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Job Offers (job + offer)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	72%
Psychology	18%

Selected Abstracts

Unemployment insurance and the business cycle*

INTERNATIONAL ECONOMIC REVIEW, Issue 3 2003
Laura Brown
An equilibrium model is developed to study the interaction of the business cycle, unemployment insurance (UI), and the labor market for young men in Canada. The model combines optimal job offer, layoff, and recall decisions within a numerically solved and restricted Bayesian,Nash equilibrium. We consider the long-run implications of changes made to unemployment insurance in Canada during the 1990s. The changes lead to equilibrium increases in average rates of unemployment, layoffs, and recalls. Eliminating UI lowers the equilibrium unemployment rate and average observed earnings. UI policy affects the timing of cycles of endogenous outcomes relative to the productivity cycle. [source]

The downside of religious attire: The Muslim headscarf and expectations of obtaining employment

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2010
Sonia Ghumman
As laws are being passed or considered to ban certain forms of religious attire in the current international arena (France, Netherlands, Italy), it is important to address some of the concerns that Americans who wear religious attire might have. Based on stereotype threat theory, data from 219 American Muslim females were examined regarding their expectations of receiving job offers for a variety of occupations. Results indicated that Muslim women who wear the headscarf (Hijabis) had lower expectations of receiving a job offer than Muslim women who do not wear the hijab. This difference increased as the amount of public contact associated with the occupation decreased and job status of the occupation increased. Furthermore, work centrality moderated this relationship, but only for Muslim women who did not wear the headscarf. Implications of these findings with regard to Hijabis and occupational attainment are discussed. Copyright © 2009 John Wiley & Sons, Ltd. [source]

The Employment Landscape for Accounting Graduates and Work Experience Relevance

AUSTRALIAN ACCOUNTING REVIEW, Issue 4 2009
Mandy Cheng
This study outlines the results of a survey undertaken at an Australian university in 2007 and examines the factors that are associated with an undergraduate accounting student obtaining a job offer. Undertaking relevant part-time work, academic performance and social (extra-curricular) activities are significant factors leading to job offers prior to graduation. Our study also identifies a high level of part-time work currently undertaken by full-time students, confirming the trend identified in other studies. Interestingly, this high level of part-time work was not found to negatively affect students' academic performance. [source]

Equilibrium Search Models and the Transition From School To Work

INTERNATIONAL ECONOMIC REVIEW, Issue 2 2001
Audra J. Bowlus
This paper applies the Burdett,Mortensen (1998) equilibrium search model to study the school to work transitions of U.S. high school graduates. We consider the case of discrete firm heterogeneity and provide a computational method to obtain the MLE. Our results show that unemployed blacks receive fewer offers than whites and employed blacks are more likely to lose their jobs. Importantly, employed blacks and whites receive job offers at the same rate. Assigning the whites' search parameters to the blacks and re-solving reveals that 75 percent of the observed wage differential is explained by the job destruction rate differences. [source]

The Relationship of Recruiting Sources and Pre-Hire Outcomes: Examination of Yield Ratios and Applicant Quality

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 11 2003
James A. Breaugh
The study reported in this paper examined the relationship between 5 recruiting sources (college placement offices, newspaper advertisements, employee referrals, direct applicants, and job fairs) and several important but neglected pre-hire outcomes (e.g., percentage of qualified applicants generated, percentage of applicants who were hired). As hypothesized, applicants who applied directly for jobs and those who were referred by current employees were more likely to receive job offers and to become employees than were applicants recruited via other sources. Unexpectedly, recruiting sources were not related to the measures of applicant quality used in this study. [source]

Why are maximizers less happy than satisficers?

JOURNAL OF BEHAVIORAL DECISION MAKING, Issue 2 2010
Because they maximize positive, negative outcomes
Abstract Although extant research suggests maximizing is related to objectively positive outcomes (e.g., job offers), I propose maximizing may be simultaneously and positively related to objectively negative outcomes (e.g., job rejections). Specifically, I argue maximizers bear more instances of positive and negative outcomes than satisficers, and that in spite of their positive outcomes,yet because of their negative outcomes,maximizers are less happy than satisficers. In Study 1, participants took the alternate uses test; as expected, maximizing was related to seeking alternatives, yet, maximizing was also related to seeking low-quality alternatives. Moreover, the number of low-quality alternatives partially mediated the relationship between maximizing and negative affect. In Study 2, the impact of maximizing on experiencing negative affect was further assessed by examining whether maximizing is related to seeking and choosing low-quality alternatives. Participants played the Iowa Gambling Task; it was found maximizing was related to alternating among decks, and in particular, sampling bad decks; ultimately, maximizing was related to winning less money, and experiencing more negative affect. Finally, in Study 3, participants responded to questionnaires about positive and negative life outcomes; it was found that maximizing was simultaneously related to experiencing more positive and more negative outcomes, and that negative outcomes predicted happiness to a greater degree than positive outcomes. These findings suggest an irony of maximizing: It produces both positive and negative outcomes, contributing to literature explaining why maximizers are less happy than satisficers, and ultimately whether happiness is a matter of choice. Copyright © 2009 John Wiley & Sons, Ltd. [source]

The downside of religious attire: The Muslim headscarf and expectations of obtaining employment

With Friends Like These: Endogenous Labor Market Segregation with Homogeneous, Nonprejudiced Agents

AMERICAN JOURNAL OF ECONOMICS AND SOCIOLOGY, Issue 3 2009
Article first published online: 3 JUN 200, Tavis Barr
In the economics literature, labor market segregation is typically assumed to arise either from prejudice (Becker 1971) or from group differences in human capital accumulation (Benabou 1993; Durlauf 2006; Fryer 2006). Many sociological studies, by contrast, consider social network structure as an embodiment of various forms of social capital, including the creation of obligations, information channels, and enforceable trust (Coleman 1988; Portes and Sensenbrenner 1993). When firms hire by referral, social network segregation can lead to labor market segregation (Tilly 1998). Various social network structures may arise from the actions of self-interested individuals (Watts and Strogatz 1998; Jackson 2006); by incorporating concepts of social capital into an economic framework of profit-maximizing firms, this article develops a model of labor markets in which segregation arises endogenously even though agents are homogeneous and have no dislike for each other. Firms hire through referrals, and can enforce discipline by bribing a referrer to prevent a hiree from getting any outside job offers from other friends if he or she shirks. This is possible only if social networks are reasonably closed, so that the referee knows a majority of his or her friends' friends. By segregating into small communities, workers can more effectively create closed social networks. Social networks with different reservation wages will receive different wages; firms can induce such segregation and wage discrimination in the interest of profit. Workers may not benefit from such segregation, except as a best response to being in a society where it already exists; the "friends" in these social networks act as a worker discipline device, and in this way treat each other inimically. [source]

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

PERSONNEL PSYCHOLOGY, Issue 3 2004
John P. Hausknecht
An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples (N= 48,750) indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self-perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research. [source]

Are Older Workers Disadvantaged in the Hong Kong Labour Market?

ASIAN ECONOMIC JOURNAL, Issue 3 2000
Lok Sang Ho
Using data collected from two surveys on the labour market in Hong Kong, this paper shows that older workers on average are more likely to be unemployed than younger ones. Unemployed workers aged above 45 tend to face a longer spell of unempoyment, receive fewer job offers and expect lower future wages than the unemployed younger workers. Older employed workers may also be disadvantaged. This paper compares the promotion and training opportunities available to olderand younger employed workers. We found that older workers are less likely to bepromoted or selected for training. [source]