Internships can serve as a pipeline to employers and have played an important role in hospitality education programs. The COVID-19 Pandemic has moved many internships online limiting student benefits ...and options. As the hospitality industry struggles to compete in the post-Coronavirus labor market, it has never been more important to ensure highly satisfying internship experiences. Findings indicate that host sites permitting student interns to be creative and feel appreciated while identifying long-term career opportunities produce more satisfied interns. While satisfaction may be enhanced when supervisors mentor their interns by building strong Leader-Member Exchange relationships, they may not be required for intern satisfaction.
Mechanical Turk (MTurk), an online labor market created by Amazon, has recently become popular among social scientists as a source of survey and experimental data. The workers who populate this ...market have been assessed on dimensions that are universally relevant to understanding whether, why, and when they should be recruited as research participants. We discuss the characteristics of MTurk as a participant pool for psychology and other social sciences, highlighting the traits of the MTurk samples, why people become MTurk workers and research participants, and how data quality on MTurk compares to that from other pools and depends on controllable and uncontrollable factors.
One of the most important categories of decisions made in the company are decisions regarding human resource management, in particular decisions related to the proper selection of personnel and ...recruitment. Wrong recruitment decisions can directly and indirectly lead to financial losses, while the right personnel selection decisions reduce job turnover, increase morale and eliminate the cost of subsequent recruitment process. The decision-making methods used in the literature in the recruitment of employees are mostly complicated, which may make their results unreliable for the management. Therefore, the article addresses the problem of verifying the applicability of relatively easy-to-use decision support methods, which were AHP (Analytic Hierarchy Process) and PROMETHEE (Preference Ranking Organization METHod for Enrichment Evaluations). Although in the considered problem of staff selection, the same candidate for employment was indicated as the best one, the conducted research allowed to conclude that these methods may lead to slightly different recommendations. Therefore, it is worth using both methods to confirm the results and obtain a more complete picture of possible decisions.
This study describes an attempt to develop an integrative model of job search and employee recruitment. Inevitably multi-level in nature, the model demonstrates the interplay between ...organizational-level factors and individual-level factors in influencing the outcomes of employee recruitment and job search activities. According to the model, influenced by job seeker and organizational characteristics, job search and recruitment activities jointly create job awareness, which is the first step in organizational attraction. Next, depending on the job seeker's current job situation, this attraction leads to job pursuit intention and behavior. The model also emphasizes the longitudinal nature of the process by which individuals gain employment. Finally, since each organization's applicant pool consists of job seekers with some common characteristics attracted to the same position, the model proposes that recruitment and job search can be examined by utilizing a multilevel framework.
•A multi-level approach to job search and employee recruitment is proposed.•Job seeker actions combine with recruitment activities to generate “job awareness”.•Congruence of individual-organizational goals leads to applicant attraction.•Job seekers' employment situations influence if attraction leads to job pursuit.•If maintained over successive interactions, this leads to employment.
Over the last fifteen years, the problem of human trafficking has become a focus of government and advocacy agendas worldwide. Increasingly referred to as “modern-day slavery,” the phenomenon has ...prompted rapid proliferation of international, regional, and national anti-trafficking laws, and inspired states to devote enormous financial and bureaucratic resources to its eradication. It has also spawned an industry of nonprofits that have elevated the “abolition” of trafficking into a pressing moral campaign, which anyone can join with the click of a mouse. Scholars have also jumped into the fray, calling on states to marshal human rights law, tax law, trade law, tort law, public health law, labor law, and even military might to combat this apparently growing international crime and human rights violation.
Organizational routines are ubiquitous, yet their contribution to organizing has been underappreciated. Our longitudinal, inductive study traces the relationship between organizational routines and ...organizational schemata in a new research institution, Learning Lab Denmark. We show how trial-and-error learning can connect routines and schemata through a microfoundation of observable action. Our analysis (1) identifies two processes of trial-and-error learning and (2) strengthens theory about the coevolution of interpretive schemata and routines. By recognizing the complex relationship between routines and schemata and the role that trial-and-error learning processes play in this relationship, organizations can gain a previously overlooked tool for managing change.
Whether, and to what extent, employees learn from their failure experiences remains an unresolved issue for practitioners and scholars alike. On the one hand, failure provides individuals with ...opportunities for learning, whereas on the other hand, failure can also trigger defensive reactions that stifle learning. The present study expands experiential learning theories by incorporating the social context, thus offering a more comprehensive understanding of employee learning from failure. Specifically, we propose that team contexts that are psychologically safe and exhibit a well-developed transactive memory system provide important socioemotional and informational resources, enabling individual employees to seize the learning opportunities inherent in failure. Analysis of archival data on individual failure and subsequent performance in the domain of workplace creativity from 218 employees working in 42 teams supports our hypotheses. Employees are more likely to learn from their failure experiences if they work in teams with medium-to-high levels of psychological safety. Under these conditions, individual learning from failure is further stimulated by a well-developed transactive memory system. Our results also demonstrate the behavioral pathway linking failure experiences to subsequent outcomes. Interview data from 28 employees further illustrate the processes underlying these findings.
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