If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Building on person-organisation fit and gender self-schema, this research aims to examine UK university final year students' perception of the importance of organisational attributes and their presence in three major graduate employers. This study also seeks to explore which organisational attributes attract Generation Y men and women to apply to a management trainee position. Design/methodology/approach -In phase one, 32 repertory grid interviews identify 84 common constructs in undergraduates' organisational choice. A short list of 20 organisational attributes was carried forward to the phase two survey of 862 undergraduates in their final year at 22 UK universities. The respondents rate the attributes in terms of importance and then evaluate three employers in terms of perceived presence of these attributes. The students also provide the likelihood that they would apply. T-tests, correlation and multiple regression are used to test hypotheses. Findings -Among university students, the five most important organisational attributes are: "invest heavily in the training and development of their employees" "care about their employees as individuals" "clear opportunities for long-term career progression" "variety in daily work" and "dynamic, forward-looking approach to their business". Sex differences exist in both the importance of organisational attributes and the perceived extent of their presence in three organisations. In describing an ideal employer, women rate eight attributes as more important than do their male counterparts: "really care about their employees as individuals" "variety in your daily work" "friendly, informal culture" "employ people with whom you feel you will have things in common" "use your degree skills" "relatively stress-free working environment" "internationally diverse mix of colleagues" "require you to work standard working hours only". Compared to women, men rate just one attribute as more important: "a very high starting salary". The perception of presence of these important attributes is significantly linked to likelihood to apply. Practical implications -Recruiting firms can better understand how Generation Y men and women graduates perce...
This paper documents current understanding of acceptance as a security management approach and explores issues and challenges non-governmental organisations (NGOs) confront when implementing an acceptance approach to security management. It argues that the failure of organisations to systematise and clearly articulate acceptance as a distinct security management approach and a lack of organisational policies and procedures concerning acceptance hinder its efficacy as a security management approach. The paper identifies key and cross-cutting components of acceptance that are critical to its effective implementation in order to advance a comprehensive and systematic concept of acceptance. The key components of acceptance illustrate how organisational and staff functions affect positively or negatively an organisation's acceptance, and include: an organisation's principles and mission, communications, negotiation, programming, relationships and networks, stakeholder and context analysis, staffing, and image. The paper contends that acceptance is linked not only to good programming, but also to overall organisational management and structures.
This paper describes some of the findings of an ongoing research study sponsored by a major UK graduate employer wishing to increase the number of job applications that it receives from women. The findings suggest that males and females may hold different perceptions of particular organisations and that this factor may be as significant as different (career) needs or desires in determining their different job application intentions. The paper reviews some of the related points from the organisational choice and work values literature, before going on to describe the research and its findings in more detail. The implications for organisations are discussed, with a particular focus on the role of personal interaction between (current) employees and potential recruits. The application of concepts from the organisational image and identity literatures is used to explore whether making changes to an organisation’s recruitment image, in order to attract more diverse recruits, first requires changing existing employees’ view of the organisation.
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