Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit

Past research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization\u27s expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals\u27 dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals\u27 job search and choice decisions

The Role of Person-Organization Fit in Organizational Selection Decisions

This paper presents and tests a theoretical model of person-organization fit and organizational selection decisions using data from 35 organizations making hiring decisions. Results suggested that (a) interviewers were able to assess applicants\u27 values with above-chance levels of accuracy, (b) interviewers compare their perceptions of applicants\u27 values with their organizations\u27 values to assess person-organization fit, and (c) it is perceived values congruence and not actual values congruence between applicants and organizations that predicted interviewers\u27 person-organization fit perceptions. Results also suggested that interviewers\u27 person-organization fit assessments had the largest effect on their hiring recommendations even after controlling for competing applicant characteristics (e.g., demographics, human capital), and that interviewers\u27 hiring recommendations had large and significant effects on organizations\u27 hiring decisions (e.g., job offers)

Some recent results on niche graphs

AbstractIn an earlier paper entitled “Niche graphs” written by Cable, Jones, Lundgren and Seager, niche graphs were introduced and examples were provided of graphs which have niche number 0, 1, 2, and ∞. However, no examples were found of a niche graph having finite niche number 3 or larger. We still have had no success in our efforts to find such a graph. Nevertheless we have gotten some interesting results. For example, we show in this paper that if there is such a graph, then there must be one which is connected. We also show that the niche number of a graph which has a finite niche number is ≤23|V(G)|. In addition we determine the niche number of all “wheel” graphs

Effects of Selection Systems on Job Search Decisions

On the basis of Gilliland\u27s (1993) model of selection system fairness, the present study investigated the relationships between selection procedures, perceived selection system fairness, and job search decisions in both hypothetical and actual organizations. We conducted two studies to test the model. In Study 1, we used an experimental method to examine job seekers\u27 perceptions of, and reactions to, five widely used selection procedures. Results suggested that applicants viewed employment interviews and cognitive ability tests as more job related than biographical inventories (biodata), personality tests, and drug tests, and that job relatedness significantly affected fairness perceptions, which in turn affected job search decisions. Study 2 examined the hypothesized relationships between the selection systems and job seekers\u27 pursuit of actual, relevant organizations. Results from both studies offer support for the hypothesized model, suggesting that selection tests have differential effects on perceived selection system validity and fairness, which affect subsequent job search decisions

An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success

Spectroscopy Of Hydrogen-bonded Formanilide Clusters In A Supersonic Jet: Solvation Of A Model Trans Amide

The gas-phase structures of trans-formanilide (FA) clusters containing varying numbers of water and ammonia molecules have been investigated by resonant two-photon ionization spectroscopy in a supersonic jet expansion. A single structure is found for the 1:1 cluster of FA with ammonia in which the amide NH group functions as a hydrogen bond donor to the ammonia nitrogen. In contrast, vibronically resolved spectra reveal two distinct structures for the 1:1 cluster with water in which either the amide NH group functions as a hydrogen bond donor or the carbonyl oxygen functions as a hydrogen bond acceptor. The 1:1 clusters with both ammonia and water exhibit characteristic spectral shifts that depend on which amide site participates in the hydrogen bond. Three distinct types of 1:2 clusters with water have been found. Two of these can be viewed as water dimers interacting through a single hydrogen bond with either the amide NH group or the carbonyl oxygen. The third structure involves a hydrogen bond at each amide site to a separate water molecule. Ternary FA clusters containing one ammonia and one water molecule have also been investigated and found to be present in two distinct structural forms. Although each structure contains a hydrogen bond between the amide NH and one of the solvents, the structures differ with regard to which solvent serves as the acceptor of this hydrogen bond as well as in the role of the second solvent. Finally, clusters containing four water molecules have been identified, although in this case only a single cluster structure has been observed. This species is assigned to a structure containing a hydrogen-bonded chain of four water molecules forming a bridge between the NH and carbonyl oxygen binding sites on opposite sides of the trans amide. These experimental observations and structural assignment are supported by ab initio Hartree-Fock calculations

What clinical clues differentiate migraine from sinus headaches?

Evidence-based answer: Patients with sinus headaches have thick nasal discharge, fever, chills, sweats, or abnormally malodorous breath (SOR: B, cross-sectional study). The 5 symptoms that are most predictive of migraine are: pulsatile quality, duration of 4 to 72 hours, unilateral location, nausea or vomiting, and disabling intensity (SOR: B, retrospective cohort). As the number of these symptoms increases, so too, does the likelihood that the patient has a migraine (SOR: B, systematic review of retrospective cohort studies). Most patients diagnosed with sinus headache actually have a migraine headache (SOR: B, 2 cross-sectional studies)

Speeding up gate operations through dissipation

It is commonly believed that decoherence is the main obstacle to quantum information processing. In contrast to this, we show how decoherence in the form of dissipation can improve the performance of certain quantum gates. As an example we consider the realisations of a controlled phase gate and a two-qubit SWAP operation with the help of a single laser pulse in atom-cavity systems. In the presence of spontaneous decay rates, the speed of the gates can be improved by a factor 2 without sacrificing high fidelity and robustness against parameter fluctuations. Even though this leads to finite gate failure rates, the scheme is comparable with other quantum computing proposals