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Article
Publication date: 11 December 2020

Josua Tarigan, Amelia Rika Sanchia Susanto, Saarce Elsye Hatane, Ferry Jie and Foedjiawati Foedjiawati

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential…

Abstract

Purpose

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.

Design/methodology/approach

The target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.

Findings

Consistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.

Research limitations/implications

Findings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.

Practical implications

The findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.

Originality/value

This study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.

Details

Asia-Pacific Journal of Business Administration, vol. 13 no. 2
Type: Research Article
ISSN: 1757-4323

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Article
Publication date: 2 April 2021

Debolina Dutta and Sushanta Kumar Mishra

Despite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices…

Abstract

Purpose

Despite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.

Design/methodology/approach

Based on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.

Findings

We found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.

Research limitations/implications

Our study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.

Practical implications

The contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.

Originality/value

Our study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 16 August 2019

Richa Chaudhary

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects…

Abstract

Purpose

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.

Design/methodology/approach

The sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.

Findings

Results provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.

Practical implications

Results highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.

Originality/value

This research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 1
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 7 April 2015

Chunyan Xie, Richard P. Bagozzi and Kjersti V. Meland

The purpose of this paper is to extend research on employer branding in the recruitment context. The authors develop a model that integrates research from employer…

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6252

Abstract

Purpose

The purpose of this paper is to extend research on employer branding in the recruitment context. The authors develop a model that integrates research from employer branding, social identity theory, and person-organization fit in order to investigate the impact of company reputation and identity congruency between organizations and their job applicants on the attractiveness of an employer brand.

Design/methodology/approach

An online survey was conducted to test the theoretical model in a recruitment context in the Norwegian offshore industry. Structural equation modelling is employed in the data analysis.

Findings

A key finding is that a company’s reputation and identity congruence between applicants’ self-identities and their perceived organization identity affect job applicants’ job pursuit intentions through mediation of cognitive social identity. Moreover, identity congruence predicts applicants’ cognitive identification with the company.

Practical implications

The study suggests that managers should try to map and understand central characteristics that describe job applicants’ identities and strive to provide applicants with access to necessary information about the company to form cognitive identification with the company.

Originality/value

The authors extend research on employer branding by incorporating social identity and attitude as mediators between symbolic and instrumental attributes of an employer brand and its attractiveness. This study also deepens research on social identity by including explicitly a comparison process between applicants’ self-identities and their perceived organizational identity, which leads to applicants’ identification with the company.

Details

Marketing Intelligence & Planning, vol. 33 no. 2
Type: Research Article
ISSN: 0263-4503

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Article
Publication date: 10 July 2020

Jean-François Stich

The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the…

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1065

Abstract

Purpose

The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the flexibility perceived in job advertisements to form an overall perception of flexibility fit. The purpose of this paper is to examine both the impact of flexibility fit (on applicant attraction) and its antecedents.

Design/methodology/approach

The impact of flexibility fit on applicant attraction and its antecedents are examined using person–job (PJ) fit theory. 92 job seekers analyzed a total of 391 job advertisements. The hypotheses are tested using multilevel structural equation modeling.

Findings

The results show that perceived flexibility fit is positively related to job pursuit and job acceptance intentions. They further show that perceived flexibility fit is driven by perceived job advertisements' flexibility exceeding applicants' needed flexibility, which in turn is driven by the flexibility actually present in job advertisements exceeding applicants' flexibility needs.

Originality/value

This study contributes to literature on new ways of working by highlighting the desirable nature of flexibility and its impact on fit perceptions. It further contributes to literature on job search and PJ fit by investigating a full model of fit, examining both outcomes and antecedents of perceived fit. For practitioners, this study highlights the importance of advertising flexibility to attract applicants.

Details

Personnel Review, vol. 50 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 3 March 2021

Jih-Yu Mao, Xinyan Mu and Xin Liu

Socially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more…

Abstract

Purpose

Socially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.

Design/methodology/approach

A between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.

Findings

For male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.

Practical implications

Job advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.

Originality/value

This study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

Details

Journal of Managerial Psychology, vol. 36 no. 2
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 22 February 2011

Bert H.J. Schreurs and Fariya Syed

The purpose of this paper is to introduce a comprehensive new recruitment model that brings together research findings in the different areas of recruitment. This model…

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3440

Abstract

Purpose

The purpose of this paper is to introduce a comprehensive new recruitment model that brings together research findings in the different areas of recruitment. This model may serve as a general framework for further recruitment research, and is intended to support Human Resource managers in developing their recruitment policy. To highlight its utility, how the model can be applied to describe the recruitment process of the military is exemplified.

Design/methodology/approach

The model is developed based on an extensive search for published studies on employee recruitment and on the efforts of the members of the NATO Task Group on Recruitment and Retention of Military Personnel.

Findings

The model proposes that individuals' cognitions (beliefs, perceptions, expectations) influence job pursuit behavior, via influencing job pursuit attitudes and intentions. Individuals' cognitions are shaped by information about job and organizational characteristics. Job/organizational information can be obtained from sources that are or are not under the direct control of the organization. Finally, several inter‐individual difference variables (e.g. values, needs) are proposed to moderate the relationships depicted in the model.

Originality/value

The model extends previous recruitment models through its integrated focus on both the applicant's and organization's perspective, its recognition of the multiphased nature of recruitment, and its applicability to real‐life recruitment contexts.

Details

Career Development International, vol. 16 no. 1
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 9 January 2019

Debora Jeske and Kenneth S. Shultz

The purpose of this paper is to pursue several goals: first, what is the relationship between perceived respect for privacy and potential job pursuit of student applicants…

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2330

Abstract

Purpose

The purpose of this paper is to pursue several goals: first, what is the relationship between perceived respect for privacy and potential job pursuit of student applicants in a hypothetical application scenario which includes social media screening as part of the selection process? Second, if the job involves vulnerable others, what are the implications for privacy perceptions? And third, to what extent does the use of social media for non-work purposes relate to perceived respect for privacy?

Design/methodology/approach

Using a cross-sectional sampling approach, data were collected from 388 student participants in two different data collection rounds via an online survey.

Findings

Perceived respect for privacy was positively correlated, and information privacy concern was negatively correlated, with job pursuit intention. However, perceived respect for privacy differed across the different jobs. Specifically, respect for privacy was higher when the employer screened social media for jobs involving explicit work with children. Social media use and content effects also emerged. Those who either observed others online or interacted with others online to socialize reported lower respect for privacy. Participants with more sensitive content online and content they would be unwilling to share also reported lower scores for privacy.

Research limitations/implications

The results were based on cross-sectional data, correlational analyses and hypothetical job scenarios due to ethical considerations and causal restrictions in what may be bi-directional effects.

Originality/value

The current study adds to the limited research on the negative effects of social media screening by employers on applicant reactions and the role of job-specifics on how applicant may react to screening.

Details

International Journal of Manpower, vol. 40 no. 1
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 24 March 2012

Charles A. Pierce, Katherine A. Karl and Eric T. Brey

This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of…

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3125

Abstract

Purpose

This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness, workplace fun, person‐organization (P‐O) fit, organizational attraction, and intent to pursue employment in the organization.

Design/methodology/approach

A total of 103 business students and 79 casino employees assumed the role of a job seeker. They read one of five versions of a vignette that describes an organization's romance policy and consensual relationship agreement, and completed measures of dependent and control variables.

Findings

An organization's type of romance policy has an effect on individuals' perceptions of fairness of the policy and degree to which the organization would be a fun place to work, and its type of consensual relationship agreement has an effect on individuals' perceptions of the degree to which the organization treats its employees fairly. The results also indicate that individuals' perceptions of the fairness of the type of romance policy and relationship agreement are positively associated with the degree to which they perceive the organization to be a fun place to work and their perceived P‐O fit. Individuals' perceptions of the organization being a fun place to work and P‐O fit are, in turn, positively associated with their organizational attraction, which, in its turn, is positively associated with their job pursuit intentions.

Practical implications

Perceived fairness of stipulations in an organization's romance policy and procedures may signal to job seekers the degree to which the organization would be a fun place to work, provide P‐O fit, and be attractive to pursue as an employer. Thus, with respect to managing workplace romances proactively via policies and procedures, organizations should consider the fairness perceptions of job seekers and not just organizational members.

Originality/value

This is the first study to show that workplace romance policies and procedures may play a role in job pursuit intentions.

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Article
Publication date: 13 November 2017

Krishna Moorthy, Seow Ai Na, Chan Wei Yee, Chia Yi Xian, Ong Tian Jin, Teoh Sook Mun and Won Shu Shan

The purpose of this paper is to examine whether different corporate social responsibility (CSR) dimensions, namely, workplace economic responsibility, legal…

Abstract

Purpose

The purpose of this paper is to examine whether different corporate social responsibility (CSR) dimensions, namely, workplace economic responsibility, legal responsibility, ethical responsibility, philanthropic responsibility and environmental responsibility, have different influence on job pursuit intention among undergraduate students in Malaysia.

Design/methodology/approach

The target respondents are undergraduate business students from five leading private universities in Malaysia. Primary data were collected through survey questionnaires via face-to-face method. Five-point Likert scale was used to assess the variables and to measure the items. Collected data were tested through SAS software and analysed with descriptive and inferential analyses.

Findings

Four out of the five CSR dimensions significantly influence job pursuit intention with ethical responsibility being the exception.

Practical implications

This study proved that the adoption of CSR in an organisation will become a competitive advantage to attract new talents. Also, this is an improved research model by adopting multi-dimensional perspectives of CSR.

Originality/value

This proposed framework with a combination of five CSR dimensions (workplace economic responsibility, legal responsibility, ethical responsibility, philanthropic responsibility and environmental responsibility) is useful to future researchers as it enables them to have a broader view on CSR and its effect on job pursuit intention.

Details

International Journal of Law and Management, vol. 59 no. 6
Type: Research Article
ISSN: 1754-243X

Keywords

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