Relationship Between Realistic Job Preview and Employees Intention to Exit Office of the Attorney General and Department of Justice
Abstract
Modern top performing businesses are more dependent than ever before on their top performers
to innovate and provide service that differentiate an organization from its fierce competitors.
Human resource are the most important drivers of an organization competitive advantage. This
means, organizations are reliant upon their human assets to survive and thrive. Many job seekers
know little about the jobs for which they are applying, as a consequence of which they develop
certain expectations and/or perceptions about the job which are inaccurate oftentimes. When
newly hired employees’ expectations are not met, their performance is compromised and they
may eventually end up quitting the job. Such an outcome may come about when new recruits are
not given the correct picture of the job they are intending to occupy. An approach that is gaining
application in addressing these challenges is the realistic job preview. The objective of the study
was to determine the relationship between realistic job preview and employee intention to exit in
the Office of Attorney General and Department of Justice. The research design adopted used
descriptive research design. The population of the study was all the three hundred and sixty State
Counsels working in the Office of Attorney General and Department of Justice. Stratified
sampling was used to determine the sample size of sixty respondents. The study used primary
data that were collected through self-administered questionnaires. The data was analyzed by the
use of descriptive statistics. The findings of the study was that realistic job preview plays a
critical role in the management of new employees in the organizations as it enables them to
match their needs with what they might encounter on the job, enable them to know what to
expect from the organization, reduces turnover and the requirements of the new jobs, thus
lowering employee turnover and absenteeism. Further, realistic job preview serve to discourage
employees who will be less likely to survive on the job from accepting job offers by providing an
honest description. The study found out that oral and written RJP which focuses on
organizational information presented early, and detailed job-specific information ensures that the
job seekers have thorough knowledge regarding the organization before accepting the job offer.
The OAG & DOJ was found to have used realistic job preview in recruitment of employees as
this enable new employees to prepare in coping with strategies to handle situations, lower an
applicant’s expectations and facilitates met expectations. Realistic job preview further helps
reduce labour turnover of the new job-seeker, reduce their intention to exit and enhance new
employee commitment thus positively affecting retention. The study recommends that when an
organization considers implementing RJP as a part of its recruiting, it must take into account the
timing, scope, message, and medium of the program.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
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