Changing an Unfavorable Employment Reputation: A Longitudinal Examination

Although a favorable employment reputation plays an important role in generating a large and qualified pool of job applicants for an organization (Rynes & Cable, 2003), little research has investigated whether organizations can improve applicants’ existing unfavorable employment reputation perceptions. Results from a four-week longitudinal experiment using 222 student job seekers revealed that participants’ employment reputation perceptions improved after exposure to recruitment practices and followed diminishing returns trajectories over time. High information recruitment practices (e.g., personal communication from a recruiter) from both single and multiple sources were more effective for changing unfavorable employment reputation perceptions than repeated mere exposure to the organization (i.e., exposure to only the company logo), and high information practices from multiple sources were the most effective overall. Finally, participants reporting less familiarity with the organization experienced greater reputation change across the four weeks, but only for participants in the mere exposure condition

A Multilevel Analysis of the Effect of Prompting Self-Regulation in Technology-Delivered Instruction

We used a within-subjects design and multilevel modeling in two studies to examine the effect of prompting self-regulation, an intervention designed to improve learning from technology-delivered instruction. The results of two studies indicate trainees who were prompted to self-regulate gradually improved their knowledge and performance over time, relative to the control condition. In addition, Study 2 demonstrated that trainees’ cognitive ability and self-efficacy moderated the effect of the prompts. Prompting self-regulation resulted in stronger learning gains over time for trainees with higher ability or higher self-efficacy. Overall, the two studies demonstrate that prompting self-regulation had a gradual, positive effect on learning, and the strength of the effect increased as trainees progressed through training. The results are consistent with theory suggesting self-regulation is a cyclical process that has a gradual effect on learning and highlight the importance of using a within-subjects design in self-regulation. research

Guiding Learners through Technology-Based Instruction: The Effects of Adaptive Guidance Design and Individual Differences on Learning over Time

Adaptive guidance is an instructional intervention that helps learners to make use of the control inherent in technology-based instruction. The present research investigated the interactive effects of guidance design (i.e., framing of guidance information) and individual differences (i.e., pre-training motivation and ability) on learning basic and strategic task skills over time. 130 participants were randomly assigned to one of two types of adaptive guidance (autonomy-supportive, controlling) or a no-guidance condition while learning to perform a complex simulation task over nine consecutive trials. Results indicated that participants receiving controlling guidance acquired strategic task skills at a faster rate than participants receiving autonomy-supportive guidance or no-guidance. The design of adaptive guidance also moderated the effects of pre-training motivation and cognitive ability on learners’ acquisition of basic and strategic task skills. Specifically, autonomy-supportive guidance enhanced the positive effects of pre-training motivation on the acquisition of basic task skills, and controlling guidance enhanced the positive effects of cognitive ability on the acquisition of strategic task skills. Implications for research and practice are discussed

A Comparison of the Effects of Positive and Negative Information on Job Seekers’ Organizational Attraction and Attribute Recall

To date there have been no direct studies of how strong negative information from sources outside of organizations’ direct control impacts job seekers’ organizational attraction. This study compared models for positive and negative information against a neutral condition using a longitudinal experimental study with college-level job seekers (n = 175). Consistent with the accessibility-diagnosticity perspective, the results indicated that negative information had a greater impact than positive information on job seekers’ organizational attraction and recall, and this effect persisted one week after exposure. The results did not indicate that the influence of information sources and topics that fit together was lessened when the information was negative. The results suggest that job seekers interpret positive and negative information differently and that negative information, when present, has an important influence on job seekers’ organizational attraction

Current Issues and Future Directions in Simulation-Based Training in North America

A number of emerging challenges including globalization, economic pressures, and the changing nature of work have combined to create a business environment that demands innovative, flexible training solutions. Simulations are a promising tool for creating more realistic, experiential learning environments to meet these challenges. Unfortunately, the current literature on simulation-based training paints a mixed picture as to the effectiveness of simulations as training tools, with most of the previous research focusing on the specific technologies used in simulation design and little theory-based research focusing on the instructional capabilities or learning processes underlying these technologies. This article examines the promise and perils of simulation-based training, reviews research that has examined the effectiveness of simulations as training tools, identifies pressing research needs, and presents an agenda for future theory-driven research aimed at addressing those needs

Guiding Learners through Technology-Based Instruction: The Effects of Adaptive Guidance Design and Individual Differences on Learning over Time

Adaptive guidance is an instructional intervention that helps learners to make use of the control inherent in technology-based instruction. The present research investigated the interactive effects of guidance design (i.e., framing of guidance information) and individual differences (i.e., pre-training motivation and ability) on learning basic and strategic task skills over time. 130 participants were randomly assigned to one of two types of adaptive guidance (autonomy-supportive, controlling) or a no-guidance condition while learning to perform a complex simulation task over nine consecutive trials. Results indicated that participants receiving controlling guidance acquired strategic task skills at a faster rate than participants receiving autonomy-supportive guidance or no-guidance. The design of adaptive guidance also moderated the effects of pre-training motivation and cognitive ability on learners’ acquisition of basic and strategic task skills. Specifically, autonomy-supportive guidance enhanced the positive effects of pre-training motivation on the acquisition of basic task skills, and controlling guidance enhanced the positive effects of cognitive ability on the acquisition of strategic task skills. Implications for research and practice are discussed.Bell95_Guiding_learners.pdf: 86 downloads, before Oct. 1, 2020

Exploring job seeker profiles through latent profile analysis

Primarily using a variable-centered approach, job search research explores the connections between antecedents, processes, and outcomes. A person-centered approach, however, categorizes individuals based on personal and contextual elements. This study used CSM as a theoretical framework to identify job seeker profiles by exploring configurations of job search self-efficacy, conscientiousness, financial need, social pressure, and job search quality and intensity. We examined how these profiles correspond with sociodemographic variables and job search outcomes such as rumination, interviews, and job offers. In a sample of 300 job seekers, four profiles emerged: casual job search contemplator, financially burdened job seeker, financially secure job seeker, and multifaceted job search strategist. The contemplator profile correlated with the fewest interviews, while the financially burdened job seeker had the most. These findings suggest career counselors need to recognize distinctive job seeker patterns requiring tailored counseling approaches, underscoring the potential of the person-centered approach for further job search research

How Does Unfavorable Information Impact Job Seekers’ Organizational Attraction?

Prior research has been inconclusive regarding the effects of unfavorable information on job search outcomes, particularly during the initial stage of job search and recruitment. In this study, we investigated the effects of unfavorable organizational information on applicant attraction using an experimental study with active university job seekers (n = 202). Exposure to unfavorable information had a substantially greater impact on applicant attraction than exposure to favorable information and the significant effect size difference persisted one week after exposure. In addition, job seekers who were exposed to unfavorable information freely recalled more overall evaluations of the organization than job seekers who were exposed to favorable information one week later.WP08_10.pdf: 1330 downloads, before Oct. 1, 2020

Changing an Unfavorable Employer Reputation: The Roles of Recruitment Message-Type and Familiarity with Employer

An unfavorable employer reputation can impair an organization’s ability to recruit job seekers. The present research employed a four-week longitudinal experimental design to investigate whether recruitment messages can positively change an existing unfavorable employer reputation. Two hundred and twenty-two (222) job seekers rated their perceptions of an organization before and after being randomly assigned to receive a series of high- or low-information recruitment messages. As expected, job seekers receiving high-information messages changed their perceptions more than job seekers who were exposed to low-information messages. In addition, job seekers’ initial familiarity with the employer was negatively related to change in their perceptions of employer reputation. Finally, there was some evidence that job seekers’ familiarity with the employer influenced the impact of different recruitment messages. Implications for research and practice are discussed.Bell94_Changing_an_unfavorable_employer_reputation.pdf: 172 downloads, before Oct. 1, 2020