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Der Einfluss von Rekrutiererverhaltensweisen auf den Bewerber: Ein mediierter Prozess (The Influence of Recruiter Behavior on Job Seekers: A Mediated Model)

Listed author(s):
  • Eberz, Lisa-Marie
  • Baum, Matthias
  • Kabst, Ruediger
Registered author(s):

    In dieser Studie wird die Wirkung der Rekrutiererfreundlichkeit und -kompetenz auf den Bewerber und dessen Absicht, den Bewerbungsprozess weiter zu verfolgen, empirisch analysiert. Als theoretisches Fundament dienen das Signaling und die Theory of Reasoned Action. Unter Zuhilfenahme eines Strukturgleichungsmodells kann gezeigt werden, dass die wahrgenommene Freundlichkeit und Kompetenz des Rekrutierers entgegen bisheriger Annahmen keine direkten Auswirkungen auf den Bewerbungsprozess haben, sondern vollstaendig durch die Arbeitgeberattraktivitaet und die subjektive Norm mediiert werden. Dies zeigt, dass Rekrutierer indirekt auf Bewerbungsprozesse wirken und, dass die zugrundeliegenden Einstellungen des Bewerbers beruecksichtigt werden muessen, um genaue Verhaltensvorhersagen zu treffen. Basierend auf diesen Ergebnissen koennen Arbeitgeber innerhalb des Rekrutierungskontexts Massnahmen und Verhaltensweisen entwickeln, die die Attraktivitaet des Unternehmens und die subjektive Norm steigern und subsequent zu einer hoeheren Absicht fuehren, den Bewerbungsprozess weiter zu verfolgen. (In this study we empirically analyze the effects of recruiter friendliness and recruiter competence on job pursuit intentions. Drawing on signaling and the theory of reasoned action we develop a model to determine the effects of recruiter behavior. Our results contrast with prior studies since we find no direct effects of recruiter friendliness and competence on job pursuit intentions. By means of structural equation modeling we show the effects of recruiter behavior on job pursuit intentions are rather indirect and mediated through organizational attractiveness and subjective norms. Accordingly, recruiters show comparable effects to other recruiting channels. This study therefore outlines that there is a need to consider the internal attraction building process to better predict job pursuit intentions.)

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    Article provided by Rainer Hampp Verlag in its journal Zeitschrift fuer Personalforschung - German Journal of Research in Human Resource Management.

    Volume (Year): 26 (2012)
    Issue (Month): 1 ()
    Pages: 5-29

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    Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2012_01_eberz
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