15 results on '"Van Hoye G"'
Search Results
2. Perspectives from twenty-two countries on the legal environment for selection
- Author
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Sackett P. R., Shen W., Myors B., Lievens F., Schollaert E., Van Hoye G., Cronshaw S., Onyura B., Mladinic A., Rodríguez V., Steiner D., Rolland F., Schuler H., Frintrup A., Nikolaou L., Tomprou M., Subramony S, Raj S. B., Tzafrir S., Bamberger P., Bertolino M., Fraccaroli F., Sekiguchi T., Yang H., Anderson N., Evers A., Chernyshenko O., Englert P., Kriek H., Joubert T., Salgado J., König C., Thommen L., Chuang A., Sinangil H., Bayazit M., Cook M., Aguinis H., MARIANI, MARCO GIOVANNI, FARR, JAMES L. (ED.), TIPPINS, NANCY T. (ED.), Sackett P.R., Shen W., Myors B., Lievens F., Schollaert E., Van Hoye G., Cronshaw S., Onyura B., Mladinic A., Rodríguez V., Steiner D., Rolland F., Schuler H., Frintrup A., Nikolaou L., Tomprou M., Subramony S, Raj S.B., Tzafrir S., Bamberger P., Bertolino M., Mariani M.G., Fraccaroli F., Sekiguchi T., Yang H., Anderson N., Evers A., Chernyshenko O., Englert P., Kriek H., Joubert T., Salgado J., König C., Thommen L., Chuang A., Sinangil H., Bayazit M., Cook M., and Aguinis H.
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COUNTRIES ,PSYCHOLOGISTS ,LEGAL ENVIRONMENT ,PERSONNEL SELECTION - Abstract
(from the chapter) To compare and contrast the legal environment for personnel selection in various countries, the senior author prepared a set of questions about the legal environment for selection, prepared model answers describing the legal environment in the United States, and contacted psychologists in various countries, asking them to prepare a document responding to each question and describing the legal environment in their country. They were also invited to suggest additional project participants in other countries. Some invitees declined; some initially agreed, but subsequently did not participate. The goal was to obtain a range of perspectives by sampling about 20 countries, thus, this is by no means a complete catalog of the legal environment around the world. Researchers and practitioners who are experts on the topic of selection participated from 22 countries.
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- 2010
3. International perspectives on the legal environment for selection
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Myors, B, Lievens, F, Schollaert, E, Van Hoye, G, Cronshaw, S F, Mladinic, A, Rodriguez, V, Aguinis, H, Steiner, D D, Rolland, F, Schuler, H, Frintrup, A, Nikolaou, I, Tomprou, M, Subramony, S, Raj, S B, Tzafrir, S, Bamberger, P, Bertolino, M, Mariani, M, Fraccaroli, F, Sekiguchi, T, Onyura, B, Yang, H, Anderson, N, Evers, A, Chernyshenko, O, Englert, P, Kriek, H J, Joubert, T, Salgado, J F, König, C J, Thommen, L A, Chuang, A, Sinangil, H K, Bayazit, M, Cook, M, Shen, W, Sackett, P R, Myors, B, Lievens, F, Schollaert, E, Van Hoye, G, Cronshaw, S F, Mladinic, A, Rodriguez, V, Aguinis, H, Steiner, D D, Rolland, F, Schuler, H, Frintrup, A, Nikolaou, I, Tomprou, M, Subramony, S, Raj, S B, Tzafrir, S, Bamberger, P, Bertolino, M, Mariani, M, Fraccaroli, F, Sekiguchi, T, Onyura, B, Yang, H, Anderson, N, Evers, A, Chernyshenko, O, Englert, P, Kriek, H J, Joubert, T, Salgado, J F, König, C J, Thommen, L A, Chuang, A, Sinangil, H K, Bayazit, M, Cook, M, Shen, W, and Sackett, P R
- Abstract
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.
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- 2008
4. Nursing recruitment: relationship between perceived employer image and nursing employees' recommendations.
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Van Hoye G
- Abstract
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 homes 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. [ABSTRACT FROM AUTHOR]
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- 2008
- Full Text
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5. Examining the relationship between employer knowledge dimensions and organizational attractiveness: an application in a military context.
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Lievens F, Van Hoye G, and Schreurs B
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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. [ABSTRACT FROM AUTHOR]
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- 2005
6. International perspectives on the legal environment for selection
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Oleksandr S. Chernyshenko, Mark Cook, Heinz Schuler, Maria Tomprou, Dirk D. Steiner, Florence Rolland, Ioannis Nikolaou, Peter Bamberger, Hennie J. Kriek, Franco Fraccaroli, Larissa A. Thommen, Steven F. Cronshaw, S. Subramony, Shabu B. Raj, Tina Joubert, Arne Evers, Neil Anderson, Mahmut Bayazit, Cornelius J. König, Filip Lievens, Brett Myors, Aichia Chuang, Paul R. Sackett, Hyuckseung Yang, Andreas Frintrup, Marilena Bertolino, Tomoki Sekiguchi, Jesús F. Salgado, Betty Onyura, Herman Aguinis, Antonio Mladinic, Eveline Schollaert, Marco Giovanni Mariani, Shay S. Tzafrir, Greet Van Hoye, Handan Kepir Sinangil, Viviana Rodríguez, Paul Englert, Winny Shen, Myors B., Lievens F., Schollaert E., Van Hoye G., Cronshaw S.F., Mladinic A., Rodríguez V., Aguinis H., Steiner D.D., Rolland F., Schuler H., Frintrup A., Nikolaou I., Tomprou M., Subramony S., Raj S.B., Tzafrir S., Bamberger P., Bertolino M., Mariani M.G., Fraccaroli F., Sekiguchi T., Onyura B., Yang H., Anderson N., Evers A., Chernyshenko O., Englert P., Kriek H.J., Joubert T., Salgado J.F., König C.J., Thommen L.A., Chuang A., Sinangil H.K., Bayazit M., Cook M., Shen W., Sackett P.R., University of Zurich, Leadership and Management (ABS, FEB), and Arbeids- en Organisatie Psychologie (Psychologie, FMG)
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Affirmative action ,Social Psychology ,BF Psychology ,10093 Institute of Psychology ,Personnel selection ,Ethnic group ,LEGAL ENVIRONMENT ,Preferential treatment ,Disadvantaged ,Job performance ,Selection (linguistics) ,INTERNATIONAL PERSPECTIVES ,Industrial and organizational psychology ,HD0028 Management. Industrial Management ,Psychology ,150 Psychology ,Social psychology ,PERSONNEL SELECTION ,Applied Psychology - Abstract
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.
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- 2008
7. Broadening International Perspectives on the Legal Environment for Personnel Selection
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Ioannis Nikolaou, Marco Giovanni Mariani, Dirk D. Steiner, Paul R. Sackett, Shabu B. Raj, Tomoki Sekiguchi, Paul Englert, Arne Evers, Greet Van Hoye, Florence Rolland, Franco Fraccaroli, Marilena Bertolino, Hyuckseung Yang, Mahmut Bayazit, Eveline Schollaert, Betty Onyura, Filip Lievens, Cornelius J. König, Shay S. Tzafrir, Handan Kepir Sinangil, Larissa A. Thommen, Brett Myors, Andreas Frintrup, Jesús F. Salgado, S. Subramony, Winny Shen, Oleksandr S. Chernyshenko, Antonio Mladinic, Mark Cook, Hennie J. Kriek, Herman Aguinis, Viviana Rodríguez, Tina Joubert, Neil Anderson, Steven F. Cronshaw, Aichia Chuang, Maria Tomprou, Heinz Schuler, Peter Bamberger, Leadership and Management (ABS, FEB), Myors B., Lievens F., Schollaert E., Van Hoye G., Cronshaw S.F., Mladinic A., Rodríguez V., Aguinis H., Steiner D.D., Rolland F., Schuler H., Frintrup A., Nikolaou I., Tomprou M., Subramony S., Raj S.B., Tzafrir S., Bamberger P., Bertolino M., Mariani M., Fraccaroli F., Sekiguchi T., Onyura B., Yang H., Anderson N., Evers A., Chernyshenko O., Englert P., Kriek H.J., Joubert T., Salgado J.F., König C.J., Thommen L.A., Chuang A., Sinangil H.K., Bayazit M., Cook M., Shen W., and Sackett P.R.
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Social Psychology ,Individual difference ,Applied psychology ,Personnel selection ,Ethnic group ,Behavioural sciences ,Disadvantaged ,Job performance ,Selection (linguistics) ,INTERNATIONAL PERSPECTIVES ,LEGAL ENVIROMENT ,Industrial and organizational psychology ,Psychology ,PERSONNEL SELECTION ,Social psychology ,Applied Psychology - Abstract
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.
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- 2008
8. Living the employer brand during a crisis? A qualitative study on internal employer branding in times of the COVID-19 pandemic.
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Rys M, Schollaert E, and Van Hoye G
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- Humans, Qualitative Research, SARS-CoV-2, Male, Female, Leadership, Belgium epidemiology, Adult, Employment, Workplace, COVID-19 epidemiology, COVID-19 prevention & control, Pandemics
- Abstract
Employer branding has emerged as a strategic imperative in the quest for talent. However, existing research has predominantly explored stable periods, overlooking the possible transformative impact of crises and the crucial role that HR managers play in crafting internal employer branding strategies. As such, this research addresses this by scrutinizing internal employer branding during the COVID-19 pandemic. Conducting in-depth interviews with 37 Belgian HR managers, we delve into the perceived challenges and opportunities that the COVID-19 crisis presented with respect to internal employer branding and its touchpoints-internal communication and leadership. A subsequent member and employee check with six HR managers and six employees validated our findings. The results unveiled organizations' heightened concern for employer branding during crises, emphasizing the strategic reflection invested. Remarkably, despite facing organizational/operational constraints/risks imposed by the crisis, the attention and efforts remain steadfastly centered on the experienced internal employer brand in crisis situations. Additionally, a contextual analysis suggests that various employer brand types face similar challenges in crises, however, the employer brand serves as a defining factor that shapes how an organization responds to both external uncertainties and internal dynamics brought about by the crisis. This study contributes to a nuanced understanding of internal employer branding dynamics during crises, shedding light on the strategic considerations of HR managers., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2024 Rys et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)
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- 2024
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9. Case report: Psychosis with catatonia in an adult man: a presentation of neurosarcoidosis.
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Van Hoye G, Willekens B, Vanden Bossche S, Morrens M, and Van Den Eede F
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Introduction: Sarcoidosis is a multisystem non-caseous granulomatous disease of unknown origin with predominant lung involvement and a variable clinical course. Although rare, neuropsychiatric manifestations such as confusion, problems in orientation, memory dysfunction, delusions, hallucinations and catatonia can be presenting features of sarcoidosis with nervous system involvement, also known as neurosarcoidosis., Case Description: We present a 39-year-old man with acute-onset vertigo, balance problems and confusion quickly developing delusions, hallucinations, catatonic symptoms and suicidal behaviour. Symptoms appeared to be a manifestation of neurosarcoidosis., Diagnostic Assessment: The differential diagnosis of psychosis is broad and should include pertinent auto-immune disorders, paraneoplastic, oncologic, metabolic, and neurodegenerative disorders. Basic systemic screening should include blood and urinary tests, a chest X-ray, brain CT scan and ECG. If neurosarcoidosis is suspected, an MRI of the brain with contrast and lumbar puncture are most appropriate. Multidisciplinary collaboration is essential to arrive at a correct diagnosis and effective management of the patient., Discussion: Despite the large number of sarcoidosis and psychosis studies, the etiology and pathogenesis of both illnesses remain incompletely understood. A common inflammatory etiopathological pathway has been postulated., Conclusions: Clinicians should consider organic causes when confronted with a middle-aged patient experiencing a first psychotic episode with an atypical onset, catatonic features, or dysfunction in orientation and/or memory, a complete lack of a positive familial psychiatric history and/or an atypical response to (psycho)pharmacological treatment., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Van Hoye, Willekens, Vanden Bossche, Morrens and Van Den Eede.)
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- 2024
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10. Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID-19 responses.
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Kanwal H, Van Hoye G, and Schollaert E
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This paper investigates how organizations' response to a crisis such as the COVID-19 pandemic affects their employer attractiveness. Based on signaling theory, we argue that a COVID-19 response can signal an organization's employer brand personality, positively affecting applicant attraction. We conducted two experimental studies with employed and unemployed UK participants through Prolific Academic. Both studies indicate that a warm COVID-19 response leads to the highest employer attractiveness and job pursuit intentions, although a competent response was still more attractive than no response. Moreover, applicants use the warm and competent responses as signals of organizational warmth and competence respectively, building higher organizational trust. Limited support for the moderating role of applicants' personality was found. Implications during and beyond COVID-19 are discussed., Competing Interests: The authors declare no conflict of interest., (© 2022 John Wiley & Sons Ltd.)
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- 2022
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11. How can hospitals engage their current employees in the recruitment of qualified nurses? A referral bonus and self-determination perspective.
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Stockman S, van Hoye G, and van Hooft EAJ
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- Belgium, Humans, Motivation, Nursing Staff, Hospital, Personnel Selection, Personnel, Hospital, Referral and Consultation economics
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Aims: To investigate the impact of promising a referral bonus and an autonomous referral request on nurses' referral likelihood and the quality of their referrals., Design: We applied a 2 × 2 between-participants factorial design with referral bonus and autonomous referral request as experimental variables., Methods: In May 2019, 110 nurses working in Belgian hospitals were shown a fictitious e-mail with a request from their employer to look for potential new-hires and filled out an online survey measuring referral likelihood and quality., Results: Promising a referral bonus did not affect nurses' referral likelihood and quality. Instead supporting self-determination theory, nurses exposed to the autonomous request were more likely to refer and assure referral quality than those exposed to the controlling request., Conclusion: Hospitals can increase nurses' referral likelihood and quality by framing their referral request in an autonomy-supportive way., Impact: Recruiting nurses are more important than ever in the current Covid-19 crisis. Our findings offer practical insights on how hospitals can engage their employees in the recruitment of nurses (i.e. through framing referral requests in an autonomy-supportive way)., (© 2020 John Wiley & Sons Ltd.)
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- 2020
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12. Social Media Recruitment: Communication Characteristics and Sought Gratifications.
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Carpentier M, Van Hoye G, and Weng Q
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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.
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- 2019
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13. Recruiting nurses through social media: Effects on employer brand and attractiveness.
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Carpentier M, Van Hoye G, Stockman S, Schollaert E, Van Theemsche B, and Jacobs G
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- Belgium, Humans, Surveys and Questionnaires, Nursing Staff, Hospital, Personnel Selection, Social Media
- Abstract
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., (© 2017 John Wiley & Sons Ltd.)
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- 2017
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14. The image of psychology programs: the value of the instrumental-symbolic framework.
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Van Hoye G, Lievens F, De Soete B, Libbrecht N, Schollaert E, and Baligant D
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- Adolescent, Adult, Belgium, Female, Humans, Male, Students psychology, Young Adult, Marketing methods, Marketing statistics & numerical data, Psychology education, Psychology statistics & numerical data, Students statistics & numerical data, Universities statistics & numerical data
- Abstract
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.
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- 2014
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15. Tapping the grapevine: a closer look at word-of-mouth as a recruitment source.
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Van Hoye G and Lievens F
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- Adult, Advertising, Belgium, Conscience, Employee Performance Appraisal, Female, Humans, Male, Military Personnel, Personality, Young Adult, Aptitude, Interpersonal Relations, Job Application, Personnel Selection methods
- Abstract
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., ((c) 2009 APA, all rights reserved.)
- Published
- 2009
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