Theoretical Framework for Factors Influencing Job-Seekers’ Intention to Use Online Recruitment Websites

Does electronic word-of-mouth influence e-recruitment adoption? A mediation analysis using the PLS-SEM approach

“…Therefore, to increase the explained variance, external constructs in the form of antecedents, moderators and mediators should be incorporated into the extended TAM (Marangunic and Granic, 2015; Park et al , 2019). Many studies in electronic recruitment adoption extended TAM by introducing external constructs, such as trust (Mahmood and Ling, 2017), performance expectancy (Tong, 2009), perceived stress (Basri and Siam, 2018; Tong, 2009), quality of the website (Ibrahim et al , 2006). This study has extended TAM by incorporating external constructs as eWOM.…”

“…In the electronic recruitment scenario, if the system is easy to handle and use, then job-seekers would favor it over other methods of hunting the job (Monavarian et al, 2010). Moreover, e-recruitment systems need to be easy to use as it affects job-seekers' attitude and BI (Lin, 2010;Tong, 2009;Mahmood and Ling, 2017;Zhang et al, 2018). Thus, based on previous literature, the following two hypotheses are established:…”

Studying the Relationship Between Electronic Recruitment Determinants and Organization Attractiveness

“…• Trust can exist as a determinant of technology use in the context of the job search process, especially in the absence of a personal relationship between the person providing the information and the one who receives it (Chiwara et al, 2017), as the credibility of the information provided affects the attitudes of job seekers (Acarlar & Bilgic, 2013), which is available in the case of job seekers using online recruitment sites so it is necessary to check how users perceive whether these sites can be trusted or not, which will, in turn, affect their attitude towards using e-recruitment (Mahmood & Ling, 2017). The study of (Mariani et al, 2016) recommends future research to integrate the concept of trust with those concepts used in the technology acceptance model (perceived benefit and ease of use).…”

“…• Ease of use affects job seekers' attitudes towards using e-recruitment (Cober et al, 2004), where ease of use is a crucial factor in taking an attitude towards technology (Alateyah, 2018). • Perceived usefulness of e-recruitment technology is important for job seekers, as the detailed information about the job will determine their attitude towards the use of e-recruitment and help them make better decisions (Mahmood & Ling, 2017). Accordingly the perceived usefulness of e-recruitment influence the attitudes of job seekers towards its use (Zhao et al, 2018).…”

دراسة العلاقة بین محددات الاستقطاب الإلکترونى وجاذبیة المنظمة

“…‫ٚإٌّظّبد‬ ‫ػًّ‬ ‫ػٓ‬ (Marler & Fisher, 2013;Kashi & Zheng, (2016;Chiwara, et al, 2017;Mahmood & Ling, 2017;Alateyah, 2018 . :…”