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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.

The purpose of this study is to assess the accuracy of a multisensor activity monitor in measuring energy expenditure (EE) using an incremental exercise test. The SenseWear Pro3 Armband (SWA) has been shown a valid and practical tool in measuring the EE of daily living activities but shows significant errors in estimating EE of activities of vigorous and very vigorous intensity. Recently, a new algorithm was developed for SWA (SWA v5.2). The aim of this study was to validate the new SWA algorithm in assessing EE using an incremental exercise test. Data were obtained from 44 students (age, 21.1 ± 1.4 years). During an incremental running test, EE estimates of the SWA were compared with the indirect calorimetry (IC). A paired t-test, Bland and Altman plots, and correlation coefficients were used as statistical techniques. Compared with the IC, the SWA showed no significant difference when walking at 1.5 m·s (p = 0.901) but significantly underestimated EE at higher speeds starting from a jogging speed of 1.67 m·s for men and from a running speed of 2 m·s for women. The underestimation increased significantly with increasing intensity in both male and female participants. The accurate measurement of EE at moderate intensity makes the monitor a valid tool in estimating daily life activities. However, our study results question the applicability of the monitor for individuals willing to monitor their EE during vigorous or very vigorous exercise intensities because a significant underestimation of the new algorithm is still present. In future, the EE algorithm needs to be further adjusted to give an accurate estimate of EE for high-intensity exercises.

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.

Despite the social realities of job seeking, few studies have addressed how and why employment information received by other people affects organizational attraction. This chapter first discusses the characteristics of word-of-mouth as a recruitment source and then provides a systematic review of its determinants and outcomes studied in previous research. An integrative model of word-of-mouth is developed that synthesizes prior research findings and highlights key directions for future research. This model proposes that characteristics of the recipient (e.g., personality), source (e.g., expertise), and organization (e.g., employer brand) can determine the use of word-of-mouth as a recruitment source as well as moderate its effects. The model further suggests that word-of-mouth affects both individual job search outcomes and organizational pre-hire and post-hire recruitment outcomes. The accessibility-diagnosticity model and the source credibility framework are discussed as theoretical perspectives explaining these effects. Finally, several strategies are discussed that organizations can implement for managing word-of-mouth.

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.

After total hip replacement, continued pharmacological prophylaxis following hospital discharge is controversial.The primary objective of our study was to determine the safety and efficacy of continued prophylaxis with nadroparin three weeks after hospital discharge. The secondary objective was to evaluate the association between a confirmed venous thromboembolism and risk factors for deep venous thrombosis.This study was an open-label, randomized, multicentre, prospective trial. Patients were evaluated for deep venous thrombosis with duplex ultrasonography at discharge and 3 weeks later. Walking ability (mobility score) was assessed at the same times. Patients without deep venous thrombosis at discharge were randomly assigned to continued nadroparin (n=155) versus no pharmacologic prophylaxis (n=141) for three weeks.The rate of deep venous thrombosis three weeks post discharge was significantly lower in the nadroparin group: two patients (1.3%) versus nine (6.4%) without prophylaxis (p = 0.021; relative risk reduction = 79%). No significant difference in terms of safety was observed between groups and no major bleeding occurred.Three weeks after discharge, patients who developed deep venous thrombosis were significantly less mobile (p = 0.018).In conclusion, after total hip replacement, continued prophylaxis with nadroparin for 3 weeks after hospital discharge is beneficial.

We evaluated the toxicity of CdCl2, HgCl2, and MeHgCl on the C6/36 cell line of Aedes albopictus. This cell line proved to be a suitable tool for studying heavy-metal toxicity in insect cells. Since data on heavy-metal toxicity in invertebrate cell cultures are almost nonexistent, our results are discussed in relation to in vivo invertebrate and in vitro vertebrate studies. Viability and proliferation were assessed by dye exclusion and DNA quantification, respectively. Viability tests were carried out with and without 5% fetal calf serum in the medium. The three metal species decreased viability to different extents (MeHgCl>HgCl2>CdCl2), and fetal calf serum had a protective effect. In serum-deprived cultures, LD50 values were 140.20, 2.51, and 2.08 µmol/L for CdCl2, HgCl2, and MeHgCl, respectively. For cultures with fetal calf serum, LD50 values were 149.71, 12.01, and 5.47 µmol/L, respectively. The viability curve for CdCl2 under serum-free conditions suggests the induction of a cell defense system. The three metal species also inhibited cell proliferation (MeHgCl> CdCl2> HgCl2). The IC50 values were 1.75, 18.36, and 0.96 µmol/L for CdCl2, HgCl2, and MeHgCl, respectively. In summary, low MeHgCl concentrations caused both cell death and inhibition of cell proliferation; HgCl2 primarily disrupted the plasma membrane, whereas CdCl2 primarily inhibited cell proliferation.

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...

Implementation and evaluation of a health promotion program in sport clubs: "Promoting Adolescent Physical Activity" The benefits of sport participation have been demonstrated (OMS, 1995). Despite this statement, not all participants have a positive sport experience. To foster this type of experience, this doctoral thesis is composed of three aims : (1) an analysis of sport clubs contribution to health promotion (HP), (2) the evaluation of the effects and (3) process of an intervention based on self-determination and achievement goal theories to foster positive and long term sport involvement: the “Promoting Adolescent Physical Activity” intervention. Two studies have been realised to better understand the role sport clubs can play to HP. The first analyse the representation of sport clubs HP actions and mission of 125 grassroots coaches, underlining that sport clubs could be more active concerning HP policies and practices. The second question the contribution of sport participation to help 331 youth football players to reach WHO's physical activity (PA) recommendations (2010), showing that sport participation might favour participants' PA. The effects of the intervention have been evaluated trough a cluster-randomised trial including 617 players (339 in the experimental group and 278 in the control group). Results have shown that in comparison to the control group, players in the experimental condition have a more positive evolution of their motivational climate, the satisfaction of their competence need, a self-determination index (SDI) and self-esteem, as well as a decrease of their dropout intentions and behaviours. Controlling for Time 1, the intervention has an effect on sport experience fully mediated by the climate, which is partially mediated by basic needs satisfaction and a SDI. The process evaluation has shown that coach expert training to deliver our intervention was effective, that the intervention has no effect at the organisational level, but a correct implementation score. The individual implementation score is moderate., Implémentation et évaluation d'un programme de promotion de la santé au sein de clubs sportifs : « Promouvoir l'Activité Physique des Adolescents » La pratique sportive est considérée comme bénéfique pour la santé (OMS, 1995). Malgré ce constat, tous les jeunes ne bénéficient pas d'expérience sportive positive. Pour encourager ce type d'expérience, ce travail doctoral est composé de trois parties : (1) une analyse de la contribution du club sportif à la promotion de la santé, (2) l'évaluation des effets et (3) du processus d'implémentation d'une intervention basée sur la théorie de l'autodétermination et la théorie des buts d'accomplissement visant une expérience sportive positive et durable : le programme « Promouvoir l'Activité Physique des Adolescents ». Pour apprécier la contribution du club sportif à la promotion de la santé, 2 études ont été réalisées. La première analyse les représentations de 125 éducateurs des missions et actions de promotion de la santé des clubs sportifs, concluant que le club pourrait être plus actif en termes de politique et de pratiques. La seconde, évaluant la contribution de la pratique sportive pour atteindre les recommandations en termes d'activité physique (AP ; OMS, 2010) auprès de 331 jeunes footballeurs, observe que la pratique sportive semble favoriser la pratique d'AP. L'évaluation des effets de l'intervention a été réalisée à l'aide d'une étude contrôlée randomisée auprès de 617 joueurs (339 du groupe expérimental et 278 du groupe expérimental). Les résultats montrent qu'en comparaison au groupe contrôle, les joueurs entraînés par un éducateur formé ont une évolution plus positive de la perception du climat motivationnel, de la satisfaction du besoin de compétence, de leur motivation autodéterminée, de l'estime de soi, et de moindres intentions et un taux d'abandon plus faible. En contrôlant le niveau au 1er temps de mesure, la formation a un effet sur l'expérience sportive médiatisée complètement par le climat motivationnel qui est partiellement médiatisé par la satisfaction de besoins et la motivation. L'évaluation du processus montre que la formation de formateurs pour délivrer notre intervention est efficace, que l'intervention un taux correct d'implémentation. Le taux d'implémentation individuel est modéré.

Implementation and evaluation of a health promotion program in sport clubs: "Promoting Adolescent Physical Activity" The benefits of sport participation have been demonstrated (OMS, 1995). Despite this statement, not all participants have a positive sport experience. To foster this type of experience, this doctoral thesis is composed of three aims : (1) an analysis of sport clubs contribution to health promotion (HP), (2) the evaluation of the effects and (3) process of an intervention based on self-determination and achievement goal theories to foster positive and long term sport involvement: the “Promoting Adolescent Physical Activity” intervention. Two studies have been realised to better understand the role sport clubs can play to HP. The first analyse the representation of sport clubs HP actions and mission of 125 grassroots coaches, underlining that sport clubs could be more active concerning HP policies and practices. The second question the contribution of sport participation to help 331 youth football players to reach WHO's physical activity (PA) recommendations (2010), showing that sport participation might favour participants' PA. The effects of the intervention have been evaluated trough a cluster-randomised trial including 617 players (339 in the experimental group and 278 in the control group). Results have shown that in comparison to the control group, players in the experimental condition have a more positive evolution of their motivational climate, the satisfaction of their competence need, a self-determination index (SDI) and self-esteem, as well as a decrease of their dropout intentions and behaviours. Controlling for Time 1, the intervention has an effect on sport experience fully mediated by the climate, which is partially mediated by basic needs satisfaction and a SDI. The process evaluation has shown that coach expert training to deliver our intervention was effective, that the intervention has no effect at the organisational level, but a correct implementation score. The individual implementation score is moderate.; Implémentation et évaluation d'un programme de promotion de la santé au sein de clubs sportifs : « Promouvoir l'Activité Physique des Adolescents » La pratique sportive est considérée comme bénéfique pour la santé (OMS, 1995). Malgré ce constat, tous les jeunes ne bénéficient pas d'expérience sportive positive. Pour encourager ce type d'expérience, ce travail doctoral est composé de trois parties : (1) une analyse de la contribution du club sportif à la promotion de la santé, (2) l'évaluation des effets et (3) du processus d'implémentation d'une intervention basée sur la théorie de l'autodétermination et la théorie des buts d'accomplissement visant une expérience sportive positive et durable : le programme « Promouvoir l'Activité Physique des Adolescents ». Pour apprécier la contribution du club sportif à la promotion de la santé, 2 études ont été réalisées. La première analyse les représentations de 125 éducateurs des missions et actions de promotion de la santé des clubs sportifs, concluant que le club pourrait être plus actif en termes de politique et de pratiques. La seconde, évaluant la contribution de la pratique sportive pour atteindre les recommandations en termes d'activité physique (AP ; OMS, 2010) auprès de 331 jeunes footballeurs, observe que la pratique sportive semble favoriser la pratique d'AP. L'évaluation des effets de l'intervention a été réalisée à l'aide d'une étude contrôlée randomisée auprès de 617 joueurs (339 du groupe expérimental et 278 du groupe expérimental). Les résultats montrent qu'en comparaison au groupe contrôle, les joueurs entraînés par un éducateur formé ont une évolution plus positive de la perception du climat motivationnel, de la satisfaction du besoin de compétence, de leur motivation autodéterminée, de l'estime de soi, et de moindres intentions et un taux d'abandon plus faible. En contrôlant le niveau au 1er temps de mesure, la formation a un effet sur l'expérience sportive médiatisée complètement par le climat motivationnel qui est partiellement médiatisé par la satisfaction de besoins et la motivation. L'évaluation du processus montre que la formation de formateurs pour délivrer notre intervention est efficace, que l'intervention un taux correct d'implémentation. Le taux d'implémentation individuel est modéré.

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.

Employer branding has been defined as the process of creating and communicating - both inside and outside of the organization - a clear image of what is attractive and distinctive of the organizati...

This chapter reviews five key components of the recruitment process with regard to an aging workforce. First, targeted recruitment entails that organizations understand the needs, preferences, and strengths of older workers. Second, the recruitment message should communicate job and organizational characteristics that are attractive to older jobseekers. Third, the recruitment source should be consistent with the mediayse and job-search behaviors of older jobseekers. Fourth, the characteristics and behaviors of recruiters play an essential role in the recruitment of older applicants. Finally, organizations need to convey an attractive image of themselves as employers for older workers. Throughout the chapter, best practices are contrasted with available research evidence, and directions for future research are outlined.

This chapter reviews five key components of the recruitment process with regard to an aging workforce. First, targeted recruitment entails that organizations understand the needs, preferences, and strengths of older workers. Second, the recruitment message should communicate job and organizational characteristics that are attractive to older jobseekers. Third, the recruitment source should be consistent with the mediayse and job-search behaviors of older jobseekers. Fourth, the characteristics and behaviors of recruiters play an essential role in the recruitment of older applicants. Finally, organizations need to convey an attractive image of themselves as employers for older workers. Throughout the chapter, best practices are contrasted with available research evidence, and directions for future research are outlined.

Psychological well-being during unemployment: the role of personality and perception of time structure Psychological well-being during unemployment: the role of personality and perception of time structure Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp. 207-232.Unemployed people report lower levels of psychological well-being than employed individuals. However, when unemployed individuals perceive their use of time to be structured and purposive, this negative effect of unemployment on psychological well-being is reduced. This study investigated whether personality – as measured by the Big Five framework – determined the perception of time structure. In a sample of 231 Flemish unemployed people, we found that the more sense of purpose and present orientation individuals showed, the higher their psychological well-being was. Concerning the relation between personality and the perception of time structure, unemployed people with more openness to experience reported less sense of purpose. More conscientious individuals showed more sense of purpose, routine, organization, and present orientation. More neurotic individuals perceived less sense of purpose and present orientation. Finally, more neurotic unemployed individuals with more openness for experience showed lower psychological well-being, due to their lower perception of time structure.

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.

Aim. This paper is a report of a study to examine the relationship between nursing employees' perceptions of instrumental and symbolic dimensions of employer image on the one hand and their intentions to recommend their organization as an employer and their willingness to testify in their organization's recruitment materials on the other. Background. Previous research suggests that word-of-mouth recommendations by current nursing employees can enhance healthcare organizations' attractiveness as an employer for potential applicants. However, it is not known what motivates employees to provide positive word-of-mouth comments and to endorse their employer in recruitment testimonials. Method. The instrumental-symbolic framework was applied to identify relevant dimensions of perceived employer image that might relate to employee recommendations. A questionnaire was administered in 2006 to 106 nurses and nursing aides from four non-profit nursing hones in Belgium. The response rate was 55%. Results. Overall, nursing employees were more willing to recommend their nursing home to others than to testify in recruitment materials. Both instrumental and symbolic employer image dimensions predicted nursing employees' recommendation intentions. Conversely, willingness to testify was only predicted by symbolic image dimensions. Specifically, the more the nursing employees perceived that their nursing home offers task diversity, offers the possibility to help people and is prestigious, the more they intended to recommend their organization to others. The more they perceived their nursing home as competent, the higher were their recommendation intentions and their willingness to testify in recruitment communication. Conclusion. To increase nursing employees' willingness to recommend their employer to potential applicants, organizations should enhance their perceived employer image.

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).

Telework and organizational attractiveness: a person-organization fit perspective Telework and organizational attractiveness: a person-organization fit perspective Mieke Heymans & Greet Van Hoye, Gedrag & Organisatie, Volume 18, August 2005, pp. 199-209 This study examined whether offering telework in recruitment advertisements can influence organizational attractiveness to potential applicants. From a person-organization fit perspective, we further examined whether the Big Five personality factors moderate the effect of telework on organizational attractiveness. To this end, 201 Belgian economy graduate students evaluated a recruitment advertisement that either mentioned the possibility of telework or not. The results showed that potential applicants generally were attracted more to organizations offering telework than to organizations that did not. Furthermore, we found that participants scoring high on altruism rated organizations offering telework as more attractive than participants scoring low on altruism.

This study uses cable and turban's (2001) employer knowledge framework as a conceptual model to formulate hypotheses about a broad range of possible factors affecting the attractiveness of an organization (i.e. Armed forces) among potential applicants (576 high-school seniors). Results show that gender, familiarity with military organizations, perceptions of job and organizational attributes (task diversity and social/team activities), and trait inferences (excitement, prestige, and cheerfulness) explained potential applicants' attraction to military organizations. Relative importance analyses showed that trait inferences contributed most to the variance, followed by job and organizational attributes, and employer familiarity. Finally, we found some evidence of interactions between the three dimensions. Specifically, trait inferences and job and organizational attributes had more pronounced effects when familiarity was high. From a theoretical perspective, these results generally support the framework of employer knowledge. At a practical level, implications for image audit and image management are discussed.