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Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez
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
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 …
Changing An Unfavorable Employment Reputation: A Longitudinal Examination, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell
Changing An Unfavorable Employment Reputation: A Longitudinal Examination, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell
Bradford S Bell
Although a favorable employment reputation plays an important role in generating a large and qualified pool of job applicants for an organization (Rynes & Cable, 2003), little research has investigated whether organizations can improve applicants’ existing unfavorable employment reputation perceptions. Results from a four-week longitudinal experiment using 222 student job seekers revealed that participants’ employment reputation perceptions improved after exposure to recruitment practices and followed diminishing returns trajectories over time. High information recruitment practices (e.g., personal communication from a recruiter) from both single and multiple sources were more effective for changing unfavorable employment reputation perceptions than repeated mere exposure to …
How Does Unfavorable Information Impact Job Seekers’ Organizational Attraction?, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell
How Does Unfavorable Information Impact Job Seekers’ Organizational Attraction?, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell
Bradford S Bell
Prior research has been inconclusive regarding the effects of unfavorable information on job search outcomes, particularly during the initial stage of job search and recruitment. In this study, we investigated the effects of unfavorable organizational information on applicant attraction using an experimental study with active university job seekers (n = 202). Exposure to unfavorable information had a substantially greater impact on applicant attraction than exposure to favorable information and the significant effect size difference persisted one week after exposure. In addition, job seekers who were exposed to unfavorable information freely recalled more overall evaluations of the organization than job seekers …