AND ORGANIZATIONAL EFFECTIVENESS: A FACET ANALYSIS,MODEL, AND LITERATURE REVIEW1

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.     

Experiential and Physiological Responses to Interpersonal Influence

In this study, we examined the linkages between two important features of influence messages, explicitness and dominance, and emotional response. Two positions were considered. From politeness theory, we deduced that judgments of the politeness of the message would mediate the effects of message form on emotional response. Consideration of cognitive appraisal theories suggested judgments of goal blockage and legitimacy would assume the role of mediators. Participants took part in two role-plays in which they adopted the role of the influence target and listened to an audiotape of a request to change their behavior. Self-report and physiological data were gathered as indicators of their emotional responses to the influence messages. The findings indicated some support for both politeness and appraisal theories, but also suggested that neither one constituted a thorough explanation of the effects of influence messages on emotions.     

The effects of social support on adjustment to stress: The mediating role of coping

The present research tested Thoits' (1986) proposal that coping mediates in the relationship between social support and adjustment to stress in two different contexts, namely adjustment to work stress and women's adjustment to the birth of their first child. The research was also designed to examine whether sources of support are more likely to influence coping if they are similar to the support recipient or proximal to the source of stress. In the first study, 137 employees from a large retail organization participated. Measures of social support (from supervisor, work colleagues, nonwork network members) and coping were obtained at Time 1. Two weeks later (Time 2), measures of employee adjustment were obtained. The second study was conducted on 197 expectant mothers. The measures of social support (from partner, family members, nonfamily members) were obtained at Time 1, coping was assessed at Time 2, and adjustment (self-report and husband ratings) was assessed at Time 3. Results of structural equation analyses revealed, in the first study, that the effects of colleague support on levels of adjustment were mediated through coping responses. In contrast, the effects of supervisor support on adjustment (job satisfaction) were direct. In Study 2, there was evidence that the effects of partner support on women's adjustment to new parenthood were mediated through coping responses. In contrast, levels of family support had direct effects on self-reported and external measures of adjustment.