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This paper investigates the constraints an organisation faces when using recruitment agencies and having to trade-off between the speed of hiring a candidate, the cost of a candidate and the match of the candidate against the job requirements across different job seniorities. We analyse how technology can shift the cost and hiring speed in spite of these constraints.

The research design is exploratory, quantitative and cross-sectional. The study employed a two-factor, unbalanced class Analysis of Variance (ANOVA) including interaction effects to test the difference between the means of the class of interest and a control class.

Our empirical findings confirm that (1) the technological innovation of a recruitment agency marketplace can liberate organisations from their time, cost and quality hiring constraints, accelerating the time to hire by four times and reducing costs by over 12%, and (2) these results hold across varying role seniority levels.

This study contributes to the existing literature in three ways: (1) it introduces the recruitment triangle from project management into the recruitment literature; (2) it demonstrates how technological innovations such as recruitment agency marketplaces are able to provide a shift in the constraints posed by the recruitment triangle.

This study aims to investigate the configurational effects of five rules – artificial intelligence (AI)-based hiring decision transparency, consistency, voice, explainability and human involvement – on applicants' procedural justice perception (APJP) and applicants' interactional justice perception (AIJP). In addition, this study examines whether the identified configurations could further enhance applicants' organisational commitment (OC).

Drawing on the justice model of applicants' reactions, the authors conducted a longitudinal survey of 254 newly recruited employees from 36 Chinese companies that utilise AI in their hiring. The authors employed fuzzy-set qualitative comparative analysis (fsQCA) to determine which configurations could improve APJP and AIJP, and the authors used propensity score matching (PSM) to analyse the effects of these configurations on OC.

The fsQCA generates three patterns involving five configurations that could improve APJP and AIJP. For pattern 1, when AI-based recruitment with high interpersonal rule (AI human involvement) aims for applicants' justice perception (AJP) through the combination of high informational rule (AI explainability) and high procedural rule (AI voice), there must be high levels of AI consistency and AI voice to complement AI explainability, and only this pattern of configurations can further enhance OC. In pattern 2, for the combination of high informational rule (AI explainability) and low procedural rule (absent AI voice), AI recruitment with high interpersonal rule (AI human involvement) should focus on AI transparency and AI explainability rather than the implementation of AI voice. In pattern 3, a mere combination of procedural rules could sufficiently improve AIJP.

This study, which involved real applicants, is one of the few empirical studies to explore the mechanisms behind the impact of AI hiring decisions on AJP and OC, and the findings may inform researchers and managers on how to best utilise AI to make hiring decisions.

Online employee reviews have emerged as a crucial information source for business managers to evaluate employee behavior and firm performance. The purpose of this paper is to test the relationship between employee personality traits, derived from online employee reviews and job satisfaction and turnover behavior at the individual level.

The authors apply text-mining techniques to extract personality traits from online employee reviews on Indeed.com based on the Big Five theory. They also apply a machine learning classification algorithm to demonstrate that incorporating personality traits can significantly enhance employee turnover prediction accuracy.

Personality traits such as agreeableness, conscientiousness and openness are positively associated with job satisfaction, while extraversion and neuroticism are negatively related to job satisfaction. Moreover, the impact of personality traits on overall job satisfaction is stronger for former employees than for current employees. Personality traits are significantly linked to employee turnover behavior, with a one-unit increase in the neuroticism score raising the probability of an employee becoming a former employee by 0.6%.

These findings have implications for firm managers looking to gain insights into employee online review behavior and improve firm performance. Online employee review websites are recommended to include the identified personality traits.

This study identifies employee personality traits from automated analysis of employee-generated data and verifies their relationship with employee satisfaction and employee turnover, providing new insights into the development of human resources in the era of big data.

This study aims to explore the gender differences in working from home (WFH) experiences during the pandemic from the Australia’s construction workforce perspective. Specifically, it explores gender differences in terms of: (1) the respondents’ family responsibilities during the pandemic; (2) their WFH experiences prior to and during the pandemic; and (3) their perceptions of the impacts of challenges associated with WFH on their work activities and performance along with their self-reported work performance when WFH, overall satisfaction with WFH and preference for WFH post-COVID.

This study adopted a survey design to reach the targeted sample population, i.e. construction workforce in the Australian construction industry who has had experienced WFH during the pandemic. Data was collected using an online anonymous questionnaire survey.

The results show notable gender differences in various aspects including family responsibilities, workplace arrangements and perceptions of the impacts of the challenges associated with WFH on work activities and performance. Also, statistically significant associations are detected between gender and the respondents’ self-reported work performance when WFH, overall satisfaction with WFH and preference for WFH post-COVID.

Even prior to the COVID-19 pandemic, little is known about WFH experiences among construction workforce due to the low prevalence of regular and planned remote working in the industry. This is the first study sheds light on construction workforce WFH experiences using gender lenses. The findings have implications for construction-related firms continuing with WFH arrangement post the pandemic, which may include the formulation of policy responses to re-optimize their present WFH practices.

This study aims to address a significant and previously unanswered question for both academics and practitioners: how do organizations learn to apply Blockchain technology to support modern slavery (MS) supply chain capabilities? Specifically, this study examines whether employees’ digital dexterity (EDD) and strategic investment in Blockchain technology (SIBT) can support three MS supply chain capabilities: internal MS capability (IMSC), MS capability with customers (MSCC) and MS capability with suppliers (MSCS).

This study uses resource accumulation and deployment perspective to explain how EDD promotes SIBT, which then drives the development of MS supply chain capabilities. Survey data collected from the Chinese manufacturing industry were used to test the proposed theoretical framework and hypotheses through structural equation modelling and moderated regression analysis.

EDD has a positive relationship with SIBT. SIBT has a positive relationship with IMSC. IMSC fully mediates the relationships between SIBT and MS capability with customers and suppliers.

By conceptualizing MS supply chain capabilities as a multi-dimensional construct for the first time, this study discovers the significant mediating roles of IMSC. The empirical findings also clarify digital dexterity of employees that drives investment in Blockchain technology to foster MS supply chain capabilities as resource accumulation and deployment processes.

The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.

The study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.

The study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.

This study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.

This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development.

This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis.

The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities?

The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.

Nurse leaders are challenged by ethical issues in today’s complex health-care settings. The purpose of this study was to describe and analyze key elements of moral distress identified by nurse leaders from health-care systems in the USA, Germany, Austria and Switzerland. The aim was to develop an understanding of distressing ethical issues nurse leaders face in the USA and three German-speaking European countries.

This descriptive cross-sectional study surveyed a convenience sample of nurse leaders in the USA, Germany, Austria and Switzerland. The voluntary, anonymous survey also included qualitative questions and was distributed using the Qualtrics® platform. A thematic analysis of the qualitative data in each country was carried out and a comparative analysis identified similarities and differences between the groups of nurse leaders comparing the US data to that from three German-speaking European countries.

The survey was completed by 316 nurse leaders: Germany, Austria, and Switzerland (n = 225) and the USA (n = 91). Similar themes identified as causing all nurse leaders moral distress included a lack of individual and organizational integrity, hierarchical and interprofessional issues, lack of nursing professionalism, patient care/patient safety concerns, finances negatively impacting care and issues around social justice. Within these six themes, there were also differences between the USA and the three German-speaking European countries.

Understanding the experiences associated with distressing ethical situations can allow nurse leaders and organizations to focus on solutions and develop resilience to reduce moral distress in the USA and three German-speaking European countries.

The purpose of this paper is to use Bourdieu’s Theory of Capital–Field–Habitus to explore how refugees, asylum seekers and migrants accumulate and mobilise social, cultural, symbolic and economic capital to find meaningful work in the Australian construction industry.

The paper reports the results of a survey of refugees, asylum seekers and migrants who have either successfully or unsuccessfully searched for employment in the Australian construction industry.

The findings dispel widely held negative stereotypes of about this group by describing a highly capable workforce which could address significant skills shortages in the industry, while concurrently diversifying the workforce. However, it is found that refugees, asylum seekers and migrants face considerable barriers to finding meaningful employment in the construction industry. In circumventing these barriers, education institutions, charities and community-based organisations play an especially important role, alongside friends and family networks. They do this by helping refugees, asylum seekers and migrants accumulate and deploy the necessary capital to secure meaningful work in the construction industry. Disappointingly, it is also found that the construction industry does little to help facilitate capital accumulation and deployment for this group, despite the urgent need to address diversity and critical skills shortages.

Employing Pierre Bourdieu’s Theory of Capital–Field–Habitus, the findings make a number of new theoretical and practical contributions to the limited body of international research relating to the employment of refugees, asylum seekers and migrant workers in the construction. The results are important because meaningful employment is widely accepted to be the single most factor in the successful integration of refugees, asylum seekers and migrants into a host society and the construction industry represents an important source of potential employment for them.

Internal employees of firms are a reliable source of information for potential job seekers. However, few studies have focused on why internal employees actively recommend their firms. Based on the social exchange theory, this study aims to construct a chain mediation model using perceived challenge stress and employee experience as mediators to explore how leadership empowerment behavior affects employee referrals.

Bootstrap repeated sampling analysis was conducted on a sample of 307 employees collected through two-time points.

Leadership empowerment behavior is positively related to employee referrals; perceived challenge stress and employee experience mediate the effect of leadership empowerment behavior on employee referrals, respectively; in addition, perceived challenge stress and employee experience play a chain mediating role between leadership empowerment behavior and employee referrals.

The findings can help provide insight into the drivers of employee referrals and can effectively guide organization reputation management.