The Impact of Recruiter Political Skill and Organization Reputation on Applicant Attraction

2018 ◽  
Vol 2018 (1) ◽  
pp. 10296
Author(s):  
Diane Lawong ◽  
Gerald R Ferris ◽  
Wayne Hochwarter ◽  
Liam Patrick Maher
Keyword(s):  
Political Skill ◽  
Applicant Attraction ◽  
The Impact

scholarly journals Organizational Politics and Job Satisfaction: Mediation and Moderation of Political Skills

2021 ◽  
Vol 12 (1) ◽  
pp. 1-9
Author(s):  
Abdullah W. Jabid ◽  
Irfandi Buamonabot ◽  
Johan Fahri ◽  
Muhammad Asril Arilaha
Keyword(s):  
Job Satisfaction ◽  
Quantitative Method ◽  
Political Skill ◽  
Organizational Politics ◽  
Hierarchical Regression ◽  
Regional Government ◽  
Political Skills ◽  
Government Work ◽  
The Impact ◽  
The Relationship

The research examined the impact of moderation and mediation of political skill on organizational politics and job satisfaction. It applied a quantitative method. The population was 240 employees from the middle to top management in local government offices. With purposive sampling, 86 respondents working in the Regional Government Work Unit of Ternate City were involved in the survey. The research used a hierarchical regression analysis as a statistical analysis and IBM SPSS statistics Version 24. The results show that political skill strengthens the relationship between organizational politics and job satisfaction. Then, political skill also fully mediates the relationship between organizational politics and job satisfaction.

Recruiter political skill and organization reputation effects on job applicant attraction in the recruitment process

2019 ◽  
Vol 24 (4) ◽  
pp. 278-296
Author(s):  
Diane Lawong ◽  
Gerald R. Ferris ◽  
Wayne Hochwarter ◽  
Liam Maher
Keyword(s):  
Political Skill ◽  
Experimental Manipulation ◽  
Work Outcomes ◽  
Future Research ◽  
Multiple Sources ◽  
Recruitment Process ◽  
Applicant Attraction ◽  
Content Type ◽  
Reputation Effects ◽  
Data Collections

Purpose Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputation to influence applicant attraction in the recruitment process? Specifically, the authors hypothesized that for recruiters high in political skill, as organization reputation increases, applicant attraction to the organization increases. Alternatively, for recruiters low in political skill, as organization reputation increases, there is no change in applicant attraction to the organization. Design/methodology/approach Three studies were conducted to create the experimental manipulation materials, pilot test them and then conduct tests of the hypotheses. Study 1 created and tested the content validity of the recruiter political skill script. Study 2 reported on the effectiveness of the recruiter political skill experimental manipulation, whereby a male actor was hired to play the part of a recruiter high in political skill and one low in political skill. Finally, Study 3 was the primary hypothesis testing investigation. Findings Results from a 2×2 between-subjects experimental study (N=576) supported the hypotheses. Specifically, high recruiter political skill and favorable organization reputation each demonstrated significant main effects on applicant attraction to the organization. Additionally, the authors hypothesized, and confirmed, a significant organization reputation × recruiter political skill interaction. Specifically, findings demonstrated that increases in organization reputation resulted in increased applicant attraction to the organization for those exposed to a recruiter high in political skill. However, the effect was not for a recruiter low in political skill. Research limitations/implications Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from gathering multiple sources of data. In addition, no experimental research to date exists, examining political skill in a laboratory context. This finding has important implications for the growing research base on political skill in organizations. Practical implications First impressions are lasting impressions, and it is very costly to organizations when recruiters lose good candidates due to the failure to make a memorable and favorable impression. This paper supports the use of political skill in the recruitment process and highlights its capability to influence and attract job applicants to organizations successfully. Originality/value Despite its scientific and practical appeal, the causal effects of political skill on important work outcomes in an experimental setting have not been formally investigated. As the first experimental investigation of political skill, the authors can see more clearly and precisely what political skill behaviors of recruiters tend to influence applicant attraction to organizations in the recruitment process.

Flexible working and applicant attraction: a person–job fit approach

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jean-François Stich
Keyword(s):  
Job Search ◽  
Structural Equation ◽  
Multilevel Structural Equation Modeling ◽  
Equation Modeling ◽  
Job Seekers ◽  
Applicant Attraction ◽  
Content Type ◽  
Flexible Working ◽  
Job Advertisements ◽  
The Impact

PurposeThe ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the flexibility perceived in job advertisements to form an overall perception of flexibility fit. The purpose of this paper is to examine both the impact of flexibility fit (on applicant attraction) and its antecedents.Design/methodology/approachThe impact of flexibility fit on applicant attraction and its antecedents are examined using person–job (PJ) fit theory. 92 job seekers analyzed a total of 391 job advertisements. The hypotheses are tested using multilevel structural equation modeling.FindingsThe results show that perceived flexibility fit is positively related to job pursuit and job acceptance intentions. They further show that perceived flexibility fit is driven by perceived job advertisements' flexibility exceeding applicants' needed flexibility, which in turn is driven by the flexibility actually present in job advertisements exceeding applicants' flexibility needs.Originality/valueThis study contributes to literature on new ways of working by highlighting the desirable nature of flexibility and its impact on fit perceptions. It further contributes to literature on job search and PJ fit by investigating a full model of fit, examining both outcomes and antecedents of perceived fit. For practitioners, this study highlights the importance of advertising flexibility to attract applicants.

The impact of interpersonal conflict on construction project performance

2015 ◽  
Vol 26 (4) ◽  
pp. 479-498 ◽  
Author(s):  
Lianying Zhang ◽  
Xiaoyan Huo
Keyword(s):  
Interpersonal Conflict ◽  
Negative Emotions ◽  
Construction Project ◽  
Mainland China ◽  
Political Skill ◽  
Project Performance ◽  
Empirical Literature ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship between interpersonal conflict and construction project performance. The authors test the proposition that this relationship is mediated by negative emotions and moderated by political skill. Design/methodology/approach – This study used a structured questionnaire survey and gathered 266 completed data from 45 construction project teams in mainland China. To test the hypotheses, bootstrapping procedures were used. Findings – The results show that interpersonal conflict and negative emotions all have inverse relationships with project performance. Additionally, negative emotions mediated the relationship between interpersonal conflict and project performance, and this indirect relationship will be mitigated when team members have a high level of political skill. Research limitations/implications – These findings indicate that interpersonal conflict has a detrimental influence on project performance and should attract broad attention for future empirical literature. Furthermore, political skill is an effective contingent factor to suppress the detrimental influence of interpersonal conflict. Practical implications – The findings imply that managers should highlight the importance of interpersonal conflict in construction projects. Originality/value – This paper addresses a moderated mediation model to examine the relationship among interpersonal conflict, negative emotions and construction project performance, and it takes into account the moderating role of political skill. The paper also offers practical assistance to construction project managers in managing interpersonal conflict.

The impact of HR political skill in the HRM and organisational performance relationship

2015 ◽  
Vol 41 (1) ◽  
pp. 161-181 ◽  
Author(s):  
Cathy Sheehan ◽  
Helen De Cieri ◽  
Brian K Cooper ◽  
Robert Brooks
Keyword(s):  
Political Skill ◽  
Organisational Performance ◽  
The Impact

The Impact of Political Skill on Employees’ Perceptions of Ethical Leadership

2013 ◽  
Vol 21 (1) ◽  
pp. 5-16 ◽  
Author(s):  
Paul Harvey ◽  
Kenneth J. Harris ◽  
K. Michele Kacmar ◽  
Anne Buckless ◽  
Anthony T. Pescosolido
Keyword(s):  
Ethical Leadership ◽  
Political Skill ◽  
The Impact
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