Hunting while working: An expanded model of employed job search

Trusty, Juanita; Allen, David G.; Fabian, Frances

doi:10.1016/j.hrmr.2017.12.001

Cited by 26 publications

(20 citation statements)

References 113 publications

(134 reference statements)

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“…The IT/ ITeS industry's well-trained professionals are expensive, scarce and hard to retain (Dewhurst et al, 2012). Hence, both the practitioners and researchers (Trusty et al, 2019) focus on mechanisms to attract passive applicants. Data were collected from 985 millennials and 964 Gen-X employees from 13 organizations in IT/ITeS and 14 organizations in the Indian manufacturing sector.…”

Section: Data Descriptionmentioning

confidence: 99%

Predictors of applicant attraction among Gen-X and millennials: evidence from an emerging economy

Dutta

Mishra

2021

IJM

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PurposeA better understanding of applicant attraction enables organizations to manage their talent needs, thus enhancing HR effectiveness. Even though generational difference exists in modern organizations, scholarly work investigating the salient predictors of applicant attraction between the Gen-X and millennial cohorts is missing. The authors attempt to inform the literature by addressing this gap.Design/methodology/approachThe study captures applicant attraction using a survey-based study of 1949 working employees in India, representing Gen-X and millennial generations.FindingsThe study provides critical factors that differentially impact millennial and Gen-X members' attraction toward an organization. It also reveals that satisfaction in the current job affects millennials and the Gen-X cohorts differently.Research limitations/implicationsRecruitment research has neglected the predictors of applicant attraction among generational cohorts. Further, studies on generational differences have originated in western contexts and have ignored the emerging economies. Based on the responses of working professionals, our study increases the generalizability of the results.Practical implicationsThe multi-generational workplace has the largest proportion of both Gen-X and millennial employees. A deeper understanding of their preferences can help HR practitioners leverage the drivers of applicant attraction. The study provides inputs to design recruitment strategies to target generational groups within and outside the organization.Originality/valueThe present study examines the phenomenon in an emerging market marked by a high economic growth rate and an eastern cultural context. The study presents a more realistic representation of applicant needs by sourcing inputs from working employees across generation groups.

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Section: Data Descriptionmentioning

confidence: 99%

Predictors of applicant attraction among Gen-X and millennials: evidence from an emerging economy

Dutta

Mishra

2021

IJM

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“…Proactivity refers to the extent to which individuals take action to affect their work context (Bateman & Crant, 1993). Proactive individuals are likely to expand their social networks (Trusty, Allen, & Fabian, 2018) and seek out information to identify career opportunities (Fugate, 2006; Fugate & Kinicki, 2008).…”

Section: Organizing Frameworkmentioning

confidence: 99%

Employment After Retirement: A Review and Framework for Future Research

Sullivan

Ariss

2018

Journal of Management

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Retirement was once considered an exit from full-time work into full-time leisure. Research evidence indicates, however, that a growing number of retirees are reentering the labor force. Although a number of reviews have been conducted on retirement, there has been no comprehensive review of the increasing number of studies on work after retirement. It is time to take stock of the accumulated knowledge on postretirement employment that has been produced by scholars across multiple fields. Using the construct of employability as an organizing framework, this review examines postretirement employment in light of the five key dimensions of employability: career motivation, human capital, social capital, identity, and personality. On the basis of this review, we identify trends and gaps in the literature and recommend major directions for future research on postretirement employment.

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“…If the perceived opportunities based on their reading of the context are not wide enough, employees may use their personal competence and social resources to search externally for better working conditions and new career prospects. This is quite common among today's careerists prioritizing their career concerns over the firm's goals where enhanced job search skills allow access to significant sources of job information via the internet and smart phones which can occur even if there are no intentions to leave (Trusty et al, 2019). In contrast, the social capital individuals pursue career progression in the place wherein there is affordable competence mobilization, and expected instrumental reciprocity is probably clearer irrespective of inside or outside.…”

Section: Discussionmentioning

confidence: 99%

Social capital and career growth

Kang

Gold

Kim

et al. 2019

IJM

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Purpose The purpose of this paper is to examine the instrumental use of social capital regarding career growth within an organization, focusing on the mediating role of perceived competence mobilization and the moderating role of two situational variables: perceived external prestige and job insecurity climate. Design/methodology/approach Relationships among the constructs are predicted based on relevant literature, and are tested using survey results from 324 employees working in 14 leading corporations in Korea. Findings Results show that social capital positively influenced, via perceived competence mobilization, each of two career growth dimensions (i.e. the personal efforts to develop a career and the experience of being rewarded by the organization). In contrast, moderated path analysis indicated that perceptions of external prestige and job insecurity climate failed to moderate the indirect effect of social capital on career growth. Practical implications In light of the instrumental use of social capital and the ensuring mechanism of competence mobilization, a detailed understanding of this effect on career growth cannot only neutralize the fears of brain drain, but is also helpful in providing possibilities for building new career development strategies. Originality/value Although social capital has become an influential concept in social sciences, little evidence has been presented on the above relationship, particularly from the perspective of careerist orientation. This may be the first research examining how and when the influence of social capital becomes instrumental with respect to career attainment within an organization.

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Hunting while working: An expanded model of employed job search

Cited by 26 publications

References 113 publications

Predictors of applicant attraction among Gen-X and millennials: evidence from an emerging economy

Predictors of applicant attraction among Gen-X and millennials: evidence from an emerging economy

Employment After Retirement: A Review and Framework for Future Research

Social capital and career growth

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