Perceived breach of contract for one's own layoff vs. someone else's layoff: Personal pink slips hurt more

In this study we examine how the perception of layoff as a violation of a psychological contract can vary depending upon one's perception of employer contractual obligation. We also investigate how perceptions of layoffs vary depending on whether one is focusing on his/her own layoff or the layoff of someone else. Survey results from 81 layoff victims reveal that respondents perceive their own layoff as a breach of contract more than they do the layoff of someone else. In addition, respondents who believe strongly in employee self reliance perceive their own layoff as less of a contract breach. Ideas for future research and implications for managers are discussed in our conclusions

Network-based recruiting and applicant attraction in China: Insights from both organizational and individual perspectives

This contribution reports two studies that examined recruitment\npractices and applicant attraction in China. The first study explored\nthe basic recruitment practices adopted by Chinese firms. With a sample\nof 168 Chinese companies, we found that (1) network-based recruiting\npractices were prevalent among Chinese firms especially in large\ncompanies and state-owned enterprises and (2) HR managers believed that\ncompared with other recruiting practices, network-based recruiting\npractices could generate more effective pre-hire outcomes such as\nrecruiting prospective applicants with speed and attracting highly\ncompetent employees. The second study further investigated the mechanism\nthrough which network-based recruiting practices were effective in\ngenerating applicant attraction. Using a three-wave panel survey\nresearch, we found that (1) the strength of social ties through which\nthe companies were introduced to the applicant had positive effect on\napplicant attraction and (2) an applicant's perceived quality of\ninformation about the potential recruiting companies mediated the\nrelationship between strength of ties and applicant attraction. Our\nfindings had important implications to help firms design appropriate\nrecruitment strategies in the Chinese context