Abstract:The effects of influence tactic, applicant gender, and job type were examined in the selection context. A male or female applicant used either an assertive, rational, or exchange influence tactic in a simulated job interview script for either a sales representative or cost accounting position. Three hundred four managers, (271 male and 26 female, predominantly white) evaluated the applicant and indicated the likelihood that they would recommend hiring the applicant. Results indicated that tactics were differentially effective in generating favorable hiring recommendations and ratings of the applicant, depending on whether the tactic was used by a male or female applicant and on the job type sought. Article:Although researchers have investigated the effect of downward influence tactics for years, they have recently shown more interest in upward influencing tactics in intraorganizational contexts (e.g. see Dockery & Steiner, 1990;Vecchio & Sussman, 1991). This shift occurred as researchers realized that influence tactics not only affect subordinate's perceptions and resulting organizational outcomes, but also shape supervisors' perceptions and subsequent decisions. For example, Schlenker (1980) and Kipnis & Schmidt (1988) found that employees' influence attempts affected subsequent performance evaluations and salary assignments by their superiors. While studies have examined managers' and subordinates' influence attempts, the generalizability of those findings to boundary-spanning situations, such as the selection process remains relatively unexplored.This study is the first investigation to focus on the selection interview and the effect that applicants' influence tactics have on managers' evaluations of the applicant and the managers' subsequent hiring recommendations. The impact of three different influence tactics-rationality, assertiveness and exchange-are compared in simulated job interviews of both a male and a female applicant who are applying for two different types of positions-a cost accountant and a sales representative. Use of this research design enables us to examine the effects of applicant gender, influence tactic, and type of job and their interactions on evaluations of the applicant and on hiring recommendations. Potential interactive effects of these three variables will be explored in the following paragraphs.

Numerous surveys show that consumers are concerned about the environment hut that their concern does not always lead to actions, such as the purchase of environmentally responsible products. It is the intent of this study to assess the impact of extrinsic cues such as price and environmental-laheling information on consumer-purchase decisions. A simulated retail setting was used for data collection. Price had a major influence on the purchase of the recycled textile products. The patterns of purchase varied hy gender. No effects were found for level of income or attitudes. The results reinforce evidence of the limited effectiveness of labeling and suggest that manufacturers may need to find a more effective means of encouraging consumers to purchase recycled textile products.

<span>With todays retail department store competitiveness, it is necessary to examine department store cross-shoppers of three department store types: traditional, national chain, and discount. Regular shoppers of one type as well as two or more department store types are examined. The multi-item constructs consist of behaviors and attitudes of these different department store shoppers. The needs of cross-shoppers are dramatically different from the needs of core department store customers suggesting the folly of looking only to the needs of their store loyal customers for the structuring of store strategy.</span>

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