Applicant Reactions in <scp>S</scp>audi <scp>A</scp>rabia: Organizational attractiveness and core‐self evaluation

Anderson, Neil; Ahmed, Sara; Costa, Ana Cristina

doi:10.1111/j.1468-2389.2012.00592.x

Cited by 23 publications

(19 citation statements)

References 41 publications

(101 reference statements)

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“…In response, there has also been an increasing focus on applicant reactions across countries, with dozens of studies examining similarities and differences in applicant reactions to popular methods comprising selection procedures. Although the North American context still prevails, there has been considerable growth in research in other countries, particularly within Europe (e.g., Anderson & Witvliet, 2008;Bertolino & Steiner, 2007;Hülsheger & Anderson, 2009;Konradt et al, in press;Nikolaou & Judge, 2007), the Middle East (e.g., Anderson, Ahmed, & Costa, 2012), and Asia (e.g., Gamliel & Peer, 2009;Hoang, Truxillo, Erdogan, & Bauer, 2012;Liu, Potočnik, & Anderson, 2016). In fact, since the turn of the millennium, studies have been conducted in more than 30 countries worldwide (Walsh, Tuller, Barnes-Farrell, & Matthews, 2010).…”

Section: Research Trend 3: Sustained and Increased Focus On Internatimentioning

confidence: 99%

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

McCarthy

Bauer²,

Truxillo

et al. 2017

Journal of Management

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162

216

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Section: Research Trend 3: Sustained and Increased Focus On Internatimentioning

confidence: 99%

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

McCarthy

Bauer²,

Truxillo

et al. 2017

Journal of Management

Self Cite

162

216

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“…Overall, these studies show interviews and work sample tests to be the most favorable, whereas r esum es, cognitive tests, personality tests, and references are considered as quite favorable methods, and honesty tests, personal contacts, and graphology are the least preferred methods (Anderson et al, 2010). Two recent studies found a similar pattern of applicant reactions (Anderson et al, 2012;Hoang et al, 2012). Based on the reaction generalization assumption, previous research findings, particularly those from Vietnam and Saudi Arabia could serve as an instructive model for China, as these share certain common cultural characteristics.…”

Section: Reaction Generalization Versus Situational Specificitymentioning

confidence: 93%

“…Based on the reaction generalization assumption, previous research findings, particularly those from Vietnam and Saudi Arabia could serve as an instructive model for China, as these share certain common cultural characteristics. For instance, they are all highly collectivistic and place a strong value on personal relationships (Anderson et al, 2012;Chen et al, 2013). However, it is necessary to explore applicant reactions to selection procedures specifically in the context of China to address aspects specific to the Chinese context, such as the use of Guanxi, which are likely to influence applicant reactions and also to advance our knowledge in this field in other Asian countries.…”

Section: Reaction Generalization Versus Situational Specificitymentioning

confidence: 99%

“…Overall, these studies show interviews and work sample tests to be the most favorable, whereas résumés, cognitive tests, personality tests, and references are considered as quite favorable methods, and honesty tests, personal contacts, and graphology are the least preferred methods (Anderson et al ., ). Two recent studies found a similar pattern of applicant reactions (Anderson et al ., ; Hoang et al ., ).…”

Section: Introductionmentioning

confidence: 99%

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Applicant Reactions to Selection Methods in China

Liu

Potočnik

Anderson

2016

Int J Selection Assessment

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APPLICANT REACTIONS IN CHINA 2This study examines applicant reactions to ten popular selection methods in China.Using a sample of 294 graduates we found that Chinese applicants' reactions were highly favorable for work sample tests, interviews, and written ability tests, whereas Guanxi (i.e., relying on personal contacts when applying for a job) and graphology were perceived as the least favorable selection methods. Guanxi was also perceived as significantly less fair method compared to all others on all seven procedural dimensions studied. These findings suggest that Guanxi as an informal selection channel might threaten the fairness of personnel selection in China. Implications for the design of selection systems in Chinese companies are discussed, and ramifications for future research into applicant reactions are considered.Keywords: applicant reactions, fairness, personnel selection, Guanxi, China APPLICANT REACTIONS IN CHINA 3 Applicant Reactions to Selection Methods in ChinaChinese personnel selection tends to overly concentrate on Guanxi, a phenomenon which exists specifically in China and which may pose a potential threat to the validity, reliability and fairness of selection methods (Li, 2005;Shen & Edwards, 2004). Guanxi, when applied in a business context, refers to the interpersonal relationships, personal contacts, or nepotism that may bring people certain work benefits, such as a desirable job or a promotion. Although sometimes the benefits of this are only short-term and might be associated with a risk of social costs (Bian, 1997;Fan, 2002a;Fan, 2002b), this phenomenon is of both interest and potential concern. Although Guanxi has received increased attention in the business literature over the last twenty years, it is still a relatively unexplored field that requires further research attention (Chen, Chen, & Huang, 2013).The present study examines applicant reactions to Guanxi as part of personnel selection systems in China, along with reactions to other common selection methods.Although the literature on applicant reactions to selection procedures is vast, the majority of previous research has been conducted in the US and European countries which share a rather similar occidental heritage. To the best of our knowledge, no study to date has explored applicant reactions to selection methods in China, which is an important omission given the rapid economic growth and increasingly more and more important role of China on the global markets. Moreover, findings from the Western countries may not be applicable to countries such as China, which has different cultural values, history, political climate, and personnel practices, including the important role of Guanxi in the workplace (Hou & Cheng, 2007).Therefore, the present study aims to explore how applicants react to these different selection methods. In so doing, we particularly address the role of Guanxi and its potential influence on the fairness of personnel selection systems in China. APPLICANT REACTIONS IN CHINA 4 Guanxi and the Selecti...

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“…Aday çalışanların başvuru ve alım sürecinde sırasıyla yüz yüze mülakat, özgeçmiş değerlendirmesi ve referans sunulması yollarını tercih ettiği gözlenmiştir (Anderson et al, 2012). Bu bağlamda, Williamson ve ark.…”

Section: Introductionunclassified

Organizational attraction and perceived person-organization fit: a study among university students

Büyükgöze¹,

Erçetin²

2017

HIG

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ÖzBu araştırmada, üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile algılanan birey-örgüt uyumu ilişkisine odaklanılmıştır. Çalışmaya, 161 kadın ve 92 erkek olmak üzere 253 üniversite öğrencisi katılmıştır. Katılımcıların yaş aralığı 19 ile 28 arasında değişmektedir (aralık = 9, x = 21.26, Ss= 1.619). Katılımcıların 106'sı (%41.9) 3. sınıf öğrencisi ve 147'si (% 58.1) ise dördüncü sınıf öğrencisidir. Üniversite öğrencilerinin örgütsel çekicilik algılarını ölçmek üzere Rau ve Hyland'ın 'Örgütsel Çekicilik Ölçeği' kullanılmıştır. Katılımcıların algılanan birey-örgüt uyumu ise Cable ve DeRue'nun ' Algılanan Birey-Örgüt Uyumu Ölçeği' ile incelenmiştir. Çalışma kapsamında kullanılan veri toplama araçlarının güvenirliği Cronbach alfa iç tutarlılık katsayısı ile geçerliği ise LISREL yazılımında gerçekleştirilen doğrulayıcı faktör analizi ile incelenmiştir. Bulgular, katılımcı üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile birey-örgüt uyumu algıları arasında orta düzeyde aynı yönlü bir ilişki olduğunu göstermiştir (r = .615). Öğrencilerin çalışmak istedikleri kuruma yönelik birey-örgüt uyumu algılarının, o kuruma yönelik örgütsel çekicilik algılarındaki varyansın %38'ini açıkladığı gözlenmiştir. Çalışma sonucunda, öğrencilerin çalışmak istedikleri kurum ile aralarında olduğuna inandıkları uyumun, o kuruma ilişkin algıladıkları çekiciliğin anlamlı bir yordayıcısı olduğu belirlenmiştir. Araştırma sonuçları, ilgili kuramlar ve literatür çerçevesinde tartışılmıştır. Anahtar Sözcükler: Örgütsel çekicilik, Algılanan birey-örgüt uyumu, Üniversite öğrencisi ABSTRACTThe current study focuses on the relationship between organizational attraction perceptions and perceived individual-organization compatibility of university students toward the organizations they would like to work after university graduation. The participants consisted of 253 university students including 161 females and 92 males. Participant age ranged from 19 to 28 years (range = 9, X = 21.26, SD = 1.619). Of the participants, 106 were juniors (41.9%), and 147 were senior year students (58.1%). The ' Applicant Attraction Instrument' of Rau and Hyland was used to measure the organizational attraction perceptions of the university students. Participants' perceived individual-organization compatibility was assessed with the 'Perceived Person-Organization Fit Instrument' developed by Cable and DeRue. While the reliability of the scales used in the study was examined by the calculation of Cronbach alpha internal consistency coefficients, the validity was investigated by conducting confirmatory factor analysis on LISREL software. Findings indicated a positive and moderate correlation between organizational attraction perceptions and perceived individual-organization compatibility among university students toward the organizations they would like to work after graduation (r = .615). Further, participants' organizational attract...

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Applicant Reactions in Saudi Arabia: Organizational attractiveness and core‐self evaluation

Cited by 23 publications

References 41 publications

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

Applicant Reactions to Selection Methods in China

Organizational attraction and perceived person-organization fit: a study among university students

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