You searched for subject:(recruitment).
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Vanderbilt University
1.
Hart, Christina C.
How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?.
Degree: PhD, Leadership and Policy Studies, 2014, Vanderbilt University
URL: http://hdl.handle.net/1803/13744 
► Federal, state and local policymakers have expanded the use of fiscal recruitment initiatives to recruit high quality teachers to districts with hard-to-staff subjects and locations.…
(more)
▼ Federal, state and local policymakers have expanded the use of fiscal
recruitment initiatives to recruit high quality teachers to districts with hard-to-staff subjects and locations. Yet, sparse empirical research has investigated the effects of fiscal
recruitment incentives on the teacher labor market. This study uses data from four consecutive cycles of the Nation Center for Education Statistics’ Schools and Staffing Survey to analyze how district fiscal incentives are impacting teacher
recruitment. Results from regression analysis suggest districts recruit more nontraditional teachers when they offer fiscal
recruitment incentives for
subject shortage areas. Findings also predict when a district switches from not having a fiscal
recruitment policy for shortage fields to having such a policy, the same district attracts more high quality teachers, with high quality teachers defined as having a major in the shortage field they instruct. Estimated teachers’ salary equations indicate no evidence of fiscal
recruitment incentives in the salaries of shortage field teachers working in districts offering financial rewards to recruit teachers of
subject shortage areas.
Advisors/Committee Members: Dr. Michael Podgursky (committee member), Dr. James Guthrie (committee member), Dr. Robert Crowson (committee member), Dr. Dale Ballou (Committee Chair).
Subjects/Keywords: teacher recruitment
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Manager
APA (6th Edition):
Hart, C. C. (2014). How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?. (Doctoral Dissertation). Vanderbilt University. Retrieved from http://hdl.handle.net/1803/13744
Chicago Manual of Style (16th Edition):
Hart, Christina C. “How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?.” 2014. Doctoral Dissertation, Vanderbilt University. Accessed April 10, 2021.
http://hdl.handle.net/1803/13744.
MLA Handbook (7th Edition):
Hart, Christina C. “How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?.” 2014. Web. 10 Apr 2021.
Vancouver:
Hart CC. How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?. [Internet] [Doctoral dissertation]. Vanderbilt University; 2014. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/1803/13744.
Council of Science Editors:
Hart CC. How K-12 Public School District Fiscal Incentives Are Impacting Teacher Recruitment: What Do The Data Tell Us?. [Doctoral Dissertation]. Vanderbilt University; 2014. Available from: http://hdl.handle.net/1803/13744
University of Namibia
2.
Somaeb, Ronald M.
An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
.
Degree: 2017, University of Namibia
URL: http://hdl.handle.net/11070/2060
► The main aim of this study was to investigate the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and…
(more)
▼ The main aim of this study was to investigate the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture (MEAC) in Namibia. The study made use of the qualitative method of research by identifying a single case study and distributing questionnaires to be completed by the selected respondents. The results of the data analysis revealed that MEAC follows the recruitment procedures as prescribed by the PSM Circular 23 of 2001. It was also found that the recruitment policy is not the only document that guides the recruitment of employees in MEAC. The ministry is also guided by the Affirmative Action Act, Public Service Staff Rules, the Ministerial Affirmative Action Report and the Labour Act. Recommendations are sent to the Public Service Commission in order to verify whether appointments were procedurally fair and whether exceptions are warranted. The study concluded that the recruitment procedure at MEAC is effective, and in line with the legal provision, but that there are potential loopholes in the system that can compromise the recruitment process. The study further recommends that the potential that allows the officials to deviate from the recruitment policy in certain instances, be regulated and monitored.
Subjects/Keywords: Employee recruitment
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APA (6th Edition):
Somaeb, R. M. (2017). An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
. (Thesis). University of Namibia. Retrieved from http://hdl.handle.net/11070/2060
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):
Somaeb, Ronald M. “An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
.” 2017. Thesis, University of Namibia. Accessed April 10, 2021.
http://hdl.handle.net/11070/2060.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Somaeb, Ronald M. “An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
.” 2017. Web. 10 Apr 2021.
Vancouver:
Somaeb RM. An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
. [Internet] [Thesis]. University of Namibia; 2017. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/11070/2060.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Somaeb RM. An investigation of the effectiveness of employee recruitment procedures in the headquarters of the Ministry of Education, Arts and Culture in Namibia
. [Thesis]. University of Namibia; 2017. Available from: http://hdl.handle.net/11070/2060
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Addis Ababa University
3.
Tolera, Asfaw.
Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
.
Degree: 2012, Addis Ababa University
URL: http://etd.aau.edu.et/dspace/handle/123456789/2447
► The study is designed to investigate the practice of recruiting persons with disabilities in organizations. On the other hand, it tried to address how organizations…
(more)
▼ The study is designed to investigate the practice of recruiting persons with disabilities in
organizations. On the other hand, it tried to address how organizations are open for
Persons with Disability. Though Organizations know diversity, it is less likely that they
understood in terms of hiring and retaining PwDs. This in turn affects the employment
opportunity of PwDs. Given these conditions, no research attempted to analyze the
recruitment practice of Person with Disability from Organizations side. For this
particular research quantitative method was employed. Primary data was collected
through questionnaire and interview. The sources for data were organizations
recruitment committee, HR manager or HRD worker, qualified person with disability and
DPOs. As a source of secondary data proclamations on the right to employment of PwDs,
convention on the rights of disability, abstracts and books were used. In conducting the
study, both governmental and private organizations were randomly selected in Addis
Ababa city to see their
recruitment practice especially for PwDs. The other target groups
are qualified persons with some form of disability in which structured interview was
conducted to collect data from. In addition to this well structured questionnaire was also
produced and distributed to both
recruitment committees of organizations or human
resource department workers and disability people organizations or activists. The
descriptive analysis method was employed using percentages, mean and modes. In
addition to this, correlation analysis has been used to see the relationship between the
variables.
The result of the study shows that even though there is
recruitment policy in most of
organizations the practice aspect needs to be emphasized. The
recruitment strategies
used by most of organizations are not diversified to attract sufficient pool of applicants,
especially PwDs. To reduce problems of recruiting and hiring PwDs; Government,
Employers, and DPO’s primarily shoulder the responsibilities.
Advisors/Committee Members: Tilahun Teklu (PHD) (advisor).
Subjects/Keywords: Disability; Recruitment Practice
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Manager
APA (6th Edition):
Tolera, A. (2012). Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
. (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/2447
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):
Tolera, Asfaw. “Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
.” 2012. Thesis, Addis Ababa University. Accessed April 10, 2021.
http://etd.aau.edu.et/dspace/handle/123456789/2447.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Tolera, Asfaw. “Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
.” 2012. Web. 10 Apr 2021.
Vancouver:
Tolera A. Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
. [Internet] [Thesis]. Addis Ababa University; 2012. [cited 2021 Apr 10].
Available from: http://etd.aau.edu.et/dspace/handle/123456789/2447.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Tolera A. Organizations’ Recruitment Practice and Persons with Disability (Study Conducted in Addis Ababa)
. [Thesis]. Addis Ababa University; 2012. Available from: http://etd.aau.edu.et/dspace/handle/123456789/2447
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Nairobi
4.
Gathua, John G.
A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
.
Degree: 2011, University of Nairobi
URL: http://hdl.handle.net/11295/95685
► Recruitment and selection are the core areas of human resource management, they are not simply techniques of filling vacant posts, and if undertaken correctly they…
(more)
▼ Recruitment and selection are the core areas of human resource management, they are not simply
techniques of filling vacant posts, and if undertaken correctly they can enable organizations to
achieve their mission, vision and strategic objectives. Ineffective recruitment and selection
procedures are expensive to organizations as they lead to high employee’s turnover, increased
training costs, increased supervision and ineffective and inefficient employees. The process of
recruitment and selection of secondary school teachers has been experiencing various challenges
since it was decentralized and delegated to the respective schools where the vacancies exist
The objective of the study was to establish the perceived challenge of recruitment and selection
of secondary school teachers in Narok Country as a result of the decentralization of the
employment process from the Teachers Service Commission headquarters to the schools
.
The descriptive survey design was used in order to satisfy the research objectives. The target
population was all the secondary schools in Narok County and all the secondary school
principals formed the sample. Questionnaires were distributed to the 58 secondary school
principles in Narok County. Simple descriptive statistics such as percentages were used to
summarize data for derivation of meaning to the set of variables.
The study established that there are various challenges to recruitment and selection such as lack
of training of officers involved in selection, lack of adherence to the policy guidelines issued by
the Teachers Service Commission. Continuous review, monitoring and evaluation of the
procedures would go along way in addressing the challenges.
Subjects/Keywords: Recruitment and selection
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Manager
APA (6th Edition):
Gathua, J. G. (2011). A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
. (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/95685
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):
Gathua, John G. “A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
.” 2011. Thesis, University of Nairobi. Accessed April 10, 2021.
http://hdl.handle.net/11295/95685.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Gathua, John G. “A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
.” 2011. Web. 10 Apr 2021.
Vancouver:
Gathua JG. A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
. [Internet] [Thesis]. University of Nairobi; 2011. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/11295/95685.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Gathua JG. A survey of the perceived challenges of recruitment and selection of public secondary school teachers in narok county
. [Thesis]. University of Nairobi; 2011. Available from: http://hdl.handle.net/11295/95685
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
5.
Michael, Keith.
Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand.
Degree: 2019, Victoria University of Wellington
URL: http://hdl.handle.net/10063/8170
► This research evaluates fundamental ecological processes to facilitate an understanding of recruitment in Ostrea chilensis from Foveaux Strait, southern New Zealand. Foveaux Strait represents an…
(more)
▼ This research evaluates fundamental ecological processes to facilitate an understanding of
recruitment in Ostrea chilensis from Foveaux Strait, southern New Zealand. Foveaux Strait represents an extreme habitat for oysters that differs to the sheltered nearshore, muddy habitats of most other oyster populations. O. chilensis exhibits the extreme end of brooding strategies in Ostreinae, does not form extensive reefs, and comprises putative self-recruiting populations. The Foveaux Strait oyster fishery is nationally important. Recurrent disease mortality in these populations has put greater onus on understanding
recruitment.
To evaluate the strength of a recruit-per-spawner relationship in oysters, seasonality in the settlement of larvae was determined. Most
recruitment in any given year, over a 6-year period, occurred in the austral spring and summer (November to February). Fishery-wide,
recruitment varied significantly between years, with most variation (50.8%) explained by a year effect that represents the combined influences of climatic and biological conditions. Spawner densities and fishery areas explain further variation (13.8% and 11.6%, respectively), with further 2-way interactions between these factors. Recruits-per-spawner declined serially over time, despite similar or increasing densities of spawning-sized oysters. Average
recruitment was lowest when spawner densities were highest; this suggests a more complex relationship between
recruitment and density that has implications for management of this oyster fishery.
Recruitment to the O. chilensis fishery declined abruptly to low levels in 2010 and remained low until 2017. Relatively high spawning-stock sizes over this period had previously supported high
recruitment. Density and oyster mortality from Bonamia exitiosa (a proxy for one or more infections) and their two-way interaction were the main determinants of
recruitment. The highest
recruitment occurred at times of low mortality and low density, suggesting reduced effects of disease on gametogenesis and reduced disease transmission. The contributions of climate factors were minor; however, a 3-way interaction between oyster density, mortality, and climate is likely to drive variation in
recruitment. Pathobiomes (multiple infections in populations) may be important determinants of shellfish
recruitment and population dynamics.
This research evaluates the hypothesis of self-
recruitment from distributions of recruit densities around an isolated natal population, and from the relationship between
recruitment and brooding-sized oyster densities. Distance from the natal population, direction along or across the tidal current, or brooders did not predict recruit densities. Recruit distributions imply greater dispersal and larval mixing than previously reported. The swift tidal currents and possibility of more variable pelagic larval durations may enhance mixing and connectivity between populations in Foveaux Strait.
Post-settlement mortality is the primary determinant of spatial structure in Foveaux Strait…
Advisors/Committee Members: Shima, Jeff, Hartley, Stephen.
Subjects/Keywords: Recruitment; Oysters; Fisheries
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Manager
APA (6th Edition):
Michael, K. (2019). Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand. (Doctoral Dissertation). Victoria University of Wellington. Retrieved from http://hdl.handle.net/10063/8170
Chicago Manual of Style (16th Edition):
Michael, Keith. “Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand.” 2019. Doctoral Dissertation, Victoria University of Wellington. Accessed April 10, 2021.
http://hdl.handle.net/10063/8170.
MLA Handbook (7th Edition):
Michael, Keith. “Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand.” 2019. Web. 10 Apr 2021.
Vancouver:
Michael K. Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand. [Internet] [Doctoral dissertation]. Victoria University of Wellington; 2019. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10063/8170.
Council of Science Editors:
Michael K. Recruitment of Ostrea chilensis (Philippi, 1844) in Foveaux Strait, Southern New Zealand. [Doctoral Dissertation]. Victoria University of Wellington; 2019. Available from: http://hdl.handle.net/10063/8170
Stockholm University
6.
Nordenhall, Malin.
Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?.
Degree: Psychology, 2015, Stockholm University
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-127815
► Emotionell intelligens (EI) har beskrivits som en betydelsefull egenskap för att nå framgång i livet. Det saknas dock tillräcklig kvalitativ forskning ur rekryterande chefers…
(more)
▼ Emotionell intelligens (EI) har beskrivits som en betydelsefull egenskap för att nå framgång i livet. Det saknas dock tillräcklig kvalitativ forskning ur rekryterande chefers perspektiv för att belysa dessas uppfattningar om EI. Studien undersöker genom intervjuer med mellanchefer på större arbetsplatser hur viktigt EI subjektivt uppfattas vara hos de anställda, och hur man går tillväga för att avgöra nivån av EI hos en sökande kandidat. Svaren analyserades med utgångspunkt ur fenomenologin och resultaten antyder att EI betraktas som mycket viktigt, och där självinsikt framträder som en särskilt betydelsefull aspekt av begreppet. Metoderna för att bedöma EI hos den sökande tycks variera beroende på typ av verksamhet, dock anser samtliga deltagare att det krävs flera informationskällor. Studien bidrar med att komplettera existerande forskning med nya insikter.
Subjects/Keywords: Emotional intelligence; recruitment
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APA (6th Edition):
Nordenhall, M. (2015). Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?. (Thesis). Stockholm University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-127815
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):
Nordenhall, Malin. “Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?.” 2015. Thesis, Stockholm University. Accessed April 10, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-127815.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Nordenhall, Malin. “Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?.” 2015. Web. 10 Apr 2021.
Vancouver:
Nordenhall M. Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?. [Internet] [Thesis]. Stockholm University; 2015. [cited 2021 Apr 10].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-127815.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Nordenhall M. Hur uppfattar mellanchefer vikten av emotionell intelligens hos den arbetssökande?. [Thesis]. Stockholm University; 2015. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-127815
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
7.
Bidarkote Keshavamurthy, Sushma.
Impact of LinkedIn on Recruiters in Finland.
Degree: 2019, Theseus
URL: http://www.theseus.fi/handle/10024/265441
► Recruitment is a crucial process in an organization. It is important for recruiters to use the right tools and techniques to identify and attract the…
(more)
▼ Recruitment is a crucial process in an organization. It is important for recruiters to use the right tools and techniques to identify and attract the right talent into the organizations. In order to attract a large pool of candidates, both from active and passive pool, recruiters now opt for social media as a recruitment channel over traditional methods. LinkedIn is one such commonly used channel to perform various recruitment activities. It has proved to be a cost effective and an efficient tool. This research investigates the impact of LinkedIn on recruiters in Finland. The research tries to identify how successfully recruiters search for the right candidates and hire them using LinkedIn.
Quantitative analysis, through a survey, was conducted for 19 recruiters based in Finland who use LinkedIn to perform most of their recruitment activities. The findings indicated that irrespective of the size of the companies, recruiters in Finland used LinkedIn and believed it to be an effective tool. Recruiters in Finland preferred LinkedIn over other social media channels. Recruiters received applications and searched for potential candidates using LinkedIn. Majority of recruiters hired their employees through LinkedIn.
As already known, LinkedIn profiles are created by the users themselves, hence there could be some hidden risks such as authenticity and privacy issues that could not be ignored. However, recruiters in Finland did not encounter any negative or privacy issues by using LinkedIn.
Recruiters have been successful in using LinkedIn to perform most of their recruitment activities and agreed it to be an effective recruitment tool. This study indicates that LinkedIn has a major impact on recruiters in Finland.
Subjects/Keywords: recruitment; Finland; research
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Manager
APA (6th Edition):
Bidarkote Keshavamurthy, S. (2019). Impact of LinkedIn on Recruiters in Finland. (Thesis). Theseus. Retrieved from http://www.theseus.fi/handle/10024/265441
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):
Bidarkote Keshavamurthy, Sushma. “Impact of LinkedIn on Recruiters in Finland.” 2019. Thesis, Theseus. Accessed April 10, 2021.
http://www.theseus.fi/handle/10024/265441.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Bidarkote Keshavamurthy, Sushma. “Impact of LinkedIn on Recruiters in Finland.” 2019. Web. 10 Apr 2021.
Vancouver:
Bidarkote Keshavamurthy S. Impact of LinkedIn on Recruiters in Finland. [Internet] [Thesis]. Theseus; 2019. [cited 2021 Apr 10].
Available from: http://www.theseus.fi/handle/10024/265441.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Bidarkote Keshavamurthy S. Impact of LinkedIn on Recruiters in Finland. [Thesis]. Theseus; 2019. Available from: http://www.theseus.fi/handle/10024/265441
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
8.
Alateyah, Sulaiman.
The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context.
Degree: PhD, 2018, University of Plymouth
URL: http://hdl.handle.net/10026.1/11594
► The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role…
(more)
▼ The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role of human resources management capabilities based on the resource based view theory. Therefore, this study examines the relationship between the internal determinants of e-recruitment (technology quality, service quality, and security assurance) and the external determinants (e.g. empowered manager and member team, content of an implementation plan for e-recruitment, HR and IT collaboration in e-recruitment, job seeker trust in e-recruitment, organizational reputation, decentralization of selection decision, and government objectives) on e-recruitment, and the effect of e-recruitment on HR capability and firm performance. This study adopted a positivist philosophy. A deduction approach and quantitative method were also suitable for this study. A questionnaire was delivered to some companies in Saudi Arabia. A total of 500 questionnaires were sent, but only 418 were received; for 84.0 percent response rates. This study used PLS to test the research hypotheses. The measurement model has confirmed that the measure indicates accepted reliability and validity. Based on the research results, most hypotheses are accepted. This means that the e-recruitment play a crucial role in improving firm performance. The findings of this study support the argument that e-recruitment plays an important role in improving firm performance. Therefore, firms that use e-recruitment to attract new job seekers will improve their performance. These findings extend prior literature by showing, for the first time, how e-recruitment and HR capability influence firm performance. This study has confirmed that e-recruitment has a positive and significant effect on firm performance. These variables account for 43% and 78% of the variety in HR capability and firm performance, respectively, whereas 57% and 22% are related to other variables. This finding is consistent with the argument that if firm use e-recruitment, they are more likely to improve firm performance. Moreover, high HR capability enhances firm performance. Our study moves beyond previous studies that focus on e-recruitment by correlating e recruitment with HR capability and firm performance. This study contributes by arguing that e-recruitment and HR capability has a positive relation towards firm performance, which conforms to previous studies in similar areas. Apart from the re-examination of resource-based theory in the online recruitment context, our study attempts to make some other fundamental contributions in understanding e-recruitment in the Saudi Arabia context. However, given that this is the first known test of resource-based theory in the Internet recruiting domain, we recommend that future research be done to conduct additional tests of this theory. These findings have both theoretical and practical implications in that the results have provided empirical evidence on the indirect impact of e-recruitment…
Subjects/Keywords: 658.3; E-recruitment; Online recruitment; Recruitment; HR Capabilities; Firm Performance; Saudi Arabia Context
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APA ·
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Manager
APA (6th Edition):
Alateyah, S. (2018). The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context. (Doctoral Dissertation). University of Plymouth. Retrieved from http://hdl.handle.net/10026.1/11594
Chicago Manual of Style (16th Edition):
Alateyah, Sulaiman. “The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context.” 2018. Doctoral Dissertation, University of Plymouth. Accessed April 10, 2021.
http://hdl.handle.net/10026.1/11594.
MLA Handbook (7th Edition):
Alateyah, Sulaiman. “The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context.” 2018. Web. 10 Apr 2021.
Vancouver:
Alateyah S. The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context. [Internet] [Doctoral dissertation]. University of Plymouth; 2018. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10026.1/11594.
Council of Science Editors:
Alateyah S. The determinants of e-recruitment and its effect on HRM capabilities and the firm's performance : evidence from Saudi Arabia context. [Doctoral Dissertation]. University of Plymouth; 2018. Available from: http://hdl.handle.net/10026.1/11594
NSYSU
9.
Tsai, Cheng-kuan.
none.
Degree: Master, Political Science, 2004, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0207104-150846
Subjects/Keywords: political recruitment
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Manager
APA (6th Edition):
Tsai, C. (2004). none. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0207104-150846
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):
Tsai, Cheng-kuan. “none.” 2004. Thesis, NSYSU. Accessed April 10, 2021.
http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0207104-150846.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Tsai, Cheng-kuan. “none.” 2004. Web. 10 Apr 2021.
Vancouver:
Tsai C. none. [Internet] [Thesis]. NSYSU; 2004. [cited 2021 Apr 10].
Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0207104-150846.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Tsai C. none. [Thesis]. NSYSU; 2004. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0207104-150846
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Mississippi State University
10.
Porter, Jared McCarty.
Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River.
Degree: MS, Wildlife, Fisheries & Aquaculture, 2017, Mississippi State University
URL: http://sun.library.msstate.edu/ETD-db/theses/available/etd-10162017-164613/
;
► I evaluated the effects of thermal and hydrologic conditions on growth and recruitment of Shovelnose Sturgeon (<i>Scaphirhynchus platorynchus</i>) in the lower Mississippi River and…
(more)
▼ I evaluated the effects of thermal and hydrologic conditions on growth and
recruitment of Shovelnose Sturgeon (<i>Scaphirhynchus platorynchus</i>) in the lower Mississippi River and assessed mortality. Duration of water temperatures 12-24°C had a positive influence and temperatures below 11°C had a negative influence on annual growth. Duration of water temperatures above 28°C, duration of floodplain inundation, duration of low water, and minimum and maximum river stage did not influence annual growth. Duration of water temperatures 18-20°C and 18-24°C had a positive influence on
recruitment, and duration of temperatures at and below 10°C had a negative influence on
recruitment. Duration of days above 5, 6, 7, 8, and 8.9 m on the Vicksburg, MS river gage did not influence
recruitment. Annual mortality was 28%. Growth and
recruitment of Shovelnose Sturgeon in the lower Mississippi River appear to be positively influenced by duration of moderate water temperatures and minimally influenced by hydrologic conditions.
Advisors/Committee Members: Dr. Peter J. Allen (chair), Dr. Leandro E. Miranda (committee member), Dr. Harold L. Schramm, Jr. (committee member).
Subjects/Keywords: aging; growth; recruitment; temperature
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APA ·
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Manager
APA (6th Edition):
Porter, J. M. (2017). Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River. (Masters Thesis). Mississippi State University. Retrieved from http://sun.library.msstate.edu/ETD-db/theses/available/etd-10162017-164613/ ;
Chicago Manual of Style (16th Edition):
Porter, Jared McCarty. “Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River.” 2017. Masters Thesis, Mississippi State University. Accessed April 10, 2021.
http://sun.library.msstate.edu/ETD-db/theses/available/etd-10162017-164613/ ;.
MLA Handbook (7th Edition):
Porter, Jared McCarty. “Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River.” 2017. Web. 10 Apr 2021.
Vancouver:
Porter JM. Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River. [Internet] [Masters thesis]. Mississippi State University; 2017. [cited 2021 Apr 10].
Available from: http://sun.library.msstate.edu/ETD-db/theses/available/etd-10162017-164613/ ;.
Council of Science Editors:
Porter JM. Effects of temperature and hydrology on growth and recruitment of Shovelnose Sturgeon in the lower Mississippi River. [Masters Thesis]. Mississippi State University; 2017. Available from: http://sun.library.msstate.edu/ETD-db/theses/available/etd-10162017-164613/ ;
Texas A&M University
11.
Swider, Brian.
Applicant Attitudes across the Recruitment Process: Time is of the Essence.
Degree: PhD, Management, 2012, Texas A&M University
URL: http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10840
► While extant research on recruiting has highlighted a number of applicant attitudes that predict future attitudes and decisions, questions regarding how attitudes develop over time…
(more)
▼ While extant research on recruiting has highlighted a number of applicant attitudes that predict future attitudes and decisions, questions regarding how attitudes develop over time and differentially predict applicant job choice have received scant attention. To address this currently impoverished research area, this study utilizes three prominent
recruitment frameworks (signaling theory, fit, and image) to theoretically and empirically examine how applicant attitudes towards possible future employers develop over the course of the
recruitment process. Also, this study explores the possible divergent patterns of development of these applicant attitudes by examining taking a job offer and passing on a job offer as two separate decision-making processes. Finally, this study investigates the pattern of relationships between proximal predictors of job choice (organizational attraction and acceptance intentions) and applicant decisions to take or pass on a job offer.
Participants in this study were 178 undergraduates seeking internships during a five-month
recruitment period. Applicant attitudes about organizational image, fit, attraction, acceptance intentions as well as recruiter trustworthiness and timeliness of a consistent set of firms were assessed eight times over the five-month period. Results of this study indicate that recruiting, from an applicant perspective, is a dynamic decision-making process where applicants gather and assimilate information in distinct patterns prior to making job choice decisions. Specifically, across six applicant attitudes that have previously been shown to predict recruiting outcomes such as job choice, applicant attitudes toward the organization they take an offer from increase, and at a faster rate, over time relative to organizations whose offers they pass. These attitudes significantly differ between offers that are ultimately taken and passed on as early as the start of the
recruitment process (i.e. image) or as late as slightly more than three weeks (i.e. fit) into a five-month
recruitment process.
Advisors/Committee Members: Barrick, Murray R. (advisor), Kirkman, Bradley L. (committee member), Zimmerman, Ryan D. (committee member), Payne, Stephanie C. (committee member).
Subjects/Keywords: Recruitment; Selection; Staffing; Decision-making
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APA ·
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MLA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Swider, B. (2012). Applicant Attitudes across the Recruitment Process: Time is of the Essence. (Doctoral Dissertation). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10840
Chicago Manual of Style (16th Edition):
Swider, Brian. “Applicant Attitudes across the Recruitment Process: Time is of the Essence.” 2012. Doctoral Dissertation, Texas A&M University. Accessed April 10, 2021.
http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10840.
MLA Handbook (7th Edition):
Swider, Brian. “Applicant Attitudes across the Recruitment Process: Time is of the Essence.” 2012. Web. 10 Apr 2021.
Vancouver:
Swider B. Applicant Attitudes across the Recruitment Process: Time is of the Essence. [Internet] [Doctoral dissertation]. Texas A&M University; 2012. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10840.
Council of Science Editors:
Swider B. Applicant Attitudes across the Recruitment Process: Time is of the Essence. [Doctoral Dissertation]. Texas A&M University; 2012. Available from: http://hdl.handle.net/1969.1/ETD-TAMU-2012-05-10840
Penn State University
12.
Welliver, Michele Carol.
Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies.
Degree: 2017, Penn State University
URL: https://submit-etda.libraries.psu.edu/catalog/13701mcw15
► In today’s competitive business environment, salespeople are in high demand. This demand for salespeople creates a buyers’ market, and as such provides the future sales…
(more)
▼ In today’s competitive business environment, salespeople are in high demand. This demand for salespeople creates a buyers’ market, and as such provides the future sales professional with numerous employment opportunities. With more sales positions to fill than potential candidates, sales managers need to enhance their
recruitment efforts to increase their chances of attracting top sales talent. To differentiate from the competition and become a company where salespeople are attracted to and ultimately consider as a place to work, sales organizations must establish and convey an employer brand. Defined as “the package of functional, economic, and psychological benefits provided by employment, and identified with the employing company” (Ambler & Barrow, 1996, p. 187), the employer brand is simply the company’s reputation as an employer. The purpose of this study was to explore sales manager perceptions of employer branding strategies B2B companies use for the external
recruitment of entry-level salespeople. To explore these issues, a grounded theory qualitative data analysis approach was chosen. Ten sales managers from B2B companies who engaged in the external
recruitment of entry-level salespeople for their organization were interviewed for this research study. The interviews were subsequently transcribed and coded, using a three-phased coding process that resulted in the construction of themes. Secondary data was also analyzed and coded for this grounded theory study. A theoretical grounded theory framework was developed for a better understanding of employer branding’s role in
recruitment. The study results revealed that building a solid employer reputation by creating value for current and potential employees attracts job applicants to fill sales positions, and retains ideal employees as well. The findings suggest that leveraging employer branding for
recruitment is far better for attracting a large pool of candidates than relying on the corporate brand. However, neither employer branding nor leveraging the corporate brand appears to be producing the best quality salesperson applicants. The findings did suggest that employers could improve
recruitment efforts to attract better quality candidates by engaging in, or increasing campus recruiting. The findings indicate that if companies increase their efforts to build a strong employer brand and target college campuses with their employer branding messages, they will attract a sufficient number of quality salesperson candidates, building a foundation for successful entry-level salesperson
recruitment.
Advisors/Committee Members: Dr. William J. Rothwell, Dissertation Advisor/Co-Advisor, Dr. William J. Rothwell, Committee Chair/Co-Chair, Dr. Judith A. Kolb, Committee Member, Dr. Wesley Donahue, Committee Member, Dr. Glen Kreiner, Outside Member.
Subjects/Keywords: employer branding; salesperson recruitment
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APA ·
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CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Welliver, M. C. (2017). Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/13701mcw15
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):
Welliver, Michele Carol. “Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies.” 2017. Thesis, Penn State University. Accessed April 10, 2021.
https://submit-etda.libraries.psu.edu/catalog/13701mcw15.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Welliver, Michele Carol. “Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies.” 2017. Web. 10 Apr 2021.
Vancouver:
Welliver MC. Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies. [Internet] [Thesis]. Penn State University; 2017. [cited 2021 Apr 10].
Available from: https://submit-etda.libraries.psu.edu/catalog/13701mcw15.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Welliver MC. Sales Manager Perceptions of Employer Branding Strategies for Entry-level Salesperson Recruitment in Select Business-to-Business Companies. [Thesis]. Penn State University; 2017. Available from: https://submit-etda.libraries.psu.edu/catalog/13701mcw15
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
North Carolina State University
13.
Kroustalis, Christina Marie.
Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction.
Degree: PhD, Psychology, 2009, North Carolina State University
URL: http://www.lib.ncsu.edu/resolver/1840.16/3501
► ABSTRACT KROUSTALIS, CHRISTINA MARIE. Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. (Under the direction of Dr. Adam W.…
(more)
▼ ABSTRACT
KROUSTALIS, CHRISTINA MARIE. Internet
Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. (Under the direction of Dr. Adam W. Meade).
This study examined how organizational attitudes, which are influenced by attitudes toward Internet
recruitment websites, mediate the relationship between organizational attraction and
recruitment website content (amounts of job and organization information) and website design (website usability and website aesthetics). The moderating effects of person-organization (P-O) and person-job (P-J) fit were also examined. Participants were Introductory Psychology students who viewed Fortune 500 company websites and responded to questions about the content and design of these websites and their resulting attitudes, fit perceptions, and organizational attraction. Results indicated amounts of job information, organization information, website usability, and website aesthetics were positively correlated with favorable job seeker attitudes toward the
recruitment website. Additionally, the amount of job information on a
recruitment website interacted with website usability, such that when less job information was presented, website usability played a greater role in positively predicting organizational attitudes. Organizational attitudes were found to mediate the relationship between website content and website design on attraction to the organization. Lastly, P-J fit was found to moderate the mediation of organizational attitudes in the job information-attraction link, such that the amount of job information led to more favorable attitudes only when perceived P-J fit was high. Contrary to study hypotheses, the same moderating effect was not found for P-O fit in the organization information-organizational attitudes-attraction mediation model. Explanations of many of the significant results are explored through Spence’s (1973; 1974) signaling theory. Recommendations for the development of Internet
recruitment websites are also provided.
Advisors/Committee Members: Dr. Lori Foster Thompson, Committee Member (advisor), Dr. S. Bartholomew Craig, Committee Member (advisor), Dr. Adam W. Meade, Committee Chair (advisor), Dr. Samuel B. Pond, III, Committee Member (advisor).
Subjects/Keywords: organizational attraction; internet; recruitment
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APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Kroustalis, C. M. (2009). Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. (Doctoral Dissertation). North Carolina State University. Retrieved from http://www.lib.ncsu.edu/resolver/1840.16/3501
Chicago Manual of Style (16th Edition):
Kroustalis, Christina Marie. “Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction.” 2009. Doctoral Dissertation, North Carolina State University. Accessed April 10, 2021.
http://www.lib.ncsu.edu/resolver/1840.16/3501.
MLA Handbook (7th Edition):
Kroustalis, Christina Marie. “Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction.” 2009. Web. 10 Apr 2021.
Vancouver:
Kroustalis CM. Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. [Internet] [Doctoral dissertation]. North Carolina State University; 2009. [cited 2021 Apr 10].
Available from: http://www.lib.ncsu.edu/resolver/1840.16/3501.
Council of Science Editors:
Kroustalis CM. Internet Recruitment: Examining the Roles of Information, Attitudes, and Perceived Fit on Applicant Attraction. [Doctoral Dissertation]. North Carolina State University; 2009. Available from: http://www.lib.ncsu.edu/resolver/1840.16/3501
North Carolina State University
14.
Kwatra, Nitin.
Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method.
Degree: MS, Electrical Engineering, 2009, North Carolina State University
URL: http://www.lib.ncsu.edu/resolver/1840.16/1297
► The Alternating-Direction Implicit Finite-Difference Time-Domain (ADI-FDTD) method is a computational electromagnetic method which, unlike the traditional explicit FDTD method, is unconditionally stable and allows arbitrarily…
(more)
▼ The Alternating-Direction Implicit Finite-Difference Time-Domain (ADI-FDTD) method is a computational electromagnetic method which, unlike the traditional explicit FDTD method, is unconditionally stable and allows arbitrarily large time steps. The decrease in the simulation time is achieved at the cost of accuracy. However, in computational problems where the results are averaging based, the effects of such local errors are largely minimized. For example, using ADI-FDTD in bioelectromagnetics, quantities like Specific Absorption Rates (SAR) and total induced currents can be computed over models with fine geometrical resolutions without decreasing the time step proportionally.
In this work, the volume of neurons excited (
recruitment volume) inside a human body due to external electric or magnetic stimulation is computed using the D-H formulation of ADI-FDTD method. The electric stimulation considered is through current injection by contact electrodes of a Human Electro-Muscular Incapacitative (HEMI) device. For magnetic stimulation, two high frequency current pulses flowing in opposite directions in circular coils are considered. A neuron can be excited if the electric field or the gradient of the electric field along its length exceeds the nerve threshold value. These modes of excitation are termed as `end mode' and `center mode' respectively. The nerve excitation threshold values are decided based on experimental investigations on laboratory animals found in the literature.
Memory and simulation time requirements are reduced by employing expanding grid techniques and DFT averaging. The uniform grid of a 1 mm resolution model is logarithmically expanded to 5 mm in region far from source such as head, lower legs and arms. This reduces the computational size of the model by 90%. For HEMI current source stimulations, Discrete Fourier Transform (DFT) is used to find the induced electric fields due to the dominant frequencies in the current source. By using quasi-static assumptions, the DFT is evaluated for duration substantially lesser than the time period of the different frequencies. The field values are then obtained as the ratios to the fields at the source and then scaled depending upon the magnitude of the source.
This study builds upon the efficient use of use of ADI-FDTD method for the solution of the low frequency bioelectromagnetics problems by employing expanding grid techniques and DFT averaging.
Recruitment volumes due to a HEMI current source device are computed. A novel stimulation technique of magnetic stimulation is investigated.
Advisors/Committee Members: Dr. J. K. Townsend, Committee Member (advisor), Dr. Griff. L. Bilbro, Committee Member (advisor), Dr. Gianluca Lazzi, Committee Chair (advisor).
Subjects/Keywords: recruitment volume; FDTD; ADI
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APA ·
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Manager
APA (6th Edition):
Kwatra, N. (2009). Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method. (Thesis). North Carolina State University. Retrieved from http://www.lib.ncsu.edu/resolver/1840.16/1297
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):
Kwatra, Nitin. “Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method.” 2009. Thesis, North Carolina State University. Accessed April 10, 2021.
http://www.lib.ncsu.edu/resolver/1840.16/1297.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Kwatra, Nitin. “Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method.” 2009. Web. 10 Apr 2021.
Vancouver:
Kwatra N. Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method. [Internet] [Thesis]. North Carolina State University; 2009. [cited 2021 Apr 10].
Available from: http://www.lib.ncsu.edu/resolver/1840.16/1297.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Kwatra N. Computation of recruitment volumes in the human body due to external electric or magnetic stimulation using ADI-FDTD method. [Thesis]. North Carolina State University; 2009. Available from: http://www.lib.ncsu.edu/resolver/1840.16/1297
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Addis Ababa University
15.
YONAS, ALEMAYOH.
METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
.
Degree: 2013, Addis Ababa University
URL: http://etd.aau.edu.et/dspace/handle/123456789/6766
► The methodology of coaching and recruitment mechanism of some selected national league clubs in Ethiopia is the issue of this study. Since one has impact…
(more)
▼ The methodology of coaching and
recruitment mechanism of some selected national
league clubs in Ethiopia is the issue of this study. Since one has impact on the other it is
imperative to study both together i.e., methodology of coaching is to be implemented on
players at the program who are either recruited from other clubs who were already at the
program before. This study was conducted to assess the method coaches at the country
achieve their task and the
recruitment procedures of the players at some selected clubs
from five clubs of the country three from Tigray and two from Amhara regions. Players
who are currently enrolled at the club for the last two years and coaches of the five clubs
are subjects of the study. The sample clubs were taken from the 12 clubs by
disproportionate stratified random sampling. The target populations were 250 players and
coaches were selected and Quota non-probability Sampling is used to select 15 players
and five coaches were selected purposefully. Questionnaire was used as a means of
obtaining information from the subjects who are coaches and players of the clubs.
The research indicated that most of the coaches have no suitable facilities even though
they all have full involvement in
recruitment. Many of them have no youth development
programs. There were many shortcomings at the coaches methodology of coaching like
the goalkeepers practicing separately, reporting with his team mates at trainings, not
considering football experience and the salary the player demands always. The coaches’
way of game analysis was only of the two types i.e. using computer & by themselves but
not using neutral observers. Players had many reasons to leave a club like less result of
the club & the death of incentives, while the coaches’ success; the incentives sufficiency
had power to attract players.
Key words: coaching / Methodology / national league /
Recruitment / scouting
Advisors/Committee Members: Dr. SOLOMON TEKA (advisor).
Subjects/Keywords: coaching / Methodology & national league /Recruitment
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APA ·
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Manager
APA (6th Edition):
YONAS, A. (2013). METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
. (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/6766
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):
YONAS, ALEMAYOH. “METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
.” 2013. Thesis, Addis Ababa University. Accessed April 10, 2021.
http://etd.aau.edu.et/dspace/handle/123456789/6766.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
YONAS, ALEMAYOH. “METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
.” 2013. Web. 10 Apr 2021.
Vancouver:
YONAS A. METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
. [Internet] [Thesis]. Addis Ababa University; 2013. [cited 2021 Apr 10].
Available from: http://etd.aau.edu.et/dspace/handle/123456789/6766.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
YONAS A. METHODOLOGY OF COACHING AND RECRUITMENT MECHANISMS: IN SOME SELECTED NATIONAL LEAGUE FOOTBALL CLUBS IN ETHIOPIA
. [Thesis]. Addis Ababa University; 2013. Available from: http://etd.aau.edu.et/dspace/handle/123456789/6766
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Nairobi
16.
Kihara, Rachael W.
Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
.
Degree: 2015, University of Nairobi
URL: http://hdl.handle.net/11295/94894
► In the rapidly changing global world economy, it’s important to keep pace with the competition and succeed. Today, one of the most crucial sources of…
(more)
▼ In the rapidly changing global world economy, it’s important to keep pace with the competition and succeed. Today, one of the most crucial sources of competitive advantage is based on human resource efforts through attracting and retaining talented individuals. Automating the recruitment processes helps companies in implementing the best practices of recruitment and hiring the best talent available in the market. E-recruitment allows for better targeting of candidates than advertising in general newspapers, resulting in a greater availability of qualified applicants. The objective of the study was to establish the perceived effectiveness of e- recruitment in talent acquisition in the Kenyan Public Service. The research design used was cross sectional descriptive survey. The study used primary data which was collected using a semi structured questionnaire. Data was analyzed using statistical package for social sciences based and presented using mean scores, standard deviations, percentages and frequency distribution. The study found out that online recruitment has made work easier as compared to the traditional recruitment practices of receiving hard copy applications; social media has facilitated communication of vacancies and prompt response from suitable applicants. The study recommends that each ministry must be aware of other factors that can influence the effectiveness of e-recruitment system in the ministries, such as poor internet connection in all parts of the country so that there is equal opportunity for all the citizens to apply for the vacancies and stand a chance to be selected. The limitations of the research are that the researcher used questionnaires with closed ended questions to collect data which have the disadvantage of limiting the responses according to the researchers’ choice and the focus was on human resources practitioners only. It is suggested that a similar study be done at Teachers Service Commission which has a more advanced e-recruitment system to establish its effectiveness in acquiring the right people for vacancies at the Commission.
Subjects/Keywords: E- recruitment in talent acquisition
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APA (6th Edition):
Kihara, R. W. (2015). Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
. (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/94894
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):
Kihara, Rachael W. “Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
.” 2015. Thesis, University of Nairobi. Accessed April 10, 2021.
http://hdl.handle.net/11295/94894.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Kihara, Rachael W. “Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
.” 2015. Web. 10 Apr 2021.
Vancouver:
Kihara RW. Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
. [Internet] [Thesis]. University of Nairobi; 2015. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/11295/94894.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Kihara RW. Perceived effectiveness of e- recruitment in talent acquisition in the kenyan public service
. [Thesis]. University of Nairobi; 2015. Available from: http://hdl.handle.net/11295/94894
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Ghana
17.
Essiedu, C.E.
An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
.
Degree: 2016, University of Ghana
URL: http://ugspace.ug.edu.gh/handle/123456789/24668
► Overtime, terrorism has evolved and new trends have been introduced after the attacks in US on 11 September, 2001, thus making terrorism a topical issue.…
(more)
▼ Overtime, terrorism has evolved and new trends have been introduced after the attacks in US on 11 September, 2001, thus making terrorism a topical issue. Given the various global military collaborations (such as that of the US-led coalition forces raid) as well as the raid and capture of some top ideologues, terrorist groups have developed new strategies of recruitment rather than the conventional means using cyberspace. Cyberspace has emerged as the most widely used medium of recruitment; the dark web or deep web, web forums and social media such as the Facebook, Twitter, YouTube, Skype, Tumblr, Instagram, among others. Terrorist organizations also alter the platforms, content, messages and appeal to suit targeted audiences. Ideologies and propaganda available on the internet, take the form of cartoons, audio/video clips or games, especially aimed at minors, youths and recently females. This research seeks to examine the use of cyberspace for terrorist recruitment and its implication on global security. Qualitative methodology was adopted for the study where primary data were collated by conducting unstructured interviews with experts in the use of cyberspace whereas secondary data were gathered from the books, journal articles, and news items both in print and on the internet from recognised sources, published research works and government documents relevant to the topic under discussion were reviewed and analysed for drawing of conclusions. The study concludes that terrorists’ have effectively exploited contemporary electronic mode of communication to propagate and defend its ideologies, recruit fighters and intimidate enemies due to the undiluted reach of cyberspace. It recommends that collaborated efforts of opinion leaders, institutions, law enforcement agencies, security agencies, police, military, academics, development people, civil societies, technical community and the private sector are necessary to prevent the upsurge of terrorist recruitment especially through cyberspace.
Subjects/Keywords: Cyberspace;
Recruitment;
Implications;
Global Security
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Manager
APA (6th Edition):
Essiedu, C. E. (2016). An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
. (Masters Thesis). University of Ghana. Retrieved from http://ugspace.ug.edu.gh/handle/123456789/24668
Chicago Manual of Style (16th Edition):
Essiedu, C E. “An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
.” 2016. Masters Thesis, University of Ghana. Accessed April 10, 2021.
http://ugspace.ug.edu.gh/handle/123456789/24668.
MLA Handbook (7th Edition):
Essiedu, C E. “An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
.” 2016. Web. 10 Apr 2021.
Vancouver:
Essiedu CE. An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
. [Internet] [Masters thesis]. University of Ghana; 2016. [cited 2021 Apr 10].
Available from: http://ugspace.ug.edu.gh/handle/123456789/24668.
Council of Science Editors:
Essiedu CE. An Examination of the Use of Cyberspace for Terrorist Recruitment and Its Implications on Global Security
. [Masters Thesis]. University of Ghana; 2016. Available from: http://ugspace.ug.edu.gh/handle/123456789/24668
18.
Johansen, Laurie Jo.
Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities.
Degree: PhD, Nursing, 2017, University of North Dakota
URL: https://commons.und.edu/theses/2119
► A lack of healthcare providers, including RNs, creates barriers for the U.S. rural population to access adequate healthcare services. One contributing factor to the…
(more)
▼ A lack of healthcare providers, including RNs, creates barriers for the U.S. rural population to access adequate healthcare services. One contributing factor to the scarcity in rural areas is the increasing numbers of RNs commuting away from rural communities for employment—14% in 1980 to 37% in 2004 (Skillman, Palazzo, Doescher, & Butterfield, 2012).
This descriptive phenomenology study investigated the experiences of RNs living in rural communities who commuted away to non-rural settings for employment. Purposeful sampling with snowballing was used to recruit 16 RNs for the study, allowing for understanding a rich variation in the professional experiences of RNs, as well as experiences surrounding where they lived, through analysis of data obtained using semi-structured interviews. The essence, or core meaning, of nurses commuting away from their rural, home communities was found to be “Commuting to Achieve Personal and Professional Goals While Being a Nurse in a Rural Community.” The overall findings included multifaceted reasons for nurses to commute to non-rural healthcare settings, including more noteworthy findings, such as nurses’ desires to seek specialized areas of nursing practice, and opportunities for advancement in nursing. Additionally, it was notable that all nurses felt valued as a nurse in their rural, home community.
The findings from this study can be used to benefit nursing practice, policy development, employers of nurses in rural settings, and nursing education, impacting
recruitment and retention
efforts that focus on nurses in rural settings. In the end, it was apparent that
recruitment and retention efforts in rural areas need to be unique, without a “one size fits all” application.
Advisors/Committee Members: Tracy J. Evanson.
Subjects/Keywords: Commuting; Nurse; Recruitment; Retention; Rural
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APA (6th Edition):
Johansen, L. J. (2017). Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities. (Doctoral Dissertation). University of North Dakota. Retrieved from https://commons.und.edu/theses/2119
Chicago Manual of Style (16th Edition):
Johansen, Laurie Jo. “Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities.” 2017. Doctoral Dissertation, University of North Dakota. Accessed April 10, 2021.
https://commons.und.edu/theses/2119.
MLA Handbook (7th Edition):
Johansen, Laurie Jo. “Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities.” 2017. Web. 10 Apr 2021.
Vancouver:
Johansen LJ. Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities. [Internet] [Doctoral dissertation]. University of North Dakota; 2017. [cited 2021 Apr 10].
Available from: https://commons.und.edu/theses/2119.
Council of Science Editors:
Johansen LJ. Commuting Away: The Experiences Of RNs Who Live In Rural Communities And Commute Away For Employment In Non-Rural Communities. [Doctoral Dissertation]. University of North Dakota; 2017. Available from: https://commons.und.edu/theses/2119
IUPUI
19.
Lewis, Arielle N.
A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety.
Degree: 2020, IUPUI
URL: http://hdl.handle.net/1805/23135
► Indiana University-Purdue University Indianapolis (IUPUI)
A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational…
(more)
▼ Indiana University-Purdue University Indianapolis (IUPUI)
A significant body of work has demonstrated the importance of diversity and representation in racial and ethnic minority jobseekers’ organizational judgments. While representation is often conceptualized as the general percentage or count of underrepresented minorities (URM) within an organization, a broader definition has been proposed that distinguishes this general or numerical representation from hierarchical representation which considers the placement of those URM employees within an organization. Although the separate effects of these two forms of representation have been evaluated, the present study extends on earlier work by considering the interactive effect. Additionally, the current research considered a potential mechanism to explain the influence of these forms of representation on URM’s organizational judgements. As expected, results showed that an organization depicting more URM employees (high numerical representation) and including Black leadership personnel (hierarchical representation) increased URM’s identity-safety relative to those which had low numerical representation and only White leadership. Moreover, and importantly, both representation effects could be explained indirectly via feelings of anticipated tokenism.
Advisors/Committee Members: Ashburn-Nardo, Leslie, Pietri, Evava S., Williams, Jane R..
Subjects/Keywords: Diversity; Recruitment; Representation; Organizations
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Manager
APA (6th Edition):
Lewis, A. N. (2020). A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety. (Thesis). IUPUI. Retrieved from http://hdl.handle.net/1805/23135
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):
Lewis, Arielle N. “A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety.” 2020. Thesis, IUPUI. Accessed April 10, 2021.
http://hdl.handle.net/1805/23135.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Lewis, Arielle N. “A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety.” 2020. Web. 10 Apr 2021.
Vancouver:
Lewis AN. A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety. [Internet] [Thesis]. IUPUI; 2020. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/1805/23135.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Lewis AN. A Comparative Analysis of Hierarchical and Numerical Representation in Organizational Diversity Perceptions and Identity-Safety. [Thesis]. IUPUI; 2020. Available from: http://hdl.handle.net/1805/23135
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Waikato
20.
Heynes, Seth James.
LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
.
Degree: 2015, University of Waikato
URL: http://hdl.handle.net/10289/9368
► This study explored how the professional networking site LinkedIn is being used and perceived by recruitment and selection practitioners within New Zealand organisations. In recent…
(more)
▼ This study explored how the professional networking site LinkedIn is being used and perceived by
recruitment and selection practitioners within New Zealand organisations. In recent times LinkedIn has seen large increases in membership and it has become a resource used by
recruitment and selection practitioners. LinkedIn is conceptualised as a professional networking site which can be perceived differently to social networking sites such as Facebook. Specifically this study sought to determine how common the usage of LinkedIn was, the features being used by
recruitment and selection practitioners, how these features affect or influence perceptions and decision making of
recruitment and selection practitioners, and if LinkedIn was being used alongside Social networking sites such as Facebook or Twitter.
Participants were recruited from various New Zealand university alumni groups, professional membership groups and various organisations. Eligibility for the research required individuals to be conducting the role of either
recruitment or selection within their current positions within New Zealand. The final sample consisted of 135 participants, and descriptive and thematic analysis was conducted on the survey responses.
The results indicated that 66.4% of the sample were using LinkedIn for both personnel
recruitment and selection. LinkedIn was used more for
recruitment purposes with both
recruitment and selection practitioners indicating that LinkedIn can be perceived as a resource for
recruitment and selection. Results further indicated that many organisations did not maintain any formal policy regarding LinkedIn use within
recruitment and selection procedures. Results indicated that the most frequently used features of LinkedIn were the Profile, and Jobs & Hiring features. The professional information sub feature, alongside previous experience and qualifications obtained, was perceived to be the most important and it influenced aspects of
recruitment and selection decision making. Facebook was indicated to be the most used social networking site alongside LinkedIn, with 88% of participants having reported using Facebook for
recruitment and selection. The results also showed that
recruitment and selection practitioners perceive many disadvantages of LinkedIn such as lack of credibility, inaccuracy of information and that LinkedIn may not be appropriate for certain job roles. However, LinkedIn was perceived as a resource which maintained beneficial professional information.
As stated by Barber (1998, as cited in Breaugh & Starke, 2000), this research has sought to address gaps in the literature regarding practitioners’ attitudes towards
recruitment sources and to investigate influencing aspects on recruiter and selectors’ decision making. The research addresses both of these aspects by highlighting attitudes of practitioners towards LinkedIn and identifies some of the more influential features of LinkedIn on practitioners’ decision making. This is beneficial for practitioners as it indicates the positive and the…
Advisors/Committee Members: Cable, Donald Alfred James (advisor), Roche, Maree A (advisor).
Subjects/Keywords: Recruitment;
Selection;
LinkedIn;
Professional networking
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Manager
APA (6th Edition):
Heynes, S. J. (2015). LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
. (Masters Thesis). University of Waikato. Retrieved from http://hdl.handle.net/10289/9368
Chicago Manual of Style (16th Edition):
Heynes, Seth James. “LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
.” 2015. Masters Thesis, University of Waikato. Accessed April 10, 2021.
http://hdl.handle.net/10289/9368.
MLA Handbook (7th Edition):
Heynes, Seth James. “LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
.” 2015. Web. 10 Apr 2021.
Vancouver:
Heynes SJ. LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
. [Internet] [Masters thesis]. University of Waikato; 2015. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10289/9368.
Council of Science Editors:
Heynes SJ. LinkedIn for Personnel Recruitment and Selection: A New Zealand perspective
. [Masters Thesis]. University of Waikato; 2015. Available from: http://hdl.handle.net/10289/9368
University of Connecticut
21.
Zhu, Xiaoyuan (Susan).
The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective.
Degree: MA, Psychology, 2015, University of Connecticut
URL: https://opencommons.uconn.edu/gs_theses/841
► Organizational affiliations serve a social identity function for employees because others will typically infer information about them based on their place of employment. To…
(more)
▼ Organizational affiliations serve a social identity function for employees because others will typically infer information about them based on their place of employment. To the extent that job seekers are concerned about these inferences, they will attempt to maintain a positive social identity by joining organizations they believe are viewed as favorable by the public. Research has examined whether social identity needs interact with organizational personality perceptions (i.e., a type of symbolic inferences) but with some inconsistent findings. I argue that the existing organizational personality taxonomy may suffer from bandwidth correspondence issues that may be attenuating large interaction effects. In the first study of this investigation, I conceptualize an alternative taxonomy as well as develop a scale of organizational personality perceptions grounded in humanness theory (Haslam, Bain, Douge, Lee, & Bastian, 2005) that better reflects job seekers’ identity needs relevant to organizational attraction. In the second study, I examine whether social identity concerns moderate the relations between humanness personality perceptions and
recruitment outcomes. Results showed strong psychometric properties and construct validity of the humanness organizational personality measure. Additionally, social identity concerns predicted participants’ job choice behaviors and interacted with humanness personality perceptions to influence
recruitment outcomes. The findings suggest that given one’s social identity concerns, perceptions of an organization’s personality in humanness traits matter for important
recruitment attitudes and behaviors.
Advisors/Committee Members: Janet Barnes-Farrell, Kevin Nolan, Dev Dalal.
Subjects/Keywords: Organizational Attraction; Recruitment; Personality
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Manager
APA (6th Edition):
Zhu, X. (. (2015). The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective. (Masters Thesis). University of Connecticut. Retrieved from https://opencommons.uconn.edu/gs_theses/841
Chicago Manual of Style (16th Edition):
Zhu, Xiaoyuan (Susan). “The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective.” 2015. Masters Thesis, University of Connecticut. Accessed April 10, 2021.
https://opencommons.uconn.edu/gs_theses/841.
MLA Handbook (7th Edition):
Zhu, Xiaoyuan (Susan). “The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective.” 2015. Web. 10 Apr 2021.
Vancouver:
Zhu X(. The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective. [Internet] [Masters thesis]. University of Connecticut; 2015. [cited 2021 Apr 10].
Available from: https://opencommons.uconn.edu/gs_theses/841.
Council of Science Editors:
Zhu X(. The Influence of Organizational Personality and Social Identity Consciousness on Organizational Attraction: A Humanness Perspective. [Masters Thesis]. University of Connecticut; 2015. Available from: https://opencommons.uconn.edu/gs_theses/841
University of Ghana
22.
Boateng, L.A.
Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
.
Degree: 2019, University of Ghana
URL: http://ugspace.ug.edu.gh/handle/123456789/33003
► Many factors influence employee work output. Literature and academic studies have over the years identified different kinds of factors that influence employee work output. Factors…
(more)
▼ Many factors influence employee work output. Literature and academic studies have over the years
identified different kinds of factors that influence employee work output. Factors such as
employee/employer ability and skills, organizational resources, leadership, compensations, job
design, employee/employer attitudes and motivation were some major influencers of employee
work output. However, there are other factors such as employee recruitment, that can also have
effects on employee work output. Recruitment whether internal or external, can influence work
outputs in different ways. More importantly, when it comes to director recruitments, the
organization’s policy on recruiting internal or external candidates to fill these positions may have
important effects on employee morale and consequently work outputs. This focus of this study was
to assess the influence of external director recruitments on work outcomes in the Volta River
Authority of Ghana. It aimed at identifying the modes of announcing vacant director positions,
understanding how employees feel about external director recruitments and the identify the
impacts of external directors on employee work outcomes. Using the purposive and the simple
random sampling techniques, data was collected from a sample of a total seventeen management
and lower level staffs of the Services Branch of the Volta River Authority in Accra. The data was
analyzed and the results show that the organization uses advertisements and consultations mostly
to fill vacant director positions. It also found that employees were divided on how they feel about
external director recruitments. However, majority indicated that it affects the morale of existing
employees who equally qualify for that position. finally, the study found that external directors do
have some influence on employee work outcomes.
Subjects/Keywords: Recruitment;
Volta River Authority;
Ghana
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Manager
APA (6th Edition):
Boateng, L. A. (2019). Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
. (Masters Thesis). University of Ghana. Retrieved from http://ugspace.ug.edu.gh/handle/123456789/33003
Chicago Manual of Style (16th Edition):
Boateng, L A. “Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
.” 2019. Masters Thesis, University of Ghana. Accessed April 10, 2021.
http://ugspace.ug.edu.gh/handle/123456789/33003.
MLA Handbook (7th Edition):
Boateng, L A. “Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
.” 2019. Web. 10 Apr 2021.
Vancouver:
Boateng LA. Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
. [Internet] [Masters thesis]. University of Ghana; 2019. [cited 2021 Apr 10].
Available from: http://ugspace.ug.edu.gh/handle/123456789/33003.
Council of Science Editors:
Boateng LA. Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
. [Masters Thesis]. University of Ghana; 2019. Available from: http://ugspace.ug.edu.gh/handle/123456789/33003
AUT University
23.
Hayward, Dominique.
Barriers and attractors for Māori in tertiary education
.
Degree: 2012, AUT University
URL: http://hdl.handle.net/10292/4408
► Māori are under-represented across all levels of education in New Zealand. Although this trend has improved over time, a gap remains between tertiary education and…
(more)
▼ Māori are under-represented across all levels of education in New Zealand. Although this trend has improved over time, a gap remains between tertiary education and Māori participation rates. One question is whether universities’
recruitment strategies are targeting Māori students effectively. The focus of this research on Māori was firstly, to identify significant issues which contribute to the weak educational outcomes (particularly regarding participation and completion) and secondly, to explore both why and how university
recruitment strategies can target these issues more effectively.
A qualitative and comparative research design was developed to explore these topics. In order to provide the research context, the literature review identifies and discusses the political, socio-economic and educational trends for indigenous peoples abroad, then moves to New Zealand and Māori. Semi-structured, open-ended interviews were conducted with both staff recruiters and students at the same university. The questions were directed towards canvassing their views on university
recruitment strategies and their effectiveness in engaging Māori students. This method allowed for both an organisational perspective to be presented (through staff interviews) as well as the views of the recipients (students) of the strategy implementation. A process of thematic analysis was used to distil key findings from the interviews. These findings were discussed in conjunction with the literature presented and the personal experiences and prior research of the researcher.
A number of key findings emerged; worldwide, indigenous students are under-represented in higher education and this trend is reflected in New Zealand with Māori being under-represented in tertiary education. Universities are actively seeking to recruit Māori students. These reasons include legislative and moral obligations, as well as to meet aspirational targets. Parallel to universities’ desire to recruit Māori are students’
recruitment experiences. Findings revealed that there are a number of key influences in students’ decisions. The three key factors universities can use advantageously in their
recruitment were: relationships, finance and support. Relationships, finance and support can form a central part of universities’
recruitment strategies and provide a foundation to help universities develop a targeted framework directed towards raising Māori representation in tertiary education. Examples of current
recruitment strategies that align with these recommendations are Auckland University of Technology’s Prefect Training Programme- Māori and the Māori Liaison Service.
Not all Māori students are struggling to meet academic requirements however, this research has highlighted a number of key factors relevant to the educational experiences of Indigenous students; providing the ‘what’ and ‘why’ universities’
recruitment strategies should target these groups. What remains outstanding is how universities can provide a culturally sensitive framework for
recruitment. The…
Advisors/Committee Members: Pringle, Judith (advisor).
Subjects/Keywords: Māori;
Education;
Qualitative;
Recruitment
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Manager
APA (6th Edition):
Hayward, D. (2012). Barriers and attractors for Māori in tertiary education
. (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/4408
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):
Hayward, Dominique. “Barriers and attractors for Māori in tertiary education
.” 2012. Thesis, AUT University. Accessed April 10, 2021.
http://hdl.handle.net/10292/4408.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Hayward, Dominique. “Barriers and attractors for Māori in tertiary education
.” 2012. Web. 10 Apr 2021.
Vancouver:
Hayward D. Barriers and attractors for Māori in tertiary education
. [Internet] [Thesis]. AUT University; 2012. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10292/4408.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Hayward D. Barriers and attractors for Māori in tertiary education
. [Thesis]. AUT University; 2012. Available from: http://hdl.handle.net/10292/4408
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Boston University
24.
Shea, Frederika P.
Nursing recruitment literature and its use.
Degree: MS, Nursing, 1963, Boston University
URL: http://hdl.handle.net/2144/30174
Subjects/Keywords: Nursing recruitment
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Manager
APA (6th Edition):
Shea, F. P. (1963). Nursing recruitment literature and its use. (Masters Thesis). Boston University. Retrieved from http://hdl.handle.net/2144/30174
Chicago Manual of Style (16th Edition):
Shea, Frederika P. “Nursing recruitment literature and its use.” 1963. Masters Thesis, Boston University. Accessed April 10, 2021.
http://hdl.handle.net/2144/30174.
MLA Handbook (7th Edition):
Shea, Frederika P. “Nursing recruitment literature and its use.” 1963. Web. 10 Apr 2021.
Vancouver:
Shea FP. Nursing recruitment literature and its use. [Internet] [Masters thesis]. Boston University; 1963. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/2144/30174.
Council of Science Editors:
Shea FP. Nursing recruitment literature and its use. [Masters Thesis]. Boston University; 1963. Available from: http://hdl.handle.net/2144/30174
Cranfield University
25.
Samuels, Lea.
Employers’ Attraction And Retention Of Older Workers: A Systematic Review.
Degree: MSc by Research, 2010, Cranfield University
URL: http://dspace.lib.cranfield.ac.uk/handle/1826/6581
► The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore…
(more)
▼ The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker.
The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations.
The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings.
The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.
Subjects/Keywords: Older Worker; Recruitment Attraction; Retention
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APA (6th Edition):
Samuels, L. (2010). Employers’ Attraction And Retention Of Older Workers: A Systematic Review. (Masters Thesis). Cranfield University. Retrieved from http://dspace.lib.cranfield.ac.uk/handle/1826/6581
Chicago Manual of Style (16th Edition):
Samuels, Lea. “Employers’ Attraction And Retention Of Older Workers: A Systematic Review.” 2010. Masters Thesis, Cranfield University. Accessed April 10, 2021.
http://dspace.lib.cranfield.ac.uk/handle/1826/6581.
MLA Handbook (7th Edition):
Samuels, Lea. “Employers’ Attraction And Retention Of Older Workers: A Systematic Review.” 2010. Web. 10 Apr 2021.
Vancouver:
Samuels L. Employers’ Attraction And Retention Of Older Workers: A Systematic Review. [Internet] [Masters thesis]. Cranfield University; 2010. [cited 2021 Apr 10].
Available from: http://dspace.lib.cranfield.ac.uk/handle/1826/6581.
Council of Science Editors:
Samuels L. Employers’ Attraction And Retention Of Older Workers: A Systematic Review. [Masters Thesis]. Cranfield University; 2010. Available from: http://dspace.lib.cranfield.ac.uk/handle/1826/6581
26.
Geronimo, Emilio Di; Stössel, Jona.
Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits.
Degree: 2012, , School of Management
URL: http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2447
► This thesis investigates the leadership recruitment of private work agencies, a sector that has grown significantly in Sweden over the past two decades. Through…
(more)
▼ This thesis investigates the leadership recruitment of private work agencies, a sector that has grown significantly in Sweden over the past two decades. Through interviews with leadership recruiters in three firms, desirable and undesirable destructive leadership traits were investigated and the question was addressed of how leadership traits are identified and assessed by recruiters. A distinction was made between desired and undesired leadership traits, both tacit and explicit, and a special focus was given to destructive traits. The results and analysis demonstrated that although there seemed to be a general coherence about the desirability of managerial and intellectual leadership traits, there was no coherence in terms of how to assess undesired destructive leadership traits. Moving beyond the wide categories of managerial and intellectual, an in-depth analysis also showed the existence of an incoherent body of tacit knowledge of desirable leadership traits involved in the recruitment process. The results of the study raised the question whether leadership recruitment could be made more explicit, coherent, and efficient or whether it is inherently difficult and perhaps not relevant to classify leadership traits systematically.
Subjects/Keywords: Leadership Recruitment; Private Work Agencies
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APA (6th Edition):
Geronimo, Emilio Di; Stössel, J. (2012). Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits. (Thesis). , School of Management. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2447
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):
Geronimo, Emilio Di; Stössel, Jona. “Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits.” 2012. Thesis, , School of Management. Accessed April 10, 2021.
http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2447.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Geronimo, Emilio Di; Stössel, Jona. “Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits.” 2012. Web. 10 Apr 2021.
Vancouver:
Geronimo, Emilio Di; Stössel J. Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits. [Internet] [Thesis]. , School of Management; 2012. [cited 2021 Apr 10].
Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2447.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Geronimo, Emilio Di; Stössel J. Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits. [Thesis]. , School of Management; 2012. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:bth-2447
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Ghana
27.
Boachie – Ansah, R.A.
The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
Degree: 2019, University of Ghana
URL: http://ugspace.ug.edu.gh/handle/123456789/34844
► The purpose of this study aimed at investigating the extent to which social networking websites are used in the recruitment and selection of employees by…
(more)
▼ The purpose of this study aimed at investigating the extent to which social networking websites
are used in the recruitment and selection of employees by Multi-national companies.
Accordingly, using Ghana as a study, this research adopted the qualitative approach and
phenomenology research design to unearth the lived experiences of participants on social
networking websites use in the recruitment and selection of employees. Participants comprised
of twenty (20) senior human resource personnel from twenty (20) Multi-national companies
who shared their experiences in face-to-face semi-structured interviews. Findings revealed that
Multi-national companies used social networking websites to post job advertisements, assess
and screen candidates for recruitment, and identify candidates for person-job fit. Results also
indicated that the impression formed about candidates from information obtained via social
networking websites do influence employment decisions. In addition, findings indicated that
social networking websites were used with the well-established methods of recruitment and
selection especially during the recruitment process. Hence, social networking websites were
considered as more of a recruitment tool than that of a selection tool. Thus, this research
recommends that human resource managers should be blend social networking websites use
with the traditional modes of recruitment and selection to achieve the desired outcome. Also,
human resource managers should be mindful of how information on social networking websites
are used in inferring employment decision as information gathered could be inaccurate.
Subjects/Keywords: Social Networking;
Recruitment;
Website;
Ghana
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MLA ·
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Manager
APA (6th Edition):
Boachie – Ansah, R. A. (2019). The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
(Masters Thesis). University of Ghana. Retrieved from http://ugspace.ug.edu.gh/handle/123456789/34844
Chicago Manual of Style (16th Edition):
Boachie – Ansah, R A. “The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
” 2019. Masters Thesis, University of Ghana. Accessed April 10, 2021.
http://ugspace.ug.edu.gh/handle/123456789/34844.
MLA Handbook (7th Edition):
Boachie – Ansah, R A. “The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
” 2019. Web. 10 Apr 2021.
Vancouver:
Boachie – Ansah RA. The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
[Internet] [Masters thesis]. University of Ghana; 2019. [cited 2021 Apr 10].
Available from: http://ugspace.ug.edu.gh/handle/123456789/34844.
Council of Science Editors:
Boachie – Ansah RA. The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
[Masters Thesis]. University of Ghana; 2019. Available from: http://ugspace.ug.edu.gh/handle/123456789/34844
Victoria University of Wellington
28.
Neilson, Conor Stewart Bruce.
There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish.
Degree: 2016, Victoria University of Wellington
URL: http://hdl.handle.net/10063/6225
► A primary goal of ecology is to identify the factors underlying recruitment variability, and how they may shape population dynamics. Recruitment is driven by the…
(more)
▼ A primary goal of ecology is to identify the factors underlying
recruitment variability, and how they may shape population dynamics.
Recruitment is driven by the input of new individuals into a population. However, these individuals often show high diversity in phenotypic traits and life histories, and the consequences of this variation are poorly understood. Phenotypic variation is widespread among the early life stages of fish, and this variation may be influenced by events occurring across multiple life stages. While many studies have investigated phenotypic variation and its effect on population dynamics, comparatively few studies use an integrated approach that evaluates patterns and processes across multiple life history stages. Here I focus on a native amphidromous fish, Galaxias maculatus, and I explore patterns and consequences of phenotypic variation during larval stages, migratory stages, and post-settlement stages of this fish.
I explore variability in phenotypes and early life history traits of G. maculatus through both space and time. I use metrics derived from body size and otolith-based demographic reconstructions to quantify potentially important early life history traits. I found that cohorts of juvenile fish sampled later in the year were comprised of individuals that were older, smaller, and grew more slowly relative to fish sampled earlier in the year. I also found that two sampled sites (the Hutt River and the Wainuiomata River) showed different temporal trends, despite their close geographical proximity.
I then investigated whether phenotype was related to mortality. I used otolith-based traits to characterise larval ‘quality’ for individual fish. I then calculated the average larval quality for discrete cohorts of fish, and used catch-curve analysis to estimate mortality rates for these cohorts. I investigated the overall relationship between quality and mortality, and compared the trend between two sites. My results indicate that phenotype and mortality were not significantly correlated. However, this inference may be limited by low statistical power; the non-significant trends suggest that the relationship might be negative (i.e., larvae of higher quality tend to have lower rates of mortality). This trend is typical of systems where population expansion is limited by food rather than predators.
I then investigated whether phenotypic traits in the juvenile cohorts were correlated with traits in adult cohorts. I resampled the focal populations ~6 months after sampling the juvenile stages (i.e., targeting fish from sampled cohorts that had survived to adulthood), and I used data from otoliths to reconstruct life history traits (hatch dates and growth histories). I compared adult life history traits to the traits of discrete juvenile cohorts.
My results suggest that fish that survived to adulthood had comparatively slower growth rates (reconstructed for a period of larval/juvenile growth) relative to the sampled juvenile cohorts (where growth rate was estimated for the same period in their…
Advisors/Committee Members: Shima, Jeffrey.
Subjects/Keywords: Otolith; Recruitment; Population dynamics
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Export
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Manager
APA (6th Edition):
Neilson, C. S. B. (2016). There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish. (Masters Thesis). Victoria University of Wellington. Retrieved from http://hdl.handle.net/10063/6225
Chicago Manual of Style (16th Edition):
Neilson, Conor Stewart Bruce. “There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish.” 2016. Masters Thesis, Victoria University of Wellington. Accessed April 10, 2021.
http://hdl.handle.net/10063/6225.
MLA Handbook (7th Edition):
Neilson, Conor Stewart Bruce. “There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish.” 2016. Web. 10 Apr 2021.
Vancouver:
Neilson CSB. There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish. [Internet] [Masters thesis]. Victoria University of Wellington; 2016. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10063/6225.
Council of Science Editors:
Neilson CSB. There and back again: Spatial and temporal variation in the recruitment dynamics of an amphidromous fish. [Masters Thesis]. Victoria University of Wellington; 2016. Available from: http://hdl.handle.net/10063/6225
Victoria University of Wellington
29.
Yan, Li.
Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting.
Degree: 2020, Victoria University of Wellington
URL: http://hdl.handle.net/10063/9352
► Leadership diversity has evoked tremendous debate for decades. This includes the profitability and creativity of organizations and the realization of social capital. In this regard,…
(more)
▼ Leadership diversity has evoked tremendous debate for decades. This includes the profitability and creativity of organizations and the realization of social capital. In this regard, governments have initiated numerous programs to increase gender equality in leadership positions. A wealth of academic research has also been conducted to investigate factors influencing the paucity of women in the elite leadership group. One noticeable element at the organizational level is the way in which female leaders are selected. Given the increasing proportion of leadership selection conducted through headhunters, this thesis aims at investigating how headhunting influences female leadership progression in the Chinese context.
Because the research focuses on meanings and interpretations of female headhunting practices, it employed a qualitative methodology. Consequently, 13 in-depth interviews were carried out in China. In order to make the results more representative, the diverse sample was dispersed not only in Mainland China but in Taiwan. The semi-structured interviews enabled the researcher to gain a deep understanding of how females are selected as well as the underlying elements that can exert influence on the selection results.
The findings revealed that the headhunting of female leaders is not a simple or straightforward process. It is influenced by contextual constraints, the
recruitment and selections used by headhunters, and no doubt, headhunters’ competency. Also, these issues are influenced by cultural beliefs, economic, and political factors in the Chinese context. Among them, political factors are powerful and interact with cultural and economic factors. They produce gendered results.
Advisors/Committee Members: Plimmer, Geoff.
Subjects/Keywords: Recruitment and selection; Gender; Headhunters
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APA ·
Chicago ·
MLA ·
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CSE |
Export
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Manager
APA (6th Edition):
Yan, L. (2020). Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting. (Masters Thesis). Victoria University of Wellington. Retrieved from http://hdl.handle.net/10063/9352
Chicago Manual of Style (16th Edition):
Yan, Li. “Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting.” 2020. Masters Thesis, Victoria University of Wellington. Accessed April 10, 2021.
http://hdl.handle.net/10063/9352.
MLA Handbook (7th Edition):
Yan, Li. “Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting.” 2020. Web. 10 Apr 2021.
Vancouver:
Yan L. Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting. [Internet] [Masters thesis]. Victoria University of Wellington; 2020. [cited 2021 Apr 10].
Available from: http://hdl.handle.net/10063/9352.
Council of Science Editors:
Yan L. Exploring Female Leadership Advancement in Chinese Corporations:
Selection for Senior Positions through Headhunting. [Masters Thesis]. Victoria University of Wellington; 2020. Available from: http://hdl.handle.net/10063/9352
University of Florida
30.
Lake, Jenna ( author ).
Strategies used to recruit and retain band students in urban schools.
Degree: M.M, Music Education, 2015, University of Florida
URL: https://ufdc.ufl.edu/AA00061610
► The purpose of this multiple case study research was to examine recruitment and retention strategies used by successful urban school band directors. Participants were four…
(more)
▼ The purpose of this multiple case study research was to examine recruitment and retention strategies used by successful urban school band directors. Participants were four urban school band directors and two urban school administrators. The directors were purposely selected based upon having successful and well-known band programs in schools that exhibited characteristics common to urban schools, including (a) a large percentage of low-SES students, (b) low, mean standardized test scores for students, (c) limited parental involvement in the band program, and (d) constrained budgets to support the band program. A survey and interviews were used to collect data on the teachers, their programs, and their administrators. Interview questions were developed based upon a review of literature and research questions regarding strategies used to recruit and retain students within urban school band programs. Using a semi-structured format, directors were interviewed to learn about their background in music, education, and current teaching situation. Two administrators were also interviewed regarding their perceptions of the recruitment and retention of students in the band programs in their school. Each band director participant described similar approaches to recruitment and retention, utilizing techniques such as demonstration concerts, informational handouts, testing of students on instruments, and holding a recruitment night for parents. They also noted the importance of administrative and parental support.
Subjects/Keywords: urban – band – recruitment – retention
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APA ·
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Manager
APA (6th Edition):
Lake, J. (. a. ). (2015). Strategies used to recruit and retain band students in urban schools. (Masters Thesis). University of Florida. Retrieved from https://ufdc.ufl.edu/AA00061610
Chicago Manual of Style (16th Edition):
Lake, Jenna ( author ). “Strategies used to recruit and retain band students in urban schools.” 2015. Masters Thesis, University of Florida. Accessed April 10, 2021.
https://ufdc.ufl.edu/AA00061610.
MLA Handbook (7th Edition):
Lake, Jenna ( author ). “Strategies used to recruit and retain band students in urban schools.” 2015. Web. 10 Apr 2021.
Vancouver:
Lake J(a). Strategies used to recruit and retain band students in urban schools. [Internet] [Masters thesis]. University of Florida; 2015. [cited 2021 Apr 10].
Available from: https://ufdc.ufl.edu/AA00061610.
Council of Science Editors:
Lake J(a). Strategies used to recruit and retain band students in urban schools. [Masters Thesis]. University of Florida; 2015. Available from: https://ufdc.ufl.edu/AA00061610
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Open Access Theses and Dissertations
