Too legit to quit? How realistic job previews affect early turnover decisions

Includes bibliographical references.2015 Summer.Using an organizational sample of call center employees, the current study improved upon conceptual and methodological limitations of prior realistic job preview (RJP) and turnover research to conduct a more rigorous test of RJP effectiveness. Specifically, using both quantitative organizational human resources archival records and qualitative third-party exit interview data, it was expected that an RJP intervention would be related to (1) a decreased voluntary turnover rate, (2) an organizationally unavoidable voluntary exit reason or involuntary exit reason (versus an organizationally avoidable voluntary exit reason), and (3) an increase in organizational tenure among exited employees. Results failed to support a hypothesized relationship between the RJP intervention, lower voluntary turnover rate, and increased organizational tenure among former employees, as effects were in the hypothesized direction but not large enough to establish statistical significance. Results also did not support the hypothesized relationship between the RJP intervention and exit reason. Findings and literature synthesis are pertinent for the design of future RJP research and the implementation of realistic recruitment interventions. Further implications of the results, contributions of the study, limitations, and recommendations for future research are also addressed

Coping with Job Loss and Reemployment: A Two-Wave Study

Using a national sample, this study investigated the effects of unemployed workers’ coping resources and coping strategy use on reemployment after a three-month period. Based on previous research, it was expected that (1) three types of coping resources (self-esteem, social support, and financial resources) would be positively related to problem-focused coping with job loss, (2) coping resources would be negatively related to emotion-focused coping with job loss, (3) problem-focused coping would be positively related to reemployment, (4) problem-focused coping would be more strongly related to reemployment than emotion-focused coping, and (5) coping strategies would mediate the relationship between the availability of coping resources and obtaining reemployment. Results provided support for the direct effects of coping resources (self-esteem, social support, and, to some extent, financial resources) on coping strategies, and a direct effect of problem-focused coping on reemployment 3 months later. Self-esteem and social support were each indirectly related to subsequent employment status, mediated by problem-focused coping. In other words, individuals with higher levels of self-esteem and social support were not only more likely to engage in problem-focused coping, but having a higher level of self-esteem and social support was also associated with a higher likelihood of being reemployed three months later. Findings are pertinent for the design of more effective interventions that mitigate adverse effects of unemployment and facilitate a successful return to the workforce