A Comparison of the Effects of Positive and Negative Information on Job Seekers' Organizational Attraction and Attribute Recall

To date there have been no direct studies of how strong negative information from sources outside of organizations' direct control impacts job seekers' organizational attraction. This study compared models for positive and negative information against a neutral condition using a longitudinal experimental study with college-level job seekers (n = 175). Consistent with the accessibility-diagnosticity perspective, the results indicated that negative information had a greater impact than positive information on job seekers' organizational attraction and recall, and this effect persisted 1 week after exposure. The results did not indicate that the influence of information sources and topics that fit together was lessened when the information was negative. The results suggest that job seekers interpret positive and negative information differently and that negative information, when present, has an important influence on job seekers' organizational attraction.     

Get' em While They Last! Effects of Scarcity Information in Job Advertisements

Participants in Study 1 ( N = 172) were presented with a restaurant server advertisement differing by vacancy availability (scarce vs. plentiful) and scarcity type (number of vacancies vs. time to apply). Companies advertising only a few vacancies available were perceived as paying a significantly higher hourly wage than companies advertising many vacancies available. Also, both vacancy scarcity and time scarcity had positive effects on various company-image perceptions. Study 2 ( N = 181) replicated most of the findings in Study 1 using a different entry-level job advertisement. However, although presentation mode (i.e., advertisement vs. factual) had a main effect on intention to apply, it did not interact with vacancy scarcity.     

Recruitment sources and organizational attraction: A field study of Belgian nurses

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by the perceived credibility of the received employment information. Therefore, the results of this field study suggest that to enhance their attractiveness as an employer for job seekers, especially those in high demand on the labour market, recruiting organizations should provide credible employment information and stimulate the use of word of mouth as a recruitment source.     

Recruiting Global Travelers: The Role of Global Travel Recruitment Messages and Individual Differences in Perceived Fit,Attraction, and Job Pursuit Intentions

Organizations often require managers to travel globally to fill international roles. Attending to fit with an organization's need for international mobility and global openness during recruiting could increase the proportion of effective global managers in an organization's applicant pool. We use recruitment research and theory to develop and test a conditional process model of the relationship between recruitment messages and job seeker perceived fit, attraction, and job pursuit intentions, depending on job seekers’ global openness and willingness to travel globally. Recruitment messages include information about a job's travel requirements and the global presence of the business. Two studies were undertaken to test our hypotheses. Analyses were conducted with conditional process modeling using nonlinear bootstrapping. Study 1, involving 230 job seekers, found that applicants’ willingness to travel interacted with recruiting messages about a job's global travel requirements to relate to job pursuit intentions through perceived job fit and job attraction. Study 2, involving 260 participants recruited through Mechanical Turk, indicated that global openness interacted with a global recruitment message, and willingness to travel interacted with a travel recruitment message, to relate to job pursuit intentions through job and organizational dimensions of perceived fit and attraction.     

A Mediated Moderation Model of Recruiting Socially and Environmentally Responsible Job Applicants

Socially and environmentally responsible organizations must attend to the fit of employees with the values of the organization. Recruiting practices are a key tool for ensuring fit with an organization's culture and values. We develop and test a model of the process through which recruitment information about an organization's social and environmental responsibility values differentially affect job seeker perceived fit, attraction, and job pursuit intentions depending on job seekers’ desire to have a significant impact through work. Our model of mediated moderation is tested with a sample of 339 actual job seekers using conditional process modeling and nonlinear bootstrapping techniques. Results support expectations that advertisement messages about an organization's social and environmental responsibility values interact with applicants’ desire to have a significant impact through work to influence job pursuit intentions through the hypothesized mediational process. Implications of the model for research on recruitment and organizational social and environmental responsibility are discussed.     

Racial Tolerance and Reactions to Diversity Information in Job Advertisements1

The present paper reports the results from two investigations that examined the degree to which racial tolerance influences Caucasians' attraction to organizations. In Study 1, 280 Caucasian job seekers rated the extent to which various organizational features would influence their interest in an organization. Findings suggested that (a) racial tolerance was related to the importance placed on organizational diversity, but not other factors (e.g., pay), and (b) that racial tolerance predicted the importance placed on organizational diversity above and beyond other relevant individual differences. Study 2 extended Study 1 by examining whether the diversity values expressed in job advertisements affect Caucasians' perceptions of organizational image and subsequent job pursuit intentions. The results of Study 2 indicated that racial tolerance was significantly related to organizational perceptions and pursuit intentions when strong diversity values were communicated in a job advertisement.     

Relationship Between Job Satisfaction and Job Performance: Job Ambivalence as a Moderator

Based on research regarding the role of attitudinal ambivalence in the validity of attitudes in predicting behavior, we propose job ambivalence as a promising concept for job satisfaction research. In particular, we argue that job ambivalence (i.e., coexistence of positive and negative evaluations of one's job) may moderate the relationship between job satisfaction and job performance. Results of a study conducted with managers of an IT company show, as predicted, that job satisfaction is a better predictor of job performance (i.e., higher satisfaction related to higher performance) when individuals experience low job ambivalence, as compared to when individuals experience high job ambivalence. Implications for future research are discussed.     

The Influence of Perceived Interviewer and Job and Organizational Characteristics on Applicant Attraction and Job Choice Intentions: The role of applicant anxiety

This study examined whether interviewer characteristics have (a) a direct influence on applicant attraction and job choice intentions, (b) an indirect influence via job and organizational characteristics, and (c) direct influence on applicant anxiety. A sample of graduate applicants (N=450) was surveyed before a selection interview (Time 1) and after the employment interview (Time 2). Structural equation modeling was used to examine the hypothesized model. The results showed that interviewer characteristics (warmth, unfriendliness, job knowledge, general competence and humor) had both a direct and indirect effect on applicant attraction and job choice intentions. In addition, interviewer characteristics had a significant positive impact on applicant anxiety. Theoretical and practical implications of the findings are discussed.     

工作压力的要求-控制模型

工作要求和工作控制共同决定工作压力。大量的研究很好地支持了该模型,但对Karasek所假设的关于工作要求和工作控制之间的交互作用的验证结论也存在一些矛盾的方面。作者分析了工作要求-控制模型和其它工作压力模型之间的差异,对该模型以及正反两方面的研究证据作了详细地述评,并提出了今后相关研究的思路。     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。     

Influences of Work-Family Interface on Job and Life Satisfaction

Research investigating the relationship between family and work domains, according to a reductionist approach, has traditionally focused on the negative aspects of the work-family relationship. However, over the past 15 years a number of studies have also focused on the positive aspects of family and work relationships and on the interactions between the work-family interface and outcomes such as job and life satisfaction. These research studies have made it possible to capture different facets of the relationship between family and working life, and to clarify the specific nature of these interactions. In the present study, we tested a model that included positive and negative interactions between work and family as predictors of job and life satisfaction. We also examined the role of some of the potential moderators (work engagement, organizational and family support) of these relationships, using a sample of 427 Italian employees working in public administration. In our analysis, we first tested the factorial structure of the work-family interface measure (Kinnunen et al. Scandinavian Journal of Psychology, 47, 149–162 2006). Factor analysis confirmed a four-factor model: negative work-to-family interface, negative family-to-work interface, positive work-to-family interface, and positive family-to-work interface. Secondly, we analyzed the relationship between the work-family interface, job satisfaction and life satisfaction. Path analysis showed that the factors involved in the work-family interface influenced directly and indirectly life satisfaction, job satisfaction and work engagement. This analysis also showed that work engagement had a direct strong effect on job satisfaction and a direct weaker effect on life satisfaction. This pattern of findings is consistent with a causal sequence in which the work-family interface (WIF) and family-work interface (FIW) can increase or reduce a satisfaction-specific domain. Our results highlight the importance of using a theoretical and empirical model that integrates and focuses on both the positive and negative aspects of the work-family relationship. Moreover, this pattern demonstrates the potential consequences of this influence on employees’ working life and general well-being.     

Organizational Citizenship and Mood: An Experimental Test of Perceived Job Breadth1

This study examined the impact of induced mood and fairness on the categorization of Organizational Citizenship Behaviors (OCBs). Positive mood and perceptions of fair job conditions were predicted to lead to broader categorization of job tasks. Mood, procedural, and distributive justice were manipulated. Participants in a positive mood were more likely than were participants in a negative mood to label extra‐role job tasks as in‐role. This supports the notion that employees in a positive mood may inadvertently engage in OCBs because such behaviors are perceived to be part of the job. No differences in categorization were found between positive and neutral mood conditions, indicating that participants in the negative condition were more narrow in categorization breadth than were those in the positive condition in distinguishing in‐role behaviors from extra‐role behaviors.     

Recruiting on Corporate Web Sites: Perceptions of fit and attraction

This study adopted a person–organization (P–O fit) framework to investigate job seeker attraction to organizations in the context of e‐recruitment. Recruitment information posted on real corporate web sites was presented to active job seekers (N=120) in order to better understand reactions to online recruiting. Participants examined one of three corporate web sites and completed questionnaires about their perceptions of web site usability, subjective P–O fit, and organizational attraction. In addition, occupational preference, internet experience, organization size and location were used as control variables. For female participants, perceptions of web site usability and subjective P–O fit were both positively related to attraction, with subjective P–O fit mediating the relationship between web site usability and organizational attraction. These relations were not found for male participants. Implications for future empirical research and recruitment practice were discussed.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

The Consequences of Emotional Labor: Effects on Work Stress,Job Satisfaction,and Well-Being

Although early research suggested that the performance of emotional labor had deleterious effects on workers, recent empirical investigations have been equivocal. The performance of emotional labor appears to have diverse consequences for workers—both negative and positive. Variation in the consequences of emotional labor may be due to the different forms of emotion management involved. There is also evidence that the effects of emotional labor are specified by other work conditions. The effects of two forms of emotional labor on work stress, job satisfaction, and psychological distress—self-focused and other-focused emotion management—are explored using data from a survey of workers in a large organization. Results indicate that both forms of emotional labor have uniformly negative effects on workers, net of work complexity, control, and demands. Emotional labor increases perceptions of job stress, decreases satisfaction, and increases distress. Self-focused emotion management has the most pervasive and detrimental impacts. There is little evidence of interaction effects of work conditions and emotional labor.     

Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes

Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice.     

Expectancy-Based Job Cognitions and Job Affect as Predictors of Organizational Citizenship Behaviors1

This study investigated the importance of expectancy-based job cognitions and job affect (the affective component of job satisfaction) in helping to account for “organizational citizenship behaviors” (OCBs; Organ, 1988). Data pertaining to the expectancy-based job cognitions (i.e., expectancies, instrumentalities, valences), job affect, and OCB performance of 65 state finance agency employees were examined. We anticipated that the effect of expectancy-based job cognitions on OCB would be partially mediated by affect-based job satisfaction. This expectation was confirmed in that, after controlling for negative and positive affectivity, generalized instrumentality beliefs were found to affect OCB-altruism directly, as well as indirectly through the influence of affect-based job satisfaction.     

Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

Screening Job Applicants: The Impact of Physical Attractiveness and Application Quality

The present study investigated the impact of physical attractiveness and résuméquality on the evaluation of job applicants in the screening phase of the selection process. One hundred and eighty participants were asked to imagine they were a recruiting officer and to screen an application for the position of graduate trainee manager. Participants read a job advertisement and one of two versions of a curriculum vitae, which differed in quality. Attached to the front page of each curriculum vitae was a passport-sized head-and-shoulders photograph of either an average or an attractive female. A control condition with no attached photograph was also included. Participants judged the likelihood with which they would offer an interview to the applicant, the quality of the application, and the likely starting salary they would offer the applicant. Results indicated that attractiveness had no impact when the quality of the application was high but that attractiveness was an advantage when the application was mediocre. When the résumé quality was average the attractive applicant was evaluated more positively than the control, no photograph, applicant; an attractive photograph boosted the evaluation of a mediocre application. Results are discussed in terms of discrimination and implications for the field of human resource management.