Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

Kaur, Tavleen; Dubey, Ritesh Kumar

doi:10.3846/btp.2014.404

Cited by 16 publications

(14 citation statements)

References 30 publications

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“…Second, we extend research on how OnERev affect employer attractiveness (Kaur & Dubey, 2014). Our quantitative results support GA2 that OnERev as sources of balanced incongruent signals are detrimental to perceived employer attractiveness.…”

Section: Discussionmentioning

confidence: 85%

“…So far, few studies have focused on OnERev platforms and their content. Compared to corporate RecW, OnERev are regarded as more credible because they are not controlled by employers (Kaur & Dubey, 2014). A recent analysis of OnERev found that the highest ranked employers received good scores for work atmosphere, teamwork and work content; but poor scores on compensation and leadership (Dabirian et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Pernkopf

Latzke

Mayrhofer

2020

Human Res Mgmt Journal

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Traditional recruiting activities are marked by information asymmetry and organisational information control, leading to uncertainty among applicants about employer attractiveness. New technologies profoundly change the picture. Recruiting websites provide more thorough, yet controlled information; online employer reviews offer employee-generated information mostly out of organisational control. While this diminishes information asymmetry, applicants have to handle incongruent information. It remains largely unclear how so-called 'mixed signals' affect employer attractiveness and how applicants interpret them. To address the issue, we developed an integrated theoretical framework based on signalling and convention theory to better understand how applicants interpret and evaluate signals about employers. We then conducted a mixed-method study to examine how congruent and mixed signals influence perceived employer attractiveness. Our results show that while congruent signals increase employer attractiveness and mixed-signal situations reduce it, distinct evaluative patterns emerge when potential

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Section: Discussionmentioning

confidence: 85%

Section: Introductionmentioning

confidence: 99%

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Pernkopf

Latzke

Mayrhofer

2020

Human Res Mgmt Journal

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“…However, using this mode could present a potential confound in the study, because it is not digital and inconsistent with the method used to display recruiter political skill to participants. Kaur and Dubey (2014) discussed how, with the increase in the use of technology today, job seekers turn to independent company sites to find out information regarding organizations of interest. Individuals external set up company independent sites to the company in the forms of videos, online reports or blogs.…”

Section: Recruiter Political Skillmentioning

confidence: 99%

Recruiter political skill and organization reputation effects on job applicant attraction in the recruitment process

Lawong

Ferris

Hochwarter

et al. 2019

CDI

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Purpose Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputation to influence applicant attraction in the recruitment process? Specifically, the authors hypothesized that for recruiters high in political skill, as organization reputation increases, applicant attraction to the organization increases. Alternatively, for recruiters low in political skill, as organization reputation increases, there is no change in applicant attraction to the organization. Design/methodology/approach Three studies were conducted to create the experimental manipulation materials, pilot test them and then conduct tests of the hypotheses. Study 1 created and tested the content validity of the recruiter political skill script. Study 2 reported on the effectiveness of the recruiter political skill experimental manipulation, whereby a male actor was hired to play the part of a recruiter high in political skill and one low in political skill. Finally, Study 3 was the primary hypothesis testing investigation. Findings Results from a 2×2 between-subjects experimental study (N=576) supported the hypotheses. Specifically, high recruiter political skill and favorable organization reputation each demonstrated significant main effects on applicant attraction to the organization. Additionally, the authors hypothesized, and confirmed, a significant organization reputation × recruiter political skill interaction. Specifically, findings demonstrated that increases in organization reputation resulted in increased applicant attraction to the organization for those exposed to a recruiter high in political skill. However, the effect was not for a recruiter low in political skill. Research limitations/implications Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from gathering multiple sources of data. In addition, no experimental research to date exists, examining political skill in a laboratory context. This finding has important implications for the growing research base on political skill in organizations. Practical implications First impressions are lasting impressions, and it is very costly to organizations when recruiters lose good candidates due to the failure to make a memorable and favorable impression. This paper supports the use of political skill in the recruitment process and highlights its capability to influence and attract job applicants to organizations successfully. Originality/value Despite its scientific and practical appeal, the causal effects of political skill on important work outcomes in an experimental setting have not been formally investigated. As the first experimental investigation of political skill, the authors can see more clearly and precisely what political skill behaviors of recruiters tend to influence applicant attraction to organizations in the recruitment process.

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“…The person-environment fit (P-E fit) theory of stress is one of the most popular stress theory utilized by organizational researchers in stress studies (Chuang, Shen, & Judge, 2015;Kaur & Dubey, 2014;Nguyen & Borteyrou, 2016). Therefore, is present study uses the P-E fit theory as the underpinning theory for technostress.…”

Section: Applying the Person-environment Fit Theory Of Stress To Techmentioning

confidence: 99%

An Exploration of the Relationship between Technostress, Employee Engagement and Job Design from the Nigerian Banking Employee’s Perspective

Okolo

Kamarudin

Ahmad

2013

MDKE

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The introduction of technology in the banking sector has induced benefits to this sector. ICTs has facilitated the delivery of efficient and reliable banking services. Despite all the benefits associated with the use of technology, organizational researchers have argued that technology is a double-edged sword because its ability to induce stress in its users, this kind of anxiety is technostress, a strain that is caused by the lack of knowledge of individuals to cope and adapt to the use of technologies. The increasing use of technologies has resulted in work-family conflict, role-overload, work-overload, and multitasking. Additionally, technologies have resulted in consistent task reengineering, which has created knowledge gaps for employees. Past studies on technostress have demonstrated that can affect employees, performances, organizational commitment, and job satisfaction. However, the association of technostress with employee engagement and job design has not been established. Hence, the objective of this current study is to explore the association of job design with technostress and employee and the impact of technostress on employee engagement. Using a purposive sampling method, a total of 319 Participants were recruited from front desk employees of the Nigerian commercial banks and data has been analyzed using smart PLS. The findings of the study show a significant positive relationship between job design and technostress and positive relationship between technostress and employee engagement contrary to the negative relationship proposed based on the stress and engagement literature is an indication that job design alone may not reduce the impact of technostress if other organizational-stressors are not addressed. While technostress does not reduce employee engagement instead a moderate level of stress can serve as a motivator, but extreme stress can have a damaging impact on employees and the organization. Equally, the study also found a positive association between job design and employee engagement, while technostress has a mediating effect on job design and employee engagement.

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Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

Cited by 16 publications

References 30 publications

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Recruiter political skill and organization reputation effects on job applicant attraction in the recruitment process

An Exploration of the Relationship between Technostress, Employee Engagement and Job Design from the Nigerian Banking Employee’s Perspective

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