29 research outputs found
Applicant perspectives during selection
We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (âSo what?â). This is followed by a consideration of âWhatâs new?â by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on âWhere to next?â and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes
Idiosyncratic deals for older workers: increased heterogeneity among older workers enhance the need for i-Deals
The rapid aging of the workforce throughout the Western world and parts of Asia,
including Japan and China, poses many challenges on contemporary organizations
(European Commission, 2010 ; Wang & Shultz, 2010 ). The Babyboom generation,
consisting of workers born between 1945 and 1965, constitutes a large part of the
current workforce. Due to decreased fertility rates, there are fewer younger workers
entering the labor market, as a consequence of which the percentage of older workers
is rapidly increasing (Truxillo & Fraccaroli, 2013 ). Consequently, organizations are
increasingly aware that the employee population is changing, and that strategies to
employ, motivate, and retain workers have to be adapted accordingly. It is no longer
suffi cient for organizations to focus on employing younger workers (e.g., through
designing traineeships for graduates), because the infl ux of younger workers in the
labor market is stagnating, which is in particular present in certain sectors, such as
technical occupations and health care (Polat, Bal, & Jansen, 2012 ). Hence, organizations
increasingly will have to rely on older workers, and try to retain older
workers, and motivate them to stay longer in the workforce. Similarly, governments
across Europe are also increasing offi cial retirement ages, and making it fi nancially
less attractive for older workers to retire early (European Commission)
LeverAge: a European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https:// www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and the translation of science to practical and societal impact across 4 years. Based on a research synthesis, we identify five broad research directions for work and aging science including work and organizational practices for a multi-age workforce, successful aging at work, the integration of age-diverse workers and knowledge transfer, aging and technology at work, and career development in later life and retirement. We provide key research questions to guide scientific inquiry along these five research directions alongside best practice recommendations to expand scholarly impact in WOP/HRM