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Article
Publication date: 28 October 2021

Yeongjoon Yoon

Studies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact…

Abstract

Purpose

Studies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact on job-seeker attraction. The current research tries to close this gap by comparing the effects of cutting pay and downsizing on job-seeker attraction outcomes.

Design/methodology/approach

Two studies are conducted. The first study compares the effects of the two payroll cost reduction methods (i.e. cutting pay vs downsizing) on job-seeker attraction through a within-subject design experiment of people in the United States. The second study analyzes secondary data in South Korea to compare the two methods' effects on the number of job applicants applying for job openings.

Findings

The results demonstrate that organizations with a history of pay cuts yield more favorable job-seeker attraction outcomes than organizations with a history of downsizing.

Practical implications

Although firms that choose to downsize may better maintain the morale of surviving employees, the decision of downsizing can have long-term costs, such as having a worse capability to attract job-applicants than firms that choose to cut pay and share the pain as a group.

Originality/value

The research provides an insight into which payroll cost reduction method yields better outcomes in terms of job-seeker attraction. The research responds to the call in the payroll cost reduction method literature of identifying a feasible alternative to downsizing in terms of various outcomes other than the morale of current (or remaining) employees.

Details

Employee Relations: The International Journal, vol. 44 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 12 December 2018

Muruganantham Ganesan and Esther Princess George

The purpose of this paper is to assess the nature of intervention of job seeker’s perception of organizational attraction and attitude toward ad and organization in the…

Abstract

Purpose

The purpose of this paper is to assess the nature of intervention of job seeker’s perception of organizational attraction and attitude toward ad and organization in the application intention produced by aesthetics of print job ads.

Design/methodology/approach

An aesthetically appealing faculty-opening job advertisement was used as stimuli and around 250 responses to an administered questionnaire were collected from among job seekers in the academic domain. Partial least square structural equation modeling (PLS-SEM) was used to test the hypothesis.

Findings

According to the results of the study, aesthetic features of print recruitment ad, even though insignificant in directly inducing job seeker intention to apply, significantly enhanced their organizational attraction and attitudes, and thereby, their application intention. Therefore, job seeker’s perception of organizational attractiveness and attitude were found to full mediate this relationship, regardless of the job seekers’ degree of familiarity with the organization.

Practical implications

This study encourages recruiters in the academic job sectors to design and administer aesthetically appealing job advertisements to maximize the high talent pool of applicants from which to choose.

Originality/value

This study is the first of its kind in the Indian context in terms of print recruitment advertising. This study is also original in reporting organizational attraction and attitude towards ad and organization as mediators of application intention produced by ad aesthetics.

Article
Publication date: 29 March 2022

Yohann Mauger and Kinsey Bryant-Lees

The current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings…

Abstract

Purpose

The current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).

Design/methodology/approach

First, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).

Findings

The CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.

Originality/value

Most past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.

Details

Baltic Journal of Management, vol. 17 no. 3
Type: Research Article
ISSN: 1746-5265

Keywords

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…

1470

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

Keywords

Book part
Publication date: 9 August 2017

Francesca Mochi, Rita Bissola and Barbara Imperatori

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs…

Abstract

Purpose

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a recruitment tool and investigates the influence of their perceived usability and attractiveness on job seekersattraction and their intention to apply.

Methodology/approach

First, a laboratory experiment involving 171 MBA students compares the effectiveness of three different social recruitment strategies. Second, a survey among 110 job seekers focuses on the most effective strategy in terms of attraction as an employer and the influence of perceived usability and attractiveness of professional SNW pages on job seekers’ intention to pursue the job.

Findings

The laboratory experiment confirms the key role of LinkedIn as an e-recruitment practice. The survey shows that the overall company image, the usability of the LinkedIn page and the interaction between the attractiveness of the page and the overall company image positively influence job seekers’ intention to pursue the job.

Social implications

The research offers insights on job seekers’ reactions to 2.0 Internet-based recruitment. Companies should focus on and invest in professional social medias, paying attention to the usability of their SNWs pages.

Originality/value of the chapter

Recruitment is a strategic HRM practice to attract talents; however, research lags behind practice and little is known about job seekers’ perceptions and reactions to Internet recruitment. This chapter sheds light on the use of social media for recruitment and identifies two features that contribute to an effective e-recruitment strategy.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Article
Publication date: 7 September 2015

Susan E. Myrden and Kevin Kelloway

The purpose of this paper is to examine the relationship between an employer’s brand image (i.e. symbolic and functional attributes) and job seekersattraction to the…

1796

Abstract

Purpose

The purpose of this paper is to examine the relationship between an employer’s brand image (i.e. symbolic and functional attributes) and job seekersattraction to the firm among a sample of young workers.

Design/methodology/approach

Job seekers completed a questionnaire regarding their knowledge of a particular firm, their perceived image of that firm, and their attraction toward that firm in terms of future employment. Moderated regression analyses were used to test the hypotheses of interest.

Findings

Consistent with previous findings, both functional and symbolic attributes of the brand image were related to job seekersattraction to the firm. In contrast to previous research, work experience moderated the effect of symbolic, but not functional, attributes such that these effects became stronger with more experience. Symbolic and functional attributes also interacted to predict job seekersattraction to the firm.

Research limitations/implications

The study is based on cross-sectional self-report data, which limits causal inference.

Practical implications

Results suggest that young workers are particularly influenced by symbolic attributes of the organizations’ brand image.

Originality/value

This paper compares the role of symbolic and functional attributes in predicting young workers’ attraction to the firm. Young workers are more influenced by symbolic attributes and these influences are stronger when individuals gain in work experience and when they perceive higher functional attributes.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 2 no. 3
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 21 June 2018

Teresa Harrison and Dianna L. Stone

The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting…

2414

Abstract

Purpose

The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model of Recruitment. The authors also assessed the moderating relation of collectivism on the relation between an opportunity to contact an employee in the organization and attraction.

Design/methodology/approach

This study used a 2 × 2 design and data from 235 students who were seeking jobs.

Findings

Individualism moderated the relation between website achievement values and organizational attraction. Individuals’ collectivism values moderated the relation between the opportunity to contact an employee and attraction.

Practical implications

Organizations that display achievement values on websites may attract individuals with highly value individualism. This may inadvertently limit diversity. Findings also suggest that providing an opportunity to contact an employee is likely to attract individuals with high rather than low levels of collectivism.

Social implications

Content displayed on e-recruiting websites may inadvertently limit diversity in organizations.

Originality/value

This was the first study to examine the effects of the congruence of individual cultural values with organizational values, and the opportunity to contact an employee on attraction in an e-recruiting context.

Details

Journal of Managerial Psychology, vol. 33 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 17 August 2015

Jason R. Lambert

Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will…

1521

Abstract

Purpose

Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers’ job pursuit intentions (JPI) and attraction toward a firm.

Design/methodology/approach

A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBT-supportive or equal opportunity employment climates were manipulated.

Findings

The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes.

Research limitations/implications

Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further.

Practical implications

The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers.

Originality/value

There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 34 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 10 August 2015

Hsiu-Fen Lin

Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of…

1049

Abstract

Purpose

Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of company-dependent (e.g. recruitment web sites) and company-independent (e.g. social influences) information sources on job seeker perceptions of organizational attractiveness.

Design/methodology/approach

Utilizing data collected from 193 participants in Taiwan, various relationships in the research model are tested using the partial least squares approach.

Findings

The results indicated that job seeker beliefs (perceived usefulness and perceived ease of use) of recruitment web sites and social influence factors (informational and normative social influences) are important antecedents of organizational attractiveness. Furthermore, system quality affects perceived ease of use, while information quality and service quality influence both perceived ease of use and perceived usefulness of recruitment web sites.

Practical implications

Organizations need to put time and effort into ensuring that job seekers are satisfied with the information and service quality of recruitment web sites, since these two service-oriented web site features can enhance job seeker perceptions of organizational attractiveness. Additionally, perhaps the recruitment web sites can add links designed specifically for the social influencers such as parents, significant others, or teachers.

Originality/value

The empirical approach is novel to the recruitment literature, and this study demonstrates its viability in providing a more comprehensive examination of the role of recruitment-related information sources for organizational attractiveness perceptions. These contributions also have practical implications for organizations: understanding how various recruitment-related information sources are likely to affect job seeker attraction and application decisions may improve organizational recruitment effectiveness by building a well-designed recruitment web site and positive word of mouth from existing employees.

Details

Journal of Management Development, vol. 34 no. 8
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 3 April 2018

Hsingkuang Chi, Hueryren Yeh and Tingwei Guo

The purpose of this paper is to explore whether salary and job interest moderates the relationship between corporate image and willingness to apply for a job and to…

1468

Abstract

Purpose

The purpose of this paper is to explore whether salary and job interest moderates the relationship between corporate image and willingness to apply for a job and to examine that salary or job interest has a stronger influence on willingness to apply for a job.

Design/methodology/approach

Research data were obtained through questionnaires by the method of convenience sampling, distributed in employment expos and career guidance centers in Taichung and Chiayi area, Taiwan. In total, 300 questionnaires were collected. Excluding the invalid questionnaires, there were 285 valid questionnaires. Then, the study applied hierarchical regressions to test moderating effects and each hypothesis.

Findings

The study found that corporate image, salary, and job interest have significant positive effects on willingness to apply. In order of level of influence on willingness to apply, the factors successively are job interest, salary, and corporate image. Both salary and job interest will exert moderating effects on willingness to apply, and job interest has a stronger influence than salary.

Research limitations/implications

This study was limited on sample selection from only two regions, in addition to time and space restrictions. However, the research results still help an employer to understand the priority factors that may influence a job seeker’s decision to apply for a job.

Originality/value

A company with a good corporate image and generous salary system can enhance the interest of job seekers. At the same time, if the job content is consistent with the interest of the job seekers, they will be more eager to apply. It would be beneficial for both enterprises and applicants when the right candidate in the sea of job seekers is chosen for the right job.

Details

Asia-Pacific Journal of Business Administration, vol. 10 no. 1
Type: Research Article
ISSN: 1757-4323

Keywords

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