Job Offer Research Articles

Turning Down a Job Offer Professionally: Maintaining Positive Relationships for Future Opportunities

This article provides research-backed guidance on how to effectively decline a job offer while preserving professional relationships and future opportunities. It emphasizes the importance of interpersonal skills like communication, relationship-building, and impression management when delivering challenging news. Drawing on theories of politeness, impression management, and organizational behavior research, the article outlines best practices: expressing sincere gratitude, offering a clear yet diplomatic explanation focused on personal fit rather than criticisms, and closing on a positive note that leaves the door open for future contact. By handling a job offer decline with finesse and consideration, candidates can turn down a role in a way that strengthens, rather than harms, professional connections. The article concludes that carefully declining an offer taps into broader leadership principles of cultivating talent through positivity, transparency and rapport, ultimately benefiting all involved parties over the long term.

Taking A Job Offer From A Competitor: A Career Move In Paradox

It was a bit hot day in December 2005; Syed Zainal was driving his car back to his home in Kuala Lumpur. It is already afternoon, and the sun is slowly setting down while he is driving his car on the congested roads of Kuala Lumpur. ‘I am a corporate guy looking for career opportunities, and I learn about making the best out of any given opportunity,’ Syed Zainal narrated his career progression mindset. Syed Zainal went for a job interview at the Proton head office in Kuala Lumpur. He met with the board of directors at the Proton head office. The board offered Syed Zainal the opportunity to join the Proton group and lead the production operation at the group level. Syed Zainal finished his interview for the position of managing director of Proton Group (The largest Malaysian car production group) and slowly driving back toward his home and thinking about the offer, the competition Syed Zainal gave to the Proton Group, and the lifetime opportunity coming in the shape of the current job offer. Syed Zainal has to decide and provide the answer next week. Syed Zainal was building steady capacities at the Perodua car manufacturing (A competitor of the Proton group); Syed Zainal spent a good ten years at Perodua company and became deputy managing director in the same year. A good job offer is at hand, and Syed Zainal needs to make a critical decision of his life to accept the new job offer to start a career at Proton Group (the biggest car production group in the country) or keep working with the Perodua (the second large production group in the country. Proton Borad wants the answer from Syed Zainal by next week.

The Effect of the Economy on the Relationship Between Pay, Work, and Job Offer Attractiveness

Abstract: We examine the influence of two factors beyond pay on applicants’ job offer evaluations in the IT and hospitality industries – whether an offer’s expected work hours influence attraction and whether job applicants’ perceptions of the economy influence attraction. Using a policy-capturing approach and a sample of 49 university students (882 total observations), we hypothesized that (a) the number of hours also matters when evaluating a job offer and (b) the economy moderates the relationships between hours worked and offer attractiveness and pay and offer attractiveness such that job offers would be more attractive under a weak economy than under a strong economy. Our findings suggest that the amount of work matters to applicants and that more research is needed to understand how macro factors like the economy impact important work evaluations.

The Menace of Ghost Workers, Job Racketeers, and Creators of Online Job Offer Scam Sites on Unemployment in Nigeria: A Mathematical Model Analysis and Control

The Menace of Ghost Workers, Job Racketeers, and Creators of Online Job Offer Scam Sites on Unemployment in Nigeria: A Mathematical Model Analysis and Control

Long – Term Distribution of the Job Offer in Romania and Job Polarization

In the case study we aim to analyse the long-term distribution of vacancies on the Romanian labour market. This approach allows us to identify one of the long-term consequences of the digitalization of the economy, namely polarization. Polarization can be viewed from several perspectives, but here we are only referring to the polarization of the job supply. The phenomenon implies a significant reduction in interest in mid-level jobs. Thus, to identify the probability that this phenomenon will already manifest itself in Romania, we carried out an analysis with the help of Markov chains. In this way we will identify the occupations that could be the most numerous in the long run in Romania. Even if Romania does not indicate an obvious polarization of the labour market, in the long run, clues in this regard can be identified. There is a system of vocational training at national level, but it does not cover the prospects of the labour market.

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

How to Get a Job Offer from a Smaller Joint Teaching‐Research Mission University and What to Do Once You Have It

Construction of an Ontology-based Document Collection for the IT Job Offer in Morocco

Construction of an Ontology-based Document Collection for the IT Job Offer in Morocco

Effects of Academic Performance and Athletic Performance on Athletic Students’ Getting a Job Offer from Companies Preferred by College Students

Effects of Academic Performance and Athletic Performance on Athletic Students’ Getting a Job Offer from Companies Preferred by College Students

Acceptance Deadline and Job Offer Design

Acceptance Deadline and Job Offer Design

Hospitality Fresh Graduates’ Competency and Hotel Job Offer Decisions

Fresh graduates are the future generation that will keep the hotel industry regain its ground in this uncertain pandemic era. Hotels need to recruit prospective employees with desired skills set which could increase their performance in delivering the best service to their guest. This study was conducted to help fresh graduates to see what is the element of competency that hotels look into in deciding to hire a new employee. The elements of competency which are communication, cognitive, leadership, problem-solving, and human relation was examined to identify their effects the hotel job offer decisions in Malaysia. Data required for this study was collected through self-administered questionnaires to 205 hotel human resources (HR) managers and personnel involved in selecting and recruiting employees. The data gathered were analysed using SPSS statistical tool, and was found that all elements of competency were positively related to HR’s job offer decisions. The study highlights the element of problem-solving skills as the important element of competency that HR managers expects from fresh graduates.

Job Offer Negotiations: Helping Students Negotiate Their Job Offers

Students who do not negotiate their job offers often leave value on the table, which will compound over time and perhaps throughout an entire career. The purpose of this article is to present a process that has been successfully used to instruct management students regarding what to communicate during their job offer negotiations. Sample statements are provided so that students can communicate with prospective employers in a way that will allow them to maximize the value of their job offers while maintaining the relationship with the prospective employer. The connections between this teaching practice and the extant research literature as well as research questions that emanate specifically from these connections are also discussed.

How eco-compensation contribute to poverty reduction: A perspective from different income group of rural households in Guizhou, China

In recent years, eco-compensation in China, or more internationally termed as the payments for ecosystem services (PES) has emerged as an important policy instrument for not only environment management, but also poverty reduction. In the individual eco-compensation programs, there are usually some additional objectives other than ecosystem protection, among which poverty alleviation is the most important. In the policies on poverty alleviation, the central government of China lists eco-compensation as one of the five major approaches to alleviate poverty. However, there is little empirical evidence of the effectiveness of eco-compensation programs on poverty alleviation. This paper uses the field survey data of rural households in three poverty-stricken counties in Guizhou Province, China to evaluate the poverty alleviation effect of different eco-compensation programs on different income group of rural households. Research indicates that: for the eco-compensation programs with direct cash payment, the Sloping Land Conversion Program has a significantly positive impact on high-to-medium income group. The project of Ecological Forest Compensation Program has no significant impact on all income groups. The Ecological Job Offer Program has a great positive impact on the income of low-income households. Our research highlights that i) different eco-compensation programs might have different impacts on the same income group of households; ii) a specific eco-compensation might have different income impacts on different income groups of households; and iii) eco-compensation does not necessarily contribute to poverty reduction unless the eco-compensation scheme is purposely designed for it.

Lay Theories of Juggling Work and Family Shape Job Offer Evaluations: A Policy-Capturing Study

Lay Theories of Juggling Work and Family Shape Job Offer Evaluations: A Policy-Capturing Study

Impacts of Industrial and Entrepreneurial Jobs on Youth: 5-Year Experimental Evidence on Factory Job Offers and Cash Grants in Ethiopia

We study two interventions for underemployed youth across five Ethiopian sites: a $300 grant to spur self-employment, and a job offer to an industrial firm. Despite significant impacts on occupational choice, income, and health in the first year, after five years we see nearly complete convergence across all groups and outcomes. Short run increases in productivity and earnings from the grant dissipate as recipients exit their micro-enterprises. Adverse effects of factory work on health found after one year also appear to be temporary. These results suggest that one-time and one-dimensional interventions may struggle to overcome barriers to wage- or self-employment.

若年者雇用対策における中小企業の位置づけ―「新卒一括採用システム」の見直しと既卒者支援を中心に―

若年者雇用対策における中小企業の位置づけ―「新卒一括採用システム」の見直しと既卒者支援を中心に―

The Effect of Social Skills on a Timing of Getting the First Job Offer in Job-Hunting Activities among Japanese University Students

The Effect of Social Skills on a Timing of Getting the First Job Offer in Job-Hunting Activities among Japanese University Students

Look Before You Leap (A): Considering a Job Offer With an Early-Stage Company

In the fall of 2007 a senior director of product marketing at Qwest in Denver, Colorado, gets an offer to work for an entrepreneurial high-growth venture. The vision is for greater wealth, accelerated business opportunity, more thrill on the job, and faster path to leadership by pursuing a position with a start-up firm. Kiva Allgood has management responsibility in her current position (e.g., manages a high-budget portfolio), with compensation of $145,000 in salary and incentive bonuses up to 100% of base salary. She realizes that she is not prepared for the negotiation because she has only negotiated job offers within large firms. She needs to know what many of these entrepreneurial finance terms mean and to understand whether she is being offered terms and amounts commensurate with the value she feels she will bring to the entrepreneur. She also needs to understand her opportunity cost and the expected value of her options: staying with the current job, starting her own venture, or taking this offer at the entrepreneurial venture. She had no idea there were also so many additional, non-financial factors to take into consideration. With her future on the line, she needs to work through the numbers fast. The entrepreneur gave her five days to come back with a counter offer, which he considered a generous amount of time. In evaluating these questions, students will take Allgood's point of view. The case is based on a real job offer to a real person named Kiva Allgood. The entrepreneur and his firm are fictitious in order to heighten the issues in this situation.Exposes customary negotiations between a prospective employee and an entrepreneur, taking into account the valuation of the entrepreneurial firm, salary, stock options, ownership percentage, etc.; Examines the difference between considering a position with an entrepreneurial venture and one at a stable corporate organization; Looks at typical compensation criteria for entrepreneurial venture capital-backed firms; Introduces method for assessing an entrepreneur as a prospective future employer.

"You're Hired!" - An Analysis of the Perceptions and Behaviors of Library Job Candidates on Job Offer Negotiations

"You're Hired!" - An Analysis of the Perceptions and Behaviors of Library Job Candidates on Job Offer Negotiations

Belief-Rule-based Decision Support System for Evaluating of Job Offers

The word „Job‟ term as a regular activity performed in exchange for payment is considered as one of the most important activities for many families worldwide .Evaluation is necessary when more than one opportunity come to an individual personality. Then it requires the job offer evaluation. To fulfill their desired goal, it is the‟ evaluation‟ which assesses them well. This involves many factors to be measured and evaluated. These factors are expressed both in objective and subjective ways where as a hierarchical relationship exists among the factors. In addition, it is difficult to measure qualitative factors in a quantitative way, resulting incompleteness in data and hence, uncertainty. Besides it is essential to address the subject of uncertainty by using apt methodology; otherwise, the decision to choose a job will become inapt. Therefore, this paper demonstrates the application of a novel method named belief rule-based inference methodology-RIMER base decision support system(DSS), which is capable of addressing suitable job by taking account of large number of criteria, where there exist factors of both subjective and objective nature.

Job Offer Negotiation Process and the Effects on Job Satisfaction Levels

This study investigates the effect the job offer negotiation has on future job satisfaction. Research is reviewed and gathered to relate job satisfaction with quality of life and time off not only taken by an employee but the effects of company culture and attitudes toward employees taking time off. This study takes a look at the effects of burnout on employees and their production levels as well as how this burn out effects job satisfaction. A theory is presented, for future research, which an employer can create job satisfaction and even increase productivity simply by encouraging their company culture to support more quality family lives among its employees paired with time off to recharge. Effects of high levels of job satisfaction and future directions to link characteristics such as race, age, and gender are explored.