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.
| Identifer | oai:union.ndltd.org:pdx.edu/oai:pdxscholar.library.pdx.edu:open_access_etds-5965 |
| Date | 07 June 1995 |
| Creators | Burton, Melissa Lynn |
| Publisher | PDXScholar |
| Source Sets | Portland State University |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Dissertations and Theses |
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