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2006 | nr 2 | 9--22
Tytuł artykułu

Nauka dla praktyki rekrutacji i selekcji

Autorzy
Treść / Zawartość
Warianty tytułu
Recruitment and Selection: Science for Practice
Języki publikacji
PL
Abstrakty
W niniejszym artykule starano się dokonać w miarę szerokiego przeglądu artykułów anglojęzycznych z zakresu empirycznych badań nad procesami rekrutacji i selekcji. Zamiarem autora było ukazanie możliwości wykorzystania wyników światowych badań do doskonalenia praktyki oraz budowy kompleksowego i spójnego modelu procesu rekrutacji i selekcji. W efekcie opracowano wskazówki, które mogą być przełożone na potrzeby praktyki lub badań naukowych.
EN
This paper is an effort at as broad an overview of English-language articles on empirical research into recruitment and selection processes as possible. It is the intention of the author to demonstrate a possibility to utilize the results of worldwide studies to improve practice and build a comprehensive and cohesive model of the recruitment and selection process. The outcome is a set of guidelines that may be applied to meet the needs of practice and scientific research. (original abstract)
Rocznik
Numer
Strony
9--22
Opis fizyczny
Twórcy
Bibliografia
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  • 2. Barber A.E. (1998), Recruiting employees, Sage Publications, Thousand Oaks, CA.
  • 3. Barth R.T. (1973), An empirical examination of several job attraction measures, "Academy of Management Proceedings", 400-405.
  • 4. Belt J.A., Paolillo J.G.P. (1982), The influence of corporate image and specificity of candidate qualifications on response to recruitment advertisement "Journal of Management", No. l, 105-112.
  • 5. Breaugh J.A. (1981), Relationships between recruiting sources and employee performance, absenteeism, and work attitudes, "Academy of Management Journal", No. 24, 142-147.
  • 6. Breaugh J.A., Starke M. (2000), Research on employee recruitment: So many studies, so many remaining questions, "Journal of Management", No. 26, 405-434.
  • 7. Bretz Jr. R.D., Ash R.A., Dreher G.F. (1989), Do people make the place? An examination o f the attraction-selection-attrition hypothesis, "Personnel Psychology", 42, 561-581.
  • 8. Brush C.G., Greene P.G., Hart M.M. (2001), Prom initial idea to unique advantage: The entrepreneurial challenge of constructing a resource base, "Academy of Management Executive", No. 15, 64-81.
  • 9. Buda R. (2003), The interactive effect of message framing, presentation order, and source credibility on recruitment practices, "International Journal of Management", No. 20, 156-163.
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  • 11. Catlin K., Matthews J. (2002), Building the awesome organization: Six essential components that drive entrepreneurial growth, Hungry Minds, Cleveland, Indianapolis, New York.
  • 12. Cober R.T., Brown DJ, Levy P.E, Cober A.B, Keeping L.M. (2003), Organizational web sites: Web site content and style as determinants of organizational attraction, "International Journal of Selection and Assessment", No. 11, 247-264.
  • 13. Dugoni B.L., Ilgen D.R. (1981), Realistic job previews and the adjustment of newemployees, "Academy of Management Journal", No. 24, 579-591.
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  • 15. Grieves J. (2003), Strategic human resource development, Sag Publications, London, Thousand Oaks, New Dehli.
  • 16. Harris M.M., Fink L.S. (1987), A field study of applicant reactions to employmentopportunities: Does the recruiter make a difference, "Personnel Psychology 765-784.
  • . 17. Hausdorf P.A., Duncan D. (2004), Firm size and internet recruiting in Canada. A preliminary investigation, "Journal of Small Business Management"
  • 18. Highhouse S., Stierwalt S.L, Bachiochi P., Elder A.E., Fisher G. (1999), Effects of advertised human resource management practices on attraction of African American applicants, "Personnel Psychology", No. 52, 425-442.
  • 19. Huegli J.M., Tschirgi H. (1975), Ań investigation o f the relationship of time to recruitment interview decision making, "Academy of Management Proceedings", 234-236.
  • 20. Judge T.A., Cable D.M. (1997), Applicant personality, organizational culture, and organization attraction, "Personnel Psychology", No. 50, 359-394
  • 21. Kristof-Brown A.L., Zimmerman R.D., Johnson E.C. (2005), Consequences of individuals fit at work: A meta analysis of person-job, person-organization, person-group, and person-supervisor, "Personnel Psychology", No. 58, 281-342
  • 22. Linden R.C., Parsons Ch.K. (1986), A field study of job applicant interview perceptions, alternative opportunities, and demographic characteristics, "Personnel Psychology", No.39, 109-122.
  • 23. Locke E.A., Latham G.P. (2004), What should we do about motivation theory? Sixrecommendations for the twenty-first century, "Academy of Management Review", No. 29, 388-403.
  • 24. Phillips J.M. (1998), Effects of realistic job previews on multiple organizational outcomes: A meta-analysis, "Academy of Management Journal", No. 416, 673-692.
  • 25. Powell G.N. (1991), Applicant reactions to the initial employment interview: Exploring theoretical and methodological issues, "Personnel Psychology", No. 44, 67-83.
  • 26. Price A. (2000), Principles of human resource management. An active learning approach, Blackwell Publishers Ltd., Oxford, Malden.
  • 27. Ramsay H., Scholarios D. (1999), Selective decisions: Challenging orthodox analyses o f the hiringprocess, "International Journal of Management Review", No. 3, 63-89.
  • 28. Ryan A.M., Ployhart R.E. (2000), Applicants perceptions of selection procedures and decisions: A critical review and agenda for the future, "Journal of Management", No. 26, 565-606.
  • 29. Rynes S.L., Barber A.E. (1990), Applicant attraction strategies: Ań organizational perspectivey "Academy of Management Review", No. 15, 286-310.
  • 30. Rynes S.L., Boudreau J.W. (1986), College recruiting in large organizations: Practice, evaluation, and research implications, "Personnel Psychology", No. 39, 729-757.
  • 31. Rynes S.L., Heneman III H.G., Schwab D.P. (1980), Individual reactions to organizational recruiting: A review, "Personnel Psychology", No. 33, 529-542.
  • 32. Rynes S.L, Schwab D.P., Heneman, H.G. (1983), The role of pay and market pay variability in job application decisions, "Organizational Behavior and Human Performance", No. 31, 353-364.
  • 33. Searle, R.H. (2003), Selection and recruitment. A critical text, Palgrave/MacMillan Oxford.
  • 34. Shen J, Edwards V. (2004), Recruitment and selection in Chinese MNEs, "International Journal of Human Resource Management", No. 15, 814-835.
  • 35. Sherman A., Bohlander G., Snell S. (1996), Managing human resources, South Western College Publishing.
  • 36. Stevens C.K. (1989), The effect of different orders of presentation on verbal recruitment strategy effectiveness, "Academy of Management Proceedings", 285-289.
  • 37.Stevens C.K. (1997), Effects of preinterview beliefs of applicants' reactions to campus interviews, "Academy of Management Journal", No. 40, 947-966.
  • 38. Suchar M. (2004), Rekrutacja i selekcja personelu, C.H. Beck, Warszawa.
  • 39. Taylor M.S., Schmidt D.W. (1983), A process-oriented investigation of recruitment source effectiveness, "Personnel Psychology", No. 36, 343-354.
  • 40. Turban D.B., Dougherty T. W. (1992), Influences of campus recruiting on employee attraction to firms, "Academy of Management Journal", No. 35, 739-765.
  • 41. Vecchio R.P. (1995), The impact of referral sources on employee attitudes: Evidence from a national sample, "Journal of Management", No. 21, 953-965.
  • 42. Weick K. E. (2005), The Experience of Theorizing Sensmaking as Topic and Resource [w:] Ken G. Smith, Michael A. Hitt (ed.) , Great Minus in Management, Oxford University Press, 395-413.
  • 43. Williamson I.O., Cable, D.M. (2003), Organizational hiring patterns, interfirm network ties, and interorganizational imitation, "Academy of Management Journal", No. 46, 349-358.
Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000093123314

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