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

The Language of Bias: A Linguistic Approach to Understanding Intergroup Relations

[Excerpt] This chapter explores the role of language in the relationship between diversity and team performance. Specifically, we consider how a linguistic approach to social categorization may be used to study the social psychological mechanisms that underlie diversity effects. Using the results of a study examining the effects of gender, ethnicity and tenure on language abstraction, we consider the potential implications for team processes and effectiveness. In addition, we propose a revised team input-process-output model that highlights the potential effects of language on team processes. We conclude by suggesting directions for future research linking diversity, linguistic categorization and team effectiveness

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

MODELING THE DEMAND FOR DURABLE INPUTS: DISTRIBUTED LAGS AND CAUSALITY

Vector-autoregressive-moving-average (VARMA) modeling was used to identify distributed lag relationships among farm tractor derived demand variables and to provide a basis for formally testing the hypothesis that the price of new tractor horsepower is exogeneous to its quantity demanded. Similar causality tests were used for a number of other explanatory variables, including the interest rate, price of diesel fuel, and price of used tractors. Results indicate that several lagged variables are significant causal factors and that the dynamic nature of the demand structure cannot be ignored when explaining tractor demand.Demand and Price Analysis,