Vocational behavior 1989: The year in review

Mullen, Ellen J.; McElroy, James C.

doi:10.1016/0001-8791(90)90039-5

Cited by 10 publications

(2 citation statements)

References 503 publications

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“…Second, the model anticipates that both politics and job attitudes have an effect on employees' behavioral intentions and job performance. This idea also draws sub- stance from extensive literature that relates workplace justice to job attitudes and to a variety of work outcomes, such as career development and formal and informal job performance (e.g., Blau et al, 1993;Farh, Podsakoff, & Organ, 1990;Fitzgerald & Rounds, 1989;Moorman, 1991;Morrow, Mullen, & McElroy, 1990;Niehoff & Moorman, 1993;Scandura, 1997).…”

Section: Outcomes Of Politics Perceptionmentioning

confidence: 99%

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

Vigoda

2000

Journal of Vocational Behavior

340

269

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Section: Outcomes Of Politics Perceptionmentioning

confidence: 99%

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

Vigoda

2000

Journal of Vocational Behavior

340

269

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“…The selection literature is somewhat fragmented, and few cognitive models have been applied to selection. Recent reviews of the selection literature (Griffin, 1989; Morrow, Mullen, & McElroy, 1990) indicate that the majority of selection research has tended to focus on one of three areas: the interview and interview process, selection quality and validity, and discrimination (e.g., gender and age). Selection research has not traditionally taken a cognitive approach.…”

Section: The Selection Literaturementioning

confidence: 99%

A Prototype Matching Approach to Understanding the Role of Applicant Gender and Age in the Evaluation of Job Applicants¹

Perry

1994

J Applied Social Pyschol

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This research uses a prototype matching approach to understand how job applicant evaluations are made and the role that applicant gender and age play in these evaluations. It is hypothesized that raters represent information about jobs and jobholders in person‐in‐job prototypes. Raters evaluate applicants by matching information about applicants to the person‐in‐job prototype associated with the job for which the applicant is applying. Person‐in‐job prototypes are comprised of features that are more (i.e., central) or less (i.e., peripheral) strongly associated with the prototype. Three laboratory studies examined several hypotheses derived from a prototype matching approach. Results indicated that applicants who matched on more central features were evaluated more favorably than applicants who matched on fewer central features of person‐in‐job prototypes. In addition, applicants who matched on age were evaluated more favorably than applicants who did not match on age when age was a central but not a peripheral feature of a person‐in‐job prototype. However, applicants who matched on gender were not evaluated differently from applicants who did not match on gender when gender was a central or a peripheral feature of a person‐in‐job prototype. Finally, there was some evidence that raters used applicant gender in a complex manner when evaluating applicants. Implications for theory and research on bias in selection are discussed.

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Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective

Jenkins

Maslach

1994

J Organ Behavior

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This longitudinal study examined relations among interpersonal demands of jobs and the psychological health, job and work involvements, and job satisfaction of workers. Two samples of archival data were collected between the 1940s and 1971. Workers of both sexes who were psychologically healthier in adolescence and earlier adulthood manifested greater involvement and (for men only) satisfaction later in adulthood. People in interpersonally demanding jobs showed greater involvement and satisfaction; men were more involved, but not more satisfied, than women. Older cohort members who were more psychologically healthy were more likely to enter, and remain in, interpersonally demanding jobs. However, this relationship was moderated by both chronological age and historical period, which are cohort variables that are often ignored in the occupational literature. The common practice of presuming generalizability across these dimensions may not be warranted.

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Vocational behavior 1989: The year in review

Cited by 10 publications

References 503 publications

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

A Prototype Matching Approach to Understanding the Role of Applicant Gender and Age in the Evaluation of Job Applicants¹

Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective

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Vocational behavior 1989: The year in review

Cited by 10 publications

References 503 publications

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector

A Prototype Matching Approach to Understanding the Role of Applicant Gender and Age in the Evaluation of Job Applicants1

Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective

Contact Info

Product

Resources

About

A Prototype Matching Approach to Understanding the Role of Applicant Gender and Age in the Evaluation of Job Applicants¹