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.