The impact of attractiveness on employability: Gender differences in peer effects

In this study, we examine if there are peer effects on the influence of external appearance on employability. We presented participants with a series of male and female photos and asked them to rate the attractiveness, employability, and other characteristics of the people portrayed. Candidates who were rated as more attractive were also deemed more likely to be invited for an interview. However, male candidates were judged relatively such that a candidate's chance of being interviewed decreased when his image was presented with that of other handsome men. This relative effect was not found to be significant for women.     

Geography of Italian student mobility: A network analysis approach

Understanding the phenomenon of intra- and international student mobility has become increasingly relevant to the organization of tertiary education systems. Using microdata information provided by the Italian National Student Archive on the cohorts of students enrolled at university in the academic years 2011–12 and 2014–15, we consider a network analysis approach to investigate the incoming and outgoing student flows between territories and universities. More specifically, the paper aims to shed light on the dynamics of Italian student mobility networks at both the bachelor's and master's degree levels by considering attractiveness indicators combined with network centrality measures, clustering techniques for network data and explanatory models. We analyze the partition of the global network structure by means of blockmodeling analysis and we explain the determinants of the differences among universities in attracting students adopting a quantile regression analysis.     

Finding a Working Balance Between Competitive and Communal Strategies*

abstract This paper presents a dynamic framework that describes how firms allocate limited resources between improving their competitive position relative to rivals and their communal position shared with rivals. This dynamic framework outlines how organizational field‐level dynamics influence industry attractiveness and thereby alter a firm's incentive to engage in communal strategy relative to competitive strategy. Communal strategy, in turn, can influence the institutions governing an organizational field and thereby shape industry attractiveness. Overall, the interplay between factors exogenous and endogenous to an industry cause change in an organizational field and so determine the nature of the communal environment shared by a firm and its rivals over time. Analysis of this interplay provides insight into the micro‐level drivers of macro‐level change and furthers understanding of the conditions under which rivalrous firms voluntarily contribute to collective betterment of their industry despite collective rationality.     

The influence of images on organizational attractiveness: comparing Chinese,Russian and US companies in Germany

In developed markets, Emerging Market Multinational Enterprises’ (EMNEs) organizational attractiveness may crucially depend on applicants’ country and corporate character images (CCIs). Applying image and signaling theory, this study compares the influence of these images on the organizational attractiveness of Chinese, Russian and US companies in Germany. Employing data from 287 German business students, findings show that applicants prefer US over Chinese and Russian companies as future employers, confirming the existence of the liability of emergingness. Moreover, findings indicate gender differences in applicants’ attraction toward EMNEs. In particular, female applicants are less attracted to EMNEs with a bad CCI than male applicants are.     

Strategic attractiveness and release decisions for cultural goods

We study how producers of cultural goods can strategically invest in raising the attractiveness of their goods in order to secure the most profitable release dates. In a game‐theoretic setting, where two producers choose their investment expenditure before simultaneously setting the release date of their good, we prove that two equilibria are possible: releases are either simultaneous (at the demand peak) or staggered (one producer delays). In the latter equilibrium, the first‐mover secures its position by investing more in attractiveness. We test this prediction on a dataset of more than 1500 American movies released in 10 countries over 12 years. Results are consistent with the theoretical predictions, indicating that higher budget movies are released closer to seasonal demand peaks.     

Performance benefits of reward choice: a procedural justice perspective

Reward choice – employees' ability to exercise control over the formal rewards they receive from work – is an important part of many HRM strategies. Reward choice is expected to increase employee performance, but conflicting findings highlight the need to better understand how and when it will do so. Based on fairness heuristic theory, we predicted that procedural justice mediates reward choice's influence on performance, and that choice attractiveness moderates that influence. A field study and an experiment both had similar results, supporting our predictions. Reward choice can increase performance by as much as 40 per cent, but only when the available choices are attractive to employees.     

Effectiveness and Efficiency of Cross-Border Knowledge Transfer: An Empirical Examination

abstract    Based on a sample of 102 US organizations, this study examines the impact of knowledge characteristics, recipient learning intent, source attractiveness, and relationship quality on the effectiveness and efficiency of knowledge transfer from the international business affiliates of these organizations. Findings indicate that recipient learning intent and source attractiveness positively impact the effectiveness of knowledge transfer. In addition, recipient learning intent was found to have a positive effect on knowledge transfer efficiency. In particular, results highlight the strong positive impact that the quality of the relationship between the source and the recipient has on both the efficiency and effectiveness of cross-border knowledge transfer. The study also indicates that knowledge value is positively associated with recipient learning intent and that knowledge value, rarity and non-substitutability influence source attractiveness. Finally, findings suggest that the relationship between knowledge characteristics and knowledge transfer is partially mediated by recipient learning intent and source attractiveness.     

Organizational attractiveness in Japan:a screening perspective

This study examines the effects of several organizational characteristics on job applicant attributions of organizational attractiveness in Japan. The results from 11,060 Japanese university students, 3,678 seniors specializing in engineering&science who judged 156 firms and 7,382 seniors majoring in liberal arts who evaluated 150 firms, demonstrate that some of the organizational characteristics studied do serve as organizational attractiveness screening devices (Stiglitz, 1975). First, work-force size was related to organizational attractiveness for both student cohorts, as hypothesized. On the contrary, the age of the organization had no effect on organizational attractiveness for either group. The effects for two other variables, sales and profits, were mixed. Sales was related to organizational attractiveness for the engineering&science cohort, but not for the liberal arts cohort. Alternatively, profits were associated with organizational attractiveness for the liberal art students, but not the engineering&science students.     

Endogenous party structure

This paper proposes a model of two-party representative democracy on a single-dimensional political space, in which voters choose their parties in order to influence the parties’ choices of representative. After two candidates are selected as the median of each party’s support group, Nature determines the candidates’ relative likability (valence). Based on the candidates’ political positions and relative likability, voters vote for the preferable candidate without being tied to their party’s choice. We show that (1) there exists a nontrivial equilibrium under natural conditions, and (2) the equilibrium party border and the ex ante probabilities of the two-party candidates winning are sensitive to the distribution of voters. In particular, we show that if a party has a more concentrated subgroup, then the party tends to alienate its centrally located voters, and the party’s probability of winning the final election is reduced. Even if voter distribution is symmetric, an extremist party (from either side) can emerge as voters become more politically divided.     

From admiration to abhorrence: the contentious appeal of entrepreneurship across Europe

Although entrepreneurship seems to offer a universal economic solution, there are some doubts about whether it is universally attractive. We argue that entrepreneurship is a socially constructed concept and consequently the meanings, and hence the appeal, of the enterprise will vary internationally. We argue that how entrepreneurship is understood affects how attractive it seems. Accordingly, we investigated the meanings of entrepreneurship by analysing a range of metaphors of entrepreneurship gathered from schools across Europe. We found that both the meaning and understandings of the practices vary considerably. For most, the concept of entrepreneurship as an engine of the economy is attractive, but for some, the practices of entrepreneurs were considerably less appealing. We find links between national socio-economic contexts and attractiveness. We argue that culture and context seem to influence the social constructions of entrepreneurship and hence the attractiveness of entrepreneurial options. We also find that the pedagogical national narratives of the entrepreneur stand in dynamic tension with the performative national processes of entrepreneurship.     

Targeted campaign competition,loyal voters,and supermajorities

We consider campaign competition in which candidates compete for votes among a continuum of voters by engaging in persuasive efforts that are targetable. Each individual voter is persuaded by campaign effort and votes for the candidate who targets more persuasive effort to this voter. Each candidate chooses a level of total campaign effort and allocates his effort among the set of voters. We completely characterize equilibrium for the majoritarian objective game and compare that to the vote-share maximizing game. If the candidates are symmetric ex ante, both types of electoral competition dissipate the rents from office in expectation. However, the equilibria arising under the two electoral objectives qualitatively differ. In majoritarian elections, candidates randomize over their level of total campaign effort, which provides support for the puzzling phenomenon of the emergence of supermajorities in majoritarian systems. Vote-share maximization leads to an equilibrium in which both candidates make deterministic budget choices and reach a precise fifty–fifty split of vote shares. We also study how asymmetry between the candidates affects the equilibrium. If some share of the voters is loyal to one of the candidates, then both candidates expend the same expected efforts in equilibrium, but the advantaged candidate wins with higher probability for majoritarian voting or a higher share of voters for vote-share maximization.     

Graduates' reactions to recruitment process outsourcing: A scenario‐based study

This study examines how successive outsourcing of recruitment activities to an external provider—also known as recruitment process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between‐subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the recruitment process and company attractiveness. More‐over, mediated by graduates' satisfaction with the recruitment process and company attractiveness, an increasing extent of RPO negatively influences job‐acceptance intentions. © 2012 Wiley Periodicals, Inc.     

Modeling the Impact of Advertisement‐Image Congruity on Applicant Attraction

This study examines the effects of the perceived congruity of recruitment advertisements and organizational image on organizational attractiveness. Based on Mandler's schema congruity theory (1982) and on recruitment research, we developed hypotheses and tested them on a sample of 1,091 individuals. The results show that recruitment advertisements that conform to the organization's image show a higher degree of attractiveness to applicants, particularly because these advertisements have higher resulting credibility than advertisements with low congruity. Furthermore, applicants’ level of familiarity with the organization moderates the relationship between congruity and organizational attractiveness, as congruent recruitment advertisements lead to more positive effects for well‐known organizations. This suggests that highly recognizable organizations should use congruent advertisements to unleash the full potential of their recruitment efforts. © 2015 Wiley Periodicals, Inc.     

Opportunity Evaluation as Rule‐Based Decision Making

We draw from cognitive science literature on rule‐based thinking to develop and empirically test a theoretical framework of entrepreneurial opportunity evaluation. We argue that entrepreneurs make use of socially constructed rules to discern the attractiveness of an opportunity, for them, specifically. Using conjoint analysis data of 498 decisions made by 62 entrepreneurs, we find that entrepreneurs' use of rules regarding opportunity novelty, resource efficiency, and worst‐case scenario significantly influences entrepreneurs' evaluations of opportunities and that individual differences in opportunity market and technology knowledge augment the effect of the rules on opportunity attractiveness. Additionally, we document that the worst‐case scenario diminishes the positive effect of other rule criteria (e.g. novelty, resource efficiency) on opportunity evaluation and that market and technology knowledge further influence the negative effects of the worst‐case scenario.     

A field experiment to study sex and age discrimination in the Madrid labour market

This article presents the findings of a field experiment carried out in Madrid which aims to analyse gender and age discrimination in hiring in the labour market of Madrid. A set of five pairs of fictitious man–woman curricula was sent in response to 1062 job offers in six occupations which were advertised on Internet over an eight-month period. It was quantified subsequently the extent to which the different firms contacted more or less the candidates of different sex, age and marital status. No discrimination is detected against women in terms of access to job interviews; however, discriminatory conduct is seen regarding the phenomenon of occupational gender segregation, in the sense that there is a continuance among employers of stereotyped views on the greater suitability of women for certain tasks. No evidence is found to indicate firms showing relative discrimination against married women with children in the first phase of hiring process. And a clear evidence of discrimination is obtained on the basis of age: firms show a substantial fall in interest over interviewing 38-year-old candidates (compared to those aged 24 or 28). This would imply that the tendency to discriminate against older workers may be high, and, what is more, it may start at a surprisingly young age.     

Workplace Religious Displays and Perceptions of Organization Attractiveness

Workplace religious expression has become an intensely debated topic across news outlets and social media. However research on what constitutes acceptable vs unacceptable workplace religious display is sparse. At a time when EEOC claims involving religion are on the rise there is a clear need for study in this area. In this study participants in two samples read 27 scenarios where an interviewer engaged in a Christian religious display during a job interview. We used Christian religious displays for their ease of recognition in an American sample. Participants rated each workplace religious display in terms of likelihood of occurrence and organization attractiveness. In both samples organization attractiveness ratings were more negative than expected in a predominantly Christian sample signifying that while individuals may value their ability to express their religion they may not appreciate such displays from those who represent an organization. Verbal and physical religious displays received more negative ratings compared to scenarios that spoke to shared experiences such as displaying pictures of one’s children in a religious ceremony. Application in organizations and HR implications are discussed.     

Process- Versus Function-Based Hierarchies

I consider a firm's choice between having people who carry out complementary tasks report to the same manager and having them report to separate, function-based managers. Even supposing that the former enhances coordination, the latter may be preferred because it improves the firm's control over employees. I show that, because switching from a function-based hierarchy to a process-based hierarchy reduces the firm's direct control, it raises the attractiveness of making the employee pay more sensitive to performance. Also, this switch tends to raise the profitability of fostering altruism between employees. I extend the analysis so that it deals with the relative benefits of IT- and M-form organizations. I show that the M form becomes more profitable as the firm gets large.     

On the performance of voting systems in spatial voting simulations

We study the performance of voting systems in terms of minimizing the overall social disutility of making a collective choice in an univariate voting space with ideological voting and perfect information. In order to obtain a distribution of the performance indicator for each of the 12 systems chosen for this study—Baldwin’s Method, Black’s Method, The Borda Count, Bucklin’s Grand Junction System, Coombs’ Method, Dodgson’s System, Instant Run-Off Voting, Plurality, Simpson’s MinMax, Tideman’s Ranked Pairs, Schulze’s Beatpath Method, and Two-Round Majority—we simulate elections using an Agent-Based Computational approach under several different distributions for voters and candidates positioning, with up to 15 available candidates. At each iteration, voters generate complete and strict ordinal utility functions over the set of available candidates, based on which each voting system computes a winner. We define the performance of a system in terms of its capability of choosing among the available candidates the one that minimizes aggregate voter disutility. As expected, the results show an overall dominance of Condorcet completion methods over the traditional and more widely used voting systems, regardless of the distributions of voter and candidate positions.     

Corporate environmental responsibility,employer reputation and employee commitment: an empirical study in developed and emerging economies

Employer reputation is relevant not only to attract but also to retain qualified employees. While in the past financial incentives have been the most important instrument, corporate environmental responsibility (CER) is becoming more and more relevant as a determinant for employer attractiveness and employee commitment. On the basis of signaling theory, we conducted an empirical study among 215 firms in China, Germany, India and the USA. Our results reveal that green strategy & culture, green technology & products, green recruitment & evaluation and green communication positively influence the environmental reputation of a company as an employer and in turn employee commitment. The signaling effects of these CER activities are similar in Germany and the USA (developed economies) as well as in China and India (emerging economies). An exception is green communication, which has a more positive effect on environmental reputation in developed economies. We conclude with managerial and theoretical implications as well as recommendations for future research.     

Sub‐National Institutional Contingencies,Network Positions,and IJV Partner Selection

The differences in sub‐national institutions within large and complex emerging economies have been increasingly noted. Drawing on social network theory and the institution‐based view, we argue that two network structural attributes of domestic firms – centrality and structural holes – have distinctive values in different sub‐national regions where institutional contexts differ widely. In addition, these sub‐national institutional contingencies influence the attractiveness of different network attributes to foreign entrants seeking international joint venture (IJV) partners. Specifically, in regions where the degree of marketization is high, centrally positioned domestic firms are more likely to be selected by foreign entrants as IJV partners. In regions where the degree of marketization is low, domestic broker firms are more attractive IJV partners. Results from the electrical and information technology industries in 18 provinces in China largely support our hypotheses.