... Personnel management Recruitment Therefore, currently the question: Who is leaving and why? is strongly highlighted by Sajjadiani et al. (2023) , who have taken into account the dynamics of high-quality human capital outflow. Following the above, this study focuses on the reasons...

... women are excluded through long working hours, after working hours business meetings (such as the pub or golf course), and a lack of promotion opportunities. The negative recruitment experiences perpetuate the vicious circle, whereby applicants are more likely to conceal their disability status when...

...Karen Landay; Sarah DeArmond Purpose The purpose of this study is to understand how applicant gender may interact with recruiter and organizational characteristics to affect organization attraction. Interpreting characteristics of individuals (e.g., recruiters) and organizations requires some...

...Christina Scholten; Hope Witmer Purpose This paper aims to reveal gendered leadership constructs that hinder a competency-based view of leadership in Swedish-based global companies and the implications for leadership recruitment and development to top management positions. Design/methodology...

... in perceived psychological characteristics and perceived physical attractiveness. Angela C. Henderson can be contacted at: angela.henderson@unco.edu © Emerald Group Publishing Limited 2009 Sports Women Gender Social roles Recruitment United States of America Although women in the US...

... that would enable them to recruit, reward, promote, and retain women faculty. The finding would also enable the government address the issues concerning female academics. Originality/value This paper offers practical recommendations to higher education administrators and human resources professionals...

... findings in more detail. The implications for organisations are discussed, with a particular focus on the role of personal interaction between (current) employees and potential recruits. The application of concepts from the organisational image and identity literatures is used to explore whether making...

... about females in the boardrooms of the top 200 companies. The findings show that only 4.4 per cent of directors of major companies in New Zealand are female. Analyses the relevant skill base for directorship, the barriers to recruitment and male cronyism as a factor in the gender imbalance. The findings...

... of Canadian private sector organizations; and the future prospects of women as board members. 1 the criteria used in recruiting their first female directors; 2 how the name of this individual was brought to the attention of the CEO; 3 important factors in recruiting a female director; 4...