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Analysis of the results of the study establishing the relationship between age and job performance evaluations show that evaluators tend to score their 'older' entry-level employees lower as their age increase. This conclusion is an unstable measure of performance evaluation due to the effects of age level, job complexity, and corporate norms on the relationship and the subsequent evaluation process. A more accurate gauge of an applicant's job suitability during the screening process is his prior experience, which can provide an overview of the applicant's potentials.

A study evaluated the effects of individual differences in escalation and self-efficacy situations. Experimental studies were done on business students faced with decision problems over a committed fund's failing course of action. The study revealed that individuals with high self-efficacy in making risky decisions can escalate greater commitment to a failing project compared to those with low efficacy.

A simulation of the job application process is participated by 136 undergraduate commerce students by filling up one of two application blanks. The application forms may or may not contain a statement about the company's employment benefits. Findings show that those who filled the application blank without the statements emulated more positive perceptions of the company and attitudes toward employment. The implications of the results on recruitment and employee selection are also discussed.

No relationship exists between self-efficacy and stress, and between the former and anxiety. A positive relationship, however, exists between anxiety and stress, indicating that there is an indirect relationship between self-efficacy and stress through the latter's relationship with anxiety. Self-efficacy was also found to have a moderating effect on the relationship between training method and anxiety. These were gathered from a study of the moderating effect of self-efficacy for the relationship between training method and the anxiety and stress reactions of newcomers in an organization.

A study on employee recruiting channels indicates that employees recruited through formal channels such as newspaper advertisements and posters receive less accurate job information, have lower met expectations and less ability to cope with a new position than more informally recruited employees. The study, which focused on MBA degree holders, reaffirms that information accuracy is basic to the relationship between perceived contract violations and job survival.

The views of training professionals on the propensity of employees to make use of their training material on the job are presented.

Factors affecting the way that newcomers adjust to a work environment are examined in detail, including entry stressors and notions relating to behavioral plasticity.

The effects of an Absenteeism Feedback Intervention on employee absenteeism are examined.