Shawn M. Carraher

Investigating newcomer expectations and job-related outcomes

The initial experiences of newcomers as they enter an organization can provide important information that substantially influences the subsequent relationship between the individual and the organization. For example, the application of realistic job previews (RJPs) often results in desirable organizational outcomes (e.g.,increased satisfaction and reduced turnover). RJPs are typically job specific and job-content laden and serve to reduce the expectations of organizational newcomers. The present study indicates that an expectation lowering procedure (ELP), which is not job specific and is relatively content free, may yield similar benefits (i.e., reduce expectations). Both the organizational implications of this research and suggestions for using ELPs in conjunction with RJPs in the newcomer socialization process are offered.

Compensation satisfaction in the Baltics and the USA

Purpose – This study aims to examine the extent to which the demographic and work‐related variables of educational level, gender, age, salary level, organizational tenure, and union membership are useful predictors of satisfaction with pay level, benefits, raises, and the structure/administration of a compensation system. These variables have previously been utilized in the prediction of satisfaction with pay levels, but have not been tested as useful predictors of the other three dimensions of compensation satisfaction.Design/methodology/approach – This study used multiple regression analyses and samples of 423 employees in the USA with a 63 percent response rate and 519 employees in the Baltics with a 73 percent response rate.Findings – It was found that not all of the variables are equally useful predictors of each of the four dimensions of compensation satisfaction and that differential prediction is occurring among the four dimensions and across the two world regions. Surprisingly, it was found that ...

Development of a Biodata Index to Measure Service-Orientation

In 1984 Hogan, Hogan, and Busch defined service-orientation as “the disposition to be helpful, thoughtful, considerate, and cooperative” (p. 167). As a measure they developed the Service Orientation Index, a 92-item true-false questionnaire. The present study tested whether a biographical inventory could also be used to measure the construct of service-orientation. Subjects were given the biographical inventory and the Index to predict their service-oriented performance in a simulated interaction with a customer. Scores on the Service orientation Index were significantly correlated with scores on two biographical scales, Sociability and the Need to make a good impression. The correlations, .24 and .27, were as high as those obtained by Hogan, et al. The Index scores were also significantly correlated with the criterion. Subjects with high scores on Sociability and the Need to make a good impression had the highest ratings on service-orientation. Implications for research and applications of these results are mentioned.

ON THE DIMENSIONALITY OF A LEARNING STYLE QUESTIONNAIRE

The dimensionality of a Learning Style Questionnaire was examined using undergraduate students majoring in science-related areas (chemistry, physics, geology, and biology) at a major state university. The number of dimensions found for the science students did not agree with the number found in earlier research and the composition of the individual dimensions differed substantially from what was found earlier. Additional work on the questionnaire is called for.