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Purpose: The present study investigated the relationship between an empowering motivational climate and pupils’ concentration and distraction in physical education, mediated by basic psychological needs satisfaction and by positive and negative affect. Method: The participants were 425 French pupils (Mage = 15.36, SDage = 0.82) from 21 high schools, who filled in a questionnaire regarding the study variables. This cross-sectional study used multilevel structural equation modeling to examine the hypothesized relationships. Results: Good fit indices were found in the data from the theoretical model. An empowering motivational climate was found to be related to concentration. Competence need satisfaction was related to concentration and distraction. This association was mediated by positive and negative affect, which in turn was related to concentration and distraction. Conclusion: Teachers can improve pupils’ concentration and positive affect and reduce distraction and negative affect by supporting an empowering motivational climate and fostering competence need satisfaction.

Online negative reviews about organizations as employers can have a negative impact on potential applicants’ organizational attractiveness. However, due to a lack of research, organizations do not ...

Based on a self-regulatory approach, we propose that students searching for an internship following a high-quality process will show greater search success. In a sample of 191 Belgian final year students looking for an internship, the quality of students’ search process was positively related to both self-reported and objective search outcomes, beyond the mere intensity of their search. Specifically, reflection related positively to students’ satisfaction and perceived fit with their internship as well as to organizations’ assessment of students’ internship performance. Planning related positively to the speed of finding an internship. Furthermore, the four search process quality dimensions explained incremental variance in these outcomes beyond a unidimensional measure of metacognitive activities, supporting the added value of our multidimensional approach.

This two‐wave field study draws from social cognitive theory to investigate the specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women in the Netherlands. We go beyond prior job search research that predominantly used white samples and conceptualized job search self‐efficacy and behavior as global, uni‐dimensional constructs. We found that networking self‐efficacy and Internet self‐effi‐cacy were the main predictors of ethnic minority women’s job search behaviors. Moreover, the more time they spent on contacting employment agencies and looking at job ads the more job offers they received. Finally, time spent on job ads was more positively related to job offers when job ad self‐efficacy was high and time spent on networking only predicted job offers when networking self‐efficacy was high.

Many researchers and authorities have recognized the important role that sports clubs can play in public health. In spite of attempts to create a theoretical framework in the early 2000s, a thorough understanding of sports clubs as a setting for health promotion (HP) is lacking. Despite calls for more effective, sustainable, and theoretically grounded interventions, previous literature reviews have identified no controlled studies assessing HP interventions in sports clubs. This systematic mapping review details how the settings-based approach is applied through HP interventions in sports clubs and highlights facilitators and barriers for sports clubs to become health-promoting settings. In addition, the mapped facilitators and barriers have been used to reformulate previous guidelines of HP in sports clubs. Seven databases were searched for empirical research published between 1986 and 2017. Fifty-eight studies were included, principally coming from Australia and Europe, describing 33 unique interventions, which targeted mostly male participants in team sports. The settings-based approach was not yet applied in sports clubs, as more than half of the interventions implemented in sports club targeted only one level of the socio-ecological model, as well as focused only on study participants rather than the club overall. Based on empirical data, the analysis of facilitators and barriers helped develop revised guidelines for sports clubs to implement settings-based HP. This will be particularly useful when implementing HP initiatives to aid in the development of sports clubs working with a whole setting approach. ispartof: Health Education & Behavior vol:46 issue:4 pages:592-601 ispartof: location:United States status: published

Over the past years, the school-to-work transition has become more volatile and complex, making it more important for graduates to take charge of their careers and to engage in self-regulatory activities. A central factor in successfully navigating this transition is job search. Integrating the social cognitive model of career self-management with recent theorizing on job search quality, we posit that a high-quality job search process (i.e., goal establishment, planning, goal striving, and reflection) will lead to key transition outcomes (i.e., job attainment and perceived fit) for graduates. We incorporate pre-, during, and post school-to-work transition variables to provide new insights about proximal antecedents, processes, and outcomes of this transition. In our integrated model, we propose that job search quality is determined by graduates' job search self-efficacy, outcome expectations (i.e., perceived labor market demand), personality (i.e., conscientiousness), and context (i.e., social support). In turn, job search quality is expected to predict job attainment and perceived fit. The hypothesized model is tested in a sample of 255 Flemish graduates using a three-waved design. Results show that job search self-efficacy and conscientiousness related positively to most job search quality dimensions, and indirectly to job attainment. Goal establishment and goal striving positively predicted job attainment, whereas goal establishment was a significant predictor of perceived fit of the obtained job. These results can help graduates to conduct a higher-quality job search, and help career counselors to design more effective training programs.

What do we currently know about the relationship between health promotion and sport in research? In this editorial, we will argue that it depends on how the concepts of health promotion and sport are delineated. Because of this, the relation can be more or less inclusive than expected at first glance.

Background Researchers and policymakers have acknowledged sports clubs (SCs) as health promoting settings. Limited research links the health promoting sports club (HPSC) concept with evidence-driven strategies to offer SCs guidance to develop health promotion interventions. As implementation science insists on theoretically grounded interventions, this work's objective was to provide SCs an evidence-driven intervention framework for planning health promotions. Methods A 4-step process was undertaken: 1) investigate indicators for SCs to be considered health promoting, 2) adapt the theoretical HPSC concept to create a HPSC model, 3) reformulate published evidence-driven guidelines into implementable intervention components (ICs) and 4) merge the model with the ICs to provide an intervention planning framework for SCs. During 3 workshops, researchers defined the model elements and ICs. Workshop participants classified ICs into the HSPC model. Each IC could be classified multiple times within the model. Results Researchers drafted 5 HPSC indicators: 1) an approach embracing all SC actions, 2) involve all SC levels in actions and decisions, 3) involve external partners, 4) promoting health is continuous and iterative and 5) base actions on needs. To create the HPSC model, elements were defined: 3 SC levels (club, management, coaches) and 4 health determinants (organizational, social, environmental, economic) per level based on the indicators. Published guidelines from literature reviews aided in developing 14 strategies with 55 ICs. Workshop classification of ICs into the model included: club (n = 79), management (n = 67) and coaches (n = 48). Conclusions The theoretical HPSC model and intervention planning framework act as starting points to develop and implement interventions to increase HP efforts by stakeholders in several ways: 1) SCs can apply strategies based on goals, 2) SCs can target specific levels with corresponding ICs or 3) ICs can target specific health determinants. Key messages A Health Promoting Sports Club model defines 4 health determinants at 3 levels (coach, management operational) of sports clubs to plan, develop and implement targeted health promotion activities. This HPSC intervention planning framework has 14 strategies with 55 intervention components targeting multiple sports club levels giving stakeholders a path to become a health promoting sports club.

Objective: Health promotion in sports clubs is receiving increased attention, but its benefits have not been widely evaluated for two reasons: (1) the difficulty in measuring ecological approach outcomes and (2) the existing literature having focused more on coaches’ efficiency rather than on health promotion. This article analyses the relationship between coaches’ health promotion activities, sports experience and health among adult sports participants. Design: A cross-sectional study using self-reported measurement among 204 adult sports participants ( Mage = 49.05). A questionnaire measuring demographics, coaches’ health promotion activities (healthy lifestyle, substance use and respect for oneself and others), sports experience (enjoyment, subjective vitality) and health (perceived health and quality of life, self-esteem) was completed either before or after a training session. Setting: Sixteen sports clubs in France Method: Multilevel analyses were used to evaluate the relationships between health promotion, sports experience and health outcomes, while t-tests compared differences between male adult and youth samples. Results: Adult perceptions of coaches’ health promotion activities were linked to enjoyment, perceived health and subjective vitality. The topic ‘healthy lifestyle’ was related to enjoyment and perceived health among adults. The topic ‘respect for oneself and others’ was related to self-esteem. Conclusion: Adult and youth perceptions of coaches’ health promotion activities vary and are linked to different health outcomes. More research is needed to better identify the benefits of health promotion in sports clubs for sports participants, including longitudinal studies to explore causal relationships between variables.

Abstract. Recruitment research on person–organization fit has typically focused on organizations’ fit with potential applicants’ actual self, not considering other possible self-images. Based on image congruity theory, we investigate how actual and ideal self-congruity relate to application intentions and intentions to spread word-of-mouth. In a first study, conducted in Belgium, actual and ideal self-congruity related positively to both outcomes. The relation with application intentions was equally positive for actual and ideal self-congruity. Ideal self-congruity showed a stronger positive relation with word-of-mouth intentions. A second study replicated these findings in the United States and tested for social adjustment concern (need to impress others) as a moderator. As social adjustment concern increased, relations of both outcomes with ideal (actual) self-congruity were stronger (weaker).

The purpose of this study is to examine the effects of potential applicants’ awareness of employees being rewarded for referrals on organisational attractiveness, based on credibility theory and the multiple inference model. In a first study (N = 450), final-year students were less attracted to the organisation when they knew employee referrals were rewarded, which was partially explained by lower credibility perceptions. Moreover, varying the specific characteristics of the referral bonus program (i.e. timing, size, type, recipient) did not improve potential applicants’ perceptions of credibility and attractiveness. A second study (N = 127) replicated the negative effect of referral bonuses on organisational attractiveness and found that it could be explained by both potential applicants’ inferences about the referrer's other-oriented motive and lower referrer credibility. Whether employees explicitly stated that their referral reason was bonus-driven or not did not affect these results.

This study examines how social media pages can be used to influence potential applicants' attraction. Based on the uses and gratifications theory, this study examines whether organizations can manipulate the communication characteristics informativeness and social presence on their social media page to positively affect organizational attractiveness. Moreover, we examine whether job applicants' sought gratifications on social media influence these effects. A 2 × 2 between-subjects experimental design is used. The findings show that organizations can manipulate informativeness and social presence on their social media. The effect of manipulated informativeness on organizational attractiveness depends on the level of manipulated social presence. When social presence was high, informativeness positively affected organizational attractiveness. This positive effect was found regardless of participants' sought utilitarian gratification. Social presence had no significant main effect on organizational attractiveness. There was some evidence that the effect of social presence differed for different levels of social gratification.

Aims: Insufficient physical activity (PA) is one of the largest public health challenges of our time and requires a multisectoral public-health response. PA recommendations state that all children and adolescents should accumulate at least 60 minutes of moderate-to-vigorous PA (MVPA) daily and carry out vigorous PA (VPA) three times weekly. While participation in sports club activities is known to enhance the probability of reaching the recommended overall PA level, less is known about the contribution of sports club participation to VPA and few cross-national comparisons have been carried out. The purpose of this paper is to study whether participation in sports club activities is associated with meeting the overall PA and VPA recommendations among children and adolescents across six European countries, namely Belgium (Flanders), Czech Republic, Finland, France, Ireland and Sweden. Methods: Analysis were carried out on existing self –reported national data sets using descriptive statistics and logistic regression. Results: Results indicate that approximately two-thirds of children and adolescents take part in sports clubs activities in given countries. Sports club participants were more likely to meet the overall PA recommendations (OR 2.4-6.4). Sports club participants were also more likely to reach VPA recommendation (OR 2.8-5.0) than non-participants. Conclusions: The extent to which overall PA and/or VPA is gained through sports club participation versus other settings needs to be further studied. Still, it can be argued that sports clubs have an important position in PA promotion for younger populations. ispartof: SCANDINAVIAN JOURNAL OF PUBLIC HEALTH vol:47 issue:8 pages:851-858 ispartof: location:Sweden status: published

The purpose of this study is to examine how potential applicants' exposure to an organization's social media page relates to their subsequent organizational attractiveness perceptions and word-of-mouth intentions. Based on signaling theory and the theory of symbolic attraction, we propose that potential applicants rely on perceived communication characteristics of the social media page (social presence and informativeness) as signals of the organization's employer brand personality (warmth and competence), which in turn relate to organizational attractiveness and word-of-mouth. Data were gathered in a simulated job search process in which final-year students looked for an actual job posting and later visited an actual organization's social media page. In line with our hypotheses, results show that the perceived social presence of a social media page was indirectly positively related to attractiveness and word-of-mouth through its positive association with perceived organizational warmth. Perceived informativeness was indirectly positively related to these outcomes through its positive association with perceived organizational competence. In addition, we found that social presence was also directly positively related to organizational attractiveness. These findings suggest that organizations can use social media pages to manage key recruitment outcomes by signaling their employer brand personality.

We apply a policy-capturing design to examine the conditions under which word-of-mouth is most effective in recruitment. The effect of monetary incentives is compared to other key characteristics of word-of-mouth (the source, recipient, and message content) that might affect its impact on organizational attractiveness. In a first study, unemployed job seekers (N = 100) were less attracted when they knew a monetary incentive was offered to the source of positive word-of-mouth. Conversely, they were more attracted when word-of-mouth was provided by a more experienced source (employee) and by a stronger tie (friend). These findings were replicated in a second study among employed job seekers (N = 213). These results offer various implications for how recruiting organizations might make effective use of word-of-mouth.

Word-of-mouth (WOM) is a valued source of employment information for job seekers. Given mixed prior research findings, we do not yet understand when and why negative WOM affects applicant decision-making. Building on signaling theory and brand equity literature, we propose that the strength of the negative signal provided by negative WOM varies depending on applicants' knowledge of an employer and its image and reputation, conceptualized as employer brand equity. First, in an experimental study, we find that employer brand equity moderates the relation between negative WOM and potential applicants' attraction to employers. Specifically, the negative effect of negative WOM is weaker when the organization is positively or negatively well-known than when the organization is unknown. Second, a qualitative field study among actual job seekers shows that employer brand equity buffers against the negative effect of negative WOM not only on applicants' attraction, but also on their application and job choice decisions. In case of sufficient prior positive employer knowledge, most job seekers would apply, even after receiving negative WOM. Moreover, the consistency between the negative WOM and job seekers' prior knowledge about the organization seems to play a role. Finally, in case of limited prior knowledge, certain contingency variables (i.e., consensus, verification, and direct experience) influence the signaling power of negative WOM. Providing more insights on the potential impact of negative WOM and the role of employer brand equity can help applicants to take a more informed approach in their job search and offer organizations possible avenues to minimize the impact of negative WOM.

Objectives: To better understand the role sports club coaches can play in health promotion (HP), as well as factors supporting this task, the present study aimed to compare coaches’ and players’ perception of coaches’ health promotion activities and test whether coaches’ basic need satisfaction predicts coaches’ HP activities mediated by self-determined motivation to coach. Design: Cross-sectional design. Multivariate analyses were used to compare coaches’ and players' perceptions of health promotion, while structural equation modeling was used to test the model. Setting: Community football clubs in the south east of France. Method: A sample of 101 coaches and 404 players from 18 soccer clubs completed a questionnaire assessing HP activities’ perceptions. Coaches also completed scales on basic need satisfaction, and self-determined motivation. Results: Similar patterns were found for coaches and players’ answers, with only a few differences, especially in the respect for oneself dimension. Moreover, basic need satisfaction predicted respect for oneself and others through self-determined motivation, while self-determined motivation was related to a healthy lifestyle, but basic need satisfaction and self-determined motivation were not linked to substance use. Conclusion: Results highlight only few differences between coaches’ and players perceptions of coaches’ HP activities. Coaches HP activities are sparse, but seems to be perceived by their players. Self-determined coaches were more likely to promote a healthy lifestyle and respect for oneself and others. The lack of relationship between motivational variables and substance use could potentially reflect the complexity of drug and alcohol prevention in sport clubs. ispartof: Health Education Journal vol:77 issue:2 pages:169-178 status: published

Purpose – The health promoting benefits of sport participation are under-utilized and should be further developed, particularly at the grassroots level. The purpose of this paper is to examine how grassroots coaches in youth football perceive their coaching practices after participating in a community-based coach education program aimed at optimizing their experiences in youth sport, namely the Empowering Coaching™ training program, based on self-determination theory (SDT) and achievement goal theory (AGT). It compares French and Norwegian coaches to suggest whether the principles of the Empowering Coaching™ training program can be applied successfully in the two countries. Design/methodology/approach – The Empowering Coaching™ training program is a six hour workshop and was delivered at the beginning of the 2011 football season. At the end of the season, the grassroots coaches’ reflections on their coaching practices were examined through a qualitative approach with in-depth interviews of 18 coaches in France and Norway, applying a hybrid analyses and comparing country-wise. Findings – All coaches expressed the intention to embrace the philosophy of the program, and to apply several of the strategies they had learnt during the workshop. The coaches perceived that the program supported their efforts to develop and implement strategies to stimulate intrinsic motivation, enjoyment and long-term participation among the players. There were some differences between coaches from France and Norway (e.g. rules and involvement), but the similarities were more evident, supporting the universality of applying SDT in the youth sport setting. Social implications – The findings are encouraging for sport as a health promoting setting and for the development of the personal skills in grassroot coaches, as they imply that coaches who feel competent in how to structure practices and matches that provide the players with positive sport experiences are likely to enable players to feel supported and motivated. Originality/value – This study explores qualitatively the impact of an intervention based on SDT and AGT, focussing on football coaches’ reflections on their coaching practices.

Objectives Based on Self-Determination Theory (SDT; Deci & Ryan, 2012) and in line with Mageau and Vallerand's (2003) motivational model of the coach-athlete relationship, a new model involving antecedents associated with coaches' self-report measure of total need satisfaction (TNS) was tested. This model hypothesized that: (1) coaches' perceptions of a socially united group of athletes and their self-determined motivation for coaching would relate positively to coaches' provision of autonomy-supportive coaching (ASC), whereas perception of parental pressure in the youth sport context would relate negatively to coaches' provision of ASC; (2) coaches' provision of ASC towards their athletes would, in turn, relate positively to their self-report measure of TNS; and (3) the relation between coaches' perceptions of the sport context, along with their self-determined motivation for coaching, and coaches' self-report measure of TNS would be mediated by coaches' own provision of ASC. Design A cross-sectional study. Methods Participants were 222 ( M age = 42.3, SD = 6.1) youth soccer coaches. Results SEM analyses supported the hypothesized model in which coaches' perceptions of a socially united group of athletes and their self-determined motivation for coaching related positively to coaches' self-report measure of TNS through coaches' provision of ASC. In contrast, coaches' perceptions of parental pressure in the youth sport context was unrelated to coaches' self-report measure of TNS via coaches' provision of ASC. Conclusions Findings support previous research by demonstrating the psychological benefit of providing autonomy support to others.

We extend prior research by examining whether, and how, applicant–employee fit in the personality traits of conscientiousness, agreeableness, and extraversion affect organizational attractiveness. We test hypotheses based on similarity-attraction theory and trait activation theory. Results from two studies indicate that applicants high in valued traits are more attracted to organizations when employees are more similar to them in those personality traits, whereas employees’ trait levels do not affect attraction for applicants low in valued traits. The effects of objective applicant–employee fit in personality on attractiveness were mediated by perceived applicant–employee fit. The pattern of the observed applicant– employee fit interactions was best predicted by trait activation theory and, thus, provide an important extension to similarity-attraction theory.

Assessing levels of physical activity (PA) and providing feedback about these levels might have an effect on participant’s PA behavior. This study discusses the effect of different levels of feedback—from minimal to use of a feedback display and coach—on PA over a 4-week intervention period. PA was measured at baseline, during and immediately after the intervention. Participants (n = 227) were randomly assigned to a Minimal Intervention Group (MIG-no feedback), Pedometer Group (PG-feedback on steps taken), Display Group (DG-feedback on steps, minutes of moderate to vigorous physical activity and energy expenditure) or Coaching Group (CoachG-same as DG with need-supportive coaching). Two-way ANCOVA showed no significant Group × Time interaction effect for the different PA variables between the MIG and PG. Also no differences emerged between PG and DG. As hypothesized, CoachG had higher PA values throughout the intervention compared with DG. Self-monitoring using a pedometer resulted in more steps compared with a no-feedback condition at the start of the intervention. However, adding individualized coaching seems necessary to increase the PA level until the end of the intervention. ispartof: International Journal of Environmental Research and Public Health vol:12 issue:6 pages:6561-6581 ispartof: location:Switzerland status: published

This study cross-culturally compares the implementation process of the Empowering Coaching™ training program to grassroots coaches (GCs) by trained Coach Educators (CEs) from the Promoting Adolescent Physical Activity project in Norway and France. This program targets children's health through coach training to create a more positive environment. Using the RE-AIM framework, indicators of implementation processes at staff level were defined for adoption, implementation, and maintenance. CEs (n = 18) were interviewed about their professional use of the training, and video-filmed delivering the intervention trial workshops. GCs (n = 185) responded to a questionnaire after the workshops. Results showed that CEs were keen to participate in this project (16/18; 89%), to stay involved (12/16; 75%), and to diffuse the principles after the research project (12/12; 100%). CE training seemed effective as results indicated that CEs applied the principles of the program during the workshops and covered a high degree of the content (78%). Cross-cultural differences were found as the French Football Federation CE dropped out of the program, as Norwegian CEs delivered the content with higher fidelity and had higher enjoyment and pace scores than French CEs. More indicators are needed to use the RE-AIM framework for cross-cultural comparison.

Aim To investigate whether and how nurses’ exposure to a hospital's profile on social media affects their perceptions of the hospital's brand and attractiveness as an employer. Background Since in many places across the globe hospitals are struggling with nursing shortages, competition is rising to be perceived as an attractive employer by this target group. Organizations are increasingly using social media for recruitment, however, little is known about its effects on potential applicants’ perceptions of the organization as an employer. We thus examine whether these effects occur and rely on the media richness theory to explain the mechanisms at play. Design A between-subjects experimental design was applied. Three conditions were used: a control group, one condition that required visiting the Facebook page of a hospital and one condition that required visiting the LinkedIn page. Method The focal organization was an existing Belgian hospital which had a LinkedIn and a Facebook page. An online questionnaire was sent to nursing students and employed nurses over 5 months in 2015-2016. Results Nurses’ exposure to the hospital's Facebook or LinkedIn page had a significant positive effect on a majority of the employer brand dimensions, both instrumental and symbolic. In addition, nurses who visited the Facebook page felt more attracted to working at the hospital. Most of these effects were mediated by social presence. Conclusion Nurses’ perceptions of employers can be positively influenced by seeing a hospital's social media page. Hospitals can thus employ social media to improve their employer brand image and attractiveness. This article is protected by copyright. All rights reserved.

Even though some organizations are trying to attract high-level applicants through offering superior compensation and benefits, reward statements in job advertisements are sometimes rather general and vague. On the basis of person-environment fit theories, we examine whether providing more specific information on attractive reward packages in job advertisements leads to higher perceived person-reward fit and subsequent job pursuit intentions. Furthermore, based on signaling theory, we propose that person-reward fit allows job seekers to make inferences about broader person-organization fit. Applying an online experimental design among 283 experienced potential applicants, we find that more specific compensation and benefits information results in higher job pursuit intentions and that this relationship is fully mediated by person-reward fit perceptions. In turn, the effect of person-reward fit is partially mediated by perceptions of person-organization fit, indicating that people might use reward information as signals for other organizational attributes in early stages of recruitment.

Research on job search and the theory of planned behavior (TPB) has identified job search attitude, subjective norm, and job search self-efficacy as the most proximal determinants of job seekers’ search intentions and subsequently job search behaviors. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of job search behavior. In an integrative model of job search behavior, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences and situational factors on job search behavior. The hypothesized model is tested in a large representative sample of 1,177 unemployed Flemish job seekers using a two-wave design and provides a satisfactory fit to the data. Extraversion, conscientiousness, core self-evaluations, employment commitment, financial need, and social support are found to differentially relate to instrumental and affective job search attitude, subjective norm, and job search self-efficacy. In addition, all distal variables are indirectly related to job search behavior through their effects on the TPB variables. These results support our expanded and integrative model of job search behavior.

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged," (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment.

As previous research focused on the outcomes of employee referrals, not much is known about its determinants. This study examined employees’ intrinsic, prosocial, and extrinsic motives for encouraging versus discouraging others to apply with their employer. In a sample of 232 employees from two organizations, job satisfaction, the desire to help job seekers find good fitting jobs, the desire to help the organization find good fitting employees, and rewards predicted positive referrals. Negative referrals were motivated by job dissatisfaction and the desire to help job seekers avoid bad fitting jobs. Moreover, in the organization rewarding employees for making referrals, more positive and less negative referrals were made than in the organization without referral program.

In a field experiment, we investigated the impact of a 'strange' recruitment medium on the quantity and quality of the applicant pool. Recruiting through an unusual medium (i.e., postcard) was associated with higher applicant pool quantity, as compared to a more frequently used medium (i.e., e-mail). With respect to quality, applicants recruited through the strange medium were higher educated. A follow-up questionnaire confirmed that the media were perceived to differ in strangeness, not in media richness or credibility. These results suggest that 'changing things up' in recruitment by employing strange recruitment media can positively affect key recruitment outcomes. Practitioner points Employing 'strange' recruitment media can enhance the effectiveness of recruitment (i.e., applicant quantity and quality)., 'Changing things up' in recruitment may help organizations to differentiate themselves from competitors. [ABSTRACT FROM AUTHOR]

The purpose of the present study was to determine and compare the levels of objectively assessed physical activity (PA) and sedentary time (ST) among male players aged 10–14 who participate in grassroots football in three European countries (i.e. England, France, and Greece). In addition, the study also examined the relationship of objective levels of PA to a self-report measure of PA frequency used in the Health Behaviour in School-aged Children survey for young football players. A total of 331 participants provided at least three days of valid accelerometer data and completed a self-report measure of PA. The results revealed that players accumulated 122.33 minutes of moderate- to vigorous PA (MVPA) and 488.19 minutes of ST per day. Multiple analyses of covariance controlling for years of experience in football revealed slightly significant differences between the three countries for light PA, MVPA, and the number of active days defined as meeting the [World Health Organization. (2010). Global recommenda...

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by t...

This study investigates perceptions of organisational image and attractiveness among 200 potential applicants for the Belgian Defense and the person (e.g. friend, parent) accompanying them to a job fair. The instrumental-symbolic framework is applied to conceptualise the key dimensions of an organisation's image as an employer. The results indicate that instrumental image attributes predict perceived organisational attractiveness for both potential applicants (social activities, structure, and advancement opportunities) and their companions (educational opportunities). Moreover, consistent with the instrumental-symbolic framework, symbolic image traits explain incremental variance in the attractiveness perceptions of potential applicants (sincerity, excitement, prestige, and ruggedness) as well as of companions (sincerity and ruggedness). Overall, instrumental and symbolic image predict attractiveness more strongly for potential applicants than for their companions, and potential applicants have a somewhat more positive view of the organisation. In addition, companions' perceived attractiveness positively predicts potential applicants' attractiveness beyond potential applicants' instrumental and symbolic image perceptions.

Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences in extraversion and conscientiousness. Networking explained incremental variance in job offers beyond job seekers' use of print advertising, the internet, and public employment services, but not in employment outcomes. Some evidence was found indicating that networking might be more effective for job seekers whose social network contains weaker and higher-status ties.

This study investigated the relationship between job search objectives (finding a new job/turnover, staying aware of job alternatives, developing a professional network, and obtaining leverage against an employer) and job search methods (looking at job ads, visiting job sites, networking, contacting employment agencies, contacting employers, and submitting applications). In a sample of 205 employed individuals from Belgium and Romania, job search objectives were significantly related to job search methods even after job satisfaction was controlled. Furthermore, particular objectives predicted specific methods. While the finding a new job/turnover objective predicted all search methods, staying aware of alternatives predicted using job ads and sites; the network objective predicted networking and contacting employers; and the leverage objective predicted contacting employers. Results suggest that search objectives are important for understanding job seekers’ search behavior and support the view that job search is a self-regulatory process that begins with objectives which activate search behavior.

Although the internet has dramatically changed recruitment practices, many web-based recruitment sources have not yet been investigated. The present study examines the effects of web-based employee testimonials and web-based word-of-mouth (i.e., ‘word-ofmouse’) on organizational attraction. The source credibility framework is used to compare these company-dependent and company-independent recruitment sources. In a sample of potential applicants for a head nurse position, word-of-mouse was associated with higher organizational attractiveness than web-based employee testimonials. However, potential applicants were more attracted when testimonials provided information about individual employees than about the organization. Conversely, word-of-mouse was associated with higher organizational attractiveness and more organizational pursuit behavior when it focused on the organization instead of on employees. Most of these effects were mediated by credibility perceptions.

Previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences on organizational attractiveness. The present study investigated if and under what conditions word-of-mouth communication matters as a recruitment source. Results (N = 171) indicated that word of mouth had a strong impact on organizational attractiveness, and negative word of mouth interfered with recruitment advertising effects. Word of mouth from a strong tie was perceived as more credible and had a more positive effect on organizational attractiveness. For potential applicants high in self-monitoring, word of mouth had a stronger effect when presented after recruitment advertising. Finally, the effect of word of mouth on organizational attractiveness was partially mediated by the perceived credibility of recruitment advertising.

Despite the call to improve health promotion (HP) in sport clubs in the existing literature, little is known about sport clubs' organizational capacity. Grounded within the setting-based framework, this study compares HP activities and guidance among 10 football clubs. At least three grassroots coaches from each club (n = 68) completed the Health Promoting Sports Clubs scale to assess their perceptions of HP; an official (n = 10) was interviewed about club's activities and official's guidance provided to coaches. A concurrent embedded design with quantitative results guiding the qualitative analysis was used. Despite no significant differences regarding coaches' perceptions of HP between the 10 sport clubs, except for the policy dimension, officials' interviews revealed some contradictions. Sport participation was recognized as automatically promoting HP, meaning that sport practice entails many benefits, without questioning the nature of the activities. HP was considered as a secondary aim in regard to sport performance, leading to the lack of written policies, partnerships and sporadic HP activities. Future interventions should consider: (i) the creation of required policy and long-term vision; (ii) the link between HP and sport performance; (iii) the rootedness of sport clubs within their community and (iv) guidelines towards HP from sport federations.

The present study begins to fill a gap in the recruitment literature by investigating whether the effects of negative publicity on organizational attractiveness can be mitigated by recruitment advertising and positive word-of-mouth. The accessibility–diagnosticity model was used as a theoretical framework to formulate predictions about the effects of these recruitment-related information sources. A mixed 2 × 2 experimental design was applied to examine whether initial assessments of organizational attractiveness based on negative publicity would improve at a second evaluation after exposure to a second, more positive information source. We found that both recruitment advertising and word-of-mouth improved organizational attractiveness, but word-of-mouth was perceived as a more credible information source. Self-monitoring did not moderate the impact of information source on organizational attractiveness.

Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals’ subjective perceptions as to whether a selection or promotion process is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates’ likelihood of perceiving that discrimination has occurred in a certain selection or promotion situation. The prototype model stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedents of perceived employment discrimination. In the organizational justice model, procedural, informational, interpersonal, and distributive fairness play a central role in determining candidates’ perceptions of discrimination. The fairness heuristic helps to explain which type of fairness information dominates these perceptions. Applications and research propositions are discussed as well as the similarities and differences between the two models. We conclude by offering several factors that may determine which model is used in deciding whether or not discrimination has occurred.

This paper examines perceptions of privacy and how they relate to reluctance to submit employment-related information over the Internet. In addition, possible cross-cultural differencesbetweentheUSandBelgiumregardingtheseconstructsandtheroleofInternet knowledge are investigated. Based on theories of privacy and cross-cultural differences, a survey methodology was applied to test several hypotheses. Results suggest that privacy considerations may affect reluctance to use an Internet-based selection system. Moreover, as expected, some differences were observed between US and Belgian respondents. Respondents possessing a higher self-rated knowledge of the Internet were less concerned that employment-related data submitted over the Internet would fall into the wrong hands.

Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 × 3 between-subjects factorial design, with candidate quality and sexual orientation as experimental variables. Our results indicated that the hirability ratings of 135 selection professionals were based on candidate quality and that no discrimination on the basis of sexual orientation occurred. Implications of these findings and directions for future research are discussed.

As competition for funding and students intensifies, it becomes increasingly important for psychology programs to have an image that is attractive and makes them stand out from other programs. The current study uses the instrumental-symbolic framework from the marketing domain to determine the image of different master's programs in psychology and examines how these image dimensions relate to student attraction and competitor differentiation. The samples consist of both potential students (N = 114) and current students (N = 68) of three psychology programs at a Belgian university: industrial and organizational psychology, clinical psychology, and experimental psychology. The results demonstrate that both instrumental attributes (e.g., interpersonal activities) and symbolic trait inferences (e.g., sincerity) are key components of the image of psychology programs and predict attractiveness as well as differentiation. In addition, symbolic image dimensions seem more important for current students of psychology programs than for potential students.

Both theoretical models of job search and empirical research findings suggest that job-search behavior is not a unidimensional construct. This chapter addresses the multidimensionality of job-search behavior and provides a systematic review of the different job-search behaviors and sources studied in the job-search literature and their relationships with antecedent variables and employment outcomes. Organized within three major dimensions (effort/intensity, content/direction, and temporal/persistence), job-search effort and intensity, job-search strategies, preparatory and active job-search behaviors, formal and informal job sources, specific job-search behaviors, job-search quality, job-search dynamics, and job-search persistence are discussed. This review strongly suggests that it is essential to consider all the dimensions of job-search behavior for understanding job-search success in both practice and research. This study points to a number of key implications for job seekers and employment counselors as well as crucial directions for future research.

Background: Given the benefits of participating in sport, sports clubs have been recognised as health-promoting organizations. To examine health-promotion activities in Finnish sports clubs, Kokko et al. developed a set of standards for health-promoting sports clubs (HPSC). Objective: The present study extends this line of research, by (1) measuring coaches’ perceptions of health- promotion activities in French sports clubs and comparing them to earlier Finnish results, (2) measuring coaches’ perceptions of the health-promotion aims of sports clubs and (3) examining the links between HPSC and coaches’ self-determined motivation. Methods: Coaches ( N = 125) completed a modified version of the HPSC questionnaire and a scale assessing their motivation to coach. Results: Coaches perceived French and Finnish sports clubs as fairly health promoting, but with wide variability between clubs. In both countries, sports clubs scores showed the same patterns: high scores for ideology and environment activities, and low scores for policies, practices and partnership. Coaches’ perceptions of clubs’ aims also followed the same pattern, but with higher scores for each dimension, meaning that coaches considered health promotion as a relevant aim for sports clubs. Finally, controlling for demographic variables, the HPSC index and sub-indices were related to coaches’ self-determined motivation. Conclusion: This study strengthens the previous findings for health promotion in the setting of sports clubs and the positive role of these activities on coaches’ motivation to coach.

International audience; Health-related physical activity recommendations are now widely known. To achieve benefits for their health, youth have to accumulate at least 60 minutes of moderate to vigorous intensity activity per day. The accuracy of field measure of physical activity is a complex question and no Gold standard exist. This study compares the data of two accelerometers (Actigraph, GT3X®; Bodymedia, SP3 Armband®), two diaries (assessing respectively self-reported activity and self-reported intensity) and a recall questionnaire. Furthermore, a focus on participants' comfort during data collection was carried out to help to decrease the high dropout rates in these studies. Eighteen young people with a mean age of 11.9 years (SD = 1.97) practicing 3.54 (SD = 2.19) hours of sport per week have worn the two accelerometers, filled self-reported measures in during 7 days. Results showed moderate to high correlations between accelerometer data with nevertheless some difference in time spent to light, moderate or vigorous physical activity (PA). Given (1) that self-reported data were systematically closer to those of the GT3X than those of the SP3 and (2) that GT3X was more appreciated by the participants in terms of wearing comfort and aesthetic, we recommend the use of the GT3X. On the whole data extracted from the self-reported intensity, diary were more correlated with accelerometer data than those of the self-reported activities diary. Such easy to use tool should be preferred to assess PA of physically active young people. Finally, the recall questionnaire does not have proved to be a valid tool.

Research arising from self-determination theory (SDT; Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268) indicates that the quality of the social interactions between athletes and coaches, and athletes' ensuing psychological responses, are critical determinants of intentions to drop out of youth sport. Little is known regarding whether these processes hold across countries. Grounded in SDT, this study tested the invariance of a model predicting youth sport dropout across five European countries. Seven thousand seven hundred and sixty-nine grassroots players (6641 males, 1020 females (M age = 11.56, SD = 1.40) from youth soccer teams in five countries (England, France, Greece, Norway, and Spain) completed a questionnaire tapping perceptions of coach-provided autonomy support, basic psychological need satisfaction (i.e. autonomy, competence and relatedness), soccer enjoyment, and intentions to d...

Job seeking is an important aspect throughout people’s careers. Extant theory and research hasfocused on one particular dimension of job search, that is, intensity/effort (i.e., job search quantity),posing that intensity/effort importantly affects employment success. The present conceptual paperextends job search theory by arguing for the importance of job search quality in explaining job searchand employment success. We conceptualize job search quality as consisting of process quality andproduct/behavior quality, and propose that high-quality job search products/behaviors are more likelywith a high-quality job search process. A four-phased cyclical self-regulatory model is presented, specifying the components of job search process quality. We build theory regarding the interrelationsbetween quality components, the antecedents and outcomes of job search quality, and themoderators of these relations. This theory offers new andmore detailed explanations for previous findings, directions for future research, and practical guidelines regarding (re)employment success and services.

Time structure has been found to be an important coping mechanism for dealing with the negative effects of unemployment on psychological well-being. This study extends the literature by investigating personality (openness to experience, conscientiousness, extraversion, neuroticism, and proactivity) and role demands (marital status, being the only breadwinner, having children, and household demands) as determinants of time structure during unemployment. In addition, five specific dimensions of time structure were examined: sense of purpose, structured routine, present orientation, effective organization, and persistence. In a sample of 231 Flemish unemployed individuals, we found that sense of purpose and present orientation positively predicted psychological well-being. With respect to personality, openness to experience was negatively related to sense of purpose. Conscientiousness related positively to sense of purpose, structured routine, effective organization, and persistence. Neuroticism related negatively to sense of purpose and present orientation. Proactivity positively predicted structured routine, but was a negative predictor of present orientation and persistence. Regarding role demands, being single and having children were positively related to structured routine. These findings highlight the importance of personality for maintaining time structure during unemployment.

To advance knowledge of word-of-mouth as a company-independent recruitment source, this study draws on conceptualizations of word-of-mouth in the marketing literature. The sample consisted of 612 potential applicants targeted by the Belgian Defense. Consistent with the recipient-source framework, time spent receiving positive word-of-mouth was determined by the traits of the recipient (extraversion and conscientiousness), the characteristics of the source (perceived expertise), and their mutual relationship (tie strength). Only conscientiousness and source expertise were determinants of receiving negative word-of-mouth. In line with the accessibility-diagnosticity model, receiving positive employment information through word-of-mouth early in the recruitment process was positively associated with perceptual (organizational attractiveness) and behavioral outcomes (actual application decisions), beyond potential applicants' exposure to other recruitment sources.

The aims of this study were twofold: (1) to determine whether open feedback (i.e. the ability to hear or see the scores of colleague judges after each performance) would lead judges in gymnastics to conform with their colleagues, and (2) to identify the underlying process on which this conformity is based. Twenty-three certified Flemish judges in women's gymnastics were randomly divided into panels of a maximum of five judges. These panels had to rate the same 30 videotaped individual vaults: 15 in phase 1 and 15 in phase 2. Two independent variables were orthogonally manipulated: feedback (or no feedback) during phase 1 and feedback (or no feedback) during phase 2. The results of phase 1 revealed that the variation between the judges' scores was less within panels that had received feedback than within panels that had not received feedback. We therefore conclude that the availability of feedback elicits conformity among gymnastic judges. The results of phase 2 indicated that this conformity continued even when feedback was no longer provided, suggesting that the observed conformity was based on informational influencing (i.e. because of uncertainty about the correct responses) and not on normative influencing (i.e. out of fear of standing out in the group).