ORG: Employee Selection Process (Topic)最新文献

War for Talents—How Perceived Organizational Innovativeness Affects Employer Attractiveness 人才之战——感知组织创新如何影响雇主吸引力

ORG: Employee Selection Process (Topic) Pub Date : 2017-03-01 DOI: 10.1111/radm.12230

Luise Sommer, S. Heidenreich, Matthias Handrich

{"title":"War for Talents—How Perceived Organizational Innovativeness Affects Employer Attractiveness","authors":"Luise Sommer, S. Heidenreich, Matthias Handrich","doi":"10.1111/radm.12230","DOIUrl":"https://doi.org/10.1111/radm.12230","url":null,"abstract":"Recruiting high potentials is the foundation for creating knowledge, innovation and competitive advantages. Unfortunately, many companies face the problem of having a hard time recruiting high potentials in a tightening labor market. To secure future innovation, growth and competitiveness companies must be attractive for potential employees. Within this respect, past research suggests that innovative companies might be at an advantage as they appear more attractive to employees in general and to those with an innovative personality in specific. Hence, HR communication might use an organization's innovativeness within employer branding to attract high potentials. However, current literature falls short to provide empirical evidence on whether and how the communication of organizational innovativeness affects employer attractiveness and especially attracts innovative employees. The results of our scenario-based experiment (n = 322) show that organizations with an innovative product portfolio and a strong innovation culture appear more attractive to potential employees. These effects turned out to be even stronger for employees which are highly innovative as they care a great deal about the organizational innovativeness of the company they work for. Thus, our findings suggest that communicating organizational innovativeness within employer branding is an effective measure not only to improve employer perceptions in general, but also to attract innovative employees.","PeriodicalId":319092,"journal":{"name":"ORG: Employee Selection Process (Topic)","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126346182","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 41

Fertility and Female Employment: A Panel Study on Developing Countries 生育率与女性就业:发展中国家小组研究

ORG: Employee Selection Process (Topic) Pub Date : 2016-02-14 DOI: 10.11114/AEF.V3I2.1381

Noha Emara

{"title":"Fertility and Female Employment: A Panel Study on Developing Countries","authors":"Noha Emara","doi":"10.11114/AEF.V3I2.1381","DOIUrl":"https://doi.org/10.11114/AEF.V3I2.1381","url":null,"abstract":"The study analyzes the effect of female employment on fertility rate. Using panel fertility regression specification with Prais-Winsten regressions procedure, panel-corrected standard errors, and autoregressive errors on a sample of 29 developing countries over the period 1990-2011, the study estimates the effect of female labor participation on fertility rate. To pick up country-specific factors, using the principal component analysis, the study estimates a family policy index that consists of three important family policy variables including: Duration of paid leave for mothers (weeks), wage replacement of paid leave for mothers (%), and length of breast feeding coverage (years). Furthermore, to pick up fixed effects and time effects, the study includes geographic location (latitude) and time effects. The empirical results confirm the finding of Engelhardt and Prskawetz (2005) that the increase in female labor force participation rate has a negative impact on fertility and that this negative effect is decreasing over time. Also, the results suggest that more flexible policies toward family planning such as longer duration of paid leave for mothers, higher percentage of wage replacement of paid leave for mothers, and longer breast feeding coverage help in increasing fertility. Finally, in line with Pampel (2001), Kogel (2004) and Engelhardt and Prskawetz (2005) the study finds that time trend affects this negative relationship between female labor participation and fertility where the negative impact of the former on the latter decreases over time.","PeriodicalId":319092,"journal":{"name":"ORG: Employee Selection Process (Topic)","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-02-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115960517","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 6

Hiring and Escalation Bias in Subjective Performance Evaluations: A Laboratory Experiment 主观绩效评估中的雇佣与升级偏见:一项实验室实验

ORG: Employee Selection Process (Topic) Pub Date : 2013-12-11 DOI: 10.2139/ssrn.2368478

A. Angelovski, J. Brandts, Carles Solà

引用次数: 8

Lectures on John Maynard Keynes' General Theory of Employment, Interest and Money (4): Chapter 4, 'The Choice of Units'; Chapter 5, 'Expectations as Determining Output and Employment' 约翰·梅纳德·凯恩斯《就业、利息与货币通论》讲座(四):第四章“单位选择”第5章，“决定产出和就业的预期”

ORG: Employee Selection Process (Topic) Pub Date : 2013-07-23 DOI: 10.2139/ssrn.2313440

B. Ferguson

引用次数: 0

Offsetting Performance Losses Due to Cheating in Unproctored Internet‐Based Testing by Increasing the Applicant Pool 通过增加申请人池来抵消在无监考的互联网测试中作弊造成的性能损失

ORG: Employee Selection Process (Topic) Pub Date : 2012-06-01 DOI: 10.1111/j.1468-2389.2012.00594.x

R. Landers, P. Sackett

引用次数: 13

The Three‐Option Format for Knowledge and Ability Multiple‐Choice Tests: A Case for Why it Should Be More Commonly Used in Personnel Testing 知识和能力多项选择测试的三选项格式:为什么它应该更普遍地用于人员测试的案例

ORG: Employee Selection Process (Topic) Pub Date : 2012-03-01 DOI: 10.1111/j.1468-2389.2012.00580.x

Bryan D. Edwards, Winfred Arthur Jr, Leonardis L. Bruce

{"title":"The Three‐Option Format for Knowledge and Ability Multiple‐Choice Tests: A Case for Why it Should Be More Commonly Used in Personnel Testing","authors":"Bryan D. Edwards, Winfred Arthur Jr, Leonardis L. Bruce","doi":"10.1111/j.1468-2389.2012.00580.x","DOIUrl":"https://doi.org/10.1111/j.1468-2389.2012.00580.x","url":null,"abstract":"Multiple‐choice (MC) tests are arguably the most widely used testing format in applied settings. In the psychometric and education literatures, research on the optimal number of options for knowledge and ability MC tests has revealed that three‐option tests are psychometrically equivalent and, in some cases, superior to five‐option tests. In addition, there are a number of practical, economic, and administrative advantages associated with the use of three‐option MC tests. Yet, despite its advantages, the three‐option format is underutilized in personnel selection. Across two studies, we compared test‐taker perceptions, criterion‐related validity, and sex‐based subgroup differences, and in Study 1, we compared race‐based subgroup differences on three‐ and five‐option tests. Participants in the two studies completed a three‐ or five‐option version of ACT. Test perceptions, criterion‐related validity, and race‐ and sex‐based subgroup differences were similar across test formats. The implications for the expanded use of three‐option tests in applied settings and future directions for research are discussed.","PeriodicalId":319092,"journal":{"name":"ORG: Employee Selection Process (Topic)","volume":"191 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132575061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 15

Implicit Discrimination in Hiring: Real World Evidence 招聘中的隐性歧视:真实世界的证据

ORG: Employee Selection Process (Topic) Pub Date : 2007-04-01 DOI: 10.2139/ssrn.984432

Dan‐Olof Rooth

引用次数: 66