Job seeking and job application in social networking sites : predicting job seekers\u27 behavioral intentions

Social networking sites (SNSs) are revolutionizing the way in which employers and job seekers connect and interact with each other. Despite the reported benefits of SNSs with respect to finding a job, there are issues such as privacy concerns that might be deterring job seekers from using these sites in their attempts to secure a job. It is therefore important to understand the factors that are salient in predicting job seekers\u27 use of SNSs in applying for jobs. In this research, a theoretical model was developed to explicate job seekers\u27 intentions to use SNSs to apply for jobs. Two aspects of intentions to use SNSs to apply for jobs were examined: (i) the likelihood of using these sites to submit applications, and (ii) the likelihood of sharing personal information requested by recruiters and potential employers using SNSs to recruit employees. Factors that could determine preference for the use of traditional job boards over SNSs in applying for jobs were also investigated. The initial theoretical model tested in this research was anchored on the Unified Theory of Acceptance and Use of Technology (UTAUT), and thus, variables such as performance expectancy, effort expectancy and social influence were predicted to have an impact on job seekers\u27 intentions. Other factors hypothesized as having an influence on job seekers\u27 intentions to apply for jobs using SNSs were: privacy concerns; perceived justice (trust that the information revealed in SNSs will be used fairly in the job candidate selection process); perceived risks; and the provision of information on a distinctive function within some SNSs referred to, in this study, as the inside connections feature (which illustrates to job seekers their social network connections to potential employers). Data for this study were gathered through an online survey from 490 registered users (alumni and students hoping to graduate soon) of career services databases managed by two universities in New Jersey, USA. The test of the measurement model of the initial research model suggested that survey respondents did not sufficiently distinguish performance expectancy from intention to apply for jobs using SNSs. Thus, an alternative model with only intention to share information with recruiters and potential employers using SNSs to recruit employees as the dependent variable was developed. The results of the test of the alternative model suggest that performance expectancy and privacy concerns are the most dominant direct predictors, and that social influence specific to image and perceived justice are indirect predictors. However, effort expectancy and risk beliefs did not influence directly the intention to share information with recruiters and potential employers using SNSs to recruit employees. The R2 value for this alternative model was 37.3%. Exploratory analyses suggest that all of the model variables, except the provision of information on the inside connections feature, have a significant influence on intention to apply for job using SNSs and preference for job boards over SNSs. The results of this study suggest that, in efforts to encourage the use of SNSs for securing a job, designers should pay significantly more attention to promoting the usefulness of these sites and to providing job seekers with more control in handling their personal information in order to alleviate privacy concerns. This study provides insights into predictors of job seekers\u27 behavior in SNSs that can inform future research

An Exploratory Study of Patient Falls

Debate continues between the contribution of education level and clinical expertise in the nursing practice environment. Research suggests a link between Baccalaureate of Science in Nursing (BSN) nurses and positive patient outcomes such as lower mortality, decreased falls, and fewer medication errors. Purpose: To examine if there a negative correlation between patient falls and the level of nurse education at an urban hospital located in Midwest Illinois during the years 2010-2014? Methods: A retrospective crosssectional cohort analysis was conducted using data from the National Database of Nursing Quality Indicators (NDNQI) from the years 2010-2014. Sample: Inpatients aged ≥ 18 years who experienced a unintentional sudden descent, with or without injury that resulted in the patient striking the floor or object and occurred on inpatient nursing units. Results: The regression model was constructed with annual patient falls as the dependent variable and formal education and a log transformed variable for percentage of certified nurses as the independent variables. The model overall is a good fit, F (2,22) = 9.014, p = .001, adj. R2 = .40. Conclusion: Annual patient falls will decrease by increasing the number of nurses with baccalaureate degrees and/or certifications from a professional nursing board-governing body

NHBC Foundation: improving recruitment of young people into home building : a literature review

This literature review was undertaken to support research into young people's attitudes to careers in house building. The review is based on database searches supplemented by the evidence gathered during stakeholder interviews and through requests made to the wider careers and home building sectors. In order to fully answer the main research questions, the literature mapping the barriers faced by young people to working within the sector was explored. Based on the review a set of criteria for analysing and categorising industry sector initiatives will also be developed. The criteria will be presented as a separate compendium of opportunities.National House Builders Council Foundatio

Determinants Of Jobs Seekers’ Intention In Using E-Recruitments: Insight From Indonesia

In a digital world, job seekers prefer to use e-recruitment in looking for a vacancy. Thus, the explanation of the determinants of their attitude in using this technology is left unobserved. This article reports the result of a survey study on how users utilize e-recruitment to search for works. Three hundred eighty-five just-graduated undergraduate students answered questions regarding their intention of using the e-recruitment under Technology Acceptance Model. We propose Perceived Usefulness, Perceived Ease of Use, and Perceived of Enjoyment as the determinants of the job seekers intention. Results showed that those three variables influence the decision making of job seekers. We found also Perceived Usefulness is the mediating effect for jobs seekers in easy-to-use and enjoy feeling. This article provides evidence that e-recruitment has to be friendly user and fun to use to attract job seekers intention. Keywords: E-Recruitment, Perceived Usefulness, Perceived Ease of Use, Perceived of Enjoyment, Job Seeker

Employee Compensation: Research and Practice

[Excerpt] An organization has the potential to remain viable only so long as its members choose to participate and engage in necessary role behaviors (March & Simon, 1958; Katz & Kahn, 1966). To elicit these contributions, an organization must provide inducements that are of value to its members. This exchange or transaction process is at the core of the employment relationship and can be viewed as a type of contract, explicit or implicit, that imposes reciprocal obligations on the parties (Barnard, 1936; Simon, 1951; Williamson, 1975; Rousseau, 1990). At the heart of that exchange are decisions by employers and employees regarding compensation

Variability Within Organizations: Implications for Strategic Human Resource Management

[Excerpt] Strategic human resource management refers to the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals (Wright & McMahan, 1992). It involves all of the activities that are implemented by an organization to affect the behavior of individuals in an effort to implement the strategic needs of a business. Over the last decade or so, the field of strategic human resource management has witnessed a progression through a number of stages, including a) initial excitement and energy around the convincing argument that HR practices should be considered as a system that, when implemented appropriately, can enhance organizational performance; b) empirical tests of this argument, and c) critiques of the growing field accompanied by propositions for how thinking on the topic can be expanded and improved. Of the critiques that have been levied at the field, the most common contend that the “black box” through which HRM practices are thought to impact organizational performance remains insufficiently specified. Less common, but no less valuable, are critiques surrounding the conceptualization and measurement of fit or alignment, and the need to identify the boundary conditions that influence the effectiveness of “high performance” HRM systems. Even more critiques and proposed theoretical extensions to the field are likely, as it is through such endeavors that we will improve upon and advance our science (cf. Reichers & Schneider, 1990). In this chapter, we introduce and discuss another potential critique of the SHRM field, and, in so doing, hope to illuminate a number of important research questions for the future. In particular, we are concerned with the lack of attention which has been paid to variability within SHRM research. By variability we mean variability at all relevant levels of analysis, but particularly variability within organizations (i.e., individual and group levels). It is our contention that by failing to examine the potential role of variability in SHRM research, we miss a very interesting and important part of the picture

How supplier selection criteria affects business performance? A study of UK automotive sector

According to KPMG international (2015), global sales of automobiles are forecasted to reach 73.9 million vehicles and expected to hit 100 million units in the next two years. This shows that automotive sector has a tremendous growth potential and UK automotive sector is no different. However, in recent years the growing environmental awareness has become a major concern for automotive sector as they are faced with pressure of reducing carbon emissions as well as the costs. Suppliers play a significant role in achieving environmental goals set by organisations. Under these circumstances it is worth exploring the criteria that are used in assessing suppliers including the green aspects and how that affects the business performance. Design/methodology/approach: This research adopts a mixed method research approach. In order to collect the quantitative data a survey questionnaire was constructed and sent to automotive businesses listed in the FAME database. In order to triangulate the findings of this study, survey was complemented with in-depth interviews. Around 100 automotive manufacturers were invited for the survey however only 38 usable responses were received. In total seven semi-structured interviews were also conducted with people from different backgrounds and work experiences in the automotive sector. Findings: Literature identified delivery, cost, quality and technology as the supplier assessment criteria commonly used in assessing suppliers in automotive industries. Yet the issue of culture and green supply chain practices (GSP) were also widely concerned in several studies. The data analysis showed that delivery, quality, cost, technology, culture are correlated with exception of green supply chain practices. GSP was only found to be correlated with technology and cultural criteria. Semi-structured interviews suggest delivery and quality as the most important criteria when assessing supplier because of their greater impact toward business performance and reputation. Findings from all respondents also showed that most automotive manufacturers have already adopted environmental competency in their criteria. However, interviewees mentioned that this criterion does not take a major role in assessment compared with other criteria. The results also indicate that all factors studied do affect the business performance of automotive organisations. Value: This study contributes to the limited literature focused on assessing supplier selection criteria and business performance linkage in the UK automotive organisations. In addition, most studies on supplier selection and business performance ignore the green practices as important criteria which this study aims to address. Research limitations/implications: The study is based on the findings from a limited survey responses and semi-structured interviews. Having larger sample population would certainly improve the validity of the findings. The perspective of SMEs and large businesses with regard to each supplier selection criterion may be different hence the future research in this domain would also provide some valuable contributions. Practical implications: The survey responses indicate green supply practices as one of the important criteria in supplier selection. This suggests that automotive manufacturers should realize the importance of green practices while selecting their suppliers. This will help them to meet their own green goals while simultaneously meeting the government environmental.Ministry of Science and Technology, Taiwan ▪ Economic Development Bureau, Kaohsiung, Taiwan ▪ National Kaohsiung First University of Science & Tech, Taiwan ▪ National Taiwan Ocean University, Taiwan ▪ Taiwan International Ports Corp. Ltd. ▪ Jade Yachts Shipbuilding Co., Ltd. ▪ International Academy for Marine Economy and Technology, The University of Nottingham Ningbo Campus, China ▪ The Institute for Advanced Manufacturing, The University of Nottingham, U

Choosing how to choose : Institutional pressures affecting the adoption of personnel selection procedures

The gap between science and practice in personnel selection is an ongoing concern of human resource management. This paper takes Oliver´s framework of organizations´ strategic responses to institutional pressures as a basis for outlining the diverse economic and social demands that facilitate or inhibit the application of scientifically recommended selection procedures. Faced with a complex network of multiple requirements, practitioners make more diverse choices in response to any of these pressures than has previously been acknowledged in the scientific literature. Implications for the science-practitioner gap are discussed

Stress level and its influencing factors among employees in a plastic manufacturing and the implication towards work performance

Stress has been viewed as an inevitable consequence of work life. A worker will fell stress when his or her does not match their job requirements. Work stress come from a variety of sources and it can affect people in different ways. In the report The Scale of Occupational Stress (Smith et al., 2000 in Jeremy, 2005) it was estimated that there were 5 million workers suffering the high level of stress at work. The study shows the important outcomes that approximately one in five workers reported stress arising from work. There were cause by excessive workloads or lack of managerial support, ill health and back pain, together with certain health related activities such as smoking and alcohol intake