Organizational factors related to attracting job seekers higher in hardiness

Abstract

Building an organization of workers who thrive in demanding environments begins with recruitment of workers with personality traits predictive of resilience. We integrate fit theories to determine how job advertisement information may attract job seekers higher in psychological hardiness (sense of control, feelings of commitment to many things in life, perceptions of challenge). Across two studies, we manipulated hypothetical job advertisements that were presented to current workers seeking new employment. Job seekers higher in hardiness were more attracted to working with hardy coworkers, less attracted to coping resources, and more attracted to high emotional labor demands compared to job seekers lower in hardiness. A discussion for how organizations may craft job advertisement content to improve their recruitment efforts is provided.

Empowering Leadership and Occupational Burnout: A Moderated Mediation Model of Employee Optimism, Employee Hardiness and Job Crafting

“…The fifth hypothesis of this study predicted that OP and HS moderates the mediated relationship of JC and OBT and findings of the current study prove the H5a and H5b, as these are potential moderation of OP and HSs between the relationship of JC and OBT. These findings also mirrored by earlier studies (Abdollahi et al, 2018;Ayala Calvo & García, 2018;Banerjee, 2012;Eschleman et al, 2019;Nguyen et al, 2016;Riolli & Savicki, 2003;Salminen et al, 2014;Thun & Bakker, 2018), where OP and HS act as moderator.…”

“…Empirical findings exposed the negative relationships between hardiness and burnout indications (Adriaenssens et al, 2015;Lo Bue et al, 2013). HS plays a moderating role between the relationship of problem-solving skills appraisal and perceived stress with suicidal ideation (Abdollahi, Hosseinian, Zamanshoar, Beh-Pajooh, & Carlbring, 2018), between the indirect relationship of structural empowerment and psychological empowerment (Ayala Calvo & García, 2018) and between the relationship of the job advertisement and organizational attraction (Eschleman et al, 2019).…”

“…Usually this construct researched in different professional fields i.e. health-care (Abdollahi, Abu Talib, Yaacob, & Ismail, 2014;Kareaga, Exeberria, & Smith, 2009), military (Bartone, Roland, Picano, & Williams, 2008;Escolas, Pitts, Safer, & Bartone, 2013;Pitts, Safer, Russell, & Castro-Chapman, 2016) and in teaching (López, Bolaño, Mariño, & Pol, 2010;Otero-López, Mariño, & Bolaño, 2008), moreover, findings of prior studies reveal that HS predicted high performance, well-being, satisfaction, psychological strain and work for reduction in burnout, psychological stress, depression and other psychological stress disorders (Bartone et al, 2008;Eschleman, Mast, Coppler, & Nelson, 2019;Eschleman & Wright, 2016). Burnout defined by Maslach et al (2001) as a comprehensive reaction to chronic interpersonal and emotional stressors at the workplace, and it is acknowledged as a possible drawback related to an occupation (Cardador & Caza, 2012).…”

Respuestas diferenciales ante las demandas emocionales del trabajo: una revisión de la literatura sobre características individuales y trabajo emocional

“…El cuarto factor del modelo es la amabilidad, la cual representa la medida en la que el individuo se muestra respetuoso, tolerante y tranquilo en aquellas situaciones que involucran interacciones con personas, se trate de clientes, usuarios o subordinados (Barrick y Mount, 2005). Al respecto, algunas investigaciones han reportado que estos individuos suelen utilizar la actuación profunda cuando enfrentan situaciones emocionalmente Liraz, 2017), la personalidad resistente (Eschleman, Mast, Coppler y Nelson, 2019) y la empatía disposicional (Aw et al, 2020). En síntesis, los estudios anteriores demostraron que las características individuales condicionan las percepciones de los empleados sobre las reglas emocionales, las estrategias de regulación empleadas y los efectos del trabajo emocional sobre la expresión emocional, el bienestar y el desempeño.…”

Providing more or less detailed information in job advertisements—Does it matter?

“…A common and useful method available to a wide range of jobseekers is the use of open job advertisements (Eschleman, Mast, Coppler, & Nelson, ). An effective job advertisement is not only able to positively affect the perceived attractiveness of an organization, it can also prevent jobseekers from actively searching for additional job vacancies or company‐related information from unreliable, noncompany‐controlled sources, such as previous employees and social media.…”