本研究主要的目的欲探討實際工作預覽（Realistic Job Previews）甄選方式對於員工的離職傾向的影響，並且透過工作滿意直接或間接影響關係來進行分析探討。其中實際工作預覽提供之效用包含下列組成的要素，包括有組織氣氛的習染（開放、關懷與信任氣氛）、期望與實際的契合、工作技能的學習，而工作滿意則包含了內在與外在工作滿意二個組成要素。
研究的結果發現：
1. 實際工作預覽提供之效用中，開放、信任與關懷的組織氣氛、工作技能的學習…等效用，對於內在與外在工作滿意皆有顯著且正向的影響力，亦即當透過此甄選方式進來的員工對上述構面認知程度高的話，可以提升員工整體的工作滿意度。
2. 內在與外在工作滿意對於離職傾向皆有顯著且負向的影響力，亦即透過此甄選方式進來的員工的工作滿意感受程度越高的話，則離職傾向則會越低。
3. 實際工作預覽提供的效用與內在工作滿意、離職傾向之關係，研究發現「工作成長」的契合與「工作技能的學習」會透過內在工作滿意影響離職意願高低。亦即當員工對於「工作成長」的契合與「工作技能的學習」的認知感受越高時，即產生較良好的內在工作滿意，並且因為間接的高度內在工作滿意而降低員工離職傾向的態度。
4. 外在工作滿意部分，透過此甄選方式進來之員工對於組織的「信任氣氛」認知會透過外在工作滿意影響離職意願高低。亦即當員工對於「信任的組織氣氛」認知程度越高時，會產生較良好的外在工作滿意程度，並且因為間接的高度外在工作滿意而降低員工離職傾向的態度。

It has long been recognized that quality people are a key ingredient for organizational effectiveness. Give this recognition, considerable attention has been focused on the topics of employee selection and employee motivation. This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process.
RJPs are any method to give recruits a balanced picture of the job they are considering for employment. Applicants who receive RJPs tend to perceive the organization as honest, caring, and trustworthy. When they believe organization representatives truly care about their well-being and openly communicate with them. They bond to and remain with the organization.
They develop and rehearse strategies job aspects and unfamiliar work roles. Problem focused coping strategies prepare employees to cope with unpleasant work roles. Applicants may form unrealistic or inflated job expectations form a variety of sources.
When applicants receive accreted (positive and negative) job and organization information. They can realign their expectations to match job and organization realities. Thus, when they begin employment, their expectations are realistic, match the job realities, and they tend to remain with the organization.

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