Political skill is a relatively newly articulated construct. Despite its novelty, it has been investigated in a variety of contexts, showing promise not only as a descriptor of several organizational phenomena, but also as a predictor of job performance. Given this status, it seems appropriate to review the empirical literature to this point for…

For nearly 30 years researchers have investigated how bodyweight affects evaluative workplace outcomes, such as hiring decisions and performance appraisals. Despite this, no meta-analytic review has been undertaken to quantify the negative impact that bodyweight has on such outcomes. The results of this meta-analytic study suggest that in relation…

This article discusses the disconnect between industrial-organizational (I-O) and vocational psychology in the context of Donald Paterson's career, an applied psychologist who bridged both disciplines. Paterson's interests in "both" vocational guidance and personnel selection suggest that these fields are interwoven, despite the prevailing gap…

A three-wave longitudinal study of unemployed persons in Croatia was used to examine the antecedents of job-seeking behavior and reemployment. A series of demographic, motivational and job-constraint variables were posited to influence job-seeking behavior, which, in turn, was hypothesized to affect (re)employment. The participants were surveyed…

In a three-year study of 30,996 financial-services managers, logistic regression analyses showed that women were more likely to be promoted rather than hired into management positions. Relative to men, women in higher-level positions received fewer promotions than women in lower-level positions. (63 references) (SK)

Native North Americans ("n" = 35) received training in verbal self-guidance (VSG) designed to increase self-efficacy in a selection interview. At the end of the training program, the trainees who acquired skills in VSG had higher self-efficacy than the participants in the control group ("n" = 31) regarding their interview performance. They also…

This review of research from 1991-96 on fair employment concerns highlights critical issues: interpretation of group differences in cognitive ability, effect of these differences on personnel decisions, and the efficacy of affirmative action. (118 references) (SK)

When 54 campus recruiters identified best-fitting and worst-fitting applicants, the most frequently mentioned determinants of fit were job-related coursework or experience and such characteristics as articulateness, appearance, and communication skills. Organization-based fit dimensions were mentioned but to a lesser extent. (SK)

Data from adults in Atlanta, Boston, and Los Angeles (n=1,942) who searched for work using formal (ads, agencies) or informal (networks) methods indicated that type of method used did not contribute to the gender gap in earnings. Results do not support formal job search as a way to reduce gender inequality. (Contains 55 references.) (SK)

Twenty-four professional recruiters interviewed 91 college seniors. Interviewers' subjective impressions of applicants completely mediated effects of applicants' relevant qualifications, but not academic achievement. A positive relationship between interpersonal attraction and interview outcomes suggests interviewers are measuring applicant fit in…

Explores changes affecting personnel testing and selection during past 20 years, noting that outcomes have often been antithesis of expressed or ostensible reason for change. Contends that some changes, designed to end discrimination, have institutionalized discriminatory practices as consequence of legitimizing methods of preferential treatment…

Personnel representatives were shown one of four videotaped job interviews in which the verbal content of the 16-minute interview was identical, but the interviewee's nonverbal behavior was manipulated. Nonverbal behavior was found to have a significant effect on almost every rating made by subjects in this study. (Author)

Argues on basis of research on importance of "g" (intelligence) factor and racial differences in "g" that many valid, unbiased tests can be expected to produce high levels of adverse impact when used in race-neutral manner, especially in high-level jobs. Argues that unrealistic expectation regarding racial parity often leads employers to adopt…

The hypothesis that applicant and rater sex, job sex-type, and job-relevant information would affect discrimination against applicants was tested in simulations. Both sexes received lower ratings when applying for opposite-sex-typed jobs. Both male and female raters rated male applicants higher. Differences between male and female ratings…

Asserts that Spearman's g is a real phenomenon with great impact on economic and social life. Discusses key areas of personnel selection, vocational counseling, education, labor market functioning, and equal employment opportunity. (Author/ABB)