Revisiting met expectations as a reason why realistic job previews work

This study reanalyzed data from an examination by Hem, Griffeth, Palich, an d Bracker (1998) of the mechanisms by which posthire realistic job previews reduce turnover. Irving and Meyer (1999) argued that Hom et al. overstated support for their mediation theory by calculating residual difference scor es (errors derived from predicting experienced attainment of job outcomes f rom initial expectations of outcomes) to operationalize met expectations. R ather, Irving and Meyer showed that methodological weaknesses associated wi th difference scores also plague residual difference scores. Prompted by th eir demonstration, this research applied partial correlations (partialing o ut experienced outcomes from residual differences) and Edwards' (1994) poly nomial regression approach to verify whether met expectations underlie real istic previews' effectiveness. These reanalyses disputed met expectations. As a result, this inquiry revised the formulation advocated by Hom et al. ( 1998), positing that coping strategies and perceptions of employer concern account for how posthire previews work.