Applicant Attraction to Organizations and Job Choice

Furnham, Adrian; Palaiou, Kat

doi:10.1002/9781118972472.ch5

Cited by 3 publications

(4 citation statements)

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“…It is possible to speculate on Big Five trait correlates of job changes based on the literature on job attraction (Furnham & Palaiou, 2017). Neuroticism would be negatively correlated with change as people with low scores and the ability to cope with stress are tested with more challenging jobs.…”

Section: Bright Side Measuresmentioning

confidence: 99%

“…Some organisations have a policy of moving people around and up the organisation to give them a fuller understanding of the culture and processes involved, while others allow both specialists and generalists to stay in similar jobs for long periods of time (Furnham & Palaiou, 2017). Whatever the reason for the job change it is possible that a wide variety of experiences gives a person a broader perspective on work and leadership and thus makes them more likely to be able to take on more senior roles.…”

Section: Introductionmentioning

confidence: 99%

“…Attrition: This occurs when people do not fit the organisation and leave it. One could add another stage called Socialisation which suggests that once people have been selected they get taught "what to think" and "how to behave" (Furnham & Palaiou, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Chopping and Changing: Demographic, Bright and Dark Side Trait Correlates of Job Changes

Furnham¹

2020

PSYCH

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The aim of this study was to explore personality correlates of those who frequently change, as opposed to remain for longer periods, in their jobs. Over 6000 adult managers (Mean Age 43.83 years) attending an assessment centre completed a battery of tests including a normal, "bright side" personality trait measure (NEO-PI-R); a "dark side", sub-clinical personality disorders measure (HDS). They also recorded how many jobs they had held over their life-time (Mean 7.01). Correlational analyses showed those who had more jobs were strongly associated with age as well as low Neuroticism, high Extraversion, and Conscientiousness, as well as being Cautious, Dutiful, Mischievous and Imaginative. Regressions showed the higher-order, "dark side" factor "Moving Against Others" was associated with more job changes. There appears to be no other studies in this area either by differential and social psychologists or sociologists. Limitations of this essentially pilot study are noted.

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Section: Bright Side Measuresmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Chopping and Changing: Demographic, Bright and Dark Side Trait Correlates of Job Changes

Furnham¹

2020

PSYCH

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“…These research gaps are surprising given that, during the initial stage of recruitment, job seekers frequently have limited or no personal knowledge about job or company attributes for the majority of firms that may be recruiting them (Barber, 1998; Collins, 2007). This information gap is compounded by the fact that organizations may be incentivized to make claims that exaggerate or overemphasize positive job and company attributes to develop unique, desirable employment brands (Furnham & Palaiou, 2017; Yu, 2019). Combined, this leaves job seekers in the quandary of relying on recruitment message claims to evaluate interest in an employer while at the same time knowing that the company is potentially not sharing complete or accurate information with them.…”

Section: Introductionmentioning

confidence: 99%

Recruitment brand equity for unknown employers: Examining the effects of recruitment message claim verifiability and credibility on job pursuit intentions

Collins

Martinez-Moreno

2021

Human Resource Management

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Prior research on recruitment and employer brand equity has primarily drawn on the cognitive psychology perspective from the marketing brand equity literature to examine how recruitment practices and job seekers' perceptions of employer brand image impact recruitment outcomes. This perspective, however, provides little guidance for how unknown organizations can use recruitment messages to influence job seekers. Our study draws from research on the search‐experience framework, which uses an information economics approach to brand equity, to identify how recruitment claims from companies with no employer brand image shape job seekers' job pursuit intentions. Results based on a within‐subjects study with 197 participants showed that job seekers perceive differences in claim verifiability depending on the job or company attribute in the message. Further, we found that job seekers' perceptions of recruitment claim verifiability are indirectly related to intentions to pursue the recruiting organization through perceived claim credibility. We discuss the theoretical and practical implications of these findings.

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How do security and benefits instill trustworthiness of a digital local currency?

Ključnikov

Civelek

Polách

et al. 2020

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Research background: The existence of new technologies and increase in the extensive usage of the internet by individuals, forces governments, local authorities and practitioners to create alternative payment methods such as digital currencies. However, some of the individuals are concerned about trusting these currencies since they negatively perceive their security. Moreover, some people with low income have the willingness to use these currencies in case of receiving some financial benefits. In this regard, security and benefits have been used as tools to increase the trustworthiness of digital currencies. Purpose of the article: The goal of this study is to investigate and to examine the influences of security and benefits of a local digital currency on potential users’ trust in this currency. This paper also considers the age and work experience of prospective users and investigate these variables’ effects on stated relationships. Methods: This paper is based on a case study that includes 413 respondents who are workers of a large company in Cieszyn Silesia region of the Czech Republic. A questionnaire survey was employed by researchers to determine the perceptions of potential local currency users. Binary logistic regression analyses were performed to examine the relationships between selected variables. Calculations were made using SPSS Statistics software. Findings & Value added: The results of this paper confirm the positive influences of security and provided benefits on the trust of a digital currency. Regarding characteristics of potential users, perceptions of younger and less experienced users regarding the security and financial benefits are more positive to trust this currency comparing to older and more experienced respondents. Trade freedom of a country, long term orientation and individualistic characteristics of potential users might be reasons for the positive relation-ships between security, benefits and trust in a local digital currency. On the other hand, the income of prospective users, new technology curiosity, and experience of users might be mounting pieces of evidence to explain the differences in the perceptions of potential users regarding security, benefits and trust to a local digital currency. This paper also proposes some policy implementations to users, practitioners, local authorities and governments to make them cope with the security and trust issues of these currencies.

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Applicant Attraction to Organizations and Job Choice

Cited by 3 publications

References 77 publications

Chopping and Changing: Demographic, Bright and Dark Side Trait Correlates of Job Changes

Chopping and Changing: Demographic, Bright and Dark Side Trait Correlates of Job Changes

Recruitment brand equity for unknown employers: Examining the effects of recruitment message claim verifiability and credibility on job pursuit intentions

How do security and benefits instill trustworthiness of a digital local currency?

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