Who withdraws? Psychological individual differences and employee withdrawal behaviors.

Psychological individual differences, such as personality, affectivity, and general mental ability, have been shown to predict numerous work-related behaviors. Although there is substantial research demonstrating relationships between psychological individual differences and withdrawal behaviors (i.e.

Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process.

Numerous studies link applicant fit perceptions measured at a single point in time to recruitment outcomes. Expanding upon this prior research by incorporating decision-making theory, this study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime. To assess the development of applicant fit perceptions, eight assessments of person-organization (PO) fit with up to four different organizations across 169 applicants for 403 job choice decisions were analyzed.

Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives.

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models.

A review and meta-analysis of the nomological network of trainee reactions.

A review and meta-analysis of studies assessing trainee reactions are presented. Results suggest reactions primarily capture characteristics of the training course, but trainee characteristics (e.g.

Reducing voluntary, avoidable turnover through selection.

The authors investigated the efficacy of several variables used to predict voluntary, organizationally avoidable turnover even before the employee is hired. Analyses conducted on applicant data collected in 2 separate organizations (N = 445) confirmed that biodata, clear-purpose attitudes and intentions, and disguised-purpose dispositional retention scales predicted voluntary, avoidable turnover (rs ranged from -.16 to -.

A counterintuitive hypothesis about employment interview validity and some supporting evidence.

This study found mixed support for the hypothesis that the difference in criterion-related validity between unstructured and structured employment interviews is due solely to the greater reliability of structured interviews. Using data from prior meta-analyses, this hypothesis was tested in 4 data sets by using standard psychometric procedures to remove the effects of measurement error in interview scores from correlations with rated job performance and training performance. In the 1st data set.