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Article
Publication date: 21 November 2022

Gordon B. Schmidt, Jestine Philip, Stephanie A. Van Dellen and Sayeedul Islam

As conventional practices of working continue to be modified in the gig economy, more theoretical work examining the experiences of gig workers is needed. Relying on person-based…

Abstract

Purpose

As conventional practices of working continue to be modified in the gig economy, more theoretical work examining the experiences of gig workers is needed. Relying on person-based fit and levels of analysis literature, this paper proposes an adaptation to the traditional Attraction-Selection-Attrition (ASA) framework to the gig economy.

Design/methodology/approach

Drawing on the ASA framework, this conceptual paper explores how gig workers join, leave and could be retained by gig employers.

Findings

The authors recognize an intermediary “organizing” phase within the ASA framework for gig workers. Using examples of appwork and crowdwork, the authors show that workers tend to self-organize through third-party websites to help gig work become economically sustainable, avoid being exploited and enhance gig workers' sense of community and identity.

Practical implications

The practical implications of this research lie in gig employers understanding how workers experience gig employment and in helping employers be successful in attracting, selecting and retaining quality workers and thereby lowering permanent attrition.

Originality/value

The authors propose a novel adaptation to the conventional ASA framework to include organizing as a phase in gig worker employment. This research defines gig attraction and attrition at the individual-level, selection at the individual- and task-levels based in person-job (PJ)-fit and the various aspects of gig organizing as encompassing fit with one's job, organization, and environmental (i.e., PJ-, PO-, PE-fit) at the individual-, task-, and network-levels.

Details

Journal of Managerial Psychology, vol. 38 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Book part
Publication date: 30 September 2019

Eric D. Bostwick, Morris H. Stocks and W. Mark Wilder

This study investigates whether or not accounting and legal decision-makers at publicly traded US firms exhibit a professional affiliation bias with respect to their selection of…

Abstract

This study investigates whether or not accounting and legal decision-makers at publicly traded US firms exhibit a professional affiliation bias with respect to their selection of business service providers. Executives at NYSE or NASDAQ firms who were affiliated with the accounting profession, the legal profession, or neither profession indicated their likelihood of using one of three randomly assigned types of firms (i.e., a CPA firm, a law firm, or a firm with both CPA and attorney partners) to provide five selected business services. The five business services represent the range of accounting and legal services that firms often outsource: audit, tax representation, mergers and acquisitions, trade regulation/interstate commerce, and litigation. We find that executive level decision-makers at publicly traded US firms do exhibit a professional affiliation bias in the selection of business service providers and that this professional affiliation bias is stronger in attorneys than in CPAs. The fact that all respondents were NYSE or NASDAQ executives, rather than students or another surrogate population, provides additional relevance and generalizability to our findings. Identifying this bias can help executives avoid suboptimal initial selection decisions and/or inaccurate performance evaluations of external business service providers.

Article
Publication date: 10 May 2021

Philip S. Rose, Stephen T.T. Teo, Diep Nguyen and Nguyen Phong Nguyen

Internships are utilized globally to recruit graduate employees. However, there is a limited understanding of the process by which interns convert into regular employees…

Abstract

Purpose

Internships are utilized globally to recruit graduate employees. However, there is a limited understanding of the process by which interns convert into regular employees, particularly in non-Western research contexts. Integrating attractionselectionattrition (ASA) theory and proactive career behaviors, this study identifies the mechanisms influencing interns' intentions to convert into regular employment in host organizations in Vietnam.

Design/methodology/approach

Time lagged, questionnaire data were collected from 669 final-year undergraduate business and economics students who participated in internship programs in a large metropolitan city in Vietnam.

Findings

The results indicate that the interns who exhibit proactive career behaviors are more likely to foster high-quality reciprocal relationships with their supervisors and work colleagues during internships. These positive relations magnify interns' intentions to become regular employees via their perceived person–organization fit.

Practical implications

This study has implications for higher education institutions and host organizations when designing internship programs to maximize employment outcomes via conversion of interns into regular employees.

Originality/value

Previous studies have not tested the critical aspect of ASA theory regarding the personalities of the interns when building work-related relationships that result in the person–organization fit before accepting job offers from host organizations.

Details

Education + Training, vol. 63 no. 5
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 19 September 2008

Ayala Malach‐Pines and Dafna Schwartz

While the numbers of, and research on, women entrepreneurs have accelerated radically in recent years, the rates of women entrepreneurs remain significantly lower than men's…

4096

Abstract

Purpose

While the numbers of, and research on, women entrepreneurs have accelerated radically in recent years, the rates of women entrepreneurs remain significantly lower than men's. Research has shown that subjective perceptual variables have a crucial influence on the entrepreneurial propensity of women and account for much of the gender differences in entrepreneurial activity. The paper aims to describe three studies that addressed gender differences in entrepreneurial perceptions, testing predictions derived from Schneider's Attraction Selection Attrition (ASA) model.

Design/methodology/approach

Each study focused on a different subject population with different entrepreneurial activity. The first was a national telephone survey that involved 514 Israeli adults. The second involved 313 Israeli management students who responded to a self‐report questionnaire. The third involved interviews with 101 Israeli small business owners.

Findings

The results of the first study showed few gender differences in entrepreneurial traits and values. The results of the second study showed large gender differences in the willingness to start a business among management students and smaller differences among students who intend to start a business. Gender differences were far smaller among actual business owners. Alone and together the three studies support Schneider's ASA model.

Practical implications

The practical implications of these findings are addressed.

Originality/value

The paper provides valuable information on gender differences in entrepreneurship.

Details

Journal of Managerial Psychology, vol. 23 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 20 September 2021

Jingjing Qu

Underpinned by the attraction-selection-attrition theory, this paper aims to investigate the impact of entrepreneurship on an individual’s expected retirement age and explore how…

Abstract

Purpose

Underpinned by the attraction-selection-attrition theory, this paper aims to investigate the impact of entrepreneurship on an individual’s expected retirement age and explore how job satisfaction and expected retirement financial insufficiency (ERFI) as key factors can explain that.

Design/methodology/approach

A framework including direct and indirect relationships among key factors is empirically tested by using a pooled data sets consists of 13,420 individuals from the UK Household Longitudinal Survey, the analysis uses the entropy balance matching method and combined with quasi-bayesian monte Carlo method and hierarchy regressions to enhance the robustness of results.

Findings

The research finds entrepreneurs plan to retire later than organizational employees. In addition, a strong mediating impact of job satisfaction and moderating role of ERFI on the relationship between entrepreneurship and expected retirement age is verified.

Originality/value

The theoretical perspective and findings offer a novel insight into the research on entrepreneurs’ decision of retirement. The findings suggest entrepreneurs as crucial policy stakeholders contribute to retirement deferment should be valued. Effective interventions could be delicately designed in the future to unleash the potential of entrepreneurship in dealing with aging challenges.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 14 no. 6
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 17 February 2023

Jiangnan Qiu, Wenjing Gu, Zhongming Ma, Yue You, Chengjie Cai and Meihui Zhang

In the extant research on online knowledge communities (OKCs), little attention has been paid to the influence of membership fluidity on the coevolution of the social and…

Abstract

Purpose

In the extant research on online knowledge communities (OKCs), little attention has been paid to the influence of membership fluidity on the coevolution of the social and knowledge systems. This article aims to fill this gap.

Design/methodology/approach

Based on the attraction-selection-attrition (ASA) framework, this paper constructs a simulation model to study the coevolution of these two systems under different levels of membership fluidity.

Findings

By analyzing the evolution of these systems with the vector autoregression (VAR) method, we find that social and knowledge systems become more orderly as the coevolution progresses. Furthermore, in communities with low membership fluidity, the microlevel of the social system (i.e. users) drives the coevolution, whereas in communities with high membership fluidity, the microlevel of the knowledge system (i.e. users' views) drives the coevolution.

Originality/value

This paper extends the application of the ASA framework and enriches the literature on membership fluidity of online communities and the literature on driving factors for coevolution of the social and knowledge systems in OKCs. On a practical level, our work suggests that community administrators should adopt different strategies for different membership fluidity to efficiently promote the coevolution of the social and knowledge systems in OKCs.

Details

Information Technology & People, vol. 37 no. 2
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 1 February 2004

Michael J. Keeney, Andrea F. Snell, Steven J. Robison, Daniel V. Svyantek and Jennifer Bott

Measures of personality and organizational climate were subjected to three different analytical methods that extract patterns from data: Discriminant, Classification and…

Abstract

Measures of personality and organizational climate were subjected to three different analytical methods that extract patterns from data: Discriminant, Classification and Regression Trees, and neural network classification analysis. Risk, openness, rewards, and neuroticism (rather than conscientiousness) emerged as key variables in differentiating among three similar work groups. Results of the analyses support the central hypothesis of ASA theory of greater variance in personality across compared to within organizations and an interactionist paradigm between person and environment. Implications for ASA theory and for personnel selection are discussed.

Details

Organizational Analysis, vol. 12 no. 2
Type: Research Article
ISSN: 1551-7470

Article
Publication date: 21 April 2022

Andrew Franklin Johnson, Katherine J. Roberto, Christopher J. Hartwell and Jennifer F. Taylor

The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy…

Abstract

Purpose

The social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy orientation model provides better understanding of complexities of selection and retention created by the social media landscape.

Design/methodology/approach

Organizations are increasingly seeking talent to support burgeoning social media strategies. Qualified employees may be expected to have related professional experience and an active personal social media presence. In contrast to this evolving demand, prevailing guidelines suggest applicants minimize their social media activity altogether. These restrictive guidelines may be better suited for organizations that prefer or require high levels of discretion on social media given the differing engagement expectations across firms and among individuals.

Findings

How the congruence between an employee's expectations of privacy on SM and the organization's expectation of employees' SM usage affects applicant attraction to organizations and employee retention is outlined. Propositions are offered to foster research in this area.

Practical implications

Social media congruence is an important consideration for human resource (HR) policies and associated training.

Social implications

Public policies toward the use of social media in recruitment and privacy should consider social media congruence.

Originality/value

The model advanced in the paper provides organizations and applicants with a stronger understanding of the complexities surrounding the use of SM in selection and retention decisions.

Peer review

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-05-2021-0260

Details

Online Information Review, vol. 47 no. 1
Type: Research Article
ISSN: 1468-4527

Keywords

Article
Publication date: 1 April 2000

Sarah B. Lueke and Daniel J. Svyantek

The socialization process of expatriates into their host country organizational culture has been largely ignored in the expatriate literature. This paper reviews the expatriate…

Abstract

The socialization process of expatriates into their host country organizational culture has been largely ignored in the expatriate literature. This paper reviews the expatriate literature for the best employee and organizational results. For the most part, socialization tactics of the organization and information seeking of the individual have been overlooked as factors in the success of expatriates. We propose that combining knowledge gained through research in these two areas is essential in gaining a theoretical understanding of expatriate turnover. The AttractionSelectionAttrition (ASA) model of how organizational culture is transmitted across organizational members is discussed. This model is used to demonstrate how the socialization of expatriates can benefit both the organization and the individual.

Details

The International Journal of Organizational Analysis, vol. 8 no. 4
Type: Research Article
ISSN: 1055-3185

Article
Publication date: 13 May 2014

Amy Klemm Verbos and De Vee E. Dykstra

The purpose of this paper is to explore female business faculty perceptions about attrition from a business school to uncover factors that might assist in female faculty retention…

Abstract

Purpose

The purpose of this paper is to explore female business faculty perceptions about attrition from a business school to uncover factors that might assist in female faculty retention in business schools.

Design/methodology/approach

Using a qualitative study approach and guided by past literature, the paper systematically analyses open-ended responses to interview questions and notes emergent themes.

Findings

The major themes that emerged as factors leading to attrition: first, an exclusionary and managerialist culture which marginalized and demoralized women; second, curtailed career opportunities, including a lack of gender equity in promotion and tenure; third, poor leadership; and fourth, break up of a critical mass of women. The factors then that might assist in female faculty retention are a critical mass of women, gender equity, inclusive, collaborative cultures, psychological safety, and ethical leadership. The career patterns of the women indicated that a labyrinth is an apt metaphor for their career paths.

Research limitations/implications

This research examines just one school from the perspective of women who left. It holds promise as the basis for future studies across business schools and to faculty within business schools to determine whether the emergent themes hold across schools.

Originality/value

This study examines women in business academe through the attraction-selection-attrition framework and by extending the labyrinth career metaphor to an academic setting. The paper also provides a conceptual model of female faculty retention.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 33 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

1 – 10 of 174