Title page for etd-0124108-220706


[Back to Results | New Search]

URN etd-0124108-220706
Author Shu-Yuan Chen
Author's Email Address salvia.chen@gmail.com
Statistics This thesis had been viewed 5353 times. Download 2170 times.
Department Human Resource Management
Year 2007
Semester 1
Degree Master
Type of Document
Language English
Title The Relationship among Realistic Job Previews, Cognitive Dissonance, New Employees’ Employee Organizational Commitment and Turnover Intentions
Date of Defense 2008-01-21
Page Count 124
Keyword
  • Realistic job preview
  • turnover intentions.
  • organizational commitment
  • cognitive dissonance
  • recruiting information
  • Abstract Nowadays, more and more organizations put efforts on recruitment process in order to find the right employees. With the new technology development, the various recruitment sources yield. The differential effectiveness of the various sources through which outside applicants hear of employment opportunities at a particular organization needs further research to identify which sources yield stable, reliable, and high-performing employees (Taylor, 1988). In this study, we also adapt the concept of cognitive dissonance which has been never used in organizational issues to see its availability on organizational issues. In order to know how realistic job previews (RJPs) can be functioned effectively and when and in what forms the realistic job previews messages are processed most effectively by new comers during recruitment process, we need to extend the realistic job previews prior research and try to understand the factors that influence an realistic job preview message as well as how realistic job previews operate to influence socialization outcomes. Besides, how effective the new comers acquire the realistic job preview messages (information) is also an important issue that will be emphasized in this study. This study contributed to understand the current situation of realistic job previews which recruiters provide during recruitment procedure and the relationship between RJPs, cognitive dissonance and socialization outcomes.
    In this study, the sample was distributed to the new employees whose tenure was less than one year. The total distributed samples were 280 and returned samples were 237. We excluded 20 invalid responses and final samples were 217. One Way ANOVA and Linear Regression were used to analyse the relationship between variables in this study. The result can be summarized as follows:
    1. As the result reported, most of applicants (66.8%) apply job through Internet. The result indicates that most of applicants today prefer web-based interface as they try to seek recruitment related information. Most applicants (85.7%) experience laboratory setting (e.g. interview) during recruitment process. Over half of new comers (56.2%) get realistic job information after they started the job. The result suggests that over half of applicants get whole realistic job preview after they accept the job offer.
    2. As our result reported, greater use of medium, settings, and recruiters while realistic job previews are presented during recruitment process significantly influence new comers’ cognitive dissonance, especially for wisdom of making employment decision and concern over selection procedure. The result indicates that the medium of written, will lead the strongest influence to new comers’ cognitive dissonance during recruitment process. The position of recruiters who provide job information during recruitment process is reported to significantly influence wisdom of making employment decision and concern over selection procedure. The result of comparison between groups suggests that if line employees who are responsible to provide job information, the new comers will perceive a stronger influence on the degrees of cognitive dissonance comparing with the recruiters who are in other positions.
    3. Great use of timing of realistic job previews presented during recruitment process is partially associated with new comers’ socialization outcomes.
    4. Realistic job preview information presented during recruitment process is negatively associated with new comers’ cognitive dissonance, positively associated with organizational commitment and negatively associated with turnover intention after they get into an organization.
    5. Cognitive dissonance except emotional, is negatively associated with organizational commitment and positively associated with turnover intention.
    6. The mediating effect of cognitive dissonance between realistic job previews and socialization outcomes is noteworthy.
    Advisory Committee
  • Liang-chih, Huang - chair
  • Shyhjer Chen - co-chair
  • Shu-Ling Wu - advisor
  • Jin-feng, Uen - advisor
  • Files
  • etd-0124108-220706.pdf
  • indicate access worldwide
    Date of Submission 2008-01-24

    [Back to Results | New Search]


    Browse | Search All Available ETDs

    If you have more questions or technical problems, please contact eThesys