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PubMed1991

Factors influencing nurses' job decisions. A survey of applicants.

One of the creative ways in which hospital administrations are addressing the nursing shortage is their use of traditional market-research techniques to pinpoint and attract potential staff. Here the authors used a market tool called "laddering," in which nursing applicants ranked job-decision factors from most to least influential. The authors' survey revealed not only the priorities of nurses in general but also those of subgroups such as graduate RNs and older, more experienced nurses.

Attitude of Health Personnel↗
PubMed1992

Personal factors related to the perception of occupational exposure: an application of a job exposure matrix.

Whether certain personal characteristics influence the perception of exposure to dusts, gases or fumes was assessed in 6803 men and 6765 women drawn from nonmanual worker households in seven French cities. Factors modifying the strength of the association between two estimates of exposure (here a job exposure matrix estimate and exposure reported by the subjects) are potential recall determinants of exposure. This association was significantly stronger in men than in women, suggesting a better perception of exposure in men. The strength of the association between both estimates of exposure increased significantly among men according to educational level. Smoking habits had no effect on the perception of exposure. The perception of exposure did not vary significantly according to respiratory symptoms in women. In men, subjects without chronic cough or chronic bronchitis had a significantly higher perception of exposure than the others, but no difference was shown for wheezing, dyspnoea or asthma.

Adult↗
PubMedDate not supplied

The application of a job exposure matrix in the natural gas industry.

A questionnaire was designed, implemented, and analyzed, using a job exposure matrix format, to profile jobs in the Pipeline Division of a natural gas company with respect to possible hazardous exposures. The categories of chemical, physical, ergonomic, biological, and psychological hazards were surveyed. The first stage was to formulate and confirm a list of hazardous agents extant within the Pipeline Operations. This was done by making on-site observations and interviewing safety supervisors and workers, as well as by exploring the literature on the natural gas industry. The second stage of the project entailed the collection of data about whether a particular hazardous agent was present at a location, and if so, which workers were exposure to it, and at what intensity and frequency they were exposed. This assessment was made by groups identified as expert assessors, senior workers who were familiar with the processes and range of job titles at their locations. These experienced workers rated all job titles for workers at that site. The final stage of the project was to critically examine and validate the data collected. Three analyses were performed. The first was a comparison of the assessments with known outcomes of the medical surveillance testing that was completed in 1995. Secondly, the agreement between the assessments done by the expert assessor group, and a rating done by the jobholder, was examined. Finally, consideration was given to the sureness expressed by each of the rating groups about the analysis they had provided.

Administrative Personnel↗
PubMed1995

Prevalence of hepatitis B, hepatitis C, and human immunodeficiency virus markers among hospital employment applicants.

To delineate baseline seroprevalence rates before job placement, applicants for employment (n = 300) at a large urban medical center were screened for serologic markers to the hepatitis B virus (HBV), hepatitis C virus (HCV), and human immunodeficiency virus (HIV) during a 15-week period in 1992. Eighteen applicants (6%) were positive for antibodies to HBV, nine (3%) for HCV, and 3 (1%) for HIV. There was no association by gender for any of these viral markers; however, both HBV and HCV were significantly more often detected in persons applying for hourly positions who were black. In an urban setting, preemployment screening of health care workers for HBV and HCV markers appears warranted, and serum banking for later HIV analysis, should a claim arise, is suggested.

Adult↗
PubMed2007

The interactive effects of recruitment practices and product awareness on job seekers' employer knowledge and application behaviors.

In this article, the author draws on research from the literature on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers' application behaviors through 3 aspects of job seekers' employer knowledge. Based on results from a within-subject design with data from 123 recruiting companies and 456 student job seekers, the author's findings suggest that the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low. In contrast, high-information recruitment practices are related to job seekers' application behaviors through employer reputation and job information when product awareness is high.

Achievement↗
PubMedDate not supplied

Attracting RNs to nursing homes: nurses' work experience and perceived importance of organization and job attributes.

Applicant attraction theories stipulate that employment inducements be customized to meet the desires and specific characteristics of potential applicants. This study examined the relationship between nurses' level of work experience and perceived importance of organization and job attributes in attracting them to nursing home jobs. Importance ratings of recruitment factors varied significantly by nurses' level of work experience. Unique variation was attributed to education opportunities, potential for career advancement, compensation issues, benefits, and work flexibility.

Analysis of Variance↗
PubMed1990

Interviewer predictions of applicant qualifications and interviewer validity: aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed.

Adult↗
PubMed2005

Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes.

Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice.

Attitude↗
PubMed1994

Psychological assessment of gay and lesbian law enforcement applicants.

Psychological profiles and measures of law enforcement job performance were compared for gay, lesbian, and heterosexual samples. No differences were found in selection rates or ratings of job performance. Compared to heterosexual men, gay men scored higher on Minnesota Multiphasic Personality Inventory (MMPI) Scale 5 and lower on California Psychological Inventory (CPI) scales Wb and Sc. No significant MMPI or CPI differences were found for lesbian and heterosexual women.

Adult↗