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作者：Ashford, SJ; Black, JS
摘要：This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers. The results suggest that individuals engage in proactive activities such as information and feedback seeking, relationship building, job-change negotiating, and positive framing during entry and that individual differences in desired...
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作者：PrewettLivingston, AJ; Feild, HS; Veres, JG; Lewis, PM
作者单位：Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviewers received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviewers rec...
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作者：Steiner, DD; Gilliland, SW
作者单位：Aix-Marseille Universite
摘要：The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (N = 259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graph...
