AN EXPLORATORY INVESTIGATION INTO THEORETICAL MECHANISMS UNDERLYING REALISTIC JOB PREVIEWS

Peter W. Hom · Rodger W. Griffeth · Leslie E. Palich · Jeffrey S. Bracker

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Employer Branding and e-HRM Job Satisfaction and Organizational Behavior Healthcare Education and Workforce Issues

Abstract

This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses given previews quit versus 17.8% of control nurses (p ≤ .10). Using structural equation methodology (SEM), we compared two integrative formulations portraying different structural networks among mechanisms behind RJP influence. Observed data appeared more consistent with an interdependent than independent mediating process model. In particular, these data suggest that met expectations have direct and indirect effects through other mediators (e.g., organizational concern and coping) on turnover precursors–namely, job satisfaction and organizational commitment.

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References

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2005The Socialization of Emotion: Learning Emotion Management at the Fire Station 2000A Meta-Analytic Examination of Realistic Job Preview Effectiveness: A Test of Three Counterintuitive Propositions 2017The Hiring Process Matters: The Role of Person–Job and Person–Organization Fit in Teacher Satisfaction 2015The influence of internal HRM activity fit on the dynamics within the “black box”2011Coping with unmet expectations: Learning opportunities as a buffer against emotional exhaustion and turnover intentions

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