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The objective of these two studies was to apply recommendations from the literature on stereotype threat to reduce the magnitude of subgroup differences in an employment context. With a sample of prospective applicants for the job of firefighter, the effects of “reduced-threat” preparation sessions about the test (Study 1) and about the job (Study 2) were examined, relative to conventional counterparts. In Study 1, there was no evidence to suggest that the reduced-threat test-related session was more effective than its conventional counterpart. In Study 2, the magnitude of subgroup differences was larger for those in the reduced-threat job-related session. No evidence was found to suggest that standard personnel practice exacerbates existing subgroup differences, as compared to efforts to apply the recommendations from the literature on stereotype threat. This is one of the few investigations to study test- and job-related stereotype threat in an employment context. Additionally, this investigation is unique in that it compares conventional practices to those derived from the literature on stereotype threat. [ABSTRACT FROM AUTHOR]

Although recruitment researchers often discuss influences on decisions to apply for jobs, few studies assess actual application behavior. This study of individuals who expressed an interest in a firefighter job revealed that applying was related to recruiting source informativeness and organizational familiarity. Source informativeness was not related to self-selection out of the process after application or performance on the selection process, but was related to perceptions of familiarity and to applicant demographics. Implications for recruitment are discussed. [ABSTRACT FROM AUTHOR]

ABSTRACT. Employees often evaluate leadership potential when selecting applicants for jobs that require leadership ability (e.g., supervisors, firefighter captains). Research has shown that influencing others is an important part of being an effective leader, yet employers rarely explicitly consider applicants' use of influence tactics when evaluating applicants' leadership potential. The purpose of this study was to explore applicant use of influence tactics in an employment interview and to determine how such use relates to interview ratings. The authors observed firefighter applicants' behavior during a selection role-play interview and recorded their use of influence tactics. Results indicated that firefighter applicants used soft tactics (e.g., ingratiation, rational persuasion) significantly more frequently than they used hard tactics (e.g., pressure, coalition). Soft tactic use was positively correlated with interview ratings. [ABSTRACT FROM AUTHOR]

Examines the relationship between job seniority and job performance. Impact of job seniority on the proficiency of employees; Superiority of employees working in a long period of time; Performance of senior employees.

Presents several developments in statistical computing in the United States as of November 1989. Development of computer programs for limiting and serial dilution assays; Introduction of Kwiskat (version 2.00); Release of Version B-02 of the MADMANager Utility Programs.