... the job search pro-
cess.
Furthermore, this is the first study to examine the implications of
contingent pay and skill-based pay on job search decisions.
Building on Bretz et al. (1989) and ... re-
spondents. Pay level
was
the most consequential pay system characteris-
fic, followed by individual-based pay, fixed pay, job- based pay, and flex-
ible benefits.
Consi...
... only expand the researcher‟s knowledge and in-depth
understanding of attraction and retention of staff, but it will help the NIP management
to realise factors that affect attraction and retention ... Holland
et al. (2007:248), cited in Naris (2009:11), warn that employees who have skills that
are in demand will look for employability and not employment, and will want to often
c...
...
colleagues and standards refers to the perceived important of implicit and explicit
goals and performance standards. On the other hand, conflict is perceived as the
feeling that managers and other ... anxiety and tension
among the subordinates and consequently, stress. There is also the issue of task
and role demands of the organization on the personal job. It includes desi...
... model of stress,
coping, and discrete emotions. In V. H. Rice
(Ed.), Handbook of stress, coping, and health:
Implications for nursing research, theory, and
practice. Thousand Oaks, CA: Sage.
Lazarus, ... stress, coping, and health. This chapter has
provided a historical overview of stress, coping,
and health and its importance for the profession
and discipline of nursing.
R...
... expertise, and
the role of fit on brand attitude, purchase intent, and brand beliefs. Journal of Advertising,
29 (3), 1–13.
Positive and negative information exposures and recruitment 15
and ... an energy bar than an athlete endorsing a candy bar,
and the former had a greater impact on consumers’ brand attitudes, purchase intentions, and
brand beliefs than the latter. Th...
... behaviors, and job and organizational
attributes influence attraction to a firm. Additionally, as shown in Fig. 1, we
expect that the preinterview measures of job and organizational attributes and
applicant ... applicant percep-
tions of job and organizational attributes that were collected before and after
the interview. Results indicated that for each measure of attraction...
... Mason and Belt
(1986) found that highly specific job descriptions and qualifications decrease
the probability of unqualified applicants applying to a job, whereas, unspecific
job descriptions and ... credibility and willingness; and
satisfaction and willingness.
Hypothesis 1.h: Attraction will mediate the relationship between
satisfaction and willingness to apply to...
... attraction
and the likelihood of accepting a job offer.
Coleman and Irving (1997) examined the effects of message source and positive and
negative job information on job attractiveness and job choice. ... not be
removed and had tried to make the job pleasant) and when the source of the information was a
friend.
Saks, Wiesner, and Summers (1996) manipulated pay...
... in, developed and deployed carefully.
Pike, Rylander and Roos (2002) argue that the dominating factor in enterprise valuation for
most companies now and especially the hi-techs and professional ...
Research and Associate Editor of the Journal of Intellectual Capital.
Acknowledgement:
The author would like to acknowledge the contribution of Research Associate Greg
DeLazzari...
... developed simultaneously. These include:
educational system s and standards; research institutions dealing with basic
and applied research; information acquisition systems; funding institutions;
professional ... intellectual assets; and
(3) implanting and nurturing innovative, developmental and cost saving
behaviors in Wrms and governmen t.
It should be able to enhance teamwork sp...