Unless I missed it, these authors never talk about why they found the relationship for women but not for men. They didn't even speculate about this. Why would it be so?
Also, as technology becomes the norm for recruitment and job application and companies are now almost expected to have website information dealing with hiring and HR practices, this would seem to be a major issue for HR practices. It would be interesting to see online vs. offline recruitment and selection practices and how applicants’ perceptions of organizational fit and attraction are affected by each type. I would expect to see major differences in applicants’ perceptions of the organization depending upon the medium for recruitment and selection.
This article made me think of the content that employers ask for in job applications. How do you think an employer can find a balance between asking for too much information (applicants do not want to fill out so much info) while getting the information that they need?
It would be interesting to compare applicant organization attractiveness perceptions and P-O fit perceptions to web site usability and to the applicant’s perceptions of these variables throughout the remainder of the selection process. Would the valence and strength of these perceptions stay constant or change as the applicant moves through the selection process? Additionally, while I think it is beneficial for organizations to maintain a user friendly and attractive website, the authors did not include any measure of participant intention to apply for a job at the organization. How might web site usability influence organization attractiveness and P-O fit influence intentions to apply for a job within the organization?
I agree with Shane. I was looking for awhile to see if I missed where they would have talked about the speculations of why the attraction and P-O fit was significant only for women. They should have addressed this obvious difference, and this is a modern study. Also, does this have an influence on RJP methods and if there is a more positive commitment to the organization?
I see the value in this empirical study, the fact that participants were unemployed, diverse in age and ethnic background, equal numbers of men and women; the fact that real corporate websites were used adds to the ecological validity. I’m not sue if I understand how the conclusions were justified by the results. If the mediating hypothesis was significant for women, but not for men or the whole sample, can they draw the conclusions that they do about the importance of website usability and the importance of including information about company values for person-org fit?
The sample seemed to me to be the main strength of this study. Did anyone else find it difficult to evaluate this study without being given any examples of the items on the measures? Also, although we are told that there are three types of organizations to which the participants are assigned according to which organization seemed most appealing to them, we are not told anything about the organizations, how each was chosen by the researchers, or any objective measure of the usability of each organization’s website. In other words, were all of the organizational websites equally useable?
Over 12 years have gone by since this study and internet usage has increased exponentially. Do you think similar results would be found if this study were done today?
Unless I missed it, these authors never talk about why they found the relationship for women but not for men. They didn't even speculate about this. Why would it be so?
ReplyDeleteAlso, as technology becomes the norm for recruitment and job application and companies are now almost expected to have website information dealing with hiring and HR practices, this would seem to be a major issue for HR practices. It would be interesting to see online vs. offline recruitment and selection practices and how applicants’ perceptions of organizational fit and attraction are affected by each type. I would expect to see major differences in applicants’ perceptions of the organization depending upon the medium for recruitment and selection.
This article made me think of the content that employers ask for in job applications. How do you think an employer can find a balance between asking for too much information (applicants do not want to fill out so much info) while getting the information that they need?
ReplyDeleteIt would be interesting to compare applicant organization attractiveness perceptions and P-O fit perceptions to web site usability and to the applicant’s perceptions of these variables throughout the remainder of the selection process. Would the valence and strength of these perceptions stay constant or change as the applicant moves through the selection process? Additionally, while I think it is beneficial for organizations to maintain a user friendly and attractive website, the authors did not include any measure of participant intention to apply for a job at the organization. How might web site usability influence organization attractiveness and P-O fit influence intentions to apply for a job within the organization?
ReplyDeleteI agree with Shane. I was looking for awhile to see if I missed where they would have talked about the speculations of why the attraction and P-O fit was significant only for women. They should have addressed this obvious difference, and this is a modern study.
ReplyDeleteAlso, does this have an influence on RJP methods and if there is a more positive commitment to the organization?
I see the value in this empirical study, the fact that participants were unemployed, diverse in age and ethnic background, equal numbers of men and women; the fact that real corporate websites were used adds to the ecological validity.
ReplyDeleteI’m not sue if I understand how the conclusions were justified by the results.
If the mediating hypothesis was significant for women, but not for men or the whole sample, can they draw the conclusions that they do about the importance of website usability and the importance of including information about company values for person-org fit?
The sample seemed to me to be the main strength of this study. Did anyone else find it difficult to evaluate this study without being given any examples of the items on the measures? Also, although we are told that there are three types of organizations to which the participants are assigned according to which organization seemed most appealing to them, we are not told anything about the organizations, how each was chosen by the researchers, or any objective measure of the usability of each organization’s website. In other words, were all of the organizational websites equally useable?
ReplyDeleteOver 12 years have gone by since this study and internet usage has increased exponentially. Do you think similar results would be found if this study were done today?
ReplyDelete