Abstract
Realistic information about a situation into which new organisational members were about to enter was presented to the new members after they had decided to join the organisation, but before they reported to the organisation. When compared to a control group which received no such information, the experimental group showed significantly lower turnover. The results are discussed in reference to the functions served by realistic job information available to new members after they have accepted a position with an organisation.
Originally published in Journal of Applied Psychology, 59 [4] (1974) 452–5. Reprinted by permission.
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References
Katzell M. E., ‘Expectations and Dropouts in Schools of Nursing’, Journal of Applied Psychology, 52 (1968) 154–8.
Macedonia R. M., ‘Expectation, Press and Survival’. Unpublished doctoral dissertation, New York University, 1969.
Weitz J.J., ‘Job Expectancy and Survival’, Journal of Applied Psychology, 40 (1956) 245–7.
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© 1981 Palgrave Macmillan, a division of Macmillan Publishers Limited
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Ilgen, D.R., Seely, W. (1981). Realistic Expectations as an Aid in Reducing Voluntary Resignations. In: Gruneberg, M.M., Oborne, D.J. (eds) Psychology and Industrial Productivity. Palgrave Macmillan, London. https://doi.org/10.1007/978-1-349-04809-0_12
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DOI: https://doi.org/10.1007/978-1-349-04809-0_12
Publisher Name: Palgrave Macmillan, London
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