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Full-Text Articles in Organizational Behavior and Theory
Conducting Interorganizational Research Using Key Informants, Nirmalya Kumar, Louis W. Stern, James C. Anderson
Conducting Interorganizational Research Using Key Informants, Nirmalya Kumar, Louis W. Stern, James C. Anderson
Research Collection Lee Kong Chian School Of Business
In this article, we examine the use of the key informant methodology by researchers investigating interorganizational relationships. Authors have advocated the use of multiple informants to increase the reliability and validity of informant reports. However, interorganizational research still tends to rely on single informants. We investigated informant selection and obtaining perceptual agreement among multiple informants, two problems that may have inhibited widespread use of multiple informants. We suggest procedures for dealing with those problems and provide an illustrative application of our proposals.
Recruiting Sources And Posthire Outcomes For Job Applicants And New Hires: A Test Of Two Hypotheses, Chuck R. Williams, Chalmer E. Labig, Thomas H. Stone
Recruiting Sources And Posthire Outcomes For Job Applicants And New Hires: A Test Of Two Hypotheses, Chuck R. Williams, Chalmer E. Labig, Thomas H. Stone
Scholarship and Professional Work - Business
This study, unlike most recruitment source research, tested for and ruled out the contaminating effects of prescreening and self-selection bias by examining applicants and new hires for nursing positions (S. L. Rynes and A. E. Barber, 1990). Consistent with the predictions of A. Rees (1966) and J. C. Ullman (1966), recruitment sources reached differently qualified applicants in terms of nursing experience and education which, in turn, were valid predictors of subsequent nurse performance. In a similar manner, recruitment sources produced sharply different levels of prehire knowledge, which was inversely related to voluntary turnover after 1 yr. However, contrary to both …