How to attract applicants in the Atlantic versus the Asia-Pacific region? A cross-national analysis on China,India, Germany,and Hungary

While previous studies have shown that firms need to build a favourable employer image to prevail in the war for talent we still lack of an international perspective on employer branding. Based on a survey among engineering students from China, India, Germany, and Hungary, we show that the impact of some facets of employer image (e.g. task attractiveness) varies across different countries, while other employer image facets, such as perceived career opportunities and working atmosphere, unfold a stable influence on students’ intention to apply. Thus, we propose that there is an opportunity for a global employer positioning approach.     

The Effectiveness of Recruitment Advertisements and Recruitment Websites: Indirect and Interactive Effects on Applicant Attraction

This study compares the effect of printed recruitment advertisements and recruitment websites on applicant attraction and shows how these recruitment activities interact with one another. Our results indicate that websites have a significantly stronger impact on applicant attraction than printed advertisements. We show that websites and printed recruitment advertisements have an indirect effect on applicant attraction that is mediated by employer knowledge. Furthermore, printed advertisements supplement the positive effects of websites and, thus, the simultaneous use of multiple recruitment activities directly influences applicant attraction. © 2014 Wiley Periodicals, Inc.     

How do lean management organizations behave regarding training and development?

This paper analyses the role of training and development in lean management organizations. The hypothesis is that organizations characterized by lean management have a distinctive profile in terms of training and development. Specifically, it is hypothesized that lean organizations have the following features to a higher extent than non-lean organizations:

? employee involvement in training and development

? use of work groups for quality, product development and task flexibility

? attribution of importance to training in quality, customer orientation and people management

? line management responsibility for training and development of the employees

? use of job enlargement

? information of employees about management decisions

? use of team briefings and quality circles.

The analysis shows that it is possible to identify a relationship between lean management and training and development, although the statistical results could have been more significant. It is also discussed in the paper to what extent country-specific variables dominate (or are dominated by) company-specific characteristics. The general finding is that company-specific impact seems to be stronger than country-specific variables.

In general, it can be said that the lean management pattern as a company-specific variable is characteristic for most countries analysed (although to a varying degree). It is, however, sometimes confounded by country-specific variables. For instance, Turkey does not follow the general pattern, and the hypothesis can be supported only in selected minor areas. Hence, in this case country-specific variables outweigh company-specific variables. In most other countries, this is not the case.     

Are high-performance work practices related to individually perceived stress? A job demands-resources perspective

This study investigates the relationship between high-performance work practices (HPWP) and individually perceived stress. Contrary to most past research, which evaluates HPWPs positively, this study emphasizes the potential downside of HPWPs, and suggests that some HPWPs are more strongly associated with enhanced stress than others. Drawing on the job demands-resources model, we differentiate between challenge demand HPWPs (i.e., performance evaluation systems, continuing education) and job resource HPWPs (i.e., flexible working hours, participation in decision-making). We then analyze 197 employees and their work environments, demonstrating that there is a positive relationship between challenge demands and individual stress among employees. Contrary to what we predicted, no empirical evidence indicates that the two analyzed job resources relate negatively to stress.     

The Role of Prior Entrepreneurial Exposure in the Entrepreneurial Process: A Review and Future Research Implications

Despite considerable research, the current state regarding how and in which context prior entrepreneurial exposure impacts the entrepreneurial process is unclear. The present paper's goal is to systemize and discuss extant quantitative‐empirical research on the role of prior entrepreneurial exposure in the entrepreneurial process to clarify the current state, identify research gaps, and offer future research directions. Results from the systematic literature review of 69 quantitative‐empirical journal articles suggest that prior findings are ambiguous and theoretical shortcomings exist. We contribute to the literature by clarifying the current state and by offering directions for entrepreneurship research and practitioners promoting entrepreneurial activity.     

Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?

Many organizations transfer parts of their recruitment process to external service providers—often referred to as recruitment process outsourcing (RPO)—to save costs and enhance the quality of their recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among graduates. Utilizing a scenario‐based, between‐subject design, we obtain results that show that the extent of RPO negatively influences applicant reactions regardless of the employer's or service provider's image. Furthermore, we find negative mediating effects of RPO on job acceptance intention. However, the perceived fit between employer image and service provider image positively influences applicant reactions. Moreover, employer image positively influences employer attractiveness and service provider image positively influences applicants’ satisfaction with the recruitment process. Thus, a strong employer image and service provider image partially compensate for the negative effects of RPO on applicant reactions. © 2014 Wiley Periodicals, Inc.     

High-involvement information sharing practices: an international perspective

The type of information shared within organizations is a key aspect of strategic human resources management. In this exploratory study, we expand our understanding of high-performance work systems (HPWSs) by examining the information sharing practices of firms operating in different countries to assess the extent that high-involvement-oriented information sharing in organizations is influenced by home-country economic structures and national cultural factors. We assess firm-level data from a 12-country sample to evaluate the use of formal information sharing practices for non-managerial employees. The results of our analysis support the contention that information sharing practices varies by country, and that cultural similarities based on geographical region exist within the three information content areas of business strategy, financial performance, and organization of work. Specifically, we found significant variance in information sharing practices of firms based in different countries but homogeneity of practices among geographical neighbors. There is a modest positive relationship between sharing business strategy information and perceived firm performance that is significantly stronger in North America compared to other regions. These results have important implications for the ongoing theoretical development of mechanisms underlying the use of HPWS practices in an international context.     

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.     

Prolegomena for an economic theory of morals

Ethical theories have been largely focused on finding and clarifying certain amoral principles. However fruitful the communication of moral principles for providing orientation in modern society might be, a serious omission has been made in that the problem of implementation is not addressed. Two fundamental question have neither been raised nor answered: (1) Why should self‐interested individuals follow the proposed moral principles in their daily conduct? (2) Are societal institutions of such a design that is in the power of the individuals to follow these moral principles? It is shown in this article that an economic theory of morals does systematically address these two questions and therefore provides a firm basis for discussing the possibilities and boundaries of following the moral principles inherent in the long history of moral philosophy.