From Great Expectations to Realistic Career Outlooks: Exploring Changes in Job Seeker Perspectives Following Realistic Job Previews in Sport

Realistic job previews (RJPs) occur when both positive and negative information about a job is presented to a potential applicant. Because job seekers in the sport industry sometimes target opportunities based upon their personal affection for particular sports/sport organizations, the presentation of realistic information about the actual work could be key. The purpose of this two study, quasi-experimental research design was to examine the effect of RJPs on job seekers’ levels of attraction to sport job openings, perceptions of person-job fit, and job acceptance intentions. Study 1 results suggested job seekers’ acceptance intentions and attraction to the job changed after the job seeker encountered realistic information. Study 2 results suggested job seekers’ acceptance intentions and perceived job fit changed after encountering an RJP where perceived prestige was a factor. Thus, RJPs appear to influence the attractiveness, acceptability, and perceived fit of a job opening in sport.

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Great expectations in academia: realistic job previews on jobs and work-family balance

Gender in Management An International Journal ◽

10.1108/gm-02-2014-0014 ◽

2015 ◽

Vol 30 (6) ◽

pp. 457-478 ◽

Cited By ~ 4

Author(s):

Katharine Ridgway O'Brien ◽

Michelle R Hebl

Keyword(s):

Design Methodology ◽

Family Characteristics ◽

Great Expectations ◽

Content Type ◽

Realistic Job Preview ◽

Family Balance ◽

Realistic Job Previews ◽

Work Family Balance ◽

Job Previews ◽

Work Family

Purpose – This study aims to foster work-family balance goals by evaluating the utility of two types of video-based realistic job previews on creating accurate expectations among future academics. Design/methodology/approach – The first realistic job preview divulged information specific to jobs in academia. The second divulged work-family balance information specific to academia. Participants viewed one of the two realistic job preview conditions or a third control condition in which they did not watch a realistic job preview. Participants then indicated their knowledge about job and work-family characteristics in academia and their changing expectations. Findings – Results supported both types of realistic job previews as a way to communicate information about academia, and individuals also expressed changing their own expectations as a result of viewing the realistic job previews. Originality/value – This study implemented a classic tool – the realistic job preview – to communicate work-family balance information in a new and dynamic way.

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Effects of the Realistic Job Previews on Employees Job Satisfaction and Met Expectations

International Journal of Business and Management ◽

10.5539/ijbm.v11n4p219 ◽

2016 ◽

Vol 11 (4) ◽

pp. 219

Author(s):

Sarwat Bashir ◽

Nadeem Ahmed Bashir

Keyword(s):

Job Satisfaction ◽

Selection Process ◽

Realistic Job Preview ◽

Employee Job Satisfaction ◽

Realistic Job Previews ◽

Job Previews ◽

Recruitment And Selection ◽

Realistic Information ◽

Met Expectations

Realistic job preview (RJP) is the presentation of information both positive and negative given to the prospective employee about the job and the organization. The information provided is aimed to give the realistic image of the organization. The role of the information flow is to arrive at a stage where the expectations of the employee and the applicant match. It is being argued that employees who are given RJP’s during the recruitment and selection process have higher job satisfaction. Thus, the aim of this study is to identify the relationships between realistic job previews and employee job satisfaction in the organizations. Job satisfaction has been conceptualized with the expectations of an employee. The survey was conducted by using closed-end structured questionnaires from the employees working in telecommunication and banking sectors in Pakistan. A total of 224 questionnaires were received. Correlation and ANOVA were used to determine the relationship between the variables. The outcome indicates that there is a significant positive relationship between the realistic information provided to the employees at the time of recruitment and job satisfaction.

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