Realistic Job Preview as an Alternative Tool to Improve Student Readiness for Online Learning

Readiness for online learning has been established as a key component of student success in online classes. In addition, the COVID-19 pandemic has underscored how vital being prepared for online can be. This paper highlights an orientation technique widely used in the business field, namely Realistic Job Preview (RJP), as a method to prepare students for what online learning might be like. Our research proposes an RJP would help students adapt to their new role as online learners. For the purposes of this study, we developed a video providing a realistic preview of online learning following recommendations from RJP research. We then conducted a mixed methods study to examine student perceptions of our realistic preview video and an online readiness self-assessment. Overall, our findings provide strong evidence for the use of RJP as a strategy to improve student readiness for online learning.

Communicating a Sales Job to Occupational Changers: A Qualitative Content Analysis of Online Job Advertisements

This paper analyses insurance companies’ online communication to potential occupational changers into sales by a qualitative content analysis of corresponding online job advertisements. Since the addressees do not know this job in detail, a realistic job preview was expected. In the structuring part of the content analysis, the main categories of the online job advertisements were determined first, after which the summarizing part shows the contents in a first and second reduction. It turns out that neither the tasks nor the requirements or compensations are described sufficiently to enable potential candidates to assess their interest or suitability.

Recruitment Best Practice for Organizations: Realistic Job Preview vs. Best Foot Forward

Introduction: It is forecasted that in the near future, the United States will not have enough long-term care (LTC) nurses qualified or interested in the LTC arena to sustain the healthcare delivery system. The overall effectiveness of any health care delivery system hinges on a sustainable nursing workforce, which is the largest health professional group. Globally, a significant segment of the nursing workforce is nearing retirement age. Methods: Using pre- and post-intervention recruitment strategy surveys detailing the Realistic job preview (RJP), the Best-Foot-Forward, and a control brochure, this study investigated senior nursing students’ image and perception of long-term care nursing compared to their image and perception of other areas in nursing. The effects of prior experience with or exposure to LTC on students’ intention to apply for a position in LTC were examined in 221 senior year students earning the Bachelor of Science in nursing degree from three California universities. Results: The first hypothesis stated that pre-intervention students’ intent to apply for a position in LTC upon graduation would be significantly and positively associated with their pre-intervention image of LTC. A Pearson correlation coefficient between pre-intervention intent to apply and pre-intervention image was statistically significant, r = -.368, n = 221, p < .001, supporting the first hypothesis. Hypothesis 2: Post-intervention RJP students would have a significantly more positive perception of LTC nursing than BFF or control-group students. There would be no significant difference in the RJP, BFF and control group students’ pre-intervention image of LTC nursing. Hypothesis 2 was not significant. Hypothesis 3: Post-intervention RJP students would have a significantly stronger intent to apply for jobs in LTC nursing than BFF or control-group students. There would be no significant difference in RJP, BFF, and control group students’ pre-intervention intent to apply for a position in LTC nursing. Hypothesis 3 was not significant. Hypothesis 4: Senior nursing students’ pre-intervention intent to apply for a position in LTC upon graduation would be significantly and positively associated with prior experience in or exposure to LTC. Hypothesis 4 was not significant. Conclusions: To enhance LTC nursing image and to improve students’ perceptions of this line of nursing may be accomplished, in part, through program curriculum, including internships in LTC, offering multiple dedicated courses in LTC, and increasing the emphasis on LTC during nursing programs. Realistic job preview technique shows significant positive result over the Best-Foot-Forward technique. Keywords: Recruitment methods, realistic job preview, long-term care, nursing, LTC experience

Internship: A Realistic Job Preview and Selection Mechanism

This paper aims to put forward the benefits and utility of internship programmes for organisations, employers and interning students. It suggests conceptualising internship as a realistic job preview experience for interns. It questions if “being in the situation” gives a new set of relevant reference points for future pragmatic decisions to an intern and the organisation in assessing work environment and benefits attached for self-development. It also underlines the importance of increasing the information quality in an internship programme to improve recruitment image of an organisation and create employability of an intern in the industry, which are mainly affected by the dynamic concepts of economies and employment. Approach: The paper adopts a discursive analysis to present the importance of increasing the information quality in internship programmes and increasing its contribution to recruitment and selection process and employability of individuals. Findings: Information quality in a general management sense emerges as the key to provide deeper meaning and contributes value to the processes created for transfer of skills and knowledge, and add value to the recruitment exercise, especially in nonlinear economies. Practical Implication: High-quality information programmes contribute to employability, career development for the intern and recruitment brand image for the host in the digital age. Originality: The relationship between internship, realistic job preview experience and information quality is one which bear the same cohesive structural functionality and are based on the utility for the emerging demands of the market.

If They Come Here, Will They Fit? A Case Study of an Urban No-Excuses Charter Management Organization’s Teacher Hiring Process

This case study of one “no-excuses” charter management organization (CMO) uses teacher surveys and interviews with principals, central office staff, and teachers to examine how a realistic job preview is enacted during the hiring process, and how newly hired teachers perceive their fit with the job and the organization before and after starting the position. Findings show a strong emphasis on honestly and clearly communicating expectations during the hiring process. Consequently, teachers’ perceptions of the job and the organization were initially high at the time of hire. However, these perceptions decreased most significantly in views of student discipline, a key contextual feature of the no-excuses model.

Workplace incivility and knowledge hiding behavior: does personality matter?

PurposeThe purpose of this paper is to examine the relationship between workplace incivility and knowledge hiding, and role of personality disposition (neuroticism) in moderating such relationships.Design/methodology/approachData were collected from 108 employees nested in 18 teams from private sectors via survey questionnaire. Confirmatory factor analysis and hierarchical regression models were used to test the hypotheses.FindingsThe findings show that the higher the level of workplace incivility experienced by the team members, the higher the tendency for them to hide knowledge and this relationship is moderated by neuroticism. Specifically, the relationship was found to be stronger for those employees high in neuroticism compared to those low in neuroticism.Practical implicationsThe study offers important implication in term of knowledge hiding prevention or reduction. The behavior can be reduced by creating awareness among employees on the importance of civility at work via campaign, realistic job preview and leading by example. To manage the effect of neuroticism, managers need to identify those high in the trait and provide them with training on how to better regulate and manage negative emotions in the workplace.Originality/valueThe study contributes to the research on knowledge hiding behavior by advancing the understanding of organizational and personal factors that can influence knowledge hiding among employees working in team. It is the first to propose and empirically validate the predictive effect of workplace incivility on knowledge hiding. It also addresses the usefulness of examining personality disposition in understanding the relationship between workplace incivility and knowledge hiding behavior.

REVISITING REALISTIC JOB PREVIEW FOR RECRUITMENT: A THEORETICAL PERSPECTIVE

This paper aims to revisit the theoretical concepts of Realistic Job Preview (RJP), as a human resource management approach to provide job candidates with information to better match the candidates’ expectations with therealities regarding the job. Further, the paper attempts to present several considerations and strategies in implementing RJP in the socialization, selection, and retention processes of recruitment. The theoretical reviewpresented shows that, when given properly and at the correct timing, RJP could increase job satisfaction, commitment, and performance while reducing turnover. This implies that the information shared through RJP could create a more realistic, deflated expectation about the job and the organization when presented using multiple formats