Effects of Realistic Job Previews on Hiring Bank Tellers
Article Abstract:
A field study exploring the consequences of making available job preview texts to newly-hired bank tellers is presented. Control groups in opposition to the realistically specific type of preview, were set up with a realistically general classification and with no job preview at all. Results proved unequivocally that an employee's exposure to the precise job preview analysis, lowered job expectations compared to the other two control checks. Job performance, organization attitude and totality of job-survival statistics were not meaningfully influenced by preview inclusion. Turnover rates of those with prior job preview knowledge during the training and development stage conveyed explicit differences; the second twenty-week term of job competance (performing at standard) indicating more departing tellers who had no realistic previews offered them. The bank's viewpoint expresses concern with the turnover rate because of cost implications. It is estimated that an early leave-taking costs $1,425 less than an exodus during the training- course. Statistical tabulations are provided, correlating components such as initial expectations, job life-span and departure periods with job preview cognizance.
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1984
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Group composition as a determinant of job analysis outcomes
Article Abstract:
The purpose of this study was to determine if different groups of job incumbents would provide different job analysis outcomes. Patrolpersons from 12 university police departments served as subjects. Subject-matter expert groups were formed on the basis of multidimensional scaling (MDS) procedure, seniority level, and educational level. The job analysis technique used was the critical incident technique. Multivariate analysis of variance indicated that MDS groups differed on ratings and rank orderings of job dimension importance. These MDS group differences were probed via discrimination analysis, which revealed that the MDS group differed on one discriminant function for the job dimension importance ratings and on two discriminant functions for the job dimension importance rank orderings. The MDS group's discriminant function differences were also related to supervisor rank orderings. Job analysis outcomes were not affected by subject-matter-expert groups of seniority and educational level. Results are discussed in terms of their implications for the job analysis practitioner. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
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Importance ratings in job analysis: note on the misinterpretation of factor analyses
Article Abstract:
A common practice in job analysis involves having subject matter experts (SMEs) provide importance weights for the behaviors identified as characteristics of a given job, and then grouping those behaviors by factor analysis. Two problems with using factor analysis on these data are explored: (a) The factors that emerge from such an analysis are not interpretable as important dimensions of the job, and (b) job dimensions that SMEs agree are important will not emerge as factors. (Reprinted by permission of the publisher).
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
User Contributions:
Comment about this article or add new information about this topic:
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