REVISITING MET EXPECTATIONS AS A REASON WHY REALISTIC JOB PREVIEWS WORK

This study reanalyzed data from an examination by Hom, Griffeth, Palich, and Bracker (1998) of the mechanisms by which posthire realistic job previews reduce turnover. Irving and Meyer (1999) argued that Hom et al. overstated support for their mediation theory by calculating residual difference scores (errors derived from predicting experienced attainment of job outcomes from initial expectations of outcomes) to operationalize met expectations. Rather, Irving and Meyer showed that methodological weaknesses associated with difference scores also plague residual difference scores. Prompted by their demonstration, this research applied partial correlations (partialing out experienced outcomes from residual differences) and Edwards' (1994) polynomial regression approach to verify whether met expectations underlie realistic previews' effectiveness. These reanalyses disputed met expectations. As a result, this inquiry revised the formulation advocated by Hom et al. (1998), positing that coping strategies and perceptions of employer concern account for how posthire previews work.     

AN EXPLORATORY INVESTIGATION INTO THEORETICAL MECHANISMS UNDERLYING REALISTIC JOB PREVIEWS

This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses given previews quit versus 17.8% of control nurses (p ≤ .10). Using structural equation methodology (SEM), we compared two integrative formulations portraying different structural networks among mechanisms behind RJP influence. Observed data appeared more consistent with an interdependent than independent mediating process model. In particular, these data suggest that met expectations have direct and indirect effects through other mediators (e.g., organizational concern and coping) on turnover precursors–namely, job satisfaction and organizational commitment.     

For One Concept of Liberty

ABSTRACT  The essay enquires whether a negative concept of liberty suffices for political and legal discourse. A contemporary argument alleging the inviability of a negative concept of liberty is examined and exposed as wanting, while street-smart claims on behalf of a 'positive' concept of liberty are shown to be deployments of the negative concept, misdescribed. The truth that lack of money is lack of freedom in societies with a money economy and coercively enforced property rights is established with supporting examples, and its implications for need satisfaction assessed. Judgment is concluded that the negative concept of liberty is both the only viable concept of liberty and demonstrably adequate for morally sensitive engagement with political life.     

Freedom and Authenticity

ABSTRACT The essay enquires whether action that authentically expresses the self who acts constitutes freedom. Features of authentic action that tempt toward this assimilation are identified, and a recent theory of freedom that propounds the assimilation is examined. An illustrative example of authentic action in conditions of unfreedom is discussed. Reasons are proposed for judging the equation of freedom with authenticity a mistake. Noted in particular is the error of confusing the subjective condition of authentic choice with the objective circumstance of unconstrained interpersonal relations.