... design was used for this study. Nineteen commuting nurses were recruited through purposeful and snowball sampling and interviewed over the telephone. The interviews were analyzed using a manifest and latent content analysis. Findings The findings showed how the participating nurses' motivations...

... and extended to additional groups. Practical implications Evidence for the psychometric validity of novel assessment formats supports their adoption in selection and recruitment. Improved user experience and shortened assessment times open up new areas of application. Originality/value This study gives...

... reactions to highly automated interviews. Innovation Selection Recruitment Human resource management Experiment Person-environment fit Most applicant reaction research is based on Gilliland’s (1993) work on applicant reactions to selection systems. Gilliland describes several procedural...

...Teresa Harrison; Dianna L. Stone Purpose The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model...

...Niels van de Ven; Aniek Bogaert; Alec Serlie; Mark J. Brandt; Jaap J.A. Denissen Purpose Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work experience. The purpose...

... implications – This study informs practitioners how two important recruitment signals, job advertisement and organizational image, influence the transmission of objective into subjective fit and thus help firms to improve their recruitment efforts. Originality/value – Even though many studies support...

... on this question, although a common finding is that the operation of GI is often disruptive to the assessment process. © Emerald Group Publishing Limited 2016 Employment Selection Recruitment Personality Psychology Richard Ian Lanyon can be contacted at: rlanyon@asu.edu Reported here...

... to identify with the organization. Thus, according to social identity theory: © Emerald Group Publishing Limited 2015 Ethics Europe Recruitment Organizational behaviour Individual behaviour According to the recent Global Corruption Barometer (Transparency International, 2013), Germans...

... be attributed to new hire direct involvement. Learning from new recruit occurred only when incumbent inventors collaborate intensively with the hired inventor. Accordingly, what might seem like learning-by-hiring may result in hiring to avoid learning, unless the organization creates the social structures...

...Jessica M. Badger; Samuel E. Kaminsky; Tara S. Behrend Purpose – Rich, interactive media are becoming extremely common in internet recruitment systems. The paper investigates the role of media richness in applicants’ ability to learn information relevant to making an application decision...

... to support this notion. This study estimates the effect of age norms and stereotypes on hiring decision. There are three types of factors that intertwine in the recruitment process: organisational characteristics; managers' attributes; and applicants' attributes. Below we discuss...

... and managers might improve mentoring experiences for minorities. © Emerald Group Publishing Limited 2012 Mentoring Job satisfaction Organizational commitment Recruitment Turnover Mediation Organizations use mentoring as one means to attract, develop, and retain diverse talent (Eby...

... intentions. Collectively, these goals are aimed at determining whether perceptions of fairness of romance policies and procedures play a role in individuals' job pursuit intentions and hence an organization's ability to recruit. Given the prevalence of workplace romances and dual‐career couples...

... Socialization Socialization Tactics On‐boarding Newcomers Recruitment Employees “Psychological availability” refers to the belief that one has the physical, emotional, and psychological resources required to invest one's self in the performance of a role. Thus, workplaces that provide employees...

... who score high on a measure of experiential decision style will prefer intuition based hiring more than those who score low in terms of this decision style. Decision making Employee selection Intuition Hiring Decision aids Recruitment The preference for making judgments based...

... membership) and tangible (e.g. increased job mobility due to experience in a publicly‐esteemed organization). © Emerald Group Publishing Limited 2011 Web sites Organizations Recruitment Corporate image Individual perception Considerable research has been directed at identifying factors...

... Recruitment Discrimination Turkey Germany Participants were 59 German undergraduate students (42 female, 16 male, 1 not responding) who attended Psychology lectures at the Humboldt University in Berlin, Germany. Participant ages ranged from 18 to 42 (M=23.70, SD=5.50). To qualify as participants...

... of important organizational criteria. Originality/value This paper is the first, as far as the authors are concerned, to address the use of SNWs in employment selection, despite their current utilization by HR practitioners. © Emerald Group Publishing Limited 2009 Selection Recruitment Social...

... original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications. © Emerald Group Publishing Limited 2008 Recruitment Affective psychology Ethnic groups Discrimination Despite laws (e.g. the 1964 Civil...

.... © Emerald Group Publishing Limited 2007 Organization Selection Recruitment Since its inception, the Journal of Managerial Psychology has endeavored to promote a dialogue between psychologists and management scholars and between theoreticians and practitioners...