The purpose of this study was to examine the communication and leadership behaviors of mavericks as they relate to innovation in the organization. We sought to answer the following questions: (1) Can mavericks be identified by other organizational members? (2) What impact do their communicative behaviors have on the process of innovation in the organization? (3) How do they perceive themselves in the organizational context? Since an interpretive approach to studying innovation was used, these questions served as a general framework for our investigation. Qualitative data (in-depth interviews with 32 organizational members), were collected from individuals who had been nominated by others as "organizational mavericks" and a sample of non-mavericks. Organizational mavericks were found to be more eager to communicate than non-mavericks, and less apprehensive about a variety of communication situations. It appears that skillful mavericks do not want to be identified as separate from the group and that the organization which is "loosely coupled" facilitates maverick behavior.

No abstract

Social networking sites (SNS) are a rich source of extractive information about job applicants. Human resources (HR) professionals now use SNS to gather additional information about job applicants; consequently, job applicants begin interviewing even before the actual interview. The authors examine SNS in the context of hiring decisions, using uncertainty reduction theory as a framework of analysis to explain how individuals obtain and process information about interpersonal relationships to reduce uncertainty before a face‐to‐face meeting. The authors recommend mandatory training for HR professionals, recruiters, and applicants in the strategic use and placement of SNS profiles in the public domain.

This study explored dimensions of influential factors in employment interviewing from the recruiter's (N=423) perspective in hiring new college graduates for an entry-level position. A factor analysis of 28 communication items was conducted. Study results suggest that there are six dimensions of influential communication factors in employment interviews. ~ ~ ~~~~ Steve D. Ugbah is a n associate professor of marketing a t Calgornia State University, Hay ward. Stevina U. Euuleocha is a lecturer in the Department of Marketing a t Calgornia State University. Hayward. Gifford, R., Ng, C. F., & Wilkinson. M. (1985). Nonverbal cues in the employment interview: Links between applicant qualities and interviewer judgments. Journal of Golen, S. (19901. A factor analysis of barriers to effective listening.

Authors investigated perceptions of campus recruiters (N = 168) in the San Francisco Bay Area regarding the importance of 15 types of information they solicit from job applicants' references in making selection decisions. Results suggest campus recruiters should consider 10 types of information to assist them in making selection decisions. Results also indicate that selected recruiters' demographic variables affect only 4 types of information job applicants' references should provide: decision-making skills, computer skills, work ethic, and fit with the corporate culture and prospective coworkers. The implications of these results for both employment references and recruiters are discussed.