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The Great Regression’S Impact On Construction Training Programs: Multi-Level Analyses Of Recruiting & Retention Concepts, John S. Gaal Edd Sep 2013

The Great Regression’S Impact On Construction Training Programs: Multi-Level Analyses Of Recruiting & Retention Concepts, John S. Gaal Edd

Online Journal for Workforce Education and Development

The intent of this practitioner-based research study is to determine if there is a difference in the attitudes of construction industry professionals—at local and international levels—towards various training-related recruiting and retention concepts. In light of the global economic malaise, training programs are being held to higher standards and, thusly, different metrics than in the past. In today’s environment, outcomes-based designs (versus outputs-based) have gained attention from both private and public funders of such training programs. Thusly, programs must adapt to the needs of the industry rather than rely on outdated materials and methods. To this end, a ...


Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez May 2013

Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez

Brian Rubineau

No abstract provided.


Missing Links: Referrer Behavior And Job Segregation, Brian Rubineau, Roberto Fernandez May 2013

Missing Links: Referrer Behavior And Job Segregation, Brian Rubineau, Roberto Fernandez

Brian Rubineau

The importance of networks in labor markets is well-known, and their job segregating effects in organizations taken as granted. Conventional wisdom attributes this segregation to the homophilous nature of contact networks, and leaves little role for organizational influences. But employee referrals are necessarily initiated within a firm by employee referrers subject to organizational policies. We build theory regarding the role of referrers in the segregating effects of network recruitment. Using mathematical and computational models, we investigate how empirically-documented referrer behaviors affect job segregation. We show that referrer behaviors can segregate jobs beyond the effects of homophilous network recruitment. Further, and ...


A Phenomenological Exploration Of Black Male Law Enforcement Officers' Perspectives Of Racial Profiling And Their Law Enforcement Career Exploration And Commitment, Gregory A. Salters Mar 2013

A Phenomenological Exploration Of Black Male Law Enforcement Officers' Perspectives Of Racial Profiling And Their Law Enforcement Career Exploration And Commitment, Gregory A. Salters

FIU Electronic Theses and Dissertations

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).

Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive ...


The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky Mar 2013

The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky

David B Lipsky

[Excerpt] The response to what many believe to be a serious decline in educational achievement and standards has been, so far, a spate of studies, commissions, and reports, all aiming toward reform of the education system. Most of the recommendations that have been implemented to date have come about through state-level legislation and mandates (Darling-Hammond and Berry, 1988). Education reformers disagree on the role of teacher bargaining in achieving their objectives. One wing of the reform movement believes collective bargaining is an obstacle to change and maintains collective bargaining is one reason the schools are in bad shape. But another ...


Missing Links: Referrer Behavior And Job Segregation, Brian Rubineau, Roberto Fernandez Jan 2013

Missing Links: Referrer Behavior And Job Segregation, Brian Rubineau, Roberto Fernandez

Articles and Chapters

The importance of networks in labor markets is well-known, and their job segregating effects in organizations taken as granted. Conventional wisdom attributes this segregation to the homophilous nature of contact networks, and leaves little role for organizational influences. But employee referrals are necessarily initiated within a firm by employee referrers subject to organizational policies. We build theory regarding the role of referrers in the segregating effects of network recruitment. Using mathematical and computational models, we investigate how empirically-documented referrer behaviors affect job segregation. We show that referrer behaviors can segregate jobs beyond the effects of homophilous network recruitment. Further, and ...


Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez Jan 2013

Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez

Articles and Chapters

No abstract provided.


Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe Jun 2012

Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe

Christopher J Collins

[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to ...


The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg May 2012

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg

Christopher J Collins

We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to ...


Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins May 2012

Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins

Christopher J Collins

[Excerpt] How have recruitment practices changed in response to the tight labor market pressures? A few brief examples will suffice for the present. Cisco Systems, a rapidly growing California-based networking firm, has replaced virtually all of its prior recruitment advertising (for example, newspaper, radio, etc.) with the Internet-based recruiting programs that are specially targeted to the desired applicant population. Based on their own market research that most job-related web entries are received from employed candidates searching the Internet during work hours, Cisco provides job browsers easy to access fake computer screens in case a boss or co-worker enters the room ...


The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins May 2012

The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins

Christopher J Collins

In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high ...


Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han May 2012

Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han

Christopher J Collins

Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were ...


Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe Jan 2009

Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe

Articles and Chapters

[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to ...


The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins Jan 2006

The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins

Articles and Chapters

In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high ...


The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg Mar 2005

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg

Articles and Chapters

We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to ...


Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han Sep 2004

Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han

Articles and Chapters

Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were ...


The Relationship Between Early Recruitment-Related Activities And The Application Decisions Of New Labor-Market Entrants: A Brand Equity Approach To Recruitment, Christopher J. Collins, Cynthia Kay Stevens Dec 2002

The Relationship Between Early Recruitment-Related Activities And The Application Decisions Of New Labor-Market Entrants: A Brand Equity Approach To Recruitment, Christopher J. Collins, Cynthia Kay Stevens

Articles and Chapters

We used theory and research from the marketing literature on customer-based brand equity to predict how positive exposure to four early recruitment-related activities—publicity, sponsorships, word-of-mouth endorsements, and advertising—may affect the application decisions of engineering students. Similar to prior marketing findings, our results suggested that early recruitment-related activities were related to intentions and decisions indirectly through two dimensions of employer brand image: general attitudes toward the company and perceived job attributes. The relationships between word-of-mouth endorsements and the two dimensions of brand image were particularly strong. In addition, we found that early recruitment-related activities interacted with one another such ...


Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins Jan 2000

Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins

Articles and Chapters

[Excerpt] How have recruitment practices changed in response to the tight labor market pressures? A few brief examples will suffice for the present. Cisco Systems, a rapidly growing California-based networking firm, has replaced virtually all of its prior recruitment advertising (for example, newspaper, radio, etc.) with the Internet-based recruiting programs that are specially targeted to the desired applicant population. Based on their own market research that most job-related web entries are received from employed candidates searching the Internet during work hours, Cisco provides job browsers easy to access fake computer screens in case a boss or co-worker enters the room ...


Recruitment, Selection And Retention Of Managers In The Hotel And Restaurant Industry, Tom Van Dyke, Sandra Strick Jan 1990

Recruitment, Selection And Retention Of Managers In The Hotel And Restaurant Industry, Tom Van Dyke, Sandra Strick

Hospitality Review

The recruitment, selection, and retention of competent, reliable, and motivated managers has been the cornerstone of any successful organization. This is generally a complex assignment due to the subjectivity involved in determining what traits are needed to make a good manager. In order to determine the status of the hospitality industry with regard to managerial concerns, leaders in the hotel and restaurant industry were surveyed on these issues.


The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky Dec 1988

The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky

Articles and Chapters

[Excerpt] The response to what many believe to be a serious decline in educational achievement and standards has been, so far, a spate of studies, commissions, and reports, all aiming toward reform of the education system. Most of the recommendations that have been implemented to date have come about through state-level legislation and mandates (Darling-Hammond and Berry, 1988). Education reformers disagree on the role of teacher bargaining in achieving their objectives. One wing of the reform movement believes collective bargaining is an obstacle to change and maintains collective bargaining is one reason the schools are in bad shape. But another ...