Job Attractiveness Research Articles

Priming Jobs as Skill Development Opportunities and Responses to Job Postings

Many inexperienced job seekers adopt a focused job search strategy in which they disregard job postings that seem unrelated to their interests. Yet, many of the jobs that they disregard during their job search could have been relevant to such interests because they offer opportunities for skill development. Counterintuitively, an exploratory job search can help such job seekers find and pursue more relevant jobs. In an experiment (N = 122), we examined the effect of priming seemingly irrelevant jobs as skill development opportunities on inexperienced job seekers’ responses to job postings. Compared to those who did not receive the prime, those who received the prime reported higher perceived job relevance and, in turn, perceived job attractiveness for subsequently viewed job postings. The results suggest that career educators could use peer-to-peer learning, or public reflection, to encourage students to share insights with each other, reframe the meanings of job relevance, and pursue more relevant jobs.

Effects of Top-Down, Bottom-Up, and Horizontal Communication on Organizational Commitment: Evidence From Chinese Internet Firms

<bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Background:</b> An organization's internal communication is an important factor shaping employees’ organizational commitment. Internal communication practices can be classified into three types according to the direction of information flow: top-down, bottom-up, and horizontal communication. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Research questions:</b> 1. What are the relationships between the three types of internal communication and organizational commitment? 2. Are there any mediating routes that bridge the relationship between internal communication and organizational commitment? 3. Do the effects of internal communication on organizational commitment vary for different jobs? <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Literature review:</b> Based on the social exchange theory, we uncover the underlying mechanism of the relationships between the three types of internal communication and organizational commitment. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Methodology:</b> A structural equation model using partial least squares was employed to analyze survey data from 12,817 full-time employees in the Chinese internet sector. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Results and conclusions:</b> The results suggest that top-down, bottom-up, and horizontal communication affect organizational commitment positively and significantly via the mediating routes of employees’ perceived job attractiveness or perceived customer service performance. The study also reveals a fit between employees’ job characteristics (e.g., information-processing demands) and internal communication types to improve organizational commitment. These findings generate theoretical and practical implications for professional communication management.

What do we know about the employment impacts of climate policies? A review of the ex post literature

AbstractConcern around the employment impacts of climate mitigation policies can be a contentious and politized issue, with potentially limiting implications for climate action. It persists despite a significant ex ante literature that suggests that aggregate effects will most likely be limited and net positive. This review analyses 60 papers assessing the employment impacts of climate policies ex post, in 20 countries and 2 country groups. Eight broad mitigation policies are covered: (1) emissions trading, (2) carbon taxes, (3) feed‐in tariffs, renewable energy (4) procurement and (5) deployment, (6) green economy/jobs, (7) environmental regulation, and (8) other policies and regulations. The analysis confirms that employment impacts tend to be modest and net positive or neutral, but reveals that distributional outcomes can be uneven, disadvantaging certain groups and at times reinforcing existing inequalities. Additionally, lower quality jobs or weak labor market regulations may decrease the attractiveness of jobs created or increase job transition costs. These findings provide some justification for increased focus on how climate policies can ensure a “just transition of the workforce and the creation of decent work and quality jobs” stipulated in the Paris Agreement, but also suggest that climate action should not be delayed for fear of widespread negative employment impacts. Ex post assessments offer an important lens into the determinants of climate policy employment outcomes and should be advanced and harnessed in support of accelerated and just action.This article is categorized under:Economics of Mitigation &gt; Climate EconomicsSocial Justice and the Politics of Development &gt; Climate and Development

Relationship between marketing capital, psychological capital, perception of job attractiveness and job performance: a practice in marketing professionals

Bu araştırmanın amacı Türkiye’deki pazarlama profesyonel meslek mensuplarında psikolojik sermaye, pazarlama sermayesi, iş çekiciliği algısı ve iş performansı arasındaki nedensellik ilişkisini açıklayabilmektir. Araştırmada nicel araştırma yöntemi kullanılmıştır. Araştırmada veri toplama amacıyla anket kullanılmıştır. Anket 228 katılımcıyla çevrimiçi uygulanmıştır. Psikolojik sermaye, pazarlama sermayesi, iş çekiciliği algısı ve iş performansı literatürdeki ölçeklerden yararlanılarak ölçülmüştür. Araştırma modeli, SMART-PLS yöntemi kullanılarak kapsamlı bir şekilde test edilmiştir. Araştırma bulgularında pazarlama sermayesinin iş çekiciliği algısı üzerinde ve iş çekiciliği algısının da iş performansı üzerinde etkili olduğu görülmüştür. Psikolojik sermayenin ise iş çekiciliği üzerinde etkili olmadığı belirlenmiştir. Bu araştırma ile psikolojik sermaye, pazarlama sermayesi, iş çekiciliği algısı ve iş performansı ilişkisini pazarlama profesyonel meslek mensuplarına yönelik bütünleşik bir değerlendirme yapılmaktadır.

Mind the ad: How personality requirements affect older and younger job seekers' job attraction

AbstractAge discrimination may explain lower labour market chances of older and younger job seekers. What remains underresearched, however, is how older/younger job seekers might self‐select out from early recruitment procedures due to stigmatizing information in job ads. Building on theories of metastereotypes and the linguistic category model, two experimental studies investigated how personality requirements that older/younger job seekers hold negative metastereotypes about and the way in which these requirements are worded (behavioural vs. dispositional) affected their job attraction. Within‐participant mediation analyses showed that as expected, job attraction was higher for older (N = 123, aged 50 years or more) and younger (N = 151, 30 years or less) job seekers when requirements were worded in a behavioural way (e.g., ‘You can be flexible’), compared with a dispositional way (e.g., ‘You are flexible’). This relation was mediated by perceptions of challenge among younger but not older job seekers. Contrary to expectations, perceptions of threat did not explain the effects of negatively metastereotyped personality requirements on job attraction. Understanding how job seekers perceive information in job ads might help recruiters to design age‐sensitive recruitment policies.

Considerations on the Selection Process and Professional Development in Intelligence Organizations

Abstract The selection process in any domain embraces different principles and various strategies but has the same ultimate target: acquiring the best-equipped candidates for the envisaged jobs. In Intelligence (not exclusively), the personnel selection is centered on the applicants’ skills and traits, personal and professional background, transversal expertise, or technical abilities, as well as development potential – with an outlook on further professional development. Recruitment and talent retention in the military (including Intelligence organisations) reflect the trend of civilian (un)employment. It means motivation and job attractiveness (competing with the civilian job market) are critical elements in selection and performance quality, with variables related to the characteristics of the target audience and/ or the employment’s features. This article provides an assessment of the current approach in the human capital policy in Intelligence and makes a parallel with the competing civilian organisations’ efforts to make use of the best prepared and reliable human resources. Disclaimer: This paper expresses the views, interpretations, and independent position of the author. It should not be regarded as an official document, nor expressing formal opinions or policies, of NATO or the HUMINT Centre of Excellence.

Evidence of Greenwashing in Talent Attraction: Is Deceptive Marketing an Effective Recruiting Strategy?

This research explores the effects of greenwashing on employer branding and job pursuits. Through the lens of signaling theory, we specifically examine the interaction of deceptive green marketing and perceived green organization image, aiming to highlight the conditions under which talents disregard the authenticity of job advertisements. Across four field experiments, using a total of 941 actual job seekers, we found that genuine green marketing leads to the highest attraction scores. However, when the perceived green identity of a company is low, green marketing can lead to an even lower number of applications than no green marketing. Thus, green marketing does not increase job attraction per se. It is rather a function of identity and ad campaign design. We also found that among participants with high environmental attitudes, the negative effects of greenwashing are amplified, resulting in even lower job pursuit intentions. On the contrary, job seekers with high person-organization fit appear to be unaffected by deceptive marketing. We are among the first studies to incorporate the notion of inauthentic green employer branding in job advertising and, in doing so, provide a new theoretical viewpoint of how talent’s perceptions of employers are built and modified. Our results aim to show to employers that providing misleading information harms job attraction and to provide insights on how to reduce greenwashing practices in the recruitment domain.

Vocational interests and adverse impact: How attraction and selection on vocational interests relate to adverse impact potential.

The current research proposes to incorporate vocational interests into the study of adverse impact (i.e., differential hiring/selection rates between minority and majority groups in employment settings). In the context of high stakes testing (e.g., using cognitive and personality tests), we show how race gaps in vocational interests would correspond to differential rates of job attraction (the attraction process) and various personnel selection outcomes (the selection process), in patterns that are not always intuitive. Using findings from various meta-analyses, we construct a combined correlation matrix of race, vocational interests, cognitive ability, and Conscientiousness; and provide mathematical formulas to assess the role of vocational interests in determining subgroup differences on predictors in applicant pools. Results and empirical examples suggest: (a) applicant attraction based on vocational interests can reduce adverse impact potential when the interest favors the minority [majority] group and is negatively [positively] related to the predictor; (b) attraction effects of vocational interests on adverse impact potential are modest; (c) if the vocational interest subgroup mean difference is small relative to other predictors in use, personnel selection on the interest will reduce adverse impact potential; (d) attraction effects tend to dampen or remove the selection effects of vocational interests on adverse impact potential, due to variance restriction on interests in the applicant pool; and (e) selection effects tend to be much stronger than attraction effects. These findings have implications for how adverse impact might differ systematically across job types, partly due to attraction and selection effects involving race differences in vocational interests. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The attractiveness of jobs in the German care sector: results of a factorial survey

The skilled labour shortage in nursing is an issue not unique to Germany. Unattractive characteristics of nursing jobs are one reason for the low supply in nursing personnel. In our study, we analyse the influence of job characteristics on the attractiveness of nursing jobs. We address this issue via factorial survey analysis, an experimental method particularly suited to assessing personal opinions and less prone to social desirability bias than standard interview methods. Around 1300 (current and former) nurses in a distinct region in Germany were asked to rate a set of synthetic job postings, each of which contained information on 9 systematically varied job characteristics. We find that, first, attractiveness of care jobs is most strongly affected by rather “soft” characteristics such as atmosphere within the team and time for patients. “Hard” factors play a considerably smaller role. Second, one hard factor, contract duration, is estimated to be among the most important job factors, however. This is a remarkable finding given that nursing occupations suffer from severe skill shortages. Third, though wage has a statistically significant influence on attractiveness, enormous wage raises would be needed to yield higher attractiveness gains than the top-rated soft factors, or to compensate for less pleasant job characteristics with respect to those factors. Last, even after controlling for other job characteristics, hospital nursing is still rated as more attractive than geriatric nursing.

Perspective of Teamwork Effectiveness and Its Relation with Job Attraction and Organizational Commitment among Staff Nurses

Perspective of Teamwork Effectiveness and Its Relation with Job Attraction and Organizational Commitment among Staff Nurses

The Spirit of Adventure: A Driver of Attractiveness of the Hospitality Industry for Young People during a Pandemic Crisis.

The COVID-19 pandemic has strongly affected tourism and leisure activities worldwide, especially in the hospitality and tourism sectors. Within this context, this study aimed to evaluate the impact of the pandemic on the future attractiveness of the hospitality industry (HI) to young people. The conceptual model underpinning the empirical research proposes a direct relationship between job attractiveness and the spirit of youth adventure. Findings prove that young people are enthusiastic about working in the HI because they can easily practice their creative ideas. Communicating with other people and dealing with clients’ complaints is challenging for them in the pandemic crisis created by COVID-19. The results are of interest to policymakers in terms of suggestions on how to transform the challenges into opportunities by using the constraints imposed by the pandemic crisis that have limited the socialisation between people, enhancing the creativity of young people, and motivating them to work in the HI. Moreover, our research provides managers and other decisionmakers with some motivational factors to increase the attractiveness of their companies to young people and suggestions helpful to scholars involved in HI research to cultivate resilience capabilities by giving them inherent skills.

Mission of the Company, Prosocial Attitudes and Job Preferences: A Discrete Choice Experiment

We conduct a discrete choice experiment to investigate how the mission of high-tech companies affects job attractiveness and induces self-selection of science and engineering graduates with respect to their prosocial attitudes. We characterize mission by whether or not the company combines its profit motive with a mission on innovation or corporate social responsibility (CSR). Furthermore, we vary job design (e.g. autonomy) and contractible job attributes (e.g. job security). We find that companies with a mission on innovation or CSR are considered more attractive. Women and individuals who are more altruistic and less competitive feel particularly attracted to such companies.

Mission of the company, prosocial attitudes and job preferences: A discrete choice experiment

We conduct a discrete choice experiment to investigate how the mission of high-tech companies affects job attractiveness and contributes to self-selection of science and engineering graduates who differ in prosocial attitudes. We characterize mission by whether or not the company combines its profit motive with a mission on innovation or corporate social responsibility (CSR). Furthermore, we vary job design (e.g. autonomy) and contractible job attributes (e.g. job security). We find that companies with a mission on innovation or CSR are considered more attractive. Women and individuals who are more altruistic and less competitive feel particularly attracted to such companies.

Conditions for distributed leadership practices among managers in elder- and disability care organizations: A structural equation modeling approach.

Against the backdrop of worldwide increases in life expectancy, there is a growing concern about the future of health and social care services in many countries, including Sweden. This is not least due to expected cutbacks in tax revenues and increasing staff shortages in the welfare sector. Challenges such as these have spurred leadership reforms aimed at mobilizing employee engagement and promoting job attractiveness. For instance, distributed leadership, whereby leader responsibilities are distributed and shared among team members, has gained momentum in recent decades. Nevertheless, there is still limited knowledge as to whether and how organizational conditions impact first-line managers' inclination to distribute influence and control. This study aims to examine the organizational precursors of two interrelated aspects of distributed leadership among first-line managers in municipal elder- and disability care: collaborative decision-making and the presence (or lack of) a participatory leadership approach. Utilizing survey data from managers working in the elder- and disability care sectors in the municipality of Gothenburg, Sweden (N=250), associations between conditions and aspects of distributed leadership were analyzed by means of Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM). Both aspects of distributed leadership were positively and significantly associated with managers' perceptions of having well-functioning collaborations with their employees (β=0.277 [0.122-0.432]; β=0.492 [0.346-0.637]) as well as with the managers' active participation in development work aimed at, e.g., promoting organizational trust (β=0.242 [0.039-0.446]; β=0.251 [0.103-0.398]). No significant associations between distributed leadership and support from senior management or positive collaborations with support functions were observed in the controlled analyses. However, managers' perceptions of organizational governance deficits were shown to be significantly and positively associated with having a more participatory leadership approach (β=0.261 [0.032-0.491]). In line with the notion of distributed leadership as a "collective activity", which is realized in the interaction between managers and their employees, the findings demonstrate that trusting collaborations with responsible and knowledgeable employees play a key role in its practical implementation. Also, distributed leadership, and the work team relations through which it is enabled, are likely to mutually and positively reinforce each other. Additionally, the analyses revealed that managers' experiences of poor organizational governance appear to promote certain distributed leadership practices. Potentially, this could be because such deficits encourage them to seek support and guidance from their employees, but more research exploring these mechanisms is needed.

Factors Associated with Intention of Serbian Public Health Workers to Leave the Job: A Cross-Sectional, Population-Based Study.

Recruitment and retention of public health workers (PHWs) is crucial for the optimal functioning of the public health system at a time of budget cuts and the threat of a pandemic. Individual and job-related variables were examined by univariate and multivariate logistic regression to identify predictors of the intention to leave a job during the COVID-19 outbreak among Serbian PHWs in 25 institutes of public health (n = 1663 respondents, of which 73.1% were female). A total of 20.3% of PHWs intended to leave their current job within the next five years. Males and persons aged younger than 55 years who had additional practice were more likely to report an intention to leave their job than females, those older than 54 years and those without additional work. While uncertainty and fear of infection during the COVID-19 pandemic were almost perceived as job attractiveness, other job-related characteristics were identified as significant barriers to maintaining the sufficient capacity of qualified PHWs in the future. Authorities need to address these factors, including the following: the feeling of tension, stress or pressure, and unavailability of information during the COVID-19 pandemic, as well as dissatisfaction with respect, valuation, and the job in general.

Choice Modelling of a Car Traveler towards Park-and-Ride Services in Putrajaya to Create Green Development

Putrajaya is facing an increasing number of private car ownership and its usage. Integrated transportation infrastructure connecting the city with suburban areas and comparatively low-cost housing schemes are at the fringes of Putrajaya City. It creates a discrepancy between housing and employment attentiveness. Due to the attractiveness of jobs in the city centre, commuters’ travelling pattern is morning/evening peak hours, and it leads to traffic congestion on a few major artilleries leading to and from the city. In contrast, Putrajaya was designed to achieve a 70:30 modal split ratio. This policy was introduced to target 70% of the commuters towards a sustainable mode of transport as their mode choice. Currently, congestion in Putrajaya is due to the use of single-occupant vehicles (SOV). The SOV users cannot be convinced to use the park-and-ride services (P&amp;RS) without understanding their travel behaviors. Therefore, the mode choice models (MCM) were developed through binary logit regression (BLR) approaches to determine the factors that influence the SOV travelers’ decisions to adopt the P&amp;RS. As a result, several factors, which included the socio-demographic factors, travel time, travel expenses, environmental protection, avoiding stress, parking problems, vehicles sharing, and traveling directly, were found to be significant and will promote green development. Furthermore, the quality of the developed mode choice model was validated through the training and testing approach of logistic regression. Ultimately, this study can help stakeholders to encourage SOV users towards P&amp;RS by overcoming these factors.

Intensive Care Unit Nurses’ Work Life Balance, Job Attraction and Retention

Background: Intensive care units (ICUs) nurses face many challenges stem from complexity of patient care, work overloads, limitation of time, working environment and administrative duties which would affect their work life balance, job attraction and retention. Aim of this study was to explore the relationship between work life balance, job attraction and retention among ICUs nurses. Methods: Descriptive – co-relational design was used. The study was conducted at ICUs at Tanta University Main Hospital on all the available (190) nurses. Three tools for data collection were used. Tool (I): Work Life Balance Questionnaire. Tool (II): Job Attraction Assessment Scale and Tool (III): Job Retention Assessment Scale. Results: More than half (59%, 55%) of ICUs nurses’ perceived a- low level of work-life balance and job retention respectively. Beside, more than half (61%) of them perceived a moderate level of job attraction. Conclusion: It was concluded that the work life balance was positively correlated with job attraction and retention. Therefore, it was recommended that hospital administrators and nurse managers need to adopt strategies for promoting ICUs nurses’ work life balance so their job satisfaction, attraction and retention will be improved.

Are long-term care jobs harmful? Evidence from Germany.

Like many OECD countries, Germany is currently facing a shortage of long-term care (LTC) workers. This situation is concerning in the context of the ageing of the German population. A potential reason why Germany fails to recruit and retain LTC workers is that LTC jobs are particularly demanding (physical and psychological strain) which may be harmful to health. However, there is a lack of empirical evidence demonstrating this effect. This article fills the gap in the literature by exploring to what extent LTC jobs reduce workers' health over time. We estimate a dynamic panel data model on the German Socio-Economic Panel (v.35; 1984-2018), which allows adressing selectionissues into occupations. Our paper provides innovative findings on the impact of LTC occupations on workers' health. We confirm that LTC jobs have a negative impact on self-reported health. Our results have strong policy implications: we emphasize the need to provide sufficient assistance to LTC workers, who are at risk of facing more health issues than other workers. This issue is key to increase the attractiveness of LTC jobs and reduce turnover in the LTC workforce.

Gender and career in cardiology-across-sectional study.

The proportion of women as leading physicians in cardiology in university medicine has stagnated and the share of women in senior positions in cardiology is low compared with other medical specialist fields. Here, we analyze the typical barriers for women as doctors in cardiology and point to issues that make the discipline less attractive for both genders. In across-sectional study, astandardized online questionnaire was sent to 3873 members of the German Cardiac Society (DGK). Answers from 567 (278women, 289 men) were analyzed, using comparisons between groups, correlation analyses, and tests of normal distribution. For 47.4% of respondents (52.0%, of women; 42.8%, of men; p = 0.049), training had lasted longer than anticipated. Average monthly gross income (full-time work) differed significantly between women and men as specialists (p = 0.004) and assistant doctors (p = 0.030). Of women, 32.1% had experienced sexual harassment in the workplace. The main arguments against acareer in university medicine were anextremely competitive working climate (66.7% of women, 63.2% of men), lack of work-life balance (66.7% women, 55.3% men), and excessive workload (57.8% women, 62.5% men). As strategies to increase job attractiveness, both mentioned measures to improve the work-life balance, and the flexibility of working times and improved financial provision. Women asked for gender balance at management level (76.3% vs. 32.9% of men) and opportunities for sharing management tasks (82.4% vs. 57.9%). Flatter hierarchies were requested by more men (67.1 vs. 54.8%). Further development of the work culture in cardiology seems necessary. In order to increase the attractiveness of the field overall and to provide equal opportunities in cardiology, more targeted support should be provided to young doctors and more flexibility introduced into work.

Job attraction and career choice motivation in a socialist-market economy: the case of the young Vietnamese workforce

ABSTRACT This paper aims to explain the career choice motivation of young workers in a non-Western setting, Vietnam. After witnessing the greater role of the relatively small but competent bureaucracy in East Asia, many have assumed that ‘pervasive and powerful’ bureaucracy also occupies a similar prestigious position in the rapidly growing Vietnam. For the past decade, however, declining talent acquisition in the public sector indicates that good quality workers are leaving or not choosing public sector jobs. What job motivators and perception on the government jobs affect the younger generation’s career choice in Vietnam? Based on the classic motivation theories and Public Service Motivation (PSM) framework, we surveyed fresh graduates and final year university students (n = 433) and found that there is a positive relationship between public career choice and motivation to serve the public as PSM theory expected. Yet, our data show that traditional job motivators such as materialistic benefits, job security, and stability were more important for the young Vietnamese. From a comparative perspective, this suggests that Vietnamese bureaucracy, regardless of its power and pervasiveness, needs substantial improvement by meeting public workers’ basic sanitation needs and working environment to recruit quality manpower for continuous economic success.