Realistic Job Preview
Effects of Realistic Job Previews
Introduction
The theory that Realistic Job Previews which have been widely discussed in academia and accepted by multiple organizations has been proved beneficial for candidates to make better decisions and to reduce subsequent dissatisfaction, even turnover rate. This outcome can be partly attributed to review articles by Wanous (1977). According to his review about organizational entry, “For varieties of organizations, during the process of recruitment of new employees, the application of realistic job previews has shown its powerful and sustainable meaning in reducing the turnover rate among new employees.”(p.615) But he also admitted that the reason why such effects occur was still unclear.
Even though it is difficult to find an obvious shortage of Realistic Job Previews Theory in its result in turnover rate declining, many scholars have conducted experiments for seeking the criteria and reason to assess the reliability of the theory including Wanous (1977), Reilly (1981), McEvoy & Cascio (1985). Among the prior researches and articles, the number of criteria used by them is different from four to six. And only the last one, McEvoy & Cascio is a meta-analysis, but the criteria which is accepted in this article is job survival/turnover, whereas more criteria is required. Previous reviews that are not using meta-analysis would be misleading since there are potential flaws in the methods used. On the basis of the level of statistical significance among studies, general statement is bound to be made, which sometimes leads to a report of the balance between significant and insignificant outcomes, for instance, the articles by Wanous in 1977 and 1980. And this procedure can sometimes result in false conclusions, but if the studies are treated in a same position, the overall conclusion is possible to be flawed. (Hedges & Olkin,1980)
In one review (Reilly et al, 1981), there is an improvement made by cumulating
Introduction
The theory that Realistic Job Previews which have been widely discussed in academia and accepted by multiple organizations has been proved beneficial for candidates to make better decisions and to reduce subsequent dissatisfaction, even turnover rate. This outcome can be partly attributed to review articles by Wanous (1977). According to his review about organizational entry, “For varieties of organizations, during the process of recruitment of new employees, the application of realistic job previews has shown its powerful and sustainable meaning in reducing the turnover rate among new employees.”(p.615) But he also admitted that the reason why such effects occur was still unclear.
Even though it is difficult to find an obvious shortage of Realistic Job Previews Theory in its result in turnover rate declining, many scholars have conducted experiments for seeking the criteria and reason to assess the reliability of the theory including Wanous (1977), Reilly (1981), McEvoy & Cascio (1985). Among the prior researches and articles, the number of criteria used by them is different from four to six. And only the last one, McEvoy & Cascio is a meta-analysis, but the criteria which is accepted in this article is job survival/turnover, whereas more criteria is required. Previous reviews that are not using meta-analysis would be misleading since there are potential flaws in the methods used. On the basis of the level of statistical significance among studies, general statement is bound to be made, which sometimes leads to a report of the balance between significant and insignificant outcomes, for instance, the articles by Wanous in 1977 and 1980. And this procedure can sometimes result in false conclusions, but if the studies are treated in a same position, the overall conclusion is possible to be flawed. (Hedges & Olkin,1980)
In one review (Reilly et al, 1981), there is an improvement made by cumulating