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Individual job‐choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study
Author(s) -
Boswell Wendy R.,
Roehling Mark V.,
LePine Marcie A.,
Moynihan Lisa M.
Publication year - 2003
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.10062
Subject(s) - seekers , job analysis , job design , job attitude , process (computing) , job performance , job shadow , tracking (education) , psychology , marketing , business , job satisfaction , social psychology , computer science , political science , pedagogy , operating system , law
The present research is intended to contribute to the understanding of how job‐choice decisions aremade and the role of effective and ineffective recruiting practices in thatprocess. The issues are examined by tracking job seekers through the job search and choice process. At multiplepoints in the process, structured interviews are used to elicit information from the job seekers pertaining tohow they are making their decision and what factors play a role. Results provide theoretical and practicalinsights into the organizational and job attributes important to job choice, as well as how specific recruitingpractices may exert a significant influence, positive or negative, on job‐choice decisions. For example,our findings reinforced the importance of providing job seekers the opportunity to meet with multiple (andhigh‐level) organizational constituents, impressive site‐visit arrangements, and frequent andprompt follow‐up. Also, imposing a deadline (i.e., “exploding offer”) showed littleeffect on job‐choice decisions. Recommendations for recruitment practice and continued research areprovided. © 2003 Wiley Periodicals, Inc.