Job Pursuit Intentions Research Articles

Robots and humans working together: factors influencing job pursuit in sustainable diverse hospitality environments

ABSTRACT This study aims to investigate the effects of personal innovativeness, information sharing, environmental, social, and governance sustainability, sustainable diversity, valence, and instrumentality on job pursuit intention in diverse hospitality environments where robots and humans collaborate, comparing prospective White and non-White employees. Drawing on sustainable diversity and inclusion theory, a framework incorporating these factors was developed and tested using Generalised Linear Modelling (GLM) and fuzzy-set Qualitative Comparative Analysis (fsQCA). GLM and FsQCA revealed that six independent variables are necessary for high job pursuit intention in White and non-White groups, while the two groups had notable similar but different configuration requirements regarding diversity and technology.

The Association Between Corporate Environmental Sustainability, Environmental Awareness, And Job Pursuit Intention

Taiwan, renowned as a global leader in technology, boasts a manufacturing sector that accounts for more than 30%of its GDP. With the growing public knowledge of climate change, there has been a notable rise in environmental awareness among contemporary societies, influencing how businesses are perceived based on their environmental practices. This research targets potential job candidates in the tech sector, employing semi-structured interviews with individuals educated in engineering and related disciplines within Taiwan. It delves into three core questions, aiming to uncover: (1) whether individuals with environmental awareness prefer to work for committed companies to environmental sustainability; (2) if environmentally aware employees can facilitate the adoption of sustainable practices within their companies; and (3) whether a company's dedication to environmental sustainability enhances its appeal to prospective employees, thereby aiding in the recruitment and retention of top talent. Findings indicate that all participants are environmentally aware and eager to support workplace sustainability initiatives. Individuals with employment options often opt for companies with robust environmental reputations. Conversely, those encountering challenges in securing employment tend to prioritize immediate job availability over the environmental standing of the company. The study concludes with several recommendations to foster environmental awareness across various sectors, including government, media, businesses, educational institutions, and individuals.

Corporate social responsibility and job pursuit intention: the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness

PurposeThis study aims to examine the relationship between corporate social responsibility (CSR) and job pursuit intention (JPI), and the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness in this relationship. CSR is measured based on internal and external CSR.Design/methodology/approachBy adopting quantitative approach, data was obtained through survey questionnaire from 420 bachelor’s degree university fresh graduates from five universities in Malaysia who are actively seeking for jobs. Data was analysed using structural equation modelling technique.FindingsResearch findings show that internal and external CSR positively impact job seekers’ perception of employer prosocial orientation. Job seekers’ perception towards employer prosocial orientation has a significant positive impact on value congruence. Value congruence has a significant positive influence on employer attractiveness. Finally, employer attractiveness has a significant positive impact on JPI.Practical implicationsThe findings are useful for human resources management. Organisations (employers) should focus on effective internal and external CSR practices through a prosocial orientation approach to attract the best talents and create a strong position in the job market.Originality/valueThis study extends the Signalling Theory and P-O Fit theory by applying them to an entirely different context of CSR and JPI, by incorporated the holistic job seekers’ psychological processes of the recruitment signals (internal and external CSR), signalling process and person-organisation fit (perception on employer prosocial orientation, value congruence and employer attractiveness) thoroughly.

Green Human Resource Management and Job Pursuit Intention: Role of Individual Green Values

The focus on achieving environmental sustainability has led to the implementation of green human resource management (GHRM) practices in various organizations. Many studies have investigated the effect of GHRM practices on existing employees in developed countries. However, limited studies have examined how prospective job seekers perceive GHRM practices in an organization before entering the workplace in developing countries, especially in the Egyptian context. Drawing upon signalling theory, social identity theory and person-environment fit theory, this study aims to bridge this gap by examining the effect of perceived green human resource management (GHRM) practices on the job pursuit intention (JPI) of prospective job seekers in Egypt. A moderated mediation model was proposed, with organizational attractiveness (OA) as a mediator and individual green values (IGV) as a moderator. The sample consisted of 219 final-year undergraduate business students registered in the College of Management and Technology in the Arab Academy for Science, Technology, and Maritime Transport, Alexandria, Egypt. The study used an experimental scenario-based approach where perceptions of individuals were examined toward a hypothetical company using self-administered questionnaires. Direct, mediation, moderation, and moderated mediation models were analysed using linear, multiple regression analysis, and bootstrapping procedures (PROCESS macro extension to SPSS) with the help of SPSS version 26. Results supported the significant positive influence of GHRM on JPI and OA mediated the GHRM-JPI relationship. In addition, IGV moderated the GHRM-OA-JPI relationship. The study provided various theoretical and practical implications for scholars and practitioners. Study limitations and suggestions for future research are also discussed.

Cultural influences on internship development value and job pursuit intention: An exploratory comparison of student experiences in France and the United States

Internships are increasingly becoming an essential facet of a student's portfolio because of demonstrated linkages with employability and career opportunities. While undergraduate internships have expanded globally, most studies have examined the relationship between internship characteristics and student outcomes within a single country. In this cross-cultural study, we examine the generalizability of existing findings using survey data from 210 university students in France and the United States (U.S.). Results showed that in both countries the internship characteristics of supervisor support and mentoring, autonomy, and task goal clarity positively relate to student perceptions of the developmental value of their internship and job pursuit intention with the intern-host. However, the nature of these relationships varies, with U.S. students benefiting more from greater autonomy, while French students benefit more from increased supervisor mentoring. Contrary to expectations, increased task goal clarity led to poorer outcomes for French students. We discuss the implications of our findings for students and higher education institutions, intern-host organizations, and future cross-cultural research on internships.

When words are not enough: The combined effects of autism meta‐stereotypes and recruitment practices aimed at attracting autistic job‐seekers

AbstractBased on research on meta‐stereotypes and signaling theory, we examined the effects of organizational signaling on the attraction of autistic applicants. Our model predicted that meta‐stereotypes and the combination of expressed and evidence‐based autism‐conscious signals would have simple and joint effects on candidates' fit perceptions, which would, in turn, affect their job pursuit intentions. Further, we expected that the effect of signaling on our outcomes would be weaker among candidates with strong negative autism meta‐stereotypes. Prior to testing our hypotheses, we conducted a focus group to determine the supports that autistic job seekers deemed most important. As the ability to work from home (WFH) was overwhelmingly the most cited support, we included this as our evidence‐based signal. Specifically, we examined the combined effect of disability‐conscious (vs. disability‐blind) diversity statements and WFH (vs. retirement benefits) on expected fit and subsequent job pursuit intentions. Both meta‐stereotypes and combined signals significantly influenced fit expectations. Further, the autism‐friendly signals significantly affected the fit of candidates with weak and moderate negative meta‐stereotype, but not the fit of candidates with strong meta‐stereotypes. In addition, our results indicate that the signal x meta‐stereotype interaction had an indirect effect on job pursuit intentions. Findings are discussed vis‐à‐vis the research on signaling theory and practical guidance is offered to employers seeking to attract the growing number of autistic job seekers.

How and Why Commitment-Focused Hospitality Employee Recognitions Attract Growth-Minded Job Seekers: An Inspiration Theory Perspective

Applying inspiration theory, this research contrasts the effect of commitment- versus achievement-focused social media employee recognition on growth- versus fixed-minded job seekers’ perceived organizational attractiveness and job pursuit intentions. Results across two studies show that growth-minded job seekers exhibit significantly higher levels of perceived organizational attractiveness and job pursuit intentions toward commitment-focused (vs. achievement-focused) recognition. In contrast, there was no discernible difference among fixed-minded job seekers. Notably, these effects were moderated by recognized individuals’ organizational status (i.e., employee vs. management) and the recognition reshare party (i.e., recognized individual vs. company). Moreover, the findings observed that the conditional effects were underpinned by the mechanism of inspiration. This research offers valuable insights for the hospitality management literature and provides pragmatic recommendations for hospitality firms and HR professionals aiming to attract growth-minded potential employees.

EXTERNAL LOCUS OF CONTROL: TALENT ACQUISITION IMPLICATIONS FOR THE HOSPITALITY AND TOURISM SECTOR POSTCOVID 19

Purpose – This paper is presented through the lens of Social Cognitive Theory (SCCT) (Lent et al., 1994), and seeks to examine the role of parental influence and internship programs on Job Pursuit Intentions (JPI) in the Vietnamese Hospitality and Tourism industry. Methodology/Design/Approach – Data were collected through a survey of fourth-year Hospitality and Tourism students at six universities in Ho Chi Minh City, Vietnam. Student responses to a series of prepared questions allowed structural relationships to be developed between key variables, which were illuminated through the deployment of Structural Equation Modeling (SEM) using Smart-PLS. Findings – The study found that parental support and internship programs significantly affect JPI. This research also revealed the potential for using SCCT in JPI examinations. Further, it indicated that the relationship between parental support and JPI and the relationship between internship programs and JPI are moderated by External Locus of Control (ELOC). Originality of the research - This research deploys a novel application of SCCT within a collectivist society with Confucian values in the context of JPI amongst Vietnamese hospitality and tourism students. It further gives insight for human resources departments of H&T foreign brands and universities on how to better target student and graduate recruitment.

How Does Green Human Resources Management Practice Influence The Job Pursuit Intention of Millennial Generation in Indonesia and Malaysia?

Green Human Resource Management (GHRM) practice is a set of activities in human resources that involve environmental aspects in their implementation. In 2020, with the millennial generation making up the largest proportion of the workforce, they will wield significant influence over business trends. Previous research indicates that job pursuit intentions are influenced by organisational attributes, emphasising the need for companies to understand the important values held by their future workforce. The purpose of this study is to measure millennials' perceptions of the influence of GHRM practices on their intention to seek employment in Indonesian and Malaysian companies and to analyse the impact of the implementation of GHRM practices in the company on millennials' intention to seek employment, using pro-environmental consciousness as a moderator. The data used in this research were primary data obtained through questionnaires with the Likert scale and the scenario-based study, and secondary data from the central statistical board and other literature that supports the research. The respondents in this study were final-year students at IPB University Indonesia and University Putra Malaysia. Data were analysed using descriptive analysis, hierarchical linear regression analysis, and bootstrapping in SPSS 22. The results show that GHRM is positively significant with job pursuit intention (JPI), whereas personal pro-environmental consciousness was not given the significant effect between GHRM and JPI. Implementing GHRM practices is indispensable for companies seeking to attract millennial talent. These practices can be implemented using both push and pull strategies, embedding pro-environmental aspects.

Social Identity Signaling in Public Relations: Job Pursuit Intention among Students With Marginalized Racial and Ethnic Identities and Queer Identities

ABSTRACT This study is one of the first research investigations that examined the effectiveness of DEI cues on a fictitious public relations agency’s website in attracting early-career practitioners with marginalized racial and ethnic identities and queer identities by conducting a 2 (identify as marginalized or not) x 2 (high or low DEI cues) between-subject online experiment. By integrating social identity theory, intergroup emotions theory, and signaling theory, the present study provides an overview of the cognitive and affective process underlying how public relations students perceive DEI cues and evaluate a workplace. This study highlights the importance of DEI efforts and communication of such efforts and provides critical social-psychological insights for public relations research.

Modeling entrepreneurial job pursuit intention: Moderation of learning goal orientation

Drawing upon social cognitive theory, this study presents a model of entrepreneurial job pursuit intention (EJPI) by concurrently justifying problem solving efficacy as a mediator and learning goal orientation as a moderator. In the model, EJPI is influenced by relational support and environmental friendliness directly and indirectly through problem solving efficacy. Furthermore, learning goal orientation is hypothesized to moderate the effects of relational support, problem solving efficacy, and environmental friendliness on EJPI. Empirical evaluations are demonstrated based on the data of graduate students in a top tier university in Taiwan. Finally, implications about vocational learning and management education are discussed.

CEO ethical leadership as a unique source of substantive and rhetorical ethical signals for attracting job seekers: The moderating role of job seekers' moral identity

SummaryResearch suggests that CSR is increasingly becoming an ambiguous signal of ethical information for external stakeholders. This is because a variety of firms—including those that are morally responsible and those that have been implicated in corporate scandals—routinely adopt CSR policies and invest in CSR initiatives. Not surprisingly, this trend has contributed to rising public skepticism of CSR. In the current research, we examine the unique role of CEO ethical leadership (i.e., relative to CSR) as an alternate source of substantive and rhetorical ethical signals for an important stakeholder group: job seekers. Integrating signaling theory, and the elaboration likelihood model, we argue that CEO ethical leadership substantively signals how fairly an organization treats its employees and its commitment to social and environmental responsibility. We further propose that ethical CEOs serve as a source of rhetorical signal that triggers moral elevation in job seekers. Using a policy capturing methodology in Study 1, we find that real job seekers place significantly greater weight on CEO ethical leadership in making job pursuit decisions compared to CSR. CEO ethical leadership also uniquely predicts job pursuit intentions relative to traditional factors such as salary, person‐job fit, and person‐organization fit. In a second, quasi‐experimental field study (Study 2), we find support for the three hypothesized signaling mechanisms through which CEO ethical leadership influences job seekers. In a third, quasi‐experimental field study (Study 3), we find that job seekers with strong (versus weak) moral identities are more likely to weigh the nuanced ethical information signaled by CEO ethical leadership compared to CSR. We discuss the implications of proactively advertising CEO ethical leadership during the recruitment process.

Green human resource management and job pursuit intention: mediating role of corporate social responsibility and organizational reputation

This study aimed to evaluate whether green human resource management practice encourages prospective candidates to join environmentally responsible enterprises through organizational reputation and corporate social responsibility. The sample was gathered from 402 students from various universities in Bangladesh using a pre-structured questionnaire. The link between the latent components has been explained by analyzing the obtained data using the Partial Least Squares Method (PLSM) of Structural equation Modeling (SEM). The findings indicated that green human resources management has a positive relationship with job pursuit intention and organizational reputation and that corporate social responsibility plays a significant mediating role in this relationship. Students studying in universities in Bangladesh reported having higher job pursuit intentions towards organizations that practice environmental responsibility. The results also show that green human resource management is a source for luring graduated students to pursue careers in green firms and will enable practitioners to combine green human resource management with their conventional human resource practices to employ qualified applicants. The results provide valuable insights into the nature of green human resource management and how the top management is committed to green initiatives in an emerging economy like Bangladesh. Also, the results will help the top management understand how to use green human resource management projects to create corporate social responsibility initiatives and an excellent corporate reputation and attract highly qualified, socially responsible employees to improve environmental performance in organizations. The national policymakers may also get input in designing a green human resource management policy for the economy. Bangladesh is a climate-vulnerable country with a minimal practice of green human resource management in the economy, so the empirical findings of this study will attract researchers, academicians, and practitioners of human resource management to carry out further research in the economy of this area. Finally, this study contributes to the body of knowledge in the still-emerging subject of green human resource management by empirically showing worthy outcomes.

Exploring halal tourism-related factors that mitigate employees’ job pursuit intention in halal hotels: The moderating roles of age and gender

An extensive review of the existing literature indicates a very limited amount of empirical investigation on the factors that mitigate employee job pursuit intention (JPI) in halal hotels. This paper therefore aims to investigate the impact of negative perceptions of halal tourism, suspicion toward halal tourism, and the future of halal tourism on employee JPI in halal hotels in Türkiye. The paper also examines the moderating roles of age and gender in built relationships. The data was collected from 520 employees working in hospitality companies. The research model tested via partial least squares structural equation modeling (PLS-SEM) and multi-group analysis. The findings indicate that employees’ negative perceptions of and suspicion toward halal tourism have a negative effect on their JPI in halal hotels. It was also found that age moderated the effect of suspicion toward halal tourism on JPI. The findings are discussed and the theoretical and practical implications are presented.

Unique… like everyone else: effects and mechanisms of personalization appeals in recruitment advertising

Recruiters are faced with the challenge of replacing departing skillsets as older workers retire. To tackle this task of attracting new employees, recruiters often use advertising. Various employment platforms offer the option to personalize such employment ads by integrating individuals’ names and photographs in their ads. This research examines recruitment ad personalization effects on individuals’ responses under consideration of the mediating roles of perceived considerate treatment and reactance to the advertisement between ad personalization and organizational attractiveness, the latter being a means to increase job-pursuit intention and click intention. Across three between-subjects online experiments, we show that personalized job advertisements increase organizational attractiveness via a perception of being treated considerately by an organization. Perceived considerate treatment furthermore mitigates reactance effects on recipient responses and leads to increased click and job pursuit intentions. For some types of personalization, individuals’ sense of uniqueness reinforces the positive effect of personalization on perceived considerate treatment.

Employer Image and Job Pursuit Intention in the New S-Curve Industries in Thailand: The Mediating Role of Organizational Attractiveness

This study examines the mechanism through which organizational attractiveness links the association between employer image and job pursuit intention in Thailand’s new S-curve industries. It makes a significant contribution to research that examines how the pool of possible and young applicants in the developing economies of newly emerging industries can be enhanced. Structural equation modeling is used for data analysis. The findings, based on 520 third- and fourth-year undergraduate students from 20 public universities across Thailand, show that employer image is positively associated with job pursuit intention. Additionally, the association between employer image and job pursuit intention is partially mediated by organizational attractiveness. This is demonstrated using signaling theory and the theory of reasoned action as the overarching framework. Our findings have practical business implications. Specifically, recruiters should give job seekers information about their organizations, especially in the areas of training, job opportunities, and career development. This action can have two effects: it increases the attraction of job seekers to particular organizations; and it can encourage them to apply for jobs at the same organizations.

The impact of Chinese firm’s CSR practice on job pursuit intention of host country national: An investigation in Bangladesh

ABSTRACT Foreign-owned firms’ attractiveness as an employer is crucial for recruiting and retaining talented local job seekers since the new generation is concerned about the social image of their organization. Corporate social responsibility (CSR) is one of the practical tools to connect host country society and create social acceptability. Socially acceptable businesses are comparatively attractive to work with. Drawing on signaling theory to support the study findings, we used cross-sectional surveys with 182 local employees of export-oriented Chinese enterprises in Bangladesh export processing zone (EPZ) areas. We applied structural equation modeling (SEM) to assess the study hypotheses. In addition, Preacher and Hayes mediation analyses were used to evaluate the mediating effect of employer attractiveness on the relationship between corporate social responsibility (CSR) and job pursuit intention. The findings demonstrated a strong association between the research variables and indicate that CSR positively influences employer attractiveness and job pursuit intention. The results show that employer attractiveness partially mediates the impact of CSR on job pursuit intention. This research provides HR managers with practical insights for boosting employer attractiveness, which may play a crucial role in recruiting a competent local workforce. Future implications for HRD professionals and avenues for future research are discussed.

Employer Attractiveness of EMNEs: The Role of CSR in Overcoming Country-of-Origin Image Constraints in Developed Host Countries

Attracting a qualified workforce is a challenge for all companies but in particular for foreign subsidiaries of emerging market MNEs (EMNEs) in developed countries due to their double disadvantages of liability of foreignness plus liability of emergingness. Based on signaling theory, this study investigates whether corporate social responsibility (CSR) contributes to overcoming these liabilities. A web-based experiment with realistic recruitment webpages, involving 490 potential applicants from Germany, Switzerland and Austria, reveals that potential applicants in developed host countries have lower job-pursuit intention to EMNEs than to developed market MNEs, but that good CSR helps mitigate this negative effect. Nonetheless, we find that applicants are not intensively searching for CSR information on a recruitment webpage, constituting an impediment in EMNEs’ attempts to reap maximum benefits from their CSR engagement.

Job pursuit intentions of undergraduates towards green job positions and descriptions, green performance management, green employee relations with employers' prestige as the mediator

PurposeThe aim of this research is to explore the relationship between green job positions and descriptions, green performance management, green employee relations with job pursuit intentions and the role of employers’ prestige as the mediator.Design/methodology/approachA survey research design with a sample of 216 undergraduate specialising in the business fields from Malaysian private higher education institutions responded to the questionnaire, while purposive sampling and snowball sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires and Statistical Package for Social Science (SPSS), while partial least square structural equation modelling (PLS-SEM) via Smart-PLS was utilized to test the developed hypotheses of the research.FindingsThe results showed that only green employee relations has a significant relationship with job pursuit intentions out of the three direct hypotheses. As a result of assessing the mediating hypotheses, employers’ prestige mediates the effect of green job positions and descriptions and green employee relations on job pursuit intentions. Conversely, green performance management did not support the mediating association.Practical implicationsThis research recommended practitioners to adopt green HRM fundamentals to enhance EP, which results in JPI. Also, the research aids managers and practitioners by providing the outlook of green HRM from a job seeker’s perspective, which can embolden the managers and practitioners in planning a systematic human resource.Originality/valueThe study contributes by enriching the literature concerning the dimensions of green HRM, which is an emergent topic in the human resource field. Furthermore, the study advances by proposing GER in the research framework.

Why HR, corporate and marketing communication divisions should work together?

The aim of this study is to find out what factors can increase employer branding and job pursuit intentions from one of the banks in Indonesia. The data in this study were distributed to 114 respondents and evaluated using the PLS-SEM analysis technique. This study found no effect between product brand and job pursuit intention, but this effect changed when using employer branding. Meanwhile, the corporate brand was found to affect job pursuit intention either through employer branding or not. This study proposes developing a model by incorporating TPB theory into the previous framework. The findings of this study reveal that individual control can determine job pursuit intention. We make several contributions, such as (1.) Re-examining the inconsistency of findings from previous studies; (2.) Development of the initial research framework by adding individual control factors (subjective norms and perceived behavioral control), which we adapted from the TPB theory; (3.) We map out how the three communication channel functions (HR Internal Communication, Corporate Communication, and Marketing Communication) can collaborate for the company to get employees with high skills to continue to innovate and become the best workplace. For this reason, this research will provide practical and academic contributions that can be used as a reference for Bank management and further research.