Thesis (Ph.D.)--Hong Kong University of Science and Technology, 2006. / Adviser: Yanjie Bian. Includes bibliographical references (p. 132-141)

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

Thesis (Ph.D.)--McMaster University, 2003. / Advisor: Peter J. Kuhn. Includes bibliographical references. Also available via World Wide Web.

Zhang Jiabing. / Thesis submitted in: October 2005. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2006. / Includes bibliographical references (leaves 48-50). / Abstracts in English and Chinese. / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Background --- p.1 / Chapter 1.2 --- Research questions --- p.1 / Chapter 1.3 --- Thesis organization --- p.2 / Chapter Chapter 2 --- Literature Review --- p.4 / Chapter 2.1 --- Conceptualization of social ties --- p.4 / Chapter 2.2 --- Social ties in context --- p.7 / Chapter 2.3 --- Quality of job information --- p.8 / Chapter 2.4 --- Other dimensions of social ties --- p.12 / Chapter 2.5 --- Work ties and the relevancy of job information --- p.14 / Chapter Chapter 3 --- Data and methodology --- p.19 / Chapter 3.1 --- Analytical framework --- p.19 / Chapter 3.2 --- Data --- p.21 / Chapter 3.3 --- Variables --- p.22 / Chapter 3.4 --- Method --- p.25 / Chapter Chapter 4 --- Results --- p.27 / Chapter 4.1 --- Characteristics of work ties --- p.27 / Chapter 4.2 --- Why use work ties? --- p.30 / Chapter 4.3 --- The outcomes of using work ties --- p.39 / Chapter Chapter 5 --- Conclusion and Discussion --- p.44 / Bibliography --- p.48

In typical selection processes organizations gather information about an applicant. Rarely, however, do applicants collect equal information about the job or organization. This unequal exchange can inhibit an applicant's participation in the selection process. Studies have shown that realistic job previews (RJPs) positively influence applicants' job expectations, job satisfaction, turnover, selfselection, etc. Applicant self-selection can benefit both the organization and the applicant in terms of time, money, and energy required during the selection process and after organizational entry. The purpose of the present study was to explore the relationship between RJPs and self-selection. The study assessed the influence of a content valid RJP on applicants' job expectations. It also measured the degree of fit between applicants' ideal job ratings and the job in question. This measure of fit was then related to the applicant's propensity to self-select. Twenty six applicants for an emergency 911 position participated. Each participant completed a Job Profile Measure consisting of three scales. These scales included ratings of job tasks (based on a job analysis), job characteristics (the Job Diagnostic Survey by Hackman & Oldham, 1980), and organizational characteristics (the Organizational Culture Profile by O'Reilly, Chatman & Caldwell, 1991 ). Applicants completed the measure before and after viewing the RJP and as a measure of ideal job requirements. Dispatch job incumbents also completed the measure to provide actual job ratings. Results were limited by a small sample size, but several trends were found. T-tests showed that the RJP did not significantly alter applicants' job expectations. However, chi-square analyses indicated that applicant job task ratings were more consistent with incumbent ratings post RJP than pre RJP. MANOVA analyses indicated that applicant Job Profile ratings and incumbent ratings did not significantly converge after viewing the RJP. Self-selection ratings were also not significantly correlated with fit scores, but they were in the predicted direction. Applicant's with lower fit scores were more likely to self-select out of the hiring process. The trends in the data are encouraging, but more research is needed to be conclusive.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

This paper will examine the use of internet by job seekers. More specifically, this study explores the frequency (how often) the job seekers use a home-based internet system to search for employment.

Thesis (M.A.)--University of Manitoba, 1998. / Includes bibliographical references (p. 210-217). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://www.nlc-bnc.ca/obj/s4/f2/dsk2/ftp01/MQ32285.pdf.

Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 25, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Thomas Dougherty. Vita. Includes bibliographical references.

published_or_final_version / Clinical Psychology / Master / Master of Social Sciences