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|Title:||The Effects of Job Previews on Self Selection Decisions and Initial Job Attraction (Job Analysis, Organizational Behavior)|
|Author(s):||Camara, Wayne Joseph|
|Department / Program:||Education|
|Degree Granting Institution:||University of Illinois at Urbana-Champaign|
|Subject(s):||Education, Educational Psychology|
|Abstract:||The effects of realistic job information on self selection decisions were studied for applicants of professional job classifications at a State Civil Service Office. Applicants indicated their initial job attraction to each job classification and were then assigned to one of three applicant groups. Two types of previews were used in this study: (a) applicants completed an instrument measuring their match to each job classification; and (b) some applicants received feedback concerning their match to these job classifications. The first group of applicants (n = 34) completed this instrument and were mailed feedback concerning their match. The second group of applicants (n = 34) completed this instrument but did not receive feedback. All applicants then made self selection decisions (jobs applied for). Applicants in a control group (n = 35) completed the same instrument following their self selection decisions.
It was hypothesized that applicants completing the instrument and receiving feedback would have significantly higher matches with jobs they selected than other applicants. It was also hypothesized that applicants completing the instrument without feedback would have significantly higher job matches than applicants in the control group. Applicants' initial attraction to jobs was contrasted with their self selection decisions. The third hypothesis stated that the differences between initial job attraction and self selection decisions would be greatest for applicants receiving the feedback. The fourth hypothesis predicted significant differences between the group completing the instrument and the control group. The last hypothesis predicted that applicants' performance on the instrument used to predict job-person match would be related to their scores on Civil Service Examinations.
The preview/feedback had significant effects (F = 3.77, p < .05) on applicants' self selection decisions and moderated applicants' initial job attraction (F = 14.08, p < .001). However, applicants provided with the preview, but not the feedback, had no significant differences in self selection decisions or changes in initial job attraction, from the control group. Correlations between an index measuring job-person match and performance on Civil Service Exams was significant, but lower than anticipated (mean r = .28, p < .05). The preview/feedback provided applicants with information that could moderate job and self expectations.
Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1986.
|Date Available in IDEALS:||2014-12-15|