The Realistic Job Preview as a Persuasive Communication.

Popovich, Paula M.; Wanous, John P.

doi:10.5465/amr.1982.4285243

Cited by 67 publications

(88 citation statements)

References 16 publications

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“…Research on realistic job previews (RJPs) is rather thorough, beginning in 1956 with research by Weitz. Wanous (Wanous , , Popovich & Wanous , Premack & Wanous ) has done germane work with RJPs that has shown that their use lowers turnover as a post‐hire. The lower turnover is due to applicant self‐selection resulting from a realistic job preview.…”

Section: Model Implementation/resultsmentioning

confidence: 99%

A house divided: cooperative and competitive recruitment in vital industries

2015

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Section: Model Implementation/resultsmentioning

confidence: 99%

A house divided: cooperative and competitive recruitment in vital industries

2015

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“…Stress or perceived urgency inherent in the job interview situation combined with applicants' prior expectations or saliency of job-context characteristics are probably among the sources of their biased picture of what the job entails. Popovich and Wanous (1982) argued that the realistic job preview operates as a persuasive message influencing the recruit's attitudes toward the job. Thus, research efforts should address information processing.…”

Section: Discussionmentioning

confidence: 99%

Selecting Job‐Content Versus Job‐Context Information: A Field Study of the Roles of Need for Closure and Prior Preferences

Ellis

1996

J Applied Social Pyschol

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A field study was conducted in a job‐interview setting among female secretarial job applicants with previously expressed preferences for receiving information either about job content or about job context. The results showed that (a) under high as opposed to low need for closure, job applicants requested more job information, whether for job content or job context; (b) across experimental conditions, subjects preferred job‐context information; (c) high need for closure selectively reduced the job‐context information requested by applicants who had expressed a preference for job‐content characteristics as compared with subjects who had expressed a preference for job‐context characteristics, but it did not reduce the need for job‐content information of applicants with a job‐context preference; and (d) under high need for closure, job applicants who had previously expressed a preference for job‐content characteristics did, in fact, perceive job‐content information as more important than job‐context information, and subjects who had expressed a preference for job‐context type of characteristics perceived job‐context characteristics as more important.

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“…Las expectativas a lo largo de la historia en la organización van siendo confrontadas con aquellas que incorporó desde que comenzó a formar parte de ella. Algunos estudios inclusive han profundizado sobre la importancia de la gestión de las expectativas como elemento clave para la retención de personas, desarrollando programas especí-ficos para ello (Papovich & Wanous, 1982;Wanous & Reichers, 2000).…”

Section: Egreso Voluntariounclassified

Personalidad resistente y su relación con el egreso voluntario en call centers

Carrara¹

2018

PSICO

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Personalidad resistente y su relación con el egreso voluntario en call centers Javier Labarthe Carrara 1 Universidad Católica del UruguayEn el presente trabajo se analiza la relación entre la personalidad resistente, y el egreso voluntario de los trabajadores en call centers. Se pretende entender la decisión de egreso, a través de la personalidad. Se aplicó el cuestionario de personalidad resistente desarrollado por Moreno, Garrosa y Gonzalez (2000) a una muestra de 81 teleoperadores. Se encontró una probabilidad mayor de egreso voluntario en las personas con baja personalidad resistente así como las que cuentan con mayores niveles de escolaridad. Esto nos permite señalar que existen rasgos individuales que facilitan la gestión de las demandas y la percepción sobre el contexto laboral que influye en la decisión de egreso en este tipo de organizaciones. Palabras clave: personalidad resistente, egreso voluntario, call centers Hardiness personality and its relation to voluntary resignation in call centersThis paper discusses the relationship between hardiness personality and workers' voluntary resignation from call center jobs. The aim is to understand the decision to leave through a subject's personality. The hardiness personality questionnaire developed by Moreno, Garrosa and Gonzalez (2000) was administered to a sample of 81 telemarketers. A higher probability of voluntary resignation was found in those with low hardiness personality as well as in those with higher levels of education. The greater permanence of workers with a high level of hardiness personality shows that there are individual traits that facilitate the way in which the worker deals with the demands and the perception of the work setting, which influences the voluntary resignation decision in this type of organizations.

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The Realistic Job Preview as a Persuasive Communication.

Abstract: BEFORE COMPLETING FORM I. REPORT NUMBER 2GVTACCESSION NO. 3. RECIPIENT'S CATALOG NUMBER 4. TITLE 'Id SubtIlo S.

Cited by 67 publications

References 16 publications

A house divided: cooperative and competitive recruitment in vital industries

A house divided: cooperative and competitive recruitment in vital industries

Selecting Job‐Content Versus Job‐Context Information: A Field Study of the Roles of Need for Closure and Prior Preferences

Personalidad resistente y su relación con el egreso voluntario en call centers

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