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You searched for subject:(Applicant attitude). Showing records 1 – 2 of 2 total matches.

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NSYSU

1. Liu, Yen-Chun. The influence between e-recruiting and the affect of organizational attractive to applicant.

Degree: Master, Human Resource Management, 2008, NSYSU

With the changes of time and the advancement of technology, the Internet increasingly popular in recent years, to the end of September 2007 only China's capital has reached 10 million online population, Internet penetration rate has increased to 44%, but also because Internet penetration, the development of different areas and the diversification of the network activities, and in the areas of human resources management, recruitment and selection activities have begun to use to the Internet, as a message transmission and the importance of screening candidates Media, Peters (2001) think that employers and candidates, the Internet has already caused the employment process (hiring process) of the revolution, Anderson (2003) also pointed out that over the past 10 years, many multinational companies have been shifting the focus of recruitment Mainly to the Internet to recruit. Therefore, this study of Internet recruitment organizations in the contents of the brand and recruiting candidates and influence the organization attractive to the Internet to recruit candidates for the attitude of intermediary variables. This research explores the relationships among organizational brand, recruiting contents, applicant attitudes to e-recruiting and organization attractive. Research has 161 effective samples. This research use kinds of statistical analysis includes description analysis, factor analysis, effective analysis, regression analysis, AVOVA and multiple mediating analysis. The main findings are: 1. The organizational brand has positive influence with organizational attractive in e-recruiting. 2. The recruiting contents has positive influence with organizational attractive in e-recruiting. 3. The organizational brand has positive influence with applicant attitudes in e-recruiting. 4. The recruiting contents has positive influence with applicant attitudes in e-recruiting. 5. The applicant attitudes has positive influence with organizational attractive in e-recruiting. 6. The organizational brand has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. 7. The recruiting contents has not affect organizational attractive via mediating variable of applicant attitude in e-recruiting. Key Words: Organizational brand, Recruiting contents, Applicant attitude, Organizational attractive Advisors/Committee Members: Jin-Feng Uen (chair), Ming-Chu Yu (committee member), Shueh-Chin Ting (chair).

Subjects/Keywords: Organizational attractive; Applicant attitude; Recruiting contents; Organizational brand

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Liu, Y. (2008). The influence between e-recruiting and the affect of organizational attractive to applicant. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-154811

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Liu, Yen-Chun. “The influence between e-recruiting and the affect of organizational attractive to applicant.” 2008. Thesis, NSYSU. Accessed June 19, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-154811.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Liu, Yen-Chun. “The influence between e-recruiting and the affect of organizational attractive to applicant.” 2008. Web. 19 Jun 2019.

Vancouver:

Liu Y. The influence between e-recruiting and the affect of organizational attractive to applicant. [Internet] [Thesis]. NSYSU; 2008. [cited 2019 Jun 19]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-154811.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Liu Y. The influence between e-recruiting and the affect of organizational attractive to applicant. [Thesis]. NSYSU; 2008. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0909108-154811

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

2. Lombard-Sims, Danielle. Applicant Reactions to Structuring the Selection Interview.

Degree: 2013, IUPUI

Indiana University-Purdue University Indianapolis (IUPUI)

Initial research on structuring the interview process investigated structure’s impact on the interview’s psychometric properties (e.g., reliability and validity). In contrast, the empirical literature has begun to consider the impact of increased interview structure on job applicant reactions to the interview and the companies that utilize them. Current research has studied the effects of interviewer characteristics on applicant reactions and the effects of different types of selection procedures on applicant fairness reactions. In addition, while studies have examined the impact of applicants’ perceived control on their reactions to selection procedures, few studies have examined this impact specifically for the employment interview. Given the widespread use of the interview in selection, this study adds to current research by focusing on applicant reactions to four elements of the interview identified as being salient to applicants (i.e., the degree to which the interviewee perceives that applicants are asked the same questions, the use of situational or behavioral type questions, controlling the use of ancillary information by the interviewer, and the degree to which questions from the applicant are controlled). In addition, this study focused on need for control as a moderator of the relationships between interview structure and fairness perceptions, recommendation intentions, and acceptance intentions. Participants consisted of 161 students voluntarily participating in three different interviewing scenarios: unstructured, semi-structured, and structured interviewing scenario. The participants completed post-interview measures asking them about their perceptions of fairness, their intention to recommend the company to others, and their intention of accepting an offer if one is made by the company. Although the hypothesized relationships between elements of structure and applicant evaluations of the interview were largely not supported, the results did indicate that student applicants perceived semi-structured and structured interviews to be fairer than unstructured interviews. In addition, the results suggest that more structured interviews may lead to lower behavioral intent to recommend the job to others or accept a job offer. Implications of the results are discussed in terms of how interview structure relates to the candidates’ perception of fairness, recommendation intentions, and acceptance intentions.

Advisors/Committee Members: Hazer, John, Williams, Jane R., Shermis, Mark D., 1953-, Grahame, Nicholas J..

Subjects/Keywords: Applicant Reactions; Employment Interview; Structured Interview; Job Applicant; Structured employment interviews  – Validity; Employment interviewing  – Psychological aspects; Employee attitude surveys  – Research; Applications for positions  – Surveys; Qualitative research  – Interviews; Employees  – Recruiting; Employees  – Attitudes

…vi ABSTRACT Lombard-Sims, Danielle. M.S., Purdue University, August 2012. Applicant… …literature has begun to consider the impact of increased interview structure on job applicant… …effects of interviewer characteristics on applicant reactions and the effects of different types… …of selection procedures on applicant fairness reactions. In addition, while studies have… …applicant reactions to four elements of the interview identified as being salient to applicants… 

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Record DetailsSimilar RecordsGoogle PlusoneFacebookTwitterCiteULikeMendeleyreddit

APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Lombard-Sims, D. (2013). Applicant Reactions to Structuring the Selection Interview. (Thesis). IUPUI. Retrieved from http://hdl.handle.net/1805/3423

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Lombard-Sims, Danielle. “Applicant Reactions to Structuring the Selection Interview.” 2013. Thesis, IUPUI. Accessed June 19, 2019. http://hdl.handle.net/1805/3423.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Lombard-Sims, Danielle. “Applicant Reactions to Structuring the Selection Interview.” 2013. Web. 19 Jun 2019.

Vancouver:

Lombard-Sims D. Applicant Reactions to Structuring the Selection Interview. [Internet] [Thesis]. IUPUI; 2013. [cited 2019 Jun 19]. Available from: http://hdl.handle.net/1805/3423.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lombard-Sims D. Applicant Reactions to Structuring the Selection Interview. [Thesis]. IUPUI; 2013. Available from: http://hdl.handle.net/1805/3423

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

.