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1 – 10 of over 9000Muruganantham Ganesan, Suresh Paul Antony and Esther Princess George
Grounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement…
Abstract
Purpose
Grounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement (ad) dimensions (message contents) and organizational familiarity on job seeker’s perception of attitude, organizational attractiveness, and application intention.
Design/methodology/approach
This paper is a theoretical exploration based on existing literature.
Findings
The presence of instrumental and symbolic attributes in print job advertisement such as job and work characteristics, aesthetics, employee testimonial/picture, corporate image enhancing statements, organizational culture-enhancing statements, and human resource offerings are more likely to play influential roles in creating favorable attitude, organizational attractiveness, and application intention in a job seeker. Apart from this, organizational familiarity plays a moderating role on job seeker’s attitude formation and in gaining organizational attractiveness.
Practical implications
The study offers a clear guideline to recruiting organizations, HR managers, recruitment agencies, or consultants on how to design a recruitment advertisement to pool a large number of potential applicants. The study also throws light on testing the effectiveness of a recruitment advertisement, similar to commercial ads. Moreover, the outcome of testing would help the recruiters understand the pulse of the job seeker toward the ad, job, and organization.
Originality/value
This study theoretically clarifies the role of instrumental and symbolic attributes or dimensions of job ads and the role of organizational familiarity in inducing positive attitude formation and organizational attractiveness, in the process that cultivates application intention in a potential job seeker.
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The purpose of this study is to investigate to what extent the professional identity of accountants, as manifested in a set of advanced cognitive, emotional and social…
Abstract
Purpose
The purpose of this study is to investigate to what extent the professional identity of accountants, as manifested in a set of advanced cognitive, emotional and social intelligence competencies relevant to their professional activities, varies with the respective accounting position.
Design/methodology/approach
The systematically developed, formally clearly structured job advertisements for accounting positions provide content-rich representations of those holding the advertised position and thus contribute to revealing the professional identity. This study conducts a content analysis of 600 profiles of accountants presented in job advertisements of German organizations to identify the characteristic set of advanced cognitive, emotional and social intelligence competencies, juxtaposing different accounting positions at various stages of professional life. German organizations were targeted because they traditionally clearly differentiate between financial accounting and management accounting.
Findings
The job advertisements suggest that accountants develop a multifaceted professional identity reflecting their area of specialization and their level of entry. Financial accountants are more likely to be team-oriented than management accountants, and non-executive accountants are more likely than executive accountants. Analytical thinking seems to characterize management accountants rather than financial accountants. An independent way of working appears to be more pronounced among financial accountants than among management accountants.
Originality/value
This study refines the understanding of the professional identity of accountants by exploring the recruitment of accountants, the initial step of professional socialization. It identifies the most relevant advanced cognitive, emotional and social intelligence competencies based on a broad sample of job advertisements for accounting positions in organizations of different sizes and industries. By contrasting the competencies relevant to different positions and at different stages of their professional lives, it becomes evident that distinct professional identities of accountants coexist. The relevant competencies may be developed during higher education and continuing professional education. They may also be incorporated into individual performance evaluations and used as the basis for promotion decisions.
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In relation to institution type and employment status, this study aims to identify the requisite skills, knowledge and attitudes (SKAs) listed in job advertisements for Japanese…
Abstract
Purpose
In relation to institution type and employment status, this study aims to identify the requisite skills, knowledge and attitudes (SKAs) listed in job advertisements for Japanese library staff.
Design/methodology/approach
This study collected data on 545 posts advertised on major Japanese librarian job advertisement websites from March 2019 to January 2021. The data included institution type, employment length, application requirements and job descriptions. Job descriptions were classified into 16 categories based on required SKAs. Data were analyzed using content, cross-tabulation and cluster analyses.
Findings
The results demonstrate that 82.2% of job advertisements targeted nonregular employees. The essential SKAs are the client and technical services. The job advertisements for nonregular employees had detailed descriptions of the requisite generic and soft skills and knowledge, whereas these competencies were not specified in the advertisements for regular employees.
Originality/value
To the best of the author's knowledge, this is the first comprehensive study on job advertisements in Japanese libraries. This serves as a benchmark for the content and methods of continuing education for librarians. It also demonstrates the impact of Japan's social and historical environment on job advertisements and related research.
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Jatta Jännäri, Seppo Poutanen and Anne Kovalainen
This paper aims to analyse the ways the textual materials of job advertisements do the gendering for prospective expert positions and create a space for ambiquity/non-ambiquity in…
Abstract
Purpose
This paper aims to analyse the ways the textual materials of job advertisements do the gendering for prospective expert positions and create a space for ambiquity/non-ambiquity in the gender labelling of this expertise. Expert positions are almost always openly announced and are important to organizations because they often lead to higher managerial positions. By gendering the prospective positions, the job advertisements bring forth repertoires strengthening the gendering of work and gendered expert employee positions.
Design/methodology/approach
This study draws on qualitative textual and visual data of open job advertisements for expert positions. The materials of the study are gathered from open job advertisements in two countries, i.e. Finland and Estonia with rather similar labour market structures in relation to gender positions but differing as regards their gender equality.
Findings
The analyses show that the gendering of expert work takes place in the job advertisements by rendering subtly gendered articulations, yet allowing for interpretative repertoires appear. The analysis reveals some differences in the formulations of the advertisements for expert jobs in the two countries. It also shows that in general the requirements for an ideal expert candidate are coated with superlatives that are gendered in rather stereotypical ways, and that the ideal candidates for highly expert jobs are extremely flexible and follows the ideal of an adaptable and plastic employee, willing to work their utmost. This paper contributes to the “doing gender” literature by adding an analysis of the textual gendering of ideal candidates for positions of expertise.
Research limitations/implications
The research materials do not expose all the issues pertinent to questions of the ideal gendered candidate. For instance, questions of ethnicity in relation to the definition of the ideal candidate cannot be studied with the data used for this study. Being an exploratory study, the results do not aim for generalizable results concerning job advertisements for expert positions.
Originality/value
This paper contributes to the “doing gender” and “gendering” literature by addressing the question of how and in what ways gender is defined and done for an expert positions prior the candidates are chosen to those jobs. It also offers new insights into the global construction of gendered expert jobs advertisements by addressing the topic with data from two countries. It further contributes to understanding the gendered shaping of expertise in the management literature.
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The purpose of this paper is to examine advertisements for part-time professional library jobs in Pennsylvania and New Jersey. The goal is to gain a better understanding of what…
Abstract
Purpose
The purpose of this paper is to examine advertisements for part-time professional library jobs in Pennsylvania and New Jersey. The goal is to gain a better understanding of what skills and experience levels are being required of part-time librarians, as well as what their expected salary and hours might be.
Design/methodology/approach
Advertisements for part-time professional library positions were collected from online sources over the course of one year.
Findings
Part-time librarian positions tend to be public services positions in either public or academic libraries. Advertisements for these position indicate a need for flexibility and often do not contain information about salary or hours. Many are suitable for entry-level librarians with no experience.
Research limitations/implications
Job advertisement studies are limited in that they can only examine the information contained in the advertisements themselves and therefore may not reflect the actual person hired.
Practical implications
This paper will provide useful information for librarians seeking part-time positions, as well as for library and information science educators and library managers who wish to mentor or hire new librarians.
Originality/value
This paper corrects an identified lack of research into part-time library employment.
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Henry Uche Obuene, Oludayo Tade, Bamidele Rasak, Ogadimma Arisukwu and Emeka E. Okafor
An increase in informal job advertisements has been attributed to high unemployment. However, less scholarly attention has been placed on the experiences of victims of advertised…
Abstract
Purpose
An increase in informal job advertisements has been attributed to high unemployment. However, less scholarly attention has been placed on the experiences of victims of advertised job scams.
Design/methodology/approach
This explorative study investigates the lived experiences of victims of advertised job scams in Ibadan, Oyo State, Nigeria, adopting Durkheim’s Functionalism and Anomie Theory. Around 35 victims were purposively engaged in in-depth and telephone interviews.
Findings
The findings of the study indicated the link between functionalism and anomie, an increasing rate of advertised job scams and a high rate of unemployment and poverty as well as the desperation of victims in getting jobs. The value orientation of an individual is determined by the dynamics of the social institutions. The pattern of job scammers revealed extremists conditioned by the large number of youths seeking employment. The advertised scam jobs are usually unavailable. In addition, employers, through informal job advertisements, subject victims to extortions, exploitation, street begging, kidnapping and rituals as well as sexual harassment and rape. Owing to the high rate of unemployment, many genuine job offers are characterised by bribes, besides trivializing merit.
Originality/value
The government should design measures to tackle the rate of corruption and unemployment. This can be achieved by introducing entrepreneurship and skill acquisition programmes in the nation’s education system.
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Aims to focus on non‐profit leadership and use information from advertised job announcements, in the USA, of non‐profit CEO positions to identify required competencies and job…
Abstract
Purpose
Aims to focus on non‐profit leadership and use information from advertised job announcements, in the USA, of non‐profit CEO positions to identify required competencies and job duties. The objective is to assess their relevancy and adequacy in dealing with the current challenges of the sector.
Design/methodology/approach
Uses content analysis to analyze CEO job advertisements that were posted in The Nonprofit Times during the 1999‐2004‐time period.
Findings
Among those who list educational requirement, a predominant majority requires degree in academic areas related to the non‐profit sector. The bias to emulate the private sector's competencies, a source of the identity crisis of this sector, is not found in the educational requirement. Fundraising experience is the most common area of requirement under experiences. Fundraising is also listed as the major job duty.
Research limitations/implications
The sizes and life cycle stages of the non‐profit agencies are not incorporated. Future research could incorporate the above variables.
Practical implications
Design training using the findings to prepare future leaders. One of the findings suggests that non‐profits are not emphasizing the value of ethics in their search for executives. Considering the importance of this value in maintaining accountability, academicians could emphasize more of this as they design different non‐profit courses.
Originality/value
Assesses the adequacy of the currently emphasized competencies in leadership to deal with the current challenges of the sector (accountability, fiscal, competition, identity crisis etc.) and their implications.
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The purpose of this paper is to describe and analyze changes in the descriptions and requirements of professional communicators in Swedish job advertisements between 1960 and…
Abstract
Purpose
The purpose of this paper is to describe and analyze changes in the descriptions and requirements of professional communicators in Swedish job advertisements between 1960 and 2010.
Design/methodology/approach
Through a quantitative content analysis, this study approaches organizational requirement information in order to better understand changes in the description of the ideal candidate and professionalization.
Findings
The results show that job titles have gradually become more specified and strategically orientated. Tactical qualifications dominated the first decades but operational and strategic skills were increasingly required in the material over the last two decades.
Research limitations/implications
Even if job advertisements could expose the historical changes in expectations and demands on communicational professional practitioners, further studies could entail complementary material such as interviews with senior communications managers and headhunters.
Practical implications
In order to be legitimized as a field of profession, scholars, teachers and practitioners need to create ideals and ideologies that can justify and defend business and education. This paper stimulates practitioners to reflect critically on such issues.
Originality/value
The key contribution of this paper is to explicate how the image of communication practice and the demands on communication practitioners have changed during the last 50 years.
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The main purpose of this research study is to identify the essential skills and competencies sought by prospective employers for library and information science (LIS) positions in…
Abstract
Purpose
The main purpose of this research study is to identify the essential skills and competencies sought by prospective employers for library and information science (LIS) positions in India. The research study aims to find out various designated positions in job advertisements.
Design/methodology/approach
The data were collected from a major weekly job journal “Employment News” in India over five years from 2016 to 2020. The Employment News provides the latest job vacancies of central/state governments, public sector undertakings and autonomous bodies in India. Each issue of Employment News was carefully scanned and searched for job advertisements in the field of LIS. The researcher analyzed various posts on permanent, deputation and short-term contracts to gain insights into the job’s skills.
Findings
The findings highlight that public sector academic and school libraries are the top employers of LIS professionals. One of the most frequent demands of employers is profession-related work experience. Results show that employers place the strongest emphasis on library administration, computer knowledge, technical skills, managerial skills and soft skills. Library management, library supervision and procurement of journals and books are the primary job responsibilities for top-level positions.
Research limitations/implications
The weekly job journal, Employment News, is the largest source of LIS jobs in publicly funded organizations and institutions in India. It does not cover private educational institutes, industries and corporates. Job-related data were collected solely from this journal for the duration of 2016–2020. Therefore, this research study does not fully represent the LIS job market with regard to private educational institutes and corporate organizations.
Practical implications
The research findings can help LIS professionals prepare themselves according to market needs and demands. The LIS school should integrate these required skills and competencies into the course curriculum for preparing professionals in the digital age.
Originality/value
The results are benchmarked to guide and evaluate LIS course curricula in India. LIS schools may emphasize soft skills in future curriculum design, which employers frequently seek.
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Gbolahan Gbadamosi and Carl Evans
The purpose of this research is to establish whether employers specify the requirement of CPD when recruiting managers and, in doing so, to open up the debate on the importance…
Abstract
Purpose
The purpose of this research is to establish whether employers specify the requirement of CPD when recruiting managers and, in doing so, to open up the debate on the importance attached to CPD by employers.
Design/methodology/approach
An observational analysis was undertaken of job advertisements placed in four regional newspapers and a national online job web site over a two‐month period (August and September 2006).
Findings
From the newspaper job advertisements scrutinized none indicated CPD either directly or indirectly as a requirement for managerial jobs. Job experience (84 per cent) and personal attributes (82 per cent) were the most important requirements indicated for managerial jobs. An online national jobs web site, however, implied or specifically mentioned CPD for only five managerial posts.
Research limitations/implications
Some of the job advertisements provided very scant details. The study has only taken a surface view of the posts, as opposed to a detailed reviewing of the person specification for jobs. Targeting “Managers” focused on only middle level positions and even this could have excluded some posts.
Practical implications
The lack of CPD evidence now challenges employers to consider the importance of CPD when preparing managerial job advertisements.
Originality/value
The paper highlights the gap between the value of CPD and its absence in job advertisements and discusses the impact of the findings on relevant stakeholder groups. It argues the need for employers to detail CPD implicitly or explicitly in job advertisements to enhance the quality of job applicants.
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