Organizational attractiveness: an interactionist perspective

Article Abstract:

We adopted an interactionist perspective to investigate how the personality characteristics of self-esteem (SE) and need for achievement (nAch) moderated the influences oforganizational characteristics on individuals' attraction to firms. Subjects read an organization description that manipulated reward structure, centralization, organization size, and geographic dispersion of plants and offices and indicated their attraction to the organization. Although subjects were more attracted to firms that were decentralized and that based pay on performance, results supported the interactionist perspective. Subjects with low SE were more attracted to decentralized and larger firms than high SE subjects. Subjects high in nAch were more attracted to organizations that rewarded performance rather than seniority. Finally, organization size influenced attraction differently for individuals high and low in nAch. (Reprinted by permission of the publisher.)

Psychological aspects, Influence, Corporate culture, Organizational behavior, Workers

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Construct equivalence as an approach to replacing validated cognitive ability selection tests

Article Abstract:

In this study we demonstrate an approach to replacing validated selection tests to which job applicants may have prior access. This approach, labeled construct equivalence, allows for replacing valid tests currently in use with new, experimental tests that have been shown to measure the same constructs. We demonstrated the construct equivalence approach by collecting data from over 2,000 applicants for four different positions in a large petrochemical company. We investigated the equivalence of the experimental and the current tests by using correlational analyses, structural modeling, and analyses of hiring decisions. Results indicated that the experimental and current test measure the same constructs and that replacing the current tests with the experimental tests would treat ethnic and sex subgroups consistently. Construct equivalence was shown to be a viable approach to test substitution. (Reprinted by permission of the publisher.)

Employee recruitment, Statistics, Statistics (Data), Job applicants

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Supervisor-subordinate similarity: types, effects, and mechanisms

Article Abstract:

Three types of supervisor-subordinate similarity were identified: (a) perceived similarity, perceptions of how similar the supervisor and subordinate are; (b) perceptual congruence, similarity of perceptions about behaviors important in receiving a high merit pay raise; and (c) actual similarity of individual characteristics. The relation(s) among the types of similarity and of each type with various employee outcomes were examined. Results supported the distinctions among types. Each type was related to subordinate performance. Results were less consistent for job satisfaction and pay ratings. Perceived similarity yielded the strongest relation with the dependent variables. The findings also suggest that similarity affects evaluations not only through bias, but also partly because of differences in supervisor-subordinate interactions. (Reprinted by permission of the publisher.)

Supervisors, Supervision of employees, Employee supervision

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