Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: A laboratory and field study.

We investigated the effects of purpose of appraisal and individual differences in stereotypes of women on the evaluations of male and female ratees in two studies. In Study 1, 52 female and 51 male undergraduate students with traditional or nontraditional stereotypes of women evaluated written vignettes of either male or female ratees. Raters were informed that their evaluations would be used for scale development (experimental purposes) or for merit pay and promotion decisions (administrative decisions). Analyses revealed that female ratees were evaluated less accurately by raters with traditional stereotypes of women than by raters with nontraditional stereotypes of women. Such differences occurred, however, only when appraisals were made for administrative decisions. In Study 2, 810 raters with traditional or nontraditional stereotypes of women evaluated the teaching effectiveness of eight male and six female professors. Analyses indicated that women were evaluated more favorably by raters with nontraditional stereotypes of women than by raters with traditional stereotypes of women. Implications of the findings for sex differences in appraisal, future research, and organizational effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Temp-to-permanent employees: A longitudinal study of stress and selection success.

Temp-to-permanent employees are temporary workers who have the opportunity to become permanent employees after a specific amount of time (e.g., generally after a 3- to 12-month period of trial work). The authors predicted that temporary worker individual differences, self-monitoring, tolerance for ambiguity, and role adjustment are related to temporary worker physiological stress and to whether temporary employees are offered permanent employment. Longitudinal data collection (pre- and postentry) resulted in data from 136 temp-to-permanent employees. Tolerance for ambiguity and role adjustment were found to be related to temporary worker stress and selection success. Self-monitoring was related to selection success for workers in an extended probationary period. These results suggest the need for further exploration and application of models of stress in understanding factors related to temporary worker success. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Applicant reactions to test scores banding in entry-level and promotional contexts.

This series of field studies used a fairness framework to investigate applicant reactions to test score banding in 3 police selection contexts. Studies 1 (N?=?85) and 2 (N?=?369) involved applicants for entry-level positions, and Study 3 (N?=?39) involved applicants for promotion. Across all 3 studies, race interacted with applicants' belief that banding is associated with affirmative action to affect measures of fairness and organizational outcomes such as attractiveness and perceived employee relations. Reactions were also related to applicants' perceived outcomes as a result of banding. Results are explained in terms of self-interest and suggest that reactions to banding are largely a function of the association of banding with affirmative action. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A field study of frame-of-reference effects on personality test validity.

As part of a test validation study at a major U.S.-based airline, the authors tested the effects of providing an "at work" frame-of-reference on the validity of the NEO Five-Factor Inventory among a sample of customer service supervisors (N = 206). Frame-of-reference moderated the validity of the Extraversion and Openness to Experience subscales after controlling for cognitive ability. In addition, the frame-of-reference personality test showed incremental validity over cognitive ability (ΔR2 = .16), but the standard personality test did not (ΔR2 = .05). The authors' discussion focuses on implications for personality theory and research and on implications for increasing the validity of personality tests in organizational settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Selection fairness information and applicant reactions: A longitudinal field study.

Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Development and examination of an expectancy-based measure of test-taking motivation.

A 10-item multidimensional measure of test-taking motivation based on expectancy theory, the Valence, Instrumentality, Expectancy Motivation Scale (VIEMS), was developed using a student sample (N?=?90) and tested using 2 samples of job applicants in a field setting (N?=?296; N?=?246). In Field Study 1, the VIEMS was related to test performance. Hierarchical regression analysis showed that the VIEMS explained variance in test score beyond a general measure of test motivation. In a second longitudinal field study, pretest and posttest perceptions of motivation were compared. Results indicated that expectancy was related to actual test performance, and perceived test performance accounted for variance in posttest reports of motivation after controlling for pretest levels of motivation. Test-taking motivation did not account for variance in test performance differences between African Americans and Whites in either field study. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Drug testing, drug treatment, and marijuana use: A fairness perspective.

The authors conducted a random statewide telephone survey of 1,484 individuals to study the relationship between marijuana use (in terms of participants' history of marijuana use) and reactions to drug testing and to study 2 hypothetical drug-treatment policies. Job safety sensitivity was related to perceived fairness of drug testing for the participant's job, and more recent marijuana use was associated with more negative reactions. Safety sensitivity was related to perceived fairness of drug treatment. Organizations with voluntary treatment were more attractive than ones with monitored treatment. Marijuana use interacted with drug treatment policy type in predicting reactions to drug treatment. Results suggest that organizations should consider job and employee characteristics when developing a drug treatment policy. (PsycINFO Database Record (c) 2010 APA, all rights reserved)