The Experts below are selected from a list of 2466 Experts worldwide ranked by ideXlab platform
Susan Godlonton - One of the best experts on this subject based on the ideXlab platform.
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employment risk and Job Seeker performance
Journal of Human Resources, 2020Co-Authors: Susan GodlontonAbstract:Using detailed labor recruitment data in combination with randomized variation in individuals’ outside Job opportunities, I show that providing Job certainty during recruitment leads to substantial Job-Seeker performance gains. Job-Seeker performance is highest and effort lowest among those assigned to receive a guaranteed outside Job offer (where employment risk is eliminated), while performance is lowest and effort highest among those receiving no chance of an outside Job offer. Performance among those assigned uncertain outside Job offers consistently lies between the two extremes. I conjecture that the pattern of results is most consistent with stress-induced performance reductions attributable to Job uncertainty. I rule out several other competing theories.
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employment risk and Job Seeker performance
Research Papers in Economics, 2014Co-Authors: Susan GodlontonAbstract:This paper examines the relationship between employment risk and Job-Seeker performance. To induce exogenous variation in employment risk, the outside options for Job Seekers undergoing a real recruitment process were randomized by assigning them a 0, 1, 5, 50, 75, or 100 percent chance of real alternative employment of the same duration and wage as the Jobs for which they were applying. The findings show that Job-Seeker performance is highest and effort is lowest among those assigned the lowest employment risk (a guaranteed alternative Job), and performance is lowest and effort highest among those facing the highest employment risk (those without any Job guarantee). Moreover, a nonlinear relationship exists between employment risk and performance.
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employment risk and Job Seeker performance
Social Science Research Network, 2014Co-Authors: Susan GodlontonAbstract:High levels of Job uncertainty in developing countries may have significant implications for Job performance. This paper examines the relationship between employment risk and Job-Seeker performance. To induce exogenous variation in employment risk, the outside options for Job Seekers undergoing a real recruitment process were randomized by assigning them a 0, 1, 5, 50, 75, or 100 percent chance of real alternative employment of the same duration and wage as the Jobs for which they were applying. The findings show that Job-Seeker performance is highest and effort is lowest among those assigned the lowest employment risk (a guaranteed alternative Job), and performance is lowest and effort highest among those facing the highest employment risk (those without any Job guarantee). Moreover, a nonlinear relationship exists between employment risk and performance.The findings are consistent with a framework that ties together insights from economics and psychology — that is, performance is an increasing function of effort and an inverse U-shaped function of stress. The results are not driven by gift exchange, stereotype threat, or the nutritional efficiency wage hypothesis.These performance improvements have significant welfare implications. In this study, Job Seekers assigned a high probability of receiving an outside option were twice as likely to be hired in the standard Job recruitment process compared with those assigned a low probability of receiving an outside option. More broadly, these results suggest that stress-induced performance reductions are a potential mechanism through which exposure to high employment risk can perpetuate poverty and unemployment.
Tim Weitzel - One of the best experts on this subject based on the ideXlab platform.
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strategies for hiring it professionals an empirical analysis of employer and Job Seeker behavior on the it labor market
Americas Conference on Information Systems, 2006Co-Authors: Tobias Keim, Tim WeitzelAbstract:Are IT professionals different from other occupational groups concerning their values and goals and ultimately the ways they search for Jobs and select employers? And do IT firms vary in their recruiting practices from other industries? In this paper, we empirically reveal that there are differences in employer and Job Seeker behavior distinguishing the IT and the non-IT world. The analysis explains particularities in Job Seekers’ and firms’ preferences and recruiting practices. Based on this, we derive recommendations for HR managers on how to effectively recruit qualified IT professionals and on how IT can assist in creating and maintaining a flexible workforce.
Tobias Keim - One of the best experts on this subject based on the ideXlab platform.
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strategies for hiring it professionals an empirical analysis of employer and Job Seeker behavior on the it labor market
Americas Conference on Information Systems, 2006Co-Authors: Tobias Keim, Tim WeitzelAbstract:Are IT professionals different from other occupational groups concerning their values and goals and ultimately the ways they search for Jobs and select employers? And do IT firms vary in their recruiting practices from other industries? In this paper, we empirically reveal that there are differences in employer and Job Seeker behavior distinguishing the IT and the non-IT world. The analysis explains particularities in Job Seekers’ and firms’ preferences and recruiting practices. Based on this, we derive recommendations for HR managers on how to effectively recruit qualified IT professionals and on how IT can assist in creating and maintaining a flexible workforce.
Maheran Zakaria - One of the best experts on this subject based on the ideXlab platform.
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Job Seeker attraction to organizational justice mediated by organizational reputation
Cogent psychology, 2020Co-Authors: Hasnun Anip Bustaman, Mohammad Nazri Mohd Nor, Azni Zarina Taha, Maheran ZakariaAbstract:This paper seeks to examine the stipulation individuals’ perceptions of organizational justice, organizational reputation, and its effects to organization attractiveness. A total of 327 accounting ...
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Job Seeker attraction to organizational justice mediated by organizational reputation
'Informa UK Limited', 2020Co-Authors: Hasnun Anip Bustaman, Mohammad Nazri Mohd Nor, Azni Zarina Taha, Maheran ZakariaAbstract:This paper seeks to examine the stipulation individuals’ perceptions of organizational justice, organizational reputation, and its effects to organization attractiveness. A total of 327 accounting and finance interns were assumed the role of Job Seekers. We wanted participants to evaluate organizations in which they are currently undergoing internship to increase the likelihood that they had experience during the internship and knowledge gained about the organization; thus, held informed opinions about organizational justice and reputation, and its attractiveness as a Job Seeker. We found the organizational justice influences Job Seeker attraction to an organization, even more intriguing as the relationship associated with organizational reputation. Moreover, organizations have to pay more attention particularly to the informational justice and distribution justice as the most influential variables of organizational justice to organizational reputation, in turn affects Job Seeker attraction. This study also empirically recognized the notion of signaling theory incorporated with brand equity to publicize a deeper explanation of the Job Seeker attraction process. This is the first study to show that organizational justice is an instrumental characteristic, organizational reputation is a symbolic characteristic, understanding from signaling theory and brand-equity approach and, the combination plays a substantial role in Job Seeker attraction concept
Amma Buckley - One of the best experts on this subject based on the ideXlab platform.
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Risk Technology in Australia: The Role of the Job Seeker Classification Instrument in Employment Services
Critical Social Policy, 2003Co-Authors: Catherine Mcdonald, Greg Marston, Amma BuckleyAbstract:Promoted as the key policy response to unemployment, the Job Network constitutes an array of interlocking processes that position unemployed people as `problems' in need of remediation. Unemployment is presented as a primary risk threatening society, and unemployed people are presented as displaying various degrees of riskiness. The Job Seeker Classification Instrument (JSCI) is a `technology' employed by Centrelink to assess `risk' and to determine the type of interaction that unemployed people have with the Job Network. In the first instance, we critically examine the development of the JSCI and expose issues that erode its credibility and legitimacy. Second, employing the analytical tools of discourse analysis, we show how the JSCI both assumes and imposes particular subject identities on unemployed people. The purpose of this latter analysis is to illustrate the consequences of the sorts of technologies and interventions used within the Job Network.
