To investigate the establishment and maintenance of employee-organization fit, a recent study tracked the early careers of 171 entry-level auditors in 8 large U.S. public accounting firms and assessed the congruence of their values with organizational values. Recruits whose values match the firm's adjust more quickly and experience greater job…

A study identified what 55 South Georgia employers considered to be important items on a resume and compared those preferences to those of national hiring officials. Results indicate that levels of importance attached to specific items vary and applicants must tailor their resumes to specific employers. (JOW)

Provides a discussion of an alternative two-stage least squares (2SLS) technique to include interactions of latent variables in structural equation models. The method requires selection of instrumental variables, and rules for selection are presented. An empirical example and Statistical Analysis System programs are presented. (SLD)

Contributes to scholarship on employment interviewing effectiveness. Outlines how some interviewer strategies are actually counterproductive. Argues that interviewers can better serve employers' and applicants' needs by enabling the best performances of which applicants are capable, practicing conscious transparency, and sharing control of the…

Describes the problems related to the hiring of senior-level positions. Suggests that regardless of the hiring process used, between 30% and 50% of executive-level appointments end in firing or resignation. Discusses the most common mistakes used in hiring. (JOW)

Takes several goodness-of-fit statistics as measures of variable selection and develops backward elimination and forward selection procedures in exploratory factor analysis. A newly developed variable selection program, SEFA, can print several fit measures for a current model and models obtained by removing an internal variable or adding an…

Describes how the search for a president of the University of Florida was waylaid by politics and missteps. One of the problems discussed is that large selection committees often frighten away candidates. (EV)

Discusses the process of personnel selection as an element of performance improvement and suggests that how well a potential employee will fit into the organizational culture should be a selection criteria. Describes five steps to integrate organizational culture into the personnel selection process, including an internal organizational cultural…

A Bayesian approach for simultaneous optimization of test-based decisions is presented using the example of a selection decision for a treatment followed by a mastery decision. A distinction is made between weak and strong rules, and conditions for monotonicity of optimal weak and strong rules are presented. (Author/SLD)

Describes three-step guide to choosing computer hardware: Determining system requirements, making the purchase, living with your choices. (PKP)

Discusses the dilemma housing managers of college residence halls face in trying to provide the type of comfortable and homelike furniture students want versus the durability and savings the school needs. Examples of how two universities resolved their furniture problems are provided. (GR)

Discusses negotiating with vendors when purchasing campus information technology. Describes the mechanics of a negotiation (deep discounts, maintenance and support costs, future discounts, warranties and remedies, training and consulting), vendor approaches to negotiating, composition of the negotiating team, and what to do after negotiations end.…

Presents a variable selection heuristic for nonhierarchical (K-means) cluster analysis based on the adjusted Rand index for measuring cluster recovery. Subjected the heuristic to Monte Carlo testing across more than 2,200 datasets. Results indicate that the heuristic is extremely effective at eliminating masking variables. (SLD)

Discusses how Maryland's governor, Parris Glendening, is positioning himself to become the next chancellor of the state's university system. (EV)

A personality questionnaire administered to 86 subjects contained varying amounts of information regarding job title, job description, and person specification. Participants answered once honestly and faked answers once. All groups produced similar profiles but were unable to fake responses to match the ideal profile for the job. (SK)