Suchergebnisse

Traditionally, organisations "put their best foot forward" in hiring employees by providing only positive information. Their intention is to attract, hire, and retain the best applicants. On the other hand, applicants have their own ideas of what their prospective jobs entail. In most cases, these job applicants' expectations are unduly distorted and the practice by organisations of providing information that is all positive tend to reinforce unrealistic expectations. Real‐istic Job Preview is an attempt to "vaccinate" or make the expectations of prospective employees more congruent with real job experiences (e.g., Brancheau, 1987; Wanous, 1980). Hence, supporters of Realistic Job Previews (RJPs) claim that by giving prospective employees an accurate description of the job, those who take an appointment with the organisation will be less likely to leave the organisation voluntarily (e.g., Buhler, 1992). Furthermore, some proponents claim that in addition to bringing job applicant expectations "down to earth", RJPs may serve any of the following functions: (1) discourage employees who will be less likely to survive on the job from accepting extended job offers (otherwise called self‐selection) (e.g.,Ilgen&Seely, 1974); (2) make applicants feel that the organisation is being honest and upfront—this may lead them to be more committed to the organisation (e.g., Wanous, 1977); and (3) increase the probability that the new employee will be able to cope with the demands of the job (e.g., Breaugh, 1983).

Attempts to extend the work of a study which examined the differences that exist between the attitudes of White and African American college business students using the Blacks in Business Scale (Stevens, 1984). Considers particularly the perception of white students with regards to their beliefs about African Americans. Concludes that White students hold a positive view of their counterparts but African Americans still believe that White students have a less positive view of African Americans than they themselves possess. Discusses the implications for managers.

Rounds up the literature on the continuing discrimination of African Americans in US businesses, particularly with regard to salary and promotion into senior management levels, and suggests that years of anti‐discrimination legislation have led to a change from overt exclusion to "covert subrogation"; considers the changing demographics of the US labour force which should allow ample opportunities for African Americans to fulfil career aspirations and seeks to identify the artificial barriers which could prevent this, through a study of attitudes to African Americans as managers undertaken among graduating business majors at two US business schools (one historically attended by African Americans, the other predominantly white). Presents the results in brief, which suggest that, although attitudes to African Americans in management held by whites have improved, they still are not as favourable as those held by African Americans themselves; touches on the business case for organizations becoming more accepting of minority managers.

Purpose– The purpose of this paper is to examine current gender differences in job expectations among Chinese college students, how current job expectations across gender differ from an earlier study, and how they might impact organizational practices such as recruitment and retention.Design/methodology/approach– Using Manhardt's 25-item measure of job expectations, this study asked Chinese college students to rate the importance of various job characteristics on a five-point Likert scale (5=very important to 1=very unimportant). Male and female responses were compared for 430 college students.Findings– Results of the current study found that males and females differed in their ratings on 23 of 25 items, with females rating all 23 of these items to be of higher importance. These findings differ significantly from an earlier study so they are compared and discussed.Research limitations/implications– This paper is limited in that it focusses solely on college students and only examines gender as a basis for comparison. Future studies should examine employees and consider other factors such as Chinese ethnicity as a basis for comparison.Practical implications– Organizations may choose to change/improve aspects of certain jobs to more closely align with job candidates' interests and/or choose to differently implement tools such as realistic job previews in order to improve retention.Social implications– This paper provides an updated status on gender differences in job expectations of China's soon-to-be emerging workforce. Findings provide organizations with insight on how to develop human resource tools to hold on to talent.Originality/value– This paper advances on previous work by drawing on a much larger sample and by utilizing a structured forward-translation, back-translation process for its survey.

PurposeThis survey‐based study examines gender‐based perspectives of job orientation, expectations, and motivations in the country of Poland.Design/methodology/approachPolish professionals were asked to rate 25 job characteristics according to their importance to the rater on a five‐point scale (5 = very important, 1 = not important). Mean scores were calculated and rank ordered for males and females separately. Two‐tailed t‐tests between male and female scores for each item tested for significant differences. A principle components factor analysis with rotation by the varimax method was performed on the correlation matrix of the 25 job characteristics.FindingsResults show that males and females differ on 15 of the 25 job characteristics. Standard deviations of the importance ratings were examined. They were higher for males on 21 of 25 items, with a mean standard deviation of 0.96 for males and 0.87 for females. A paired t‐test ((1−(2 = 0)) resulted in rejecting the null hypothesis (p ≤ 0.001). Thus, for the respondents in this study, females as a group are significantly more homogeneous than are the males. Results of factor analysis with orthogonal rotation by the varimax method produced three factors of eigenvalues greater than 1.5, accounting for 37.3 per cent of the total variance. Factor I accounted for 17.9 per cent of the total variance and includes six job characteristics related to long term career objectives. Factor II deals with characteristics which can be classified as intellectual activity and explained 12.7 per cent of the total variance. Factor III included four characteristics related to structure and accounted for 6.7 per cent of the variance.Research limitations/implicationsIt would be worthwhile to extend the survey in the future to address three key issues: 1 – group respondents by years of service, for example, less than 5 years, more than 10 years, and so forth; 2 – control for salary levels; 3 – adjust for changes in the unemployment rate.Practical implicationsThis research indicates that even though money is an important motivator (number 1 for males and number 5 for females), there are certainly other methods of motivation beyond financial ones. This is particularly significant for foreign corporations investing in Poland. Such knowledge should provide organizations that use it as a competitive advantage not tied exclusively to monetary outlays.Originality/valuePoland is a developing economy which many observers believe is the most attractive emerging market in the expanding European Union. As such, the findings here should help organizations, both endogenous and exogenous, attract and retain employees.

As globalization intensifies, the need for tapping the capabilities of corporations' human resources, gecome more paramount. To this end, businesses cannot afford to have their most important resource, their people, hampered by attitudes that detract from their abilities to perform at their best. This is especially relevant when there may be a misconception that being male is synonymous with management competency. The focus of this research was on exploring the attitudes towards women managers in the United States and Poland. Questionnaires were distributed to two groups of individuals within each nation, professionals and graduating business students or "future managers". There were 157 and 295 usable responses from Poland and the United States, respectively. The results indicate that Polish women may have more negative attitudes to overcome in becoming managers in comparison to the US counterparts. Perhaps more disconcerting is the potential that "future managers" in Poland may have even more negative attitudes toward women as managers.

Attempts to discover whether African Americans who aspire to managerial positions are the victims of racial discrimination. Seeks to provide insight into the perceptions of these candidates against a managerial profile. Provides the results of a survey of 231 African American students at a business school of a historically African‐American University in the southern USA. Concludes that some African‐Americans' experiences are unique to this minority.