Showing papers by "Murray R. Barrick published in 2015"
TL;DR: In this paper, a comprehensive theory of collective organizational engagement, integrating engagement theory with the resource management model, is presented, and the authors propose that engagement can be considered an organiza...
Abstract: We present a comprehensive theory of collective organizational engagement, integrating engagement theory with the resource management model. We propose that engagement can be considered an organiza...
398 citations
TL;DR: This study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime.
Abstract: Numerous studies link applicant fit perceptions measured at a single point in time to recruitment outcomes. Expanding upon this prior research by incorporating decision-making theory, this study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime. To assess the development of applicant fit perceptions, eight assessments of person-organization (PO) fit with up to four different organizations across 169 applicants for 403 job choice decisions were analyzed. Results showed the presence of initial levels and changes in differentiation of applicant PO fit perceptions across organizations, which significantly predicted future job choice. In addition, changes in within-organizational PO fit perceptions across two stages of recruitment predicted applicant job choices among multiple employers. The implications of these results for accurately understanding the development of fit perceptions, relationships between fit perceptions and key recruiting outcomes, and possible limitations of past meta-analytically derived estimates of these relationships are discussed. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
95 citations
29 Aug 2015
TL;DR: In this article, the authors focus on the prediction of workplace behaviors that are influenced by an individual's motivation, particularly as measured by the personality dimensions of conscientiousness and emotional stability.
Abstract: Behavior in organizations is a function of an individual’s ability, his/her motivation, and the constraints inherent in the situation. This chapter focuses on the prediction of workplace behaviors that are influenced by an individual’s motivation, particularly as measured by the personality dimensions of conscientiousness and emotional stability. The previous chapter clearly showed that general intelligence predicts job performance. However, many important workplace behaviors are a function of the individual’s motivation or willingness to perform them and, consequently, are not predicted well by general intelligence. When asked what employee skills managers consider important for workplace success, they ordinarily list the following attributes as critical for success at work:
73 citations