• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Journal of Business Research >Reactions towards diversity recruitment and the moderating influence of the recruiting firms' country-of-origin
【24h】

Reactions towards diversity recruitment and the moderating influence of the recruiting firms' country-of-origin

机译：对多元化招聘的反应以及招聘公司原籍国的适度影响

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

This study examines how diversity messages in recruitment advertisements affect the attraction of minority and majority group member applicants (here, minorities are defined as ethnic minorities, i.e., inhabitants with a migration background). Drawing on international management research, we evaluated whether the country-of origin of the recruiting firm affects applicant attraction, and whether the effect of diversity recruitment messages is moderated by the recruiting firm's country-of-origin. To test our hypotheses, we conducted an experimental study with 387 participants and demonstrated that diversity messages contribute to minority applicants' attraction. Further, we found that minority applicants react positively if the recruiting firm is from their home country. However, the results illustrate that diversity recruitment only positively influences minority jobseekers' attractiveness towards an employer if the recruiting firm does not stem from their home country. Thus, our paper provides a contingent perspective about determinants of minority attraction. (C) 2016 Elsevier Inc. All rights reserved.
机译：这项研究调查了招聘广告中的多样性信息如何影响少数群体和多数群体成员申请人的吸引力（此处，少数群体定义为少数民族，即具有移民背景的居民）。通过国际管理研究，我们评估了招聘公司的原籍国是否影响申请人的吸引力，以及招聘公司的原籍国是否减轻了多元化招聘信息的影响。为了检验我们的假设，我们对387名参与者进行了一项实验研究，并证明多样性信息有助于少数族裔申请人的吸引力。此外，我们发现，如果招聘公司来自本国，则少数族裔申请人会做出积极反应。但是，结果表明，如果招聘公司并非来自本国，多元化招聘只会对少数族裔求职者对雇主的吸引力产生积极影响。因此，我们的论文为少数群体吸引力的决定因素提供了一个偶然的视角。 （C）2016 Elsevier Inc.保留所有权利。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号