FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W289503492> ?p ?o ?g. }

• W289503492 startingPage "337" @default.
• W289503492 abstract "The ability to create a strong person-organization fit (Adkins et al., 1994; Cable and Judge, 1994; Judge and Bretz, 1992) depends to a considerable extent on good communication and self-insight. Studies in the accounting literature (Bundy and Norris, 1992; Carpenter and Strawser, 1970; Kirsch et al., 1993) have sought to provide evidence on this issue by asking (i.e., surveying) accounting students about the importance of various job attributes. Unfortunately, people often have very little insight into how important or unimportant various factors are in their decision process. For example, it is well known that people, when asked to assign weights to decision variables, will underweight the most important ones and overweight the least important variables (Slovic and Lichtenstein, 1971). This lack of understanding about what is or is not important has a direct bearing on a student's ability to report what makes a job attractive. As Judge and Bretz point out, priming artifacts, ... such as the tendency to ra te pay as less important than it really might (1992: 262), often result from these direct estimation designs. Survey results of senior accounting students may show particular variables as important, but careful, systematic elicitation of a variable's importance may reveal something completely different. Students are likely to accept a job offer based on whether the variables that they perceive to be important are present in that job opportunity. One responsibility of the recruiter is to communicate the attributes of a particular job clearly. To the extent that the recruiter knows what is really important to the student, this information about the job can be provided. Further, the recruiter could educate the student about other attributes of the position that the student may not otherwise consider. Lack of insight by the student and/or the recruiter about what is really important may lead to poor job choices, job dissatisfaction and eventual turnover. The effects of job dissatisfaction and excessive turnover are clearly factors that a firm would like to avoid if possible. RESEARCH QUESTIONS Surveys, as a method of eliciting information from students about their job selection preferences, have been used often throughout the years (e.g., Bundy and Norris, 1992; Carpenter and Strawser, 1970; Shivaswamy and Hanks, 1986; Yunker et al., 1986). These studies have yielded results that have important implications for accounting practice. For example, one conclusion that could be drawn from this line of research is that accounting students generally do not regard salary as the most important factor in choosing their first jobs and that factors such as job security, interesting work and opportunities for advancement are more important (Bundy and Norris, 1992). (An extensive review of the literature on recruiting may be found in Rebele et al. (1991) and in Rebele et al. (1998).) The primary advantage of survey research is a ... wide scope: a great deal of information can be obtained from a large population (Kerlinger, 1986: 387). Weaknesses in this methodology come from the fact that it does not go much below the surface, and it can be time consuming. We believe that a third weakness is more likely to make the results of surveys suspect; namely, this method ... lifts the respondent out of his own social context .... (Kerlinger, 1986: 387). Answers to the questions (or ratings of the attributes) may be what the student thinks the researcher wants to hear or what the student has been told should be important. Asking students to describe what is important to them requires that they understand the cognitive processes behind their judgments, evaluations and choices. Nisbett and Wilson (1977) reviewed the evidence on introspection of this kind and found almost no evidence to support people's ability to access higher-order cognitive processes. What may be happening is that ... their reports are based on a priori, implicit causal theories, or judgments about the extent to which a particular stimulus is a plausible cause of a given response (Nisbett and Wilson, 1977: 231). …" @default.
• W289503492 created "2016-06-24" @default.
• W289503492 creator A5057146306 @default.
• W289503492 creator A5062051160 @default.
• W289503492 creator A5089736823 @default.
• W289503492 date "2000-09-22" @default.
• W289503492 modified "2023-09-24" @default.
• W289503492 title "Student and Recruiter Insights on the Importance of Job Attributes" @default.
• W289503492 cites W1627796000 @default.
• W289503492 cites W1969714747 @default.
• W289503492 cites W1978529906 @default.
• W289503492 cites W1985453879 @default.
• W289503492 cites W2002651217 @default.
• W289503492 cites W2009377806 @default.
• W289503492 cites W2063423457 @default.
• W289503492 cites W2066555477 @default.
• W289503492 cites W2071542678 @default.
• W289503492 cites W2075719675 @default.
• W289503492 cites W2142194243 @default.
• W289503492 cites W2164558494 @default.
• W289503492 cites W2176898185 @default.
• W289503492 cites W2316922253 @default.
• W289503492 cites W2470115906 @default.
• W289503492 cites W74651690 @default.
• W289503492 hasPublicationYear "2000" @default.
• W289503492 type Work @default.
• W289503492 sameAs 289503492 @default.
• W289503492 citedByCount "13" @default.
• W289503492 countsByYear W2895034922012 @default.
• W289503492 countsByYear W2895034922013 @default.
• W289503492 countsByYear W2895034922015 @default.
• W289503492 countsByYear W2895034922017 @default.
• W289503492 crossrefType "journal-article" @default.
• W289503492 hasAuthorship W289503492A5057146306 @default.
• W289503492 hasAuthorship W289503492A5062051160 @default.
• W289503492 hasAuthorship W289503492A5089736823 @default.
• W289503492 hasConcept C111919701 @default.
• W289503492 hasConcept C119857082 @default.
• W289503492 hasConcept C134306372 @default.
• W289503492 hasConcept C144133560 @default.
• W289503492 hasConcept C15744967 @default.
• W289503492 hasConcept C162853370 @default.
• W289503492 hasConcept C17744445 @default.
• W289503492 hasConcept C182365436 @default.
• W289503492 hasConcept C2718322 @default.
• W289503492 hasConcept C27574286 @default.
• W289503492 hasConcept C33923547 @default.
• W289503492 hasConcept C39549134 @default.
• W289503492 hasConcept C41008148 @default.
• W289503492 hasConcept C58346731 @default.
• W289503492 hasConcept C77805123 @default.
• W289503492 hasConcept C98045186 @default.
• W289503492 hasConceptScore W289503492C111919701 @default.
• W289503492 hasConceptScore W289503492C119857082 @default.
• W289503492 hasConceptScore W289503492C134306372 @default.
• W289503492 hasConceptScore W289503492C144133560 @default.
• W289503492 hasConceptScore W289503492C15744967 @default.
• W289503492 hasConceptScore W289503492C162853370 @default.
• W289503492 hasConceptScore W289503492C17744445 @default.
• W289503492 hasConceptScore W289503492C182365436 @default.
• W289503492 hasConceptScore W289503492C2718322 @default.
• W289503492 hasConceptScore W289503492C27574286 @default.
• W289503492 hasConceptScore W289503492C33923547 @default.
• W289503492 hasConceptScore W289503492C39549134 @default.
• W289503492 hasConceptScore W289503492C41008148 @default.
• W289503492 hasConceptScore W289503492C58346731 @default.
• W289503492 hasConceptScore W289503492C77805123 @default.
• W289503492 hasConceptScore W289503492C98045186 @default.
• W289503492 hasIssue "3" @default.
• W289503492 hasLocation W2895034921 @default.
• W289503492 hasOpenAccess W289503492 @default.
• W289503492 hasPrimaryLocation W2895034921 @default.
• W289503492 hasRelatedWork W131226724 @default.
• W289503492 hasRelatedWork W1627796000 @default.
• W289503492 hasRelatedWork W181993271 @default.
• W289503492 hasRelatedWork W1978751571 @default.
• W289503492 hasRelatedWork W1984287770 @default.
• W289503492 hasRelatedWork W2026738440 @default.
• W289503492 hasRelatedWork W2032753293 @default.
• W289503492 hasRelatedWork W2034567915 @default.
• W289503492 hasRelatedWork W2069948052 @default.
• W289503492 hasRelatedWork W2073413044 @default.
• W289503492 hasRelatedWork W2083329137 @default.
• W289503492 hasRelatedWork W2130191558 @default.
• W289503492 hasRelatedWork W2136290449 @default.
• W289503492 hasRelatedWork W2139378468 @default.
• W289503492 hasRelatedWork W2142194243 @default.
• W289503492 hasRelatedWork W2158272839 @default.
• W289503492 hasRelatedWork W2165834525 @default.
• W289503492 hasRelatedWork W2166557749 @default.
• W289503492 hasRelatedWork W2176898185 @default.
• W289503492 hasRelatedWork W2963156462 @default.
• W289503492 hasVolume "12" @default.
• W289503492 isParatext "false" @default.
• W289503492 isRetracted "false" @default.
• W289503492 magId "289503492" @default.
• W289503492 workType "article" @default.