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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.

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.

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.

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.

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.

Past research has largely portrayed job choice as a relatively rational and goal‐directed behavior where applicants make decisions contingent on organizational recruitment activities, or evaluations of job and organizational attributes. Research now informs us that job choice decisions may also be based on social comparisons and social influence. The purpose of this paper is to add to this body of knowledge by examining reasons why social influence is a key factor in job choice decisions of relatively young job seekers.

The study is based on in‐depth interview data from graduating seniors at an elite business school in India.

Respondents did not see themselves as acting based on social influence as much as they perceived others around them to be. Reasons they noted for others’ socially influenced job choice decisions were: peers and seniors are seen as more accessible and trustworthy than organizations; organizations do not share all and/or objective data, driving job seekers to other sources; job seekers are clueless and hence follow a “smart” herd; and job seekers make decisions for social status signaling. Respondents pointed to socially influenced job choices as being rational behaviors under certain conditions.

Generalizability of findings may be limited to young job seekers or to the Indian context, and the authors encourage replication. The authors also acknowledge the importance of individual difference variables in job choice decisions, a factor not considered in the present research.

Given that job seekers rally around others’ notion of an attractive job or an organization, the paper outlines several implications for managerial practice.

This study, in a yet unexamined cultural context, points to the simultaneous and combined importance of normative and informational social determinants of job choice, bias blind spots in one's own job choice perceptions and decisions, gender specific socialization influences on job choices, and the notion of job fit in terms of fitment with expectations of important reference groups.

This paper aims to answer two research questions: first, to study the factors that directly and indirectly influence the intentions of job-seekers and second, to examine the moderating role of gender differences in e-recruitment adoption through the application of technology acceptance model (TAM) in India.

A convenience sampling technique was used to collect online data via GoogleDocs through various online channels such as social media, LinkedIn and email. The final data was collected from 364 final-year graduates and postgraduate students to confirm the impact of female and male differences, measurement invariance in composite models (MICOM) and multi-group analysis (MGA).

The results indicated that perceived usefulness (PU) and perceived ease of use (PEOU) have a direct impact on attitude (AT), whereas PU influenced behavioral intentions (BI) of job-seekers, but PEOU did not. AT directly leads to the BI. The outcomes of mediation analysis show that AT partially mediates the relationships between PU to BI and PEOU to BI. Further, the findings of MICOM and MGA showed that gender significantly moderates all the relationships between the constructs except for the influence of AT on BI.

This study contributes to the current literature, revealing that the original TAM model is still pertinent and effective in prevailing periods in emerging markets. The significance of PEOU and PU on AT and BI implies that job-seekers will strongly adopt e-recruitment when it is user-friendly and assist them to accomplish their tasks easily and efficiently. Moreover, gender has a vital moderating influence in e-recruitment adoption. In the case of females, the effect of PEOU is stronger, and for males, PU has a substantial impact on adoption.

Developers and recruiters should provide significant information related to salary, location and job profile on e-recruitment to enhance the adoption rate of online recruitment. Further, the usefulness of e-recruitment systems was more significant for males compared to females, whereas female job-seekers prefer the e-recruitment system, which is easy to use and operate.

This research fills a gap in the literature by examining the essential factors affecting the BI of job-seekers as well as empirically testing the impact of gender differences to adopt TAM for e-recruitment – an under-explored subject in developing countries like India.

This study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization literature in Gulf Cooperation Council countries. It also unpacks the factors that attract or discourage local job seekers and employees when considering a new job.

Data were collected through in-depth interviews with 28 local job seekers who were either currently unemployed or employed and seeking another job at the time of the interviews.

The data revealed that nationals perceive Qatarization as a means to replace expatriate employees with nationals, particularly in the public sector and leadership positions. This misinterpretation of the strategy leads to complications, such as the waithood phenomenon and a sense of entitlement for guaranteed employment. The findings also provide insights into nationals' attitudes toward employment, including job attraction and discouraging factors.

The results provide policymakers with insights into the misinterpretation surrounding nationals' perceptions of workforce nationalization and remedies for better implementation of the strategy.

The study addresses two clear gaps in the workforce nationalization literature: (1) examining how nationals perceive the workforce nationalization strategy and (2) unpacking the factors that make employment attractive or unfavorable for nationals.

This paper tests the appropriateness of government employment policies in targeting specific groups of unemployed job seekers in the UK. A sample of 169 job seekers is divided into those who were successful and unsuccessful in finding employment and the attributes of each group is analysed. A factor analysis of these attributes is carried out in order to develop typical profiles of unsuccessful job seekers and these profiles are compared with current policy target groups. The findings show that high levels of accumulated human and financial capital, non‐metropolitan residence and accessibility to centres of employment have a positive impact on job search success. This casts doubt on the appropriateness of using socio‐demographic and local area characteristics to select job seekers for assistance, when other factors appear to have more bearing on job search success. The only current policy target group fully justified by this study is the long‐term unemployed, who had a significantly lower chance of finding unemployment.

The purpose of this paper is to investigate how job seekers’ digital profile influences employment-related outcomes, namely recommendations on hiring and salary.

A sample of 118 job seekers sharing information online about job searching was identified using a social networking platform. Using an impression management (IM) framework, two research assistants coded for use of verbal IM (e.g. utterances) and the use of nonverbal IM (e.g. professional images). Three HR managers evaluated the profiles and provided hiring-related recommendations. Data were analyzed used OLS moderated regression and simple slope analysis.

Consistent with IM theory, use of verbal and nonverbal IM were both positively related to employment-related recommendations. Gender was found to moderate the use of IM utterances and employment-related recommendations in an unexpected direction for women.

Findings suggest that an IM framework can be applied to studying digital social spaces of job seekers. The study provides evidence in support of the notion that previously established effects of IM efforts extend from an interview setting to a digital context.

One of the most successful labour market programmes in Sweden is a start‐up subsidy programme for job seekers registered at the public employment service. The purpose of this paper is to examine if there are gender differences in outcomes of this programme.

The analysis compares the outcome for female participants of the start‐up programme with that of four other matched groups: male and female non‐participants, male non‐participants, female non‐participants, and male participants.

The authors' results indicate that females entering the programme have a higher success rate than both female and male non‐participants; however, the impact is less in comparison with male than with female non‐participants. Compared to a matched sample of males in the start‐up scheme, female participants are less successful.

The paper concludes is that it is essential to find evidence regarding which programmes work for which target groups and to find out why effects differ by categories. Such knowledge could be used for fine‐tuning labour market policy programmes.

The influx of expatriates to the Gulf Cooperation Council (GCC) countries has led to labor imbalance inducing these countries to initiate workforce nationalization policies. However, despite the policies' emphasis on increasing the presence of nationals in all sectors, employing nationals in the private sector is still a critical challenge for policymakers. This paper explores local job seekers' and employees' perceptions of employment choices in the private and public sectors.

Adopting a qualitative approach, data were collected through in-depth interviews with 28 local job seekers, either not currently employed or employed but seeking another job.

The data revealed a contextualized understanding of positive and negative connotations pertaining to employment in the private and public sectors in Qatar.

Understanding nationals' negative preconceived notions against working in the private sector and the perceived benefits of public sector employment lays the groundwork for developing measures to help policymakers to create labor market-oriented policies that stimulate mobility between the public and private sectors.

This study contributes to the workforce nationalization literature in the GCC countries by examining local job seekers' perceptions associated with employment in the private sector and the public sector. A closer examination of why nationals are hesitant to enter the private sector can propel the pendulum towards higher success rates of workforce nationalization.

This study aims to investigate the direct effect of organizational reputation (OR), employer brand (EB) and organizational attributes (OA) on the intention to apply for a job vacancy (IAJV); further, it examined the mediating effect of employer brand in the OA-IAJV relationship while taking into consideration the moderating effect of organizational reputation.

A mixed-method approach was employed, with ten in-depth interviews followed by a questionnaire with additional 356 job seekers in Cairo and Giza cities; the sample includes both fresh graduates and experienced job applicants in the job market. The qualitative analysis confirmed that some respondents use organizational reputation as a signal of its performance. The path analysis technique tests the research hypotheses using a partial least squares structural equation modeling (PLS-SEM).

The findings revealed that the most influential variable in the intention to apply is organizational attributes, followed by organizational reputation and finally employer brand. There is a significant relationship between organizational attributes and intention to apply for a job vacancy via employer brand. In addition, the results indicate a noteworthy moderating impact of organizational reputation on the association between employer brand intentions to apply for a job and the relationship between organizational attributes and intention to apply for a job opening.

To the best of the authors’ knowledge, this study contributes to the understanding of the direct and indirect effects of organizational reputation and organizational attributes on intention to apply through the mediating role of the employer brand. This research opens new avenues for recruitment research, considering the moderating effect of organizational reputation on strengthening the impact of the independent variables on the intention to apply and the interaction between the variables affecting the intention. Further, this study focuses on the needs of the job applicants when perceiving the organizational factors and identifies which signals can generate the intention to apply according to the signaling theory.

The purpose of this study is to examine the (1) psychometric properties of Crossley and Highhouse's job search strategy scale and (2) the predictive utility of the scale on fit perceptions.

Data were collected from unemployed job seekers in Ghana (n_T1 = 720; n_T2 = 418). Exploratory and confirmatory factor analyses were conducted to examine the data.

Exploratory factor analysis on the first random sub-sample (n = 362) supported a three-factor model. Confirmatory factor analysis on the second random sub-sample (n = 358) confirmed the three-factor structure and was invariant across job search contexts and genders. Moreover, structural path results showed that the use of focussed and exploratory job search strategies facilitated positive fit perceptions and the use of haphazard job search resulted in poor job fit perceptions.

This study is the first to examine the dimensionality of job search strategies based on different job search context by linking it to fit perceptions. Moreover, the authors provide evidence that the job search strategy scale has a valid psychometric property and a promising instrument to assess job search behaviour across job search contexts and genders in an understudied population.