مقاله انگلیسی رایگان در مورد استخدام کارمند و جستجوی شغلی – الزویر ۲۰۱۹

مقاله انگلیسی رایگان در مورد استخدام کارمند و جستجوی شغلی – الزویر ۲۰۱۹

 

مشخصات مقاله
ترجمه عنوان مقاله استخدام کارمند و جستجوی شغلی: به سمت یک ادغام چند سطحی
عنوان انگلیسی مقاله Employee recruitment and job search: Towards a multi-level integration
انتشار مقاله سال ۲۰۱۹
تعداد صفحات مقاله انگلیسی ۱۳ صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه الزویر
نوع نگارش مقاله
مقاله پژوهشی (Research Article)
مقاله بیس این مقاله بیس میباشد
نمایه (index) Scopus – JCR
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۴٫۶۷۷ در سال ۲۰۱۸
شاخص H_index ۷۹ در سال ۲۰۱۹
شاخص SJR ۱٫۶۶۱ در سال ۲۰۱۸
شناسه ISSN ۱۰۵۳-۴۸۲۲
شاخص Quartile (چارک) Q1 در سال ۲۰۱۸
مدل مفهومی دارد
پرسشنامه ندارد
متغیر دارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی
نوع ارائه مقاله
ژورنال
مجله  مروری بر مدیریت منابع انسانی – Human Resource Management Review
دانشگاه Department of Psychology, Appalachian State University, Box 32109, 222 Joyce Lawrence Ln., Boone, NC, 28608, United States
کلمات کلیدی استخدام کارمند، جستجوی شغلی، چند سطحی
کلمات کلیدی انگلیسی Employee recruitment، Job search، Multi-level
شناسه دیجیتال – doi
https://doi.org/10.1016/j.hrmr.2018.02.009
کد محصول E11555
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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فهرست مطالب مقاله:
Abstract

۱- Developing a multilevel and integrative model of employee recruitment and job search

۲- Theoretical background

۳- Search and communication: Attraction

۴- Evaluation and decision-making: Selection

۵- Persuasion: Attrition

۶- Multilevel implications

۷- Limitations and future research

۸- Conclusion

References

 

بخشی از متن مقاله:

Abstract

This study describes an attempt to develop an integrative model of job search and employee recruitment. Inevitably multi-level in nature, the model demonstrates the interplay between organizational-level factors and individual-level factors in influencing the outcomes of employee recruitment and job search activities. According to the model, influenced by job seeker and organizational characteristics, job search and recruitment activities jointly create job awareness, which is the first step in organizational attraction. Next, depending on the job seeker’s current job situation, this attraction leads to job pursuit intention and behavior. The model also emphasizes the longitudinal nature of the process by which individuals gain employment. Finally, since each organization’s applicant pool consists of job seekers with some common characteristics attracted to the same position, the model proposes that recruitment and job search can be examined by utilizing a multilevel framework.

Developing a multilevel and integrative model of employee recruitment and job search

Since an organization’s success is confined within the limits of its human capital, employee recruitment is a critical function for organizational survival (Phillips & Gully, 2015). Potentially as a result of this importance, many researchers have sought to examine and reveal the factors associated with successfully filling job openings. This has led to mountains of research examining predictors of applicant attraction to a job (e.g., Uggerslev, Fassina, & Kraichy, 2012). In a related vein, several other researchers have examined the process from the job-seekers’ perspectives and strived to find the predictors of job search success. Thanks to this research, we now have a good amount of information about the predictors of success for organizations and individuals in reaching their employment goals. However, despite this research interest, the available literature has been criticized for lacking a bonding theory to organize the findings and guide future research (e.g., Breaugh & Starke, 2000; Ployhart, 2006). Although we know several linkages within the process such as some of the factors leading to job search success or predictors of applicant attraction to a job opening, no attempts have been made to integrate this vast amount of research into one integrative model, which delineates both the process by which individuals search for jobs and the process by which organizations search for employees. Employee recruitment can be defined as activities that influence the number and types of applicants who apply for a position, stay in the applicant pool, and accept a job offer (Breaugh, 2008). A distinction can be made between types of recruitment efforts in terms of the targets of these activities. Specifically, while some recruiting practices are aimed at attracting individuals who are looking for jobs (i.e., active job-seekers), others target individuals who are currently employed by other organizations or are not interested in participating in the workforce but would potentially be open to job opportunities if offered (i.e., passive job-seekers). The main difference between these two groups is that active job-seekers can be attracted by relatively passive methods of recruiting such as posting information about a job opening on an online job board or a company website.

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