Philip D. Gardner

Organizational socialization: Its content and consequences.

Content dimensions of the socialization domain were defined in order to determine relationships between learning particular features of a job/organization and the process and outcomes of socialization. Six socialization dimensions-performance proficiency, politics, language, people, organizational goals/values, and history-were supported by a factor analysis on data from 594 full-time professionals. The socialization process was then examined by comparing three groups of respondents who did not change jobs, changed jobs within the organization, or changed jobs and organizations. Results showed these groups had significantly different response patterns on all dimensions

Engineering Persistence: Past, Present, and Future Factors and Gender Differences.

This research examined past, present, and future factors that might be related to persistence in engineering for women and men. Students currently or formerly enrolled in an undergraduate engineering program completed the Engineering Carrer Survey which assessed factors included in general models of college student change (e.g., background characteristics, interactions with socializing agents). Results indicated that: (1) present factors were more important than past or future factors in distinguishing between engineering persisters and nonpersisters, (2) few factors distinguished between women and men who persisted, or between women and men who did not, and (3) the best predictor of engineering persistence for both sexes was grade point average, although subsequent predictors depended on gender. Limitations and implications for future research are discussed.

Explaining gender differences in self-pay expectations : social comparison standards and perceptions of fair pay

This research examined gender differences in self-pay expectations and the factors that mediate these differences. On the basis of Major and Konars (1984) model, five mediators were considered: career paths, objective job inputs, perceived job inputs, job facet importance, and social comparison standards. The mediating role of a sixth factor, fair pay standards, was also examined. College seniors planning to enter a variety of occupational fields completed the Career Expectations Survey, which assessed their self-pay expectations and the six mediating factors. Findings indicated that, regardless of occupational field, women had lower career-peak self-pay expectations than men

Prescreening of Hospitality School Graduates: A Study of Hospitality Recruiter Decision Strategies

To identify the decision making strategies and factors hospitality recruiters utilize when making prescreening decisions, the Hospitality Recruiting Questionnaire (HRQ) was administered to a sample of hospitality recruiters. Policy capturing was used to compare the recruiters’ perceived versus actual prescreening decision factor usage. Significant differences were found for 5 of the 10 decision factors considered. Hospitality recruiters were most concerned with a candidates willingness to relocate, work experiences, and extracurricular involvement when making prescreening decisions.