The downside of looking for team players in job advertisements

Bäker, Agnes

doi:10.1007/s11573-014-0725-5

Cited by 4 publications

(1 citation statement)

References 36 publications

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“…However, unlike the preceding literature, we not only looked at employee ability in a narrowly defined sense (i.e. at the ability to solve the specific task under consideration), but – following Bäker (2015) – we also considered an employee’s ability with respect to working on a team (i.e. his or her teamwork skills).…”

Section: Introductionmentioning

confidence: 99%

Who is attracted by teamwork? Evidence of multidimensional sorting from a real-effort experiment

Bäker

Pull

2016

German Journal of Human Resource Management

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We analyze the factors that drive an individual's self-selection decision between (1) working individually and being paid for individual performance and (2) working on a team and being paid for team performance. While the literature has focused on task-specific ability as a self-selection criterion, we also investigate the effects of teamwork skills, expectations concerning the taskspecific ability and teamwork skills of potential teammates, and task type. Thus we account for multidimensional sorting. Considering these additional factors might explain the empirical puzzle that some studies have found a positive relation between an individual's task-specific skills and the propensity to join a team, and others found a negative relation. Confronting our predictions with data from a real-effort pen-and-paper experiment, we find that the less able are attracted by teamwork and team incentives, but teamwork skills and expectations concerning the ability of potential teammates might in fact compensate for this adverse self-selection effect. Regarding task type, we find that teamwork is more attractive if the task offers a high potential for complementarities between team members.

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Section: Introductionmentioning

confidence: 99%

Who is attracted by teamwork? Evidence of multidimensional sorting from a real-effort experiment

Bäker

Pull

2016

German Journal of Human Resource Management

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The Contribution of Job Analysis to Recruitment

Breaugh¹

2017

The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention

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Recruitment methods, recruitment outcomes and information credibility and sufficiency

Muduli

Trivedi

2020

BIJ

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PurposeRecruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter's intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). Further, the role of information credibility and sufficiency (ICS) on recruiter's intention to use has been studied.Design/methodology/approachData were collected from 242 recruiters from the manufacturing and service sector of India. The survey instrument consists of RMs, recruitment outcome and credibility and satisfaction that are identified following the theory of planned behavior (TPB). Confirmatory factor analysis (CFA) was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modeling (SEM) is used to test the hypothesized model.FindingsThe result shows that RMs significantly relates with ROs. In detail, social media recruitment (SMR) significantly relates with pre ROs and post ROs; OLR significantly relates with pre ROs and post ROs and JA significantly relates post ROs. Only JA insignificantly relates with pre ROs. The result also supports the hypothesis that ICS acts as a mediator between the influences of RMs on ROs.Research limitations/implicationsThe result of the study has important theoretical and managerial implications. The theoretical implication is explained from the perspective of signaling theory (ST) and elaboration likelihood model (ELM) theory.Originality/valueThe study is unique as multiple RMs have been studied with reference to both pre and post ROs using the data collected from the recruiters.

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The downside of looking for team players in job advertisements

Cited by 4 publications

References 36 publications

Who is attracted by teamwork? Evidence of multidimensional sorting from a real-effort experiment

Who is attracted by teamwork? Evidence of multidimensional sorting from a real-effort experiment

The Contribution of Job Analysis to Recruitment

Recruitment methods, recruitment outcomes and information credibility and sufficiency

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