Effects of realistic job previews: a comparison using an enhancement and a reduction preview

Article Abstract:

A longitudinal experimental design was used to evaluate the effects of two different realistic job previews on subsequent turnover and to clarify the processes responsible for any such effects. One, enhancement preview, was constructed to enhance overly pessimistic expectations, whereas the other, reduction preview, was designed to reduce overly optimistic expectations. Subjects, 533 male and female trainees in the U.S. Army, were given either preview, both previews combined, or no preview. Pretest, posttest, and follow-up (5 weeks later) perceptual and attitudinal measures were collected, in addition to demographic and turnover data. Results indicated (a) that trainees exposed to the combined previews had significantly (p < .05) lower turnover, (b) that those exposed only to the reduction preview had significantly (p < .05) higher turnover, and (c) that the previews administered in all experimental conditions were more effective in reducing turnover (p < .05) among more intelligent trainees and those initially more committed to the Army. survey measures collected immediately after the previews showed that the combined previews increased perceptions of trust and honesty, and that the reduction preview reduced anticipated job satisfaction. Measures collected after 5 weeks revealed that trainees exposed to the combined previews (a) saw the Army as more caring, and trustworthy and honest, (b) were more committed to the Army and more satisfied with their jobs, and (c) experienced less role ambiguity. (Reprinted by permission of the publisher.)

Employee training, Job satisfaction

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Organization of information used for performance appraisals: role of diary-keeping

Article Abstract:

We designed a laboratory study (N = 63) to test a series of hypotheses concerning diary-keeping derived from a social-cognitive view of the performance appraisal process. Raters who were given unorganized performance information were expected to store it in memory in patterns consistent with those used to organize diaries. Results supported this hypothesis. Moreover, raters preferred to organize diaries according to ratees, and diaries organized in this way resulted in more accurate recall and performance ratings. This effect held even though raters consulted diaries when making ratings. These results provide support for a cognitive role for diaries, such that they allow rates to impose organization on unorganized information. We discuss implications for research and practice. (Reprinted by permission of the publisher.)

Authorship, Employee performance appraisals, Diaries, Performance appraisals, Recollection (Psychology), Recall (Memory)

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Bad apples in bad barrels: a causal analysis of ethical decision-making behavior

Article Abstract:

This study proposed and tested a multiple-influences causal model of ethical decision-making behavior. Social learning, stage of cognitive moral development (CMD), and locus of control (LC) were hypothesized to influence ethical decision making. The mediating influence of outcome expectancies was also hypothesized. Social learning conditions (vicarious reward, vicarious punishment, and control) were manipulated with an in-basket exercise. Path analysis revealed that ethical decision making was influenced directly by CMD. LC influenced ethical decision making indirectly through outcome expectancies. No support was found for the direct effects of vicarious reward or punishment. Future research directions and theoretical and practical implications are discussed. (Reprinted by permission of the publisher.)

Decision-making, Decision making, Ethical aspects, Ethics, Business ethics

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