Assessing the Marine Corps Mentorship Program: Planned vs. Actual Use and Perceived Effectiveness

Abstract. Digitalization, enhanced storage capacities, and the Internet of Things increase the volume of data in modern organizations. To process and make use of these data and to avoid information overload, management information systems (MIS) are introduced that collect, process, and analyze relevant data. However, a precondition for the application of MIS is that users trust them. Extending accounts of trust in automation and trust in technology, we introduce a new model of trust in MIS that addresses the conceptual ambiguities of existing conceptualizations of trust and integrates initial empirical work in this field. In doing so, we differentiate between perceived trustworthiness of an MIS, experienced trust in an MIS, intentions to use an MIS, and actual use of an MIS. Moreover, we consider users’ perceived risks and contextual factors (e. g., autonomy at work) as moderators. The introduced model offers guidelines for future research and initial suggestions to foster trust-based MIS use.

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Perceived Effectiveness of Random Testing for Alcohol and Drugs in the Australian Aviation Community

Aviation Psychology and Applied Human Factors ◽

10.1027/2192-0923/a000031 ◽

2012 ◽

Vol 2 (2) ◽

pp. 72-81

Author(s):

Christina M. Rudin-Brown ◽

Eve Mitsopoulos-Rubens ◽

Michael G. Lenné

Keyword(s):

Logistic Regression ◽

Online Survey ◽

Random Testing ◽

Regression Analyses ◽

Perceived Effectiveness ◽

Student Pilots ◽

Alcohol And Drugs ◽

Positive Attitudes ◽

One Year ◽

Alcohol And Other Drugs

Random testing for alcohol and other drugs (AODs) in individuals who perform safety-sensitive activities as part of their aviation role was introduced in Australia in April 2009. One year later, an online survey (N = 2,226) was conducted to investigate attitudes, behaviors, and knowledge regarding random testing and to gauge perceptions regarding its effectiveness. Private, recreational, and student pilots were less likely than industry personnel to report being aware of the requirement (86.5% versus 97.1%), to have undergone testing (76.5% versus 96.1%), and to know of others who had undergone testing (39.9% versus 84.3%), and they had more positive attitudes toward random testing than industry personnel. However, logistic regression analyses indicated that random testing is more effective at deterring AOD use among industry personnel.

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Applicants’ Self-Presentational Behavior

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000046 ◽

2012 ◽

Vol 11 (2) ◽

pp. 77-85 ◽

Cited By ~ 23

Author(s):

Anne Jansen ◽

Cornelius J. König ◽

Eveline H. Stadelmann ◽

Martin Kleinmann

Keyword(s):

Personnel Selection ◽

Randomized Response Technique ◽

Randomized Response ◽

Self Presentation ◽

Actual Use

This study contributes to the literature on self-presentation by comparing recruiters’ expectations about applicants’ self-presentational behaviors in personnel selection settings to applicants’ actual use of these behaviors. Recruiters (N = 51) rated the perceived appropriateness of 24 self-presentational behaviors. In addition, the prevalence of these behaviors was separately assessed in two subsamples of applicants (N1 = 416 and N2 = 88) with the randomized response technique. In line with the script concept, the results revealed that recruiters similarly evaluated the appropriateness of specific self-presentational behaviors and that applicants’ general use of these behaviors corresponded to recruiters’ shared expectations. The findings indicate that applicants who use strategic self-presentational behaviors may just be trying to fulfill situational requirements.

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