Effect of Vividness of Language on Information Value of Reference Letters and Job Applicants' Recommendations

1988 ◽  
Vol 62 (3) ◽  
pp. 867-870 ◽  
Author(s):  
S. Michael Ralston ◽  
Carl A. Thameling
Keyword(s):  
Value Of Information ◽  
Job Applicants ◽  
Information Value ◽  
Job Applicant ◽  
Personnel Administrators ◽  
Position Analysis ◽  
Informational Value ◽  
Management Position ◽  
Letters Of Recommendation

This study tested the effect of vividness of language in letters of recommendation on the informational value of information in letters and job applicants' recommendations. 120 personnel administrators read either a favorable-vivid, unfavorable-vivid, favorable-pallid, or unfavorable-pallid letter of reference concerning a fictitious job applicant for a management position. Analysis showed that vividness of language influenced perceived favorableness of information but failed to affect recommendations for a candidate.

scholarly journals Line managers’ hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma

2021 ◽  
pp. oemed-2020-106955
Author(s):  
Kim M E Janssens ◽  
Jaap van Weeghel ◽  
Carolyn Dewa ◽  
Claire Henderson ◽  
Jolanda J. P. Mathijssen ◽  
...  
Keyword(s):  
Mental Health ◽  
Social Inclusion ◽  
Mental Health Problems ◽  
Cross Sectional Study ◽  
Health Problems ◽  
Job Applicants ◽  
Cross Sectional ◽  
Line Managers ◽  
Job Applicant ◽  
Workplace Stigma

ObjectivesStigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.MethodsA sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.ResultsThe majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).ConclusionsAs the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

Value of Information in the Oil and Gas Industry: Past, Present, and Future

2009 ◽  
Vol 12 (04) ◽  
pp. 630-638 ◽  
Author(s):  
Reidar B. Bratvold ◽  
J. Eric Bickel ◽  
Hans Petter Lohne
Keyword(s):  
Value Of Information ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Relevant Information ◽  
Information Gathering ◽  
Information Value ◽  
Analysis Tool ◽  
Well Test ◽  
Gas Industry ◽  
Decision Context

Summary An important task that petroleum engineers and geoscientists undertake is to produce decision-relevant information. Some of the most important decisions we make concern what type and what quality of information to produce. When decisions are fraught with geologic and market uncertainties, this information gathering may such forms as seismic surveys, core and well test analyses, reservoir simulations, market analyses, and price forecasts--which the industry spends billions of US dollars each year. Yet, considerably less time and resources are expended on assessing the profitability or value of this information. Why is that? This paper addresses how to make value-of-information (VOI) analysis more accessible and useful by discussing its past, present, and future. On the basis of a survey of SPE publications, we provide an overview of the use of VOI in the oil and gas industry, focusing on how the analysis was carried out and for which types of decisions VOI analysis has been performed. We highlight areas in which VOI methods have been used successfully and identify important challenges. We then identify and discuss the possible causes for the limited use of VOI methods and suggest ways to increase the use of this powerful analysis tool. Introduction One of the most useful features of decision analysis is its ability to distinguish between constructive and wasteful information gathering. VOI analysis evaluates the benefits of collecting additional information before making a decision. Such information gathering may be worthwhile if it holds the possibility of changing the decision that would be made without further information. VOI attributes no value to "uncertainty reduction" or "increased confidence" per se. Rather, value is added by enabling the decision maker (DM) to better "tune" his/her choice to the underlying uncertainty. Thus, information value is forever an entanglement of uncertainty and decision making; one cannot value information outside of a particular decision context.

Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic

ILR Review ◽  
1995 ◽  
Vol 49 (1) ◽  
pp. 88-104 ◽  
Author(s):  
Gregory M. Saltzman
Keyword(s):  
Outcome Data ◽  
Job Applicants ◽  
Job Applicant ◽  
Applicant Screening ◽  
Weak Evidence ◽  
Job Offers ◽  
Union Representation ◽  
Auto Parts ◽  
Union Avoidance

The author examines efforts by managers of a Japanese-owned auto parts plant to avoid hiring union sympathizers in 1993–94. Data from confidential questionnaires in which job applicants stated whether they would vote for union representation in their current or most recent job were matched with outcome data provided by management. Pro-union applicants were much more likely than other applicants to withdraw their applications or quit shortly after being hired. The author finds only weak evidence, however, that management overtly favored antiunion job applicants in making job offers.

Perceived Approbation in Short, Medium, and Long Letters of Recommendation

1978 ◽  
Vol 46 (1) ◽  
pp. 119-122 ◽  
Author(s):  
Chris L. Kleinke
Keyword(s):  
Communication Channels ◽  
Future Research ◽  
Job Applicant ◽  
Medium Length ◽  
Letters Of Recommendation

Mehrabian (1965) and Wiens, et al. (1969) found that subjects wrote longer letters of recommendation when the letter was for someone they liked rather than disliked. These results led Wiens, et al. to suggest that communication channels may provide a useful nonreactive measure of attitudes and motivations. The present research replicated the above encoding studies with a series of decoding experiments in which subjects rated short, medium-length, and long letters of recommendation written in English, German, or with deleted text. Short letters were evaluated as being least favorable toward the job applicant and long letters were evaluated as being most favorable toward the job applicant. It was concluded that attitudes attributed to length of letter are consistent with attitudes influencing length of letter. Subjects' limited awareness of the influence of length of letter on their evaluations was related to Nisbett and Wilson's (1977) argument about the weakness of introspection. Suggestions were made for future research.

The Influence of Applicant Sexual Orientation, Applicant Gender, and Rater Gender on Ascribed Attributions and Hiring Recommendations of Personal Trainers

2010 ◽  
Vol 24 (4) ◽  
pp. 400-415 ◽  
Author(s):  
George B. Cunningham ◽  
Melanie L. Sartore ◽  
Brian P. McCullough
Keyword(s):  
Sexual Orientation ◽  
Analysis Of Variance ◽  
Sexual Minority ◽  
Sexual Minorities ◽  
Job Applicants ◽  
Future Directions ◽  
Job Applicant ◽  
Personal Trainers ◽  
Organization Analysis ◽  
Personal Trainer

The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.

scholarly journals Informational Value of Proadrenomedullin Blood Levels in Patients with Septic Shock, Once Measured Upon Admission to ICU

2021 ◽  
Vol 18 (6) ◽  
pp. 63-70
Author(s):  
V. А. Rudnov ◽  
А. V. Moldovanov ◽  
M. N. Аstafieva ◽  
E. Yu. Perevalova ◽  
V. А. Bagin ◽  
...  
Keyword(s):  
Septic Shock ◽  
Differential Diagnosis ◽  
Roc Analysis ◽  
Venous Blood ◽  
Hypovolemic Shock ◽  
Information Value ◽  
Blood Levels ◽  
Absolute Value ◽  
The Moment ◽  
Informational Value

The objective: to assess the information value of proadrenomedullin (PAM), once measured upon admission to ICU in predicting mortality and differential diagnosis of septic and hypovolemic shock.Subjects and Methods. A prospective cohort retrospective study was carried out. 134 patients in a state of shock were included in the study. Of these, 125 patients had septic shock; 9 ‒ hypovolemic one. The diagnosis of septic shock was established according to the Sepsis-3 criteria. To compare hypovolemic and septic shock, blood levels of proadrenomedullin (PAM), procalcitonin (PCT) and lactate were tested in 9 patients with obvious hypovolemic shock. Samples (venous blood) were collected within 24 hours from the moment the vasopressors began to be used in ICU or by the ambulance team (EMS).Results. The ROC analysis showed comparable predictive value with APACHE II, SOFA and lactate scales in patients with septic shock with cut-off > 4.23 nmol/L. The range of PAM values in patients with septic shock was Me 4.56 (2.9‒6.7) in patients with hypovolemic shock – Me 0.6 (0.1‒1.4).Conclusion. Proadrenomedullin can be used for differential diagnosis of septic shock and hypovolemic shock. Blood levels greater than 2.9 nmol/L are of absolute value for the diagnosis of septic shock. Procalcitonin is inferior to PAM within the range of 1.0–6.45 ng/ml. PAM unlike SCT is a statistically significant predictor of global outcome in septic shock along with lactate and scales. But such scales as SOFA and ARACНE-II are more laborious in comparison with testing proadrenomedullin blood level.

Does Asserting a Nonblack Identity Elicit Positive Evaluations? White Observers’ Reactions to Black, Biracial, Multiracial, and White Job Applicants

2017 ◽  
Vol 61 (1) ◽  
pp. 126-144 ◽  
Author(s):  
Casey Stockstill
Keyword(s):  
Racial Identity ◽  
Black Identity ◽  
White Identity ◽  
Job Applicants ◽  
Job Applicant

How do white observers react when people with black heritage assert a biracial, multiracial, or white identity rather than a black identity? To address this question, I conducted two experiments in which participants evaluated a darker-skinned or a lighter-skinned job applicant who presented his identity as either black, biracial, multiracial, or white. The results show that identity assertions influenced how white observers categorized applicants but not how they evaluated applicants. Most white observers accepted the identity of both the lighter-skinned and darker-skinned applicant when they asserted that they were black, biracial, or multiracial, but observers did not accept the identity of the darker-skinned applicant who asserted a white identity. However, white observers did not perceive applicants who asserted that they were multiracial, biracial, or white as more hirable than applicants who asserted that they were black. Based on these results, I argue that racial identity assertions do not independently provide a pathway to racialized advantages.

scholarly journals Choosing increases the value of non-instrumental information

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Matthew Jiwa ◽  
Patrick S. Cooper ◽  
Trevor T.-J. Chong ◽  
Stefan Bode
Keyword(s):  
Decision Making ◽  
Subjective Probability ◽  
Information Seeking ◽  
Value Of Information ◽  
Computational Modelling ◽  
Information Value ◽  
Independent Effect ◽  
Hedonic Value ◽  
Subjective Value ◽  
Source Of Information

AbstractCuriosity pervades all aspects of human behaviour and decision-making. Recent research indicates that the value of information is determined by its propensity to reduce uncertainty, and the hedonic value of the outcomes it predicts. Previous findings also indicate a preference for options that are freely chosen, compared to equivalently valued alternatives that are externally assigned. Here, we asked whether the value of information also varies as a function of self- or externally-imposed choices. Participants rated their preference for information that followed either a self-chosen decision, or an externally imposed condition. Our results showed that choosing a lottery significantly increased the subjective value of information about the outcome. Computational modelling indicated that this change in information-seeking behaviour was not due to changes in the subjective probability of winning, but instead reflected an independent effect of choosing on the value of resolving uncertainty. These results demonstrate that agency over a prospect is an important source of information value.

THE INFLUENCE OF FACIAL HAIR ON IMPRESSION FORMATION

1990 ◽  
Vol 18 (1) ◽  
pp. 169-175 ◽  
Author(s):  
J. Ann Reed ◽  
Elizabeth M. Blunk
Keyword(s):  
Impression Formation ◽  
Physical Attractiveness ◽  
Semantic Differential ◽  
Job Applicants ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Facial Hair ◽  
Management Positions

The influence of facial hair on the perception of a job applicant by persons in business was examined in this study. Subjects were 228 persons in management positions who made hiring decisions. Subjects were shown ink sketches of six male job applicants. The sketches varied on three facial hair dimensions-clean shaven, moustached, and bearded. Sketches were evaluated on semantic differential scales. Results indicated consistently more positive perceptions of social/physical attractiveness, personality, competency, and composure for men with facial hair.

Sign in / Sign up

Export Citation Format

Share Document