Effects of realistic job previews: A comparison using an enhancement and a reduction preview.

Meglino, Bruce M.; DeNisi, Angelo S.; Youngblood, Stuart A.; Williams, Kevin J.

doi:10.1037/0021-9010.73.2.259

Cited by 79 publications

(89 citation statements)

References 24 publications

(28 reference statements)

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“…The study by Meglino et al 497 on army recruits found that trainees exposed to combined previews had significantly lower turnover. Trainees' exposure to combined previews was also found to be positively related to their perceptions of the army as more caring, trustworthy and honest; they were more committed to the army, more satisfied with their jobs, and experienced less role ambiguity.…”

Section: Resultsmentioning

confidence: 99%

Systematic review of the links between human resource management practices and performance

Patterson

Rick²,

Wood³

et al. 2010

Health Technol Assess

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How to obtain copies of this and other HTA programme reports An electronic version of this title, in Adobe Acrobat format, is available for downloading free of charge for personal use from the HTA website (www.hta.ac.uk). A fully searchable DVD is also available (see below).Printed copies of HTA journal series issues cost £20 each (post and packing free in the UK) to both public and private sector purchasers from our despatch agents.Non-UK purchasers will have to pay a small fee for post and packing. For European countries the cost is £2 per issue and for the rest of the world £3 per issue. How to order:-fax (with credit card details) -post (with credit card details or cheque) -phone during office hours (credit card only).Additionally the HTA website allows you to either print out your order or download a blank order form. Contact details are as follows:Synergie UK (HTA Department) Digital House, The Loddon Centre Wade Road Basingstoke Hants RG24 8QW Email: orders@hta.ac.uk Tel: 0845 812 4000 -ask for 'HTA Payment Services' (out-of-hours answer-phone service) Fax: 0845 812 4001 -put 'HTA Order' on the fax header Payment methods Paying by chequeIf you pay by cheque, the cheque must be in pounds sterling, made payable to University of Southampton and drawn on a bank with a UK address. Paying by credit cardYou can order using your credit card by phone, fax or post. SubscriptionsNHS libraries can subscribe free of charge. Public libraries can subscribe at a reduced cost of £100 for each volume (normally comprising 40-50 titles). The commercial subscription rate is £400 per volume (addresses within the UK) and £600 per volume (addresses outside the UK). Please see our website for details. Subscriptions can be purchased only for the current or forthcoming volume. How do I get a copy of HTA on DVD?Please use the form on the HTA website (www.hta.ac.uk/htacd/index.shtml). HTA on DVD is currently free of charge worldwide.The website also provides information about the HTA programme and lists the membership of the various committees. HTA NIHR Health Technology Assessment programmeT he Health Technology Assessment (HTA) programme, part of the National Institute for Health Research (NIHR), was set up in 1993. It produces high-quality research information on the effectiveness, costs and broader impact of health technologies for those who use, manage and provide care in the NHS. 'Health technologies' are broadly defined as all interventions used to promote health, prevent and treat disease, and improve rehabilitation and long-term care. The research findings from the HTA programme directly influence decision-making bodies such as the National Institute for Health and Clinical Excellence (NICE) and the National Screening Committee (NSC). HTA findings also help to improve the quality of clinical practice in the NHS indirectly in that they form a key component of the 'National Knowledge Service'. The HTA programme is needs led in that it fills gaps in the evidence needed by the NHS. There are three routes to the start of project...

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Section: Resultsmentioning

confidence: 99%

Systematic review of the links between human resource management practices and performance

Patterson

Rick²,

Wood³

et al. 2010

Health Technol Assess

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“…A final study (178) developed two types of RJP for basic training. One type (reduction preview) was designed to reduce overly optimistic expectations by presenting unanticipated problems and difficulties.…”

Section: F Realistic Job Previewsmentioning

confidence: 99%

A Review of the Literature on Attrition from the Military Services: Risk Factors for Attrition and Strategies to Reduce Attrition

Knapik¹,

Jones²,

Hauret³

et al. 2004

PsycEXTRA Dataset

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REPORT DOCUMENTATION PAGE Public reporting burden for this collection of information is estimated to average 1 hour per response, including ttie time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. ABSTRACT (Maximum 200 words)Attrition is the failure of an enlisted service member to be retained in service v/ithin the first term of enlistment. This paper emphasizes health/fitness-related aspects of attrition but also covers demographic and psychosocial factors. Overall 3-year military attrition steadily rose fi-om 26% in 1985 to 31% in 1995. Demographic and psychosocial risk factors for attrition include lower educational attaiiunent, female gender, White ethnicity, lower Armed Forces Qualification Test scores, lower moral character (less conformance to laws, rules and regulations), moral waivers, pre-service job instability, and less time in the Delayed Entry Program. The age-attrition relationship appears to be bimodal with higher attrition when youngest, decreasing in 19-23 year olds, and rising again after that. Attrition for mental health reasons is associated with pre-service physical/sexual abuse, previous mental health counseliag, previous treatment with medication, previous psychiatric hospitalization, low motivation, pessimism toward training, depression, lack of self-reliance, and referral to a mental health facility. Attrition is also higher among those waivered for hearing problems, skin disorders, back disorders, and prior knee injuries. Other health-related risk factors include pre-service injury, injuries during basic training, a history of prior cigarette smoking, low physical activity prior to service, greater body weight, higher body mass index and lower physical fitness. Strategies to reduce attrition include prescreening by biographical questionnaires, compensatory screening, individual behavioral health counseling, and realistic job previews. Senior leadership initiatives have a powerful effect on attrition. Attrition also appears to be reduced by increasing physical fitness prior to basic training, the Physical Training and Rehabilitation Program, and the Pre-Initial Entry Training Program (for National Guard). ."""""""""""""""""""." -lnitial Entry Training Program,,,,,,,,,,,,,,,,,,,,,,,,,,..... For the purposes of this paper, attrition was defined as the failure of an enlisted service member to be retained in service during their contracted first term of enlistment. This manuscript reviews a wide range of factors influencing attrition but the primary interest is in health-related factors. SUBJECT TERMS PATTERN OF ATTRITION OVER TIME AND REASONS FOR ATTRITION.Overall 3-year military attrition steadily rose from 26% in 1985 to 31% in 1995. About 1/3 of attrition occurred in the first 6 months of service, about V2 within the first year, and the remainder in the subsequent 2 year period. Separations within the first 6 months of service were associated with performance proble...

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“…This should include accurate information about both basic training and subsequent military service. Accurate portrayal of both the negative and positive aspects of a job during the application process has been related to lower subsequent worker turnover and higher ratings of job satisfaction in civilian settings (Taylor, 1994) and the military (Meglino, DeNisi, Youngblood, & Williams, 1988). A common complaint heard from trainees is that their recruiter did not fully inform them about the difficulties they would encounter in basic training or in military service in general.…”

Section: Discussionmentioning

confidence: 99%

Stress management training for military trainees returned to duty after a mental health evaluation: Effect on graduation rates.

Cigrang¹,

Todd²,

Carbone³

2000

Journal of Occupational Health Psychology

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A significant proportion of people entering the military are discharged within the first 6 months of enlistment. Mental health related problems are often cited as the cause of discharge. This study evaluated the utility of stress inoculation training in helping reduce the attrition of a sample of Air Force trainees at risk for discharge from basic military training. Participants were 178 trainees referred for a psychological evaluation from basic training. Participants were randomly assigned to a 2-session stress management group or a usual-care control condition. Compared with past studies that used less rigorous methodology, this study did not find that exposure to stress management information increased the probability of graduating basic military training. Results are discussed in terms of possible reasons for the lack of treatment effects and directions for future research. The Department of Defense must annually recruit approximately 200,000 young adults for the activeduty armed forces to sustain the United States' ability to effectively pursue national security interests, A number of trends are evident suggesting that meeting this requirement has become more difficult in the 1990s. The proportion of young men and women who express an intention to serve on active duty in one of the military services has declined across the past decade (Cohen, 1998). The percentage of military recruits who score in the top half of the Armed Forces Qualification Test has dropped from 86% in 1990 to 79% in 1997 (McGinty, 1998). In recent testimony to Congress, the Chairman of the Joint Chiefs of Staff reported that the strong economy in the United States is draining the military of its most talented workforce ("Joint Chiefs," 1998). Studies conducted by the U.S. General Accounting Office in the last 2 years have focused attention on the high attrition rate of young people who do choose to enlist in the military (Scarborough, 1998; U.S. General Accounting Office, 1997). Results showed that approximately one third are discharged before completing their first tour of duty. These observations underscore the considerable

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Effects of realistic job previews: A comparison using an enhancement and a reduction preview.

Cited by 79 publications

References 24 publications

Systematic review of the links between human resource management practices and performance

Systematic review of the links between human resource management practices and performance

A Review of the Literature on Attrition from the Military Services: Risk Factors for Attrition and Strategies to Reduce Attrition

Stress management training for military trainees returned to duty after a mental health evaluation: Effect on graduation rates.

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