Exploring Personal Values and Job Attribute Salience Among Job Seekers

2019 ◽  
Vol 30 ◽  
pp. 50-58
Author(s):  
Yohann Mauger ◽  
David M. Wasieleski ◽  
Sefa Hayibor ◽  
Keyword(s):  
Personal Values ◽  
Job Seekers ◽  
Job Attributes ◽  
Attribute Salience ◽  
Using Data ◽  
Person Organization Fit ◽  
Job Attribute Preferences ◽  
Employment Agencies

The person-organization fit (P-O fit) literature suggests that job seekers are attracted to organizations that match their personal values; but, to date, little is known about how individuals’ personal values might affect their preferences for particular job attributes when seeking a job. In this paper, using data from 351 job seekers at several employment agencies in Haute-Normandie, France, we examine possible connections between certain personal values and job attribute preferences among job seekers.

scholarly journals How personal values shape job seeker preference: A policy capturing study

PLoS ONE ◽  
2021 ◽  
Vol 16 (7) ◽  
pp. e0254646
Author(s):  
Carol L. Hicklenton ◽  
Donald W. Hine ◽  
Aaron B. Driver ◽  
Natasha M. Loi
Keyword(s):  
Online Survey ◽  
Personal Values ◽  
Policy Capturing ◽  
Job Seekers ◽  
Different Types ◽  
Multi Level ◽  
Social Environmental ◽  
Person Organization Fit ◽  
Employer Attractiveness ◽  
The Ideal

Does the “ideal” organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers’ personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers’ ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers’ personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.

Understanding job and organizational attributes as signals from recruitment advertisement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muruganantham G. ◽  
Suresh Paul Antony ◽  
Esther Princess George
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Job Seekers ◽  
Content Type ◽  
Job Attributes ◽  
Organizational Attributes ◽  
Recruitment Communication ◽  
Person Organization Fit

Purpose The study aims to understand the signaling effects of two major recruitment advertisement (ad) contents – job attributes and organizational attributes (OA) – on the perceptions and application intentions (AIs) of potential job seekers. Design/methodology/approach A fictitious faculty job ad based on existing real ads was created as a stimulus and the responses to the ad were collected from 270 job seekers of the academic domain in India. The partial least square-structural equation modeling was used to test the hypothetical relationships. Findings Drawing from the concept of signaling theory and instrumental-symbolic framework, the results revealed that job attributes and OA exhibit strong signals that generate the following perceptual outcomes in a job seeker – organizational attractiveness, attitude and person-organization fit. These perceptual outcomes mediated effectively to induce an AI in a job seeker. Signals from information on job attributes had a more significant effect on the job seeker than signals from information on OA. Practical implications The outcome of the study provides preparatory guidelines to academicians, institutional recruiters and recruitment agencies in posting an effective job ad. Originality/value From an Indian context, this is the first paper to present distinctive job advertising strategies to be implemented in the academic institutional recruitment communication.

scholarly journals Cyclicality of labour market search: a new big data approach

2021 ◽  
Vol 55 (1) ◽  
Author(s):  
Christian Hutter
Keyword(s):  
Big Data ◽  
Labour Market ◽  
Seasonal Patterns ◽  
Job Seekers ◽  
Search Activity ◽  
Online Activity ◽  
Employment Agency ◽  
Search Intensity ◽  
Market Search ◽  
Employment Agencies

AbstractThis paper exploits big data on online activity from the job exchange of the German Federal Employment Agency and its internal placement-software to generate measures for search activity of employers and job seekers and—as a novel feature—for placement activity of employment agencies. In addition, the average search perimeter in the job seekers’ search profiles can be measured. The data are used to estimate the behaviour of the search and placement activities during the business and labour market cycle and their seasonal patterns. The results show that the search activities of firms and employment agencies are procyclical. By contrast, job seekers’ search intensity shows a countercyclical pattern, at least before the COVID-19 crisis.

scholarly journals PERANCANGAN LOWONGAN KERJA ONLINE BERBASIS WEB PADA PT ANH

2017 ◽  
Vol 2 (1) ◽  
pp. 112-116
Author(s):  
Akhsani Taqwiym ◽  
Novan Wijaya
Keyword(s):  
Information Technology ◽  
Internet Technology ◽  
Job Seekers ◽  
Web Based ◽  
Technology System ◽  
Job Vacancy ◽  
To Come ◽  
Using Data ◽  
Entity Relationship ◽  
Entity Relationship Diagram

Internet technology is currently growing, as well as the flow of communication in the delivery of employment information provided or required by various parties, including government and private. Before the existence of information technology, job vacancy still use conventional method that is by installing announcement on office walls and print media. Along with the development of information technology, job apangan provided at this time, informed very quickly and have many advantages such as job seekers only open information about job vacancy through websites that have been available. But in the delivery of job vacancy has a constraint that there are parties who have bad intentions by spreading vacancies that are not actually there. So it hurts job seekers, whether material or time. Currently, job seekers do not need to come directly to companies that need jobs but can directly send the application via E-mail. To reduce the act of fraud committed by irresponsible person then needed a system that help job seekers get good information and correct. Therefore, the alternative of the solution is to use a web-based information technology system so that job seekers can directly see and communicate with companies that open job vacancies. In the design of a software system contains job vacancy information and job seeker data processing. The designed software is still a prototype, using Data Flow Diagrams (DFD) and Entity Relationship Diagram (ERD).

Discouraging gender-biased job seekers by adapting job advertisements

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jih-Yu Mao ◽  
Xinyan Mu ◽  
Xin Liu
Keyword(s):  
Gender Discrimination ◽  
Gender Diversity ◽  
Female Employment ◽  
Job Seekers ◽  
Socially Responsible ◽  
Content Type ◽  
Job Seeking ◽  
Job Advertisements ◽  
Person Organization Fit ◽  
Diversity In The Workplace

PurposeSocially responsible organizations strive to foster gender diversity values in the workplace. As women, relative to men, tend to fall victim to gender discrimination more frequently, organizations can promote gender diversity in the workplace by either increasing female employment or discouraging job seekers who resist gender diversity from applying for positions. While more attention has been devoted to the former approach, less attention has been given to the latter.Design/methodology/approachA between-subjects experiment is conducted to test the hypotheses. Participants are randomly assigned to one of five conditions that feature different numbers of women in job advertisements.FindingsFor male job seekers who hold a male breadwinner ideology, their job pursuit intentions decrease as the number of women in job advertisements increases. Perceived person-organization fit acts as the mediating influence.Practical implicationsJob advertisements are purposed to attract job seekers who share similar values. Men who embrace male-dominant values are likely to resist and thwart the progress of gender diversity in the workplace. This study informs practitioners of how by strategically adapting job advertisements, organizations can discourage individuals who are likely to be a poor fit from applying for vacant jobs.Originality/valueThis study focuses on gender discrimination and resistance in a job seeking context from a social dominance perspective. The study informs organizations of the potential benefits of strategically adapting job advertisements.

Public Employment Agencies and Unemployment Spells: Reconciling the Experimental and Nonexperimental Evidence

ILR Review ◽  
1997 ◽  
Vol 50 (4) ◽  
pp. 667-683 ◽  
Author(s):  
Jonathan M. Thomas
Keyword(s):  
Survey Data ◽  
Positive Relationship ◽  
Public Employment ◽  
Job Seekers ◽  
Search Methods ◽  
Employment Agency ◽  
Unemployment Spell ◽  
Econometric Evidence ◽  
Unemployment Spells ◽  
Employment Agencies

Econometric evidence strongly suggests that unemployed job-seekers who use the services of a Public Employment Agency (PEA) have longer unemployment spells than those choosing alternative search methods. Yet, in some well-designed U.S. experiments, increased use of PEA services has been associated with faster transitions into jobs. The author argues that the nonexperimental studies may be biased toward finding a positive relationship between unemployment spell duration and PEA use because they ignore the possibility that PEAs are chosen by many job-seekers only after other search methods have been tried unsuccessfully and a period of unemployment has elapsed. An analysis of U.K. survey data with information on the timing of PEA use in 1987–88 supports that hypothesis.

scholarly journals Corporate Social Responsibility and Job Pursuit Intention: A study of Moderating Role of Personal Values. RCISS-0919-05

2019 ◽  
Author(s):  
Linh Truong
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Ethical Decision Making ◽  
Positive Impact ◽  
Personal Values ◽  
Developed Countries ◽  
Theory And Practice ◽  
Business Practices ◽  
Job Seekers ◽  
Corporate Social

Corporate social responsibility (CSR) has become a hot issue recently in both business academic theory and practice. A number of academic studies have investigated its effects on a company’s financial performance. Many found that CSR has a positive influence on stakeholders’ perception of the company’s business practices leading to their favourable reactions. This present study focuses on job seekers’ perceived CSR and how they respond to job offers. Moreover, personal values (including Self-transcendence, Self-enhancement, Conservation and Openness to change) which are considered to be driving factors in an individual’s ethical decision making are also taken into consideration as moderators of the relationship between applicants’ perceived CSR and their job pursuit intention. Most of the previous researches have been conducted in developed countries. In order to have more knowledge about CSR concept in developing countries, the present study is carried out in Vietnam context. The finding confirms the positive impact of Vietnamese job seekers’ CSR perception on their job choice decision. However, little evidence was found to support the moderating effects of personal values.

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