Ukryj
Pokaż wszystkie
Wyślij tekst przez e-mail Przekonanie o sprawiedliwości rekrutacji internetowej w grupie młodych dorosłych użytkowników Internetu
Streszczenie w języku polskim
W artykule poruszono problem poczucia sprawiedliwości w odniesieniu do procedur rekrutacji internetowej wśród młodych dorosłych. Metaanalizy badań nad poczuciem sprawiedliwości procesu rekrutacji wskazują, że jest ono niezwykle ważne zarówno dla pracodawców, jak i kandydatów do pracy. Wpływając na nastawienie kandydata w stosunku do organizacji, niesie ze sobą szereg pozytywnych i negatywnych efektów. W celu zbadania problemu w przypadku młodych dorosłych (jako osób wchodzących w stadium rozwojowe, którego jednym z głównych celów jest znalezienie pracy) przeprowadzono trzyczęściowe badanie mające na celu określenie postrzeganego poziomu sprawiedliwości procedur e-rekrutacyjnych oraz jego wpływu na ocenę ogłoszenia rekrutacyjnego i rekrutującej organizacji. Na podstawie przeprowadzonej za pośrednictwem Internetu ankiety (N=280) stwierdzono istotne różnice między istotnością dla badanych kategorii sprawiedliwości (przejrzystości, obiektywności, informacji zwrotnej, informacji o pracy i swobodzie wypowiedzi) a przewidywaniami co do rzeczywistego przebiegu rekrutacji internetowej. Ponadto w wariancie eksperymentalnym wykazano, że na ocenę ogólną ogłoszenia wpływ ma wyłącznie zapewnienie sprawiedliwej procedury dostarczania informacji zwrotnej.
Słowa kluczowe
Pełny tekst:
PDFBibliografia
Ababneh K.I., Hackett R.D., Schat A.C.H. (2014), The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions, “Journal of Business and Psychology”, Vol. 29(1), DOI: https://doi.org/10.1007/s10869-013-9304-y.
Birgelen M.J.H., Wetzels M.G.M., Dolen W.M. van (2008), Effectiveness of corporate employment web sites: How content and form influence intentions to apply, “International Journal of Manpower”, Vol. 29(8), DOI: https://doi.org/10.1108/01437720810919323.
Blader S.L., Tyler T.R. (2005), How can theories of organizational justice explain the effects of fairness?, [w:] J. Greenberg, J.A. Colquitt (eds.), Handbook of Organizational Justice, Mahwah: Lawrence Erlbaum Associates Publishers.
Braddy P.W., Meade A.W., Kroustalis C.M. (2008), Online recruiting: The effects of organizational familiarity website usability, and website attractiveness on viewers’ impressions of organizations, “Computers in Human Behavior”, Vol. 24, DOI: https://doi.org/10.1016/j.chb.2008.05.005.
Cropanzano R., Chrobot-Mason D., Rupp D.E., Prehar C.A. (2004), Accountability for corporate injustice, “Human Resource Management Review”, Vol. 14, DOI: https://doi.org/10.1016/j.hrmr.2004.02.006.
Dale M. (2001), Skuteczna rekrutacja i selekcja pracowników, Kraków: Oficyna Ekonomiczna.
Derous E., Witte K., Born M. (2004), How applicants want and expect to be treated: Applicants’ selection treatment beliefs and the development of the social process questionnaire on selection, “International Journal of Selection and Assessment”, Vol. 12, DOI: https://doi.org/10.1111/j.0965-075X.2004.00267.x.
Derous E., Witte K., Stroobants R. (2003), Testing the social process model on selection through expert analysis, “Journal of Occupational and Organizational Psychology”, Vol. 76, DOI: https://doi.org/10.1348/096317903765913696.
Deutsch M., Coleman P.T. (2005), Rozwiązywanie konfliktów. Teoria i praktyka, Kraków: Wydawnictwo Uniwersytetu Jagiellońskiego.
Dineen B.R., Ling J., Ash S.R., DelVecchio D. (2007), Aesthetic properties and message customization: Navigating the dark side of Web recruitment, “Journal of Applied Psychology”, Vol. 92(2), DOI: https://doi.org/10.1037/0021-9010.92.2.356.
Dineen B.R., Noe R., Wang C. (2004), Perceived fairness of web-based applicant screening procedures: Weighing the rules of justice and the role of individual differences, “Human Resource Management”, Vol. 43(2–3), DOI: https://doi.org/10.1002/hrm.20011.
Gillespie J.Z., Greenberg J. (2005), Are the goals of organizational justice self-interested?, [w:] J. Greenberg, J.A. Colquitt (eds.), The Handbook of Organizational Justice, Mahwah: Lawrence Erlbaum Associates Publishers.
Gilliland S.W. (1993), The percieved fairness of selection systems: An organizational justice perspective, “Academy of Management Review”, Vol. 18(4), DOI: https://doi.org/10.5465/AMR.1993.9402210155.
Goldberg C.B., Allen D.G. (2008), Black and white and read all over: Race differences in reactions to recruitment web sites, “Human Resource Management”, Vol. 47(2), DOI: https://doi.org/10.1002/hrm.20209.
Gregory B.T., Albritton M.D., Osmonbekov T. (2010), The Mediating Role of Psychological Empowerment on the Relationships between P–O Fit, Job Satisfaction, and In-role Performance, “Journal of Business and Psychology”, Vol. 25, DOI: https://doi.org/10.1007/s10869-010-9156-7.
Gregory Ch.K., Meade A.W., Thompson L.F. (2013), Understanding Internet recruitment via signaling theory and the elaboration likelihood model, “Computers in Human Behavior”, Vol. 29, DOI: https://doi.org/10.1016/j.chb.2013.04.013.
Hoang T.G., Truxillo D.M., Erdogan B., Bauer T.N. (2012), Cross-cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam, “International Journal of Selection and Assessment”, Vol. 20(2), DOI: https://doi.org/10.1111/j.1468-2389.2012.00593.x.
Holm A.B. (2012), E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management, “Zeitschrift fur Personalforschung”, Bd. 26(3).
Jones D.A., Shultz J.W., Chapman D.S. (2006), Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making, “International Journal of Selection and Assessment”, Vol. 14(2), DOI: https://doi.org/10.1111/j.1468-2389.2006.00342.x.
Kashi K., Zheng C. (2013), Extending Technology Acceptance Model to the E-recruitment Context in Iran, “International Journal of Selection and Assessment”, Vol. 21(1), DOI: https://doi.org/10.1111/ijsa.12022.
Lind E.A. (2001), Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational relations, [w:] J. Greenberg, R. Cropanzano (eds.), Advances in Organizational Justice, Stanford: Stanford University Press.
Maurer S.D., Cook D.P. (2011), Using company web sites to e-recruit qualified appllicants: A job marketing based review of theory-based research, “Computers in Human Behavior”, Vol. 27, DOI: https://doi.org/10.1016/j.chb.2010.07.013.
Maurer S.D., Liu Y. (2007), Developing effective e-recruiting websites: Insights for managers from marketers, “Buisness Horizons”, Vol. 50.
Merecz D., Andysz A. (2012), Relationship between person-organization fit and subjective health status (person-organization fit and health), “International Journal of Occupational Medicine and Environmental Health”, Vol. 25(2), DOI: https://doi.org/10.2478/s13382-012-0020-z.
Posthuma R.A., Campion M.A. (2005), When do multiple dimensions of procedural justice predict agreement to publicly endorse your employer in recruitment advertisements?, “Journal of Occupational and Organizational Psychology”, Vol. 78, DOI: https://doi.org/10.1348/096317905X27173.
Suazo M.M., Martinez P.G., Sandoval R. (2009), Creating psychological and legal contracts through human resource practices: A signaling theory perspective, “Human Resource Management Review”, Vol. 19, DOI: https://doi.org/10.1016/j.hrmr.2008.11.002.
Thielsch M.T., Traumer L., Pytlik L. (2012), E-recruiting and fairness: The applicant’s point of view, “Information Technology and Management”, Vol. 13, DOI: https://doi.org/10.1007/s10799-012-0117-x.
Thompson L.F., Braddy P.W., Wuensch K.L. (2008), E-recruitment and the benefits of organizational web appeal, “Computers in Human Behavior”, Vol. 24, DOI: https://doi.org/10.1016/j.chb.2008.02.014.
Trampe D., Stapel D.A., Siero F.W., Mulder H. (2010), Beauty as a Tool: The Effect of Model Attractiveness, Product Relevance, and Elaboration Likelihood on Advertising Effectiveness, “Psychology & Marketing”, Vol. 27(12).
Truxillo D.M., Bauer T.N., Campion M.A., Paronto M.E. (2002), Selection Fairness Information and Applicant Reactions: A Longitudinal Field Study, “Journal of Applied Psychology”, Vol. 87(6), DOI: https://doi.org/10.1037/0021-9010.87.6.1020.
Truxillo D.M., Bodner T.E., Bertolino M., Bauer T.N., Yonce C. (2009), Effects of Explanations on Applicant Reactions: A meta-analytic review, “International Journal of Selection and Assessment”, Vol. 17, DOI: https://doi.org/10.1111/j.1468-2389.2009.00478.x.
Truxillo D.M., Steiner D.D., Gilliland S.W. (2004), The Importance of Organizational Justice in Personnel Selection: Defining When Selection Fairness Really Matters, “International Journal of Selection and Assessment”, Vol. 12(1/2), DOI: https://doi.org/10.1111/j.0965-075X.2004.00262.x.
Vianen A.E.M. (2001), Person-Organisation Fit: The Match Between Theory and Methodology: Introduction to the Special Issue, “Applied Psychology: An International Review”, Vol. 50(1), DOI: https://doi.org/10.1111/1464-0597.00045.
Walker J.H., Field H.S., Giles W.F., Bernerth J.B. (2008), The interactive effects of job advertisement characteristics and applicant experience on reactions to recruitment messages, “Journal of Occupational and and Organizational Psychology”, Vol. 81, DOI: https://doi.org/10.1348/096317907X252487.
Westerman W.J., Vanka S. (2005), A Cross-Cultural Empirycal Analysis of Person-Organization Fit Measures as Predictors of Student Performance in Buisness Education: Comparing Students in the United States and India, “Academy of Menagment Learning & Education”, Vol. 4(4).
Wilden R., Gudergan S., Lings I. (2010), Employer branding: strategic implications for staff recruitment, “Journal of Marketing Management”, Vol. 26(1–2), DOI: https://doi.org/10.1080/02672570903577091.
Zych B. (2013), Odmienne wrażenia pracodawców i kandydatów, http://hrstandard.pl/2013/11/05/odmienne-wrazenia-pracodawcow-i-kandydatow/#more-27587 (dostęp: 10.10.2017).
DOI: http://dx.doi.org/10.17951/j.2017.30.3.179
Data publikacji: 2018-01-17 10:12:16
Data złożenia artykułu: 2016-10-04 17:08:02
Statystyki
Wskaźniki
Odwołania zewnętrzne
- Brak odwołań zewnętrznych
Prawa autorskie (c) 2018 Kamil Franczyk
Powyższa praca jest udostępniana na lcencji Creative Commons Attribution 4.0 International License.