| Outplacement is a personnel practice through which terminated employees are assisted in conducting an efficient job campaign. The process generally involves assessment, career and personal counseling, and strategies to conduct a job campaign. Data on outplacement effectiveness, prognosis, assessment, and counseling is limited as the literature is largely comprised of marketing articles. The criterion most often used to evaluate effectiveness is the percentage of clients who find employment within a specified time frame. Outplacement consultants have cited numerous factors believed to influence job attainment. Age, salary, and level of education are among these factors, none of which have been supported through research.; The present study was designed to identify psychometric and demographic variables related to outplacement outcome. Outcome is defined as the length of time in days until re-employment once outplacement services are initiated. Identification of these relationships should enable outplacement counselors to predict client success and also may suggest procedural changes in order to facilitate client progress.; Psychometric data and demographic data that had been routinely collected by an outplacement consulting firm were obtained on 124 clients of four outplacement firms in the New York metropolitan area. These data were analyzed in relation to the length of the pre-campaign time phase, the length of the campaign phase, and the combination of these phases or rather the total length of outplacement as measured in days.; Multiple regression analyses resulted in three significant predictor models. The Gordon Personal Profile Inventory (GPPI) Personal Relations Scale, the Survey of Personal and Interpersonal Values (SPIV) Orderliness Scale and the Holland Realistic Theme were combined to predict total time in outplacement (R{dollar}sp2{dollar} =.16, p =.04). Pre-campaign time was related to the Holland Realistic Theme and the GPPI Ascendency Scale (R{dollar}sp2{dollar} =.10, p =.02). The SPIV Orderliness Scale and the SPIV Variety Scale formed the best predictor model for the length of campaign (R{dollar}sp2{dollar} =.10, p =.02). Psychometric relationships were also identified for previous level of salary. (Abstract shortened with permission of author.)... |
