A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with Porter and Steer's (1973) definition of met expectations, we identified a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality.

A quantitative meta-analysis of 21 "realistic job preview" (RJP) experiments was conducted. Eight criteria were used to assess the effects of RJPs, and for four of these, the variance around the mean effect size can be explained methodologically as a result of sampling error, differences among studies in measurement reliability, or as a result of a single "outlier" study. Only one moderator was found. Considering all eight criteria together, the average amount of variance attributable to sampling error alone is 74.2%. Thus, recent speculation about the possible moderating effects of "personal" or "situational" variables seems unwarranted. The magnitude (absolute values) of the "effect sizes" of RJPs ranged from 3 -.02 to d = .34. The direction of the effects was generally consistent with previous thinking. That is, RJPs tend to lower initial job expectations, while increasing self-selection, organizational commitment, job satisfaction, performance, and job survival. 706This document is copyrighted by the American Psychological Association or one of its allied publishers.This article is intended solely for the personal use of the individual user and is not to be disseminated broadly.

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Meta-analyses were conducted to examine the antecedents of personal goal level, and the antecedents and consequences of goal commitment based on 78 goal-setting studies. Meta-analyses of the antecedents of personal goal level indicated that prior performance and ability were significantly related to personal goals whereas knowledge of results had a marginally significant relationship with personal goal level. The relationships of three antecedent variables with goal commitment were found to be statistically significant (i.e., self-efficacy, expectancy of goal attainment, and task difficulty), whereas task complexity had a marginally significant relationship with goal commitment. The results of the meta-analyses on the consequences of goal commitment showed goal commitment to significantly affect goal achievement. A model was developed that integrated the results of the meta-analyses with conceptually derived variables and relationships.

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