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Recruitment Process Outsourcing: Eine Szenariostudie zur Akzeptanz von Outsourcing-Massnahmen in der Personalauswahl

Author

Listed:
  • Angelo Giardini
  • Ruediger Kabst

Abstract

Mit dem Outsourcing von Personalfunktionen und -prozessen wird in der Unternehmenspraxis versucht, Kosten- und Flexibilisierungsvorteile zu generieren. Waehrend die wissenschaftliche Auseinandersetzung zu den Determinanten von Outsourcing-Aktivitaeten weit vorangeschritten ist, sind empirische Studien zu den Wirkungen von Outsourcing allerdings noch immer selten. Insbesondere Effekte auf der Mikroebene (z.B. auf Mitarbeiter und/oder Kunden) wurden bislang kaum untersucht. Die vorliegende Studie ergaenzt und erweitert die bisherige Forschung, indem wir untersuchen, wie die Auslagerung von Rekrutierungsaktivitaeten an einen externen Dienstleister (Recruitment Process Outsourcing, RPO) von Bewerbern wahrgenommen und bewertet wird. Bei der Formulierung der Hypothesen stuetzen wir uns auf gerechtigkeitspsychologische sowie signaltheoretische UEberlegungen. Wir fuehren eine experimentelle Untersuchung durch, bei der wir mit Hilfe der Szenariotechnik unterschiedliche Auspraegungsgrade des RPO simulieren und resultierende Einstellungen und Reaktionen von 160 Studierenden erfassen. Die Ergebnisse zeigen, dass mit einem zunehmenden Ausmass von RPO die Bewertung des Bewerbungsprozesses, die Attraktivitaet des Unternehmens und die Intention, ein Stellenangebot anzunehmen, sinken. Wissenschaftliche und praktische Implikationen der Ergebnisse werden diskutiert.

Suggested Citation

  • Angelo Giardini & Ruediger Kabst, 2008. "Recruitment Process Outsourcing: Eine Szenariostudie zur Akzeptanz von Outsourcing-Massnahmen in der Personalauswahl," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 22(4), pages 370-387.
  • Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2008_04_giardini
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    More about this item

    Keywords

    Outsourcing; Recruitment; Scenario;

    JEL classification:

    • J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
    • J22 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Time Allocation and Labor Supply
    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • J62 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Job, Occupational and Intergenerational Mobility; Promotion
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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