Reciprocity or backfiring? Examining the influence of realistic job previews on applicants' willingness to self‐disclose and use image protection tactics

Can employers use realistic job previews to encourage applicants to open up in job interviews? We draw on theories of self-disclosure to examine the association between realistic job previews and applicants' willingness to self-disclose and use image protection tactics. We also examine perceived competition for the job and Honesty-Humility as moderators. Results of a between-subjects 2 × 2 experimental study (N = 396) show that realistic job previews were associated with decreased willingness in applicants to self-disclose during the interview. This effect was stronger when applicants perceived high competition for the job. Organizational attractiveness and trust toward the employer mediated the effect. There were no direct effects of realistic job previews on image protection tactics. Furthermore, willingness to self-disclose and use image protection tactics was influenced by applicants' Honesty-Humility, but Honesty-Humility did not moderate the relation between job preview condition and willingness to self-disclose and use image protection tactics

Perceptions of Discrimination and Need for Affirmative Action Among Asian Americans: Is It Need or Self-Interest?

Bien que les personnes d’origine asiatique forment le groupe minoritaire ethnique ayant la plus forte croissance aux Etats-Unis, leurs points de vue ont fait l’objet de peu d’attention dans la littérature sur les actions positives (AA). Nous avons examiné les perceptions d’asiatiques en utilisant un échantillon de 216 étudiants du nord-ouest des Etats-Unis. Nous avons trouvé que les asiatiques perçoivent des degrés différents de discrimination en fonction du degré auquel ils parlent avec un accent perceptible, de leur statut de nationalité, et de leur génération d’installation aux Etats-Unis. Des personnes ne possédant pas la nationalité américaine et nées hors les Etats-Unis ont fait état d’une plus importante discrimination dans l’emploi et avaient des attitudes plus favorables à l’égard des AA pour les asiatiques. Les participants ont pensé que les asiatiques avaient un accès plus important à certains postes et qu’ils avaient de meilleures performances aux tests de recrutement que des personnes d’origine hispanique. Néanmoins, ils ont pensé que les asiatiques et les hispaniques devaient tous les deux bénéficier des AA et que les AA ayant comme cible chacun de ces groupes avaient un niveau de justice semblable. Nous commentons les résultats en termes des explications rivales venant des approches de justice dites égoïste ou fondée dans les besoins.Although Asians are one of the fastest-growing ethnic minority groups in the U.S., their views have received little scrutiny in the of affirmative action (AA) literature. We examined Asians’ perceptions of AA using a sample of 216 college students in the northwestern U.S. We found that Asians perceived different levels of discrimination as a function of their accent level, citizenship status, and generational status. Non-U.S. citizens and Asians not born in the U.S. reported more workplace discrimination and had more positive attitudes toward AA for Asians. Interestingly, Asians believed that Asians have greater access to certain jobs and believed they performed better on employment tests than Hispanics. Nevertheless, they believed that both Asians and Hispanics deserve to benefit from AA, and they perceived that AA targeting each of these groups was equally fair. These results are discussed in terms of the competing explanations of self-interest versus need-based fairness

Perceptions of Discrimination and Need for Affirmative Action Among Asian Americans: Is It Need or Self-Interest?

Bien que les personnes d’origine asiatique forment le groupe minoritaire ethnique ayant la plus forte croissance aux Etats-Unis, leurs points de vue ont fait l’objet de peu d’attention dans la littérature sur les actions positives (AA). Nous avons examiné les perceptions d’asiatiques en utilisant un échantillon de 216 étudiants du nord-ouest des Etats-Unis. Nous avons trouvé que les asiatiques perçoivent des degrés différents de discrimination en fonction du degré auquel ils parlent avec un accent perceptible, de leur statut de nationalité, et de leur génération d’installation aux Etats-Unis. Des personnes ne possédant pas la nationalité américaine et nées hors les Etats-Unis ont fait état d’une plus importante discrimination dans l’emploi et avaient des attitudes plus favorables à l’égard des AA pour les asiatiques. Les participants ont pensé que les asiatiques avaient un accès plus important à certains postes et qu’ils avaient de meilleures performances aux tests de recrutement que des personnes d’origine hispanique. Néanmoins, ils ont pensé que les asiatiques et les hispaniques devaient tous les deux bénéficier des AA et que les AA ayant comme cible chacun de ces groupes avaient un niveau de justice semblable. Nous commentons les résultats en termes des explications rivales venant des approches de justice dites égoïste ou fondée dans les besoins.Although Asians are one of the fastest-growing ethnic minority groups in the U.S., their views have received little scrutiny in the of affirmative action (AA) literature. We examined Asians’ perceptions of AA using a sample of 216 college students in the northwestern U.S. We found that Asians perceived different levels of discrimination as a function of their accent level, citizenship status, and generational status. Non-U.S. citizens and Asians not born in the U.S. reported more workplace discrimination and had more positive attitudes toward AA for Asians. Interestingly, Asians believed that Asians have greater access to certain jobs and believed they performed better on employment tests than Hispanics. Nevertheless, they believed that both Asians and Hispanics deserve to benefit from AA, and they perceived that AA targeting each of these groups was equally fair. These results are discussed in terms of the competing explanations of self-interest versus need-based fairness

Evaluation of a Pilot of the Oregon Department of Transportation’s Ecodrive Program

Economical, ecological, and safe driving – eco-driving – is aimed at reducing fuel consumption and greenhouse gas emissions (Martin, Chan, & Shaheen, 2012). The adoption of energy-efficient driving styles and practices has been recognized as a means of reducing energy consumption, and estimates of energy savings attributed to eco-driving have been reported to range from 5% to as high as 20%, depending on the driving context (Barkenbus, 2010; Stillwater & Kurani, 2013; van der Voort, Dougherty & van Maareseveen, 2001). Eco-driving is being promoted in partnership among the Oregon Department of Transportation (ODOT) (Planning, Safety and Motor Carrier Division), the Department of Environmental Quality, the Oregon Department of Energy, and the Clean Cities Program (“EcoDriving Agency Partners”) to address fuel consumption in fleet drivers of light vehicles. The EcoDrive program was created to increase fuel efficiency in organizational fleets. The intent of the EcoDrive Program is to design and introduce eco-driving educational materials specifically targeted at drivers of light vehicles. The materials highlight the “Top EcoDrive Tips” and reinforce the relevant actions and benefits of eco-driving. The purpose of this report is to provide information about the implementation of the EcoDrive Program at three sites (publicsector organizations) within the state of Oregon and provide a preliminary evaluation of the program. In particular, this report will highlight how the EcoDrive Program impacted fleet drivers in terms of attitudes, knowledge, and behavior and how the drivers responded to the eco-driving materials. Further, we discuss recommendations for future implementations of the materials, highlighting possible organizational environments that are important for the success of the EcoDrive Program

Applicant perspectives during selection

We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (“So what?”). This is followed by a consideration of “What’s new?” by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on “Where to next?” and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes

Work design and aging

The workforce is expected to age in the coming decades in most industrialized countries (Eurostat 2013; Toossi 2012); this is a result of decreased birthrates, later retirements due to financial need, and raising of the retirement age in many countries because of longer lifespans (Vaupel 2010). As a result of these changes, people are working later in life, often well into their 60s and even 70s. In this entry, the extant literature on job design for workers over the work lifespan is described. Specifically, two types of job design research are differentiated: research on physical aspects of the workplace to accommodate people as they age (a more ergonomic approach) versus job redesign that addresses psychological changes (e.g., cognitive ability, personality) that take place over the work lifespan. The focus in this entry is primarily on psychological job design, integrating lifespan development theories, age-related models of work motivation, and models of job design to describe how characteristics of the workplace can interact with worker age to affect job attitudes and behaviors. The few empirical studies that have examined psychological job design and age are cited. This entry concludes with a discussion of the several additional moderators that may further affect the interplay of age and job characteristics and concludes with a discussion of the practical challenges involved in implementing job redesign for workers of different ages in actual work settings

A Review and Synthesis of the Work Ability Literature

There is a growing literature investigating aging and work due to increasing numbers of older working adults. One emerging research line has focused on work ability (WA), or workers’ functional capacity to meet work demands, including the antecedents of WA and how WA affects work attitudes, performance, and retirement. Our article provides the first comprehensive multidisciplinary (e.g., medicine, psychology, management) review of the WA literature to date. In our review, we discuss the evolution and limitations of WA measurement and conceptualization that could limit future advancements in WA research, integrate WA with organizational and lifespan development theories, synthesize the extant WA literature using the job demands and resources model as an organizing framework, describe interventions focused on promoting and maintaining WA, and provide recommendations for future WA research. This review aims to offer greater understanding of how WA should be situated within the workplace literature and the processes by which workers determine their ability to continue working over their lifespan, ultimately leading to the development of workplace interventions and policies to address these profound changes in workforce demographics

Evaluation of a Supervisor Training Program for ODOT’s EcoDrive Program

Eco-driving consists of using energy-efficient approaches to driving aimed at reducing fuel consumption and, ultimately, CO2 emissions. A previous study found that an EcoDrive informational campaign was effective at increasing the use of eco-driving behaviors, but only when employees perceived that their supervisor supported the program and when they were personally motivated to perform the eco-driving behaviors. In order to build upon the findings of our previous study, the present study focused on increasing the use of eco-driving behaviors through an informational eco-driving campaign combined with supervisor training to support the use of eco-driving practices. In this study we collected baseline measures of driving knowledge, attitudes, and behaviors from employees at three organizations, as well as follow-up data collected at two months (Time 2) and six months post-intervention (Time 3). Implementing a quasi-experimental design with a control group (informational campaign only) and an experimental group (informational campaign combined with supervisor training), we tested the incremental effectiveness of supervisor training compared to the effect of an informational campaign alone. In total, 19 supervisors received supervisor training (supervisor training group) and 10 supervisors were provided with the informational campaign materials only (control group). We collected data from 144 unique participants across the three time points, and of these responses we were able to match responses for 50 participants from Time 1 to Time 2 and 48 from Time 1 to Time 3. We were also able to match responses from 38 participants across all three time points; however, because our interest was in change from baseline, and in order to increase our statistical power, analyses were conducted comparing Time 1 to Time 2 and Time 1 to Time 3 data. We assessed changes in self-reported knowledge, attitudes, and behaviors using mixed method ANOVAs to assess the within-person change across time points and compare the effectiveness of the intervention between the control and supervisor training groups. We found that, in general, participants reported using eco-driving behaviors more often in the follow-up surveys compared to baseline measures. However, we did not find direct support for the supervisor training intervention providing an incremental increase in eco-driving behaviors and attitudes compared to the informational campaign alone. On the other hand, we did find that supervisor support, frequency of communication about eco-driving, and the percentage of employees who viewed the EcoDrive materials were greater in the supervisor training group compared to the control group. Additionally, employees in the supervisor training group rated the EcoDrive materials as more useful compared to the control group. Based on these findings, the supervisor training seemed to be effective in improving indicators of supervisor support; however, it may be that our limited sample size did not allow us to find statistically significant differences between the two groups in eco-driving behaviors. In this report we discuss in more detail the basis for this study, the implementation of the intervention, the results, and potential explanations for our findings in order to inform future studies. We also provide a detailed account of the methodology used in this study