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Journal articles on the topic 'Hiring relations'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Lowery, Sandra, Sandra Harris, and Russell Marshall. "Hiring a Superintendent: Public Relations Challenge." Journal of School Public Relations 23, no. 1 (2002): 70–79. http://dx.doi.org/10.3138/jspr.23.1.70.

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2

Boucher, Robert L., Kevin Morese, and Patricia L. Chant. "Employee-Selection Practices and Public Relations." Recreational Sports Journal 25, no. 1 (2001): 57–65. http://dx.doi.org/10.1123/nirsa.25.1.57.

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The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive ou

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3

Akinlade, Ekundayo Y., Jason R. Lambert, and Peng Zhang. "Mechanisms for hiring discrimination of immigrant applicants in the United States." Equality, Diversity and Inclusion: An International Journal 39, no. 4 (2020): 395–417. http://dx.doi.org/10.1108/edi-08-2019-0218.

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PurposeFew studies examine how hiring discrimination can be an antecedent to the labor exploitation of immigrant workers. The main purpose of this paper is to advance the theoretical understanding of how the intersectionality of race and immigrant status affects differential hiring treatment, and how it affects job offers, job acceptance and hiring decision outcomes for immigrant job seekers.Design/methodology/approachThe paper draws from theories on status and intersectionality, and literature on immigration labor and racial hierarchy, addressing the unequal power relations that underlie race

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4

Celades, Recelo. "Beyond Face Value: The Dynamics of Talent- Talent Manager-Advertising Agency-Client Power Relations in the Production of Shampoo and Soap Television Commercials." Plaridel 9, no. 2 (2012): 79–96. http://dx.doi.org/10.52518/2013.9.2-05clds.

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This study analyzes power relations that influence the employment of talents for shampoo and bath soap television commercials. It explains how power dynamics affect the behavior of the talent, talent manager, advertising agency and client in the hiring process. Intensive interviews, participant and unobtrusive observations as well as the recollection of personal experiences of 34 informants comprise the basis for the conclusion that the hierarchy of powers in the hiring process is mainly structured as Client – Advertising Agency – Talent Manager / Agency – Talent. In any of the seven arrangeme

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5

Sokolenko, N. N., and E. N. Burnos. "On the impact of esotericism on labor relations and labor market." Voprosy trudovogo prava (Labor law issues), no. 2 (February 27, 2025): 68–76. https://doi.org/10.33920/pol-2-2502-01.

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It’s hard to believe it, but according to a study of the SberPodbor and Работа.ру services, 7% of employers, studying their resumes, always check with a horoscope. According to the authors of the article, the zodiac sign (as well as the layout of any cards, etc.) cannot be attributed to the business qualities of the employee, and, therefore, assessed by the employer when deciding on hiring a specific candidate. A company’s trust in astrology or other esoteric practices should not violate the rights of qualified candidates to work, including discriminatory hiring requirements.

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6

Troshina, E. V. "APPLICATION OF TECHNOLOGIES OF INTERVIEW, TESTING, PRELIMINAR-ING IN SELECTION OF THE PERSONNEL OF THE ORGANIZATION." Education and Science without Limits: Fundamental and Applied Researches, no. 10 (November 25, 2019): 87–92. http://dx.doi.org/10.36683/2500-249x-2019-10-87-92.

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In modern conditions of market relations and a labour market the great value as the public status of the worker varies, character of its relations to work and conditions of sale of a labour is given to selection and hiring of shots especially.

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7

Al-Sorihi, Sultan Ali. "The Relationship between Auditor's Independence and Financial Reporting Fraud Risk Assessment: Evidence from Yemeni Context." Journal of Social Studies 24, no. 1 (2018): 137–75. http://dx.doi.org/10.20428/jss.v24i1.1317.

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The purpose of this study is to examine external auditor's independence related factors (IRF) associated with financial reporting fraud risk assessment (FRFRA). A quantitative instrument was used to measure FRFRA and IRF. In total, 254 external auditors participated in this study. Results found that social relations, and hiring and changing of the auditor are positively and significantly associated with FRFRA. Otherwise economic relations and audit fees are insignificant. This study serves to inform external auditors on how to improve their consideration of FRFRA. It also contributes to the li

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8

Sileika, Algis, and Daiva Andriušaitienė. "Historical Methodological Aspect of Labour Market Conception." Business: Theory and Practice 8, no. (1) (2007): 19–23. https://doi.org/10.3846/btp.2007.04.

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What is the commodity in the labour market – labour force, labour or labour services? What is the labour market? What is the difference between labour force market and labour resources market? Rather frequent confusion of these conceptions (even in scientific literature) shows that these conceptions are not clearly conceptually determined. The article indicates that not labour force but labour – functional status of labour force – is purchased in the market. Namely labour is the main object of labour demand and supply. All relations with labour market subjects focus on hiring relations and the

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9

Vapnyarchuk, B. "Features of hiring researchers." Uzhhorod National University Herald. Series: Law, no. 69 (April 15, 2022): 196–200. http://dx.doi.org/10.24144/2307-3322.2021.69.33.

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In the conditions of cardinal changes aimed at improving the quality and competitiveness of science, solving strategic tasks facing the state, the problem of improving the legal regulation of relations in the field of labor use, in particular, the work of scientists, is especially relevant. Their work has its own characteristics, the main of which is that, above all, it is a kind of creative activity, highly skilled mental work, which requires sufficient appropriate qualifications, some work experience. The purpose of the article is to consider the competition as one of the reasons for the emp

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10

Igbaji, Patrick Montok, Bassey Bassey Ubi, Enya Matthew Njobili, Eni Naomi Isang, Eteng Joy Umuolo, and Iyamba Godswill. "A Multivariate Effect of Employee Relations on Organizational Performance." Studies in Social Science & Humanities 3, no. 8 (2024): 57–63. http://dx.doi.org/10.56397/sssh.2024.08.07.

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The purpose of the study was to examine the effect of employee relations on organizational performance. A study of hospitality firms in Calabar, Cross River State. The specific objectives were to examine the effect of Hiring and selection, training and development, salaries and benefit on organizational performance. Primary data was employed in the study using questionnaire instrument. Simple regression statistical tool was adopted in the study. Based on the analysis of the results, the findings revealed that hiring and selection had a significant effect on performance, training and developmen

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11

Disney, Mark. "EEO, ADA and Hiring." Journal of Management in Engineering 10, no. 3 (1994): 18–21. http://dx.doi.org/10.1061/(asce)9742-597x(1994)10:3(18).

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12

FLEK, M. B., and E. A. UGNICH. "TRANSFORMATION OF THE ENTERPRISE MANAGEMENT SYSTEM: FROM HIRING EMPLOYEES TO HUMAN CAPITAL." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 5, no. 12 (2020): 43–55. http://dx.doi.org/10.36871/ek.up.p.r.2020.12.05.005.

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The article highlights the features of the management system of social and labor relations of the enterprise. For this purpose, a characteristic is given and the transformation of objects of management of social and labor relations of an enterprise is shown. The work also provides a brief overview of the key concepts of the theory of the firm, management of social and labor relations and the direct implementation of various enterprise management systems. The comparative characteristic of the system change is given: from the management of labor (human) resources to the management of the enterpr

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FLEK, M. B., and E. A. UGNICH. "TRANSFORMATION OF THE ENTERPRISE MANAGEMENT SYSTEM: FROM HIRING EMPLOYEES TO HUMAN CAPITAL." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 1, no. 1 (2021): 113–24. http://dx.doi.org/10.36871/ek.up.p.r.2021.01.01.018.

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The article highlights the features of the management system of social and labor relations of the enterprise. For this purpose, the characteristics and transformation of the objects of management of social and labor relations of the enterprise are given. The paper also provides a brief overview of the key concepts of the theory of the firm, management of social and labor relations and the direct implementation of various enterprise management systems. A comparative characteristic of the change in the system is given: from the management of labor (human) resources to the management of human cap

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14

Vermeylen, Guillaume, and Alexandre Waroquier. "Is it worth relying on potential overeducation?" Employee Relations: The International Journal 43, no. 1 (2020): 353–66. http://dx.doi.org/10.1108/er-12-2019-0481.

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PurposeThe authors provide first evidence regarding the direct effect of a hiring policy oriented through higher (over) education on firm productivity. Moreover, the authors shine light on the moderating role of the working environment of the firm, qualified as (1) high-tech/knowledge-intensive and (2) knowledge-intensive activities.Design/methodology/approachThe authors use a detailed Belgian firm panel data and compute a measure of high-education hiring policy robust to sectorial bias.FindingsThe authors show that firms that decide to increase their hiring standards with a higher risk to hir

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15

Hendricks, Wallace, Lawrence DeBrock, and Roger Koenker. "Uncertainty, Hiring, and Subsequent Performance: The NFL Draft." Journal of Labor Economics 21, no. 4 (2003): 857–86. http://dx.doi.org/10.1086/377025.

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16

Booth, Alison L., Yu‐Fu Chen, and Gylfi Zoega. "Hiring and Firing: A Tale of Two Thresholds." Journal of Labor Economics 20, no. 2 (2002): 217–48. http://dx.doi.org/10.1086/338217.

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17

Orren, Karen. "The Work of Government: Recovering the Discourse of Office inMarbury v. Madison." Studies in American Political Development 8, no. 1 (1994): 60–80. http://dx.doi.org/10.1017/s0898588x00000055.

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The following essay elaborates the proposition that changing work relations has been a major problematic of American constitutional development. By work relations I refer to the hiring and firing, compensation, and discipline, of persons assigned to perform designated tasks in public and private settings. By “problematic” I have in mind cause and project, dynamic and rationale, of constitutional duration and change. By “constitutional development” I mean the authoritative reordering of government institutions or of the transactions between government and society.

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18

Green, Heather. "State, company, and community relations at the Polaris mine (Nunavut)." Études/Inuit/Studies 37, no. 2 (2014): 37–57. http://dx.doi.org/10.7202/1025709ar.

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Abstract Inuit employment in the mining industry has received very little attention from historians, although mining has been in the Arctic since the 1950s. Using the Polaris mine (1982-2002) on Little Cornwallis Island, Nunavut, as a case study, this article focuses on the Canadian government’s shift away from supporting mining developments in the late 1970s to early 1980s, on Inuit employment in the mining industry, and on the difficulties of Inuit from Resolute Bay in obtaining employment at Polaris. Previous to Polaris, the federal government saw Arctic mines, particularly Rankin Inlet (19

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19

NIKULINA, SOFYA. "COMPARATIVE ANALYSIS OF CONTRACTS FOR THE TRANSFER OF RESIDENTIAL PREMISES FOR USE." LEGAL BULLETIN 4, no. 9 (2025): 199–213. https://doi.org/10.5281/zenodo.14638846.

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The article examines the contracts stipulated by the current legislation that regulate relations on transfer of residential premises for use. The author determines the list of such contracts, analyzes their content highlighting the distinctive features of each contract in comparison with each other. The object of the study is public relations arising between the parties in connection with the transfer of residential premises for use. The subject of the study is the current civil and housing legislation of the Russian Federation, as well as legal acts of all levels in the field of regulation of

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20

Huwyler, Oliver. "Interest groups in the European Union and their hiring of political consultancies." European Union Politics 21, no. 2 (2020): 333–54. http://dx.doi.org/10.1177/1465116519897820.

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Interest groups do not only attempt to influence European legislation by devising and executing their own strategies, or relying on their allies. Almost 50% have also experience in hiring political consultants. Using novel survey data from the policy formulation stage, this study shows that business interest groups are more likely to hire consultancies than non-business interest groups. It suggests that business associations’ higher likelihood of hiring consultancies is linked to membership promotion. For firms, it likely relates to their need for specialised lobbying tools and trust-building

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21

Ivanov, Semion A. "Hiring and Dismissal under Soviet Labour Law." International Journal of Comparative Labour Law and Industrial Relations 3, Issue 3 (1987): 97–108. http://dx.doi.org/10.54648/ijcl1987012.

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22

Krivcov, Artem. "INFORMAL EMPLOYMENT AS A FORM OF SOCIAL AND LABOR RELATIONS." Vestnik BIST (Bashkir Institute of Social Technologies), no. 4(53) (December 29, 2021): 7–13. http://dx.doi.org/10.47598/2078-9025-2021-4-53-7-13.

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The article discusses the theoretical aspects of the definition of informal employment in the system of social and labor relations. The content analysis of the international state documents defining this concept is carried out. The author's definition of informal employment is given as a set of social and labor relations related to hiring and performing labor duties without a corresponding legally stipulated formalization of labor relations.It is concluded that the monitoring of informal employment and the analysis of its quantitative and qualitative indicators can be useful both for the devel

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23

Hemphill, Elizabeth, and Carol T. Kulik. "Which Employers Offer Hope for Mainstream Job Opportunities for Disabled People?" Social Policy and Society 15, no. 4 (2015): 537–54. http://dx.doi.org/10.1017/s1474746415000457.

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Employer reluctance to hire disabled people narrows the economic and vocational opportunities of disabled people. This study investigates employer hiring decisions to identify which mainstream employers are most likely to hire disabled people. The study reports findings from interviews with eighty-seven employers in urban and regional South Australia. Analysis reveals differences across groups of employers based on their previous hiring behaviour. Communication from employment support agencies should specifically address concerns of non-hirers and light hirers. Long-term financial concerns pre

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24

Brooks, Jennifer. "“A Dilatory Stratagem”: Taft-Hartley, American Enka, and the Defeat of Organized Labor in the Postwar South." Labor 19, no. 3 (2022): 30–56. http://dx.doi.org/10.1215/15476715-9794970.

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Abstract “A Dilatory Stratagem” argues that the national Taft-Hartley Act (1947) emboldened southern employers to use permanent replacement hiring to undermine organized labor and eradicate union locals soon after World War II. Extensive archival research in union records, government documents, and newspapers, as well as oral history interviews conducted with former employees, tells the story of the 1950 strike at the American Enka Rayon plant in Morristown, Tennessee. Although largely unknown, the Enka strike became the subject of national congressional hearings and demonstrated the importanc

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25

Estrada, Ricardo. "Rules versus Discretion in Public Service: Teacher Hiring in Mexico." Journal of Labor Economics 37, no. 2 (2019): 545–79. http://dx.doi.org/10.1086/700192.

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26

ZEYTINOGLU, ISIK URLA. "Reasons for Hiring Part-Time Workers." Industrial Relations 31, no. 3 (1992): 489–99. http://dx.doi.org/10.1111/j.1468-232x.1992.tb00322.x.

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27

Rumyantsev, Nikolay V., and Svetlana N. Andreeva. "The Legal Regulation of the Employment Procedure. Electronic Document Flow." Administrative law and procedure 5 (May 13, 2021): 71–74. http://dx.doi.org/10.18572/2071-1166-2021-5-71-74.

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The purpose of this article is to reveal the features and problems of legal regulation of the employment procedure. The article reveals the problematic issues of the organization of personnel records management in the process of hiring new employees, reveals the contradictions in the tax legislation in this area, identifies individual problems and features of the application of the electronic document management system in the registration of labor relations.

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28

Rogaleva, G. A., and I. Yu Rogaleva. "Protection of Honor and Dignity in Labor Relations." Courier of Kutafin Moscow State Law University (MSAL)), no. 2 (May 21, 2024): 84–90. http://dx.doi.org/10.17803/2311-5998.2024.114.2.084-090.

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In the article we examined one of the current problems, the problem of protecting the honor and dignity of workers during their working life. A certain difficulty arises in applying this principle in practice; employers are increasingly restricting the rights and freedoms of employees. Gender discrimination is unacceptable, since a person’s biological characteristics should not be a determining factor when hiring. The solution to the problems of gender inequality in the Russian labor market should be carried out gradually, starting with recognition at the state level of the existence of this p

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29

Slivinska, Nataliia, and Yuliia Kovalchuk. "SOCIAL INNOVATIONS AS AN INSTRUMENT OF MODERNIZATION OF SOCIAL-LABOR RELATIONS." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 23 (2018): 137–39. http://dx.doi.org/10.35774/rarrpsu2018.23.137.

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In the article essence and types of social innovations are certain in the context of modernisation of sociallabour relations. Implementation імплементацію of social innovations in to the sociallabour relations of the modern Ukrainian economy is investigated with the use of foreign experience. Problems in sociallabour relations, that can be decided by means of social innovations, are certain. The constituent of strategy of modernisation of sociallabour relations is the use of social innovations, as exactly they form a favourable environment for technological and informative innovations. In Ukra

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30

Contreras Krueger, Dianna, Dianna L. Stone, and Eugene Stone-Romero. "Applicant, rater, and job factors related to weight-based bias." Journal of Managerial Psychology 29, no. 2 (2014): 164–86. http://dx.doi.org/10.1108/jmp-02-2012-0057.

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Purpose – The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on job suitability and a hiring recommendation. It also examined relations between rater ethnicity and ratings of the job suitability of normal and overweight applicants. Design/methodology/approach – The study used a 2×2×2 experimental design and data from 400 individuals (201 Anglos and 199 Hispanics) with hiring experience to test the study's hypotheses. Participants were randomly assigned to conditions, and a

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31

TRETYAKOVA, Larisa A. "Business evaluation of hiring personnel in a highly competitive environment." SOCIAL AND ECONOMIC PHENOMENA AND PROCESSES, no. 2 (2020): 71–79. http://dx.doi.org/10.20310/1819-8813-2020-15-2(109)-71-79.

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In today's socio-economic environment, in order to achieve strategic objectives, each organization needs a highly qualified staff with the optimal competency and the capacity to perform its professional duties effectively. As a result, there is a high impact of staff selection, recruitment and evaluation on the success of the organization. The lack of effective tools for staff evaluation and development is a significant reason for limiting the ability of organizations to develop competitive advantages. Goals/objectives: development of certain theoretical provisions and substantiation of detail

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32

Lécuyer, Christophe. "High-Tech Corporatism: Management–Employee Relations in U.S. Electronics Firms, 1920s–1960s." Enterprise & Society 4, no. 3 (2003): 502–20. http://dx.doi.org/10.1017/s1467222700012696.

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In this article I examine corporative management practices in electronics firms in Boston and in Silicon Valley from the 1920s to the 1960s. Managers in several key firms developed these practices in response to political and professional ideologies and as a way to address the problems of hiring, using, and retaining a highly skilled work force. They did this independently of the welfare capitalism plans of corporations such as Eastman Kodak and before the guru theorists and work empowerment programs of the 1960s. The corporatist methods first developed in Boston and further refined in Silicon

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Naftali, Timothy, and James H. Critchfield. "Berlin to Baghdad: The Pitfalls of Hiring Enemy Intelligence." Foreign Affairs 83, no. 4 (2004): 126. http://dx.doi.org/10.2307/20034052.

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34

Grannis, Rick. "4. Paths and Semipaths: Reconceptualizing Structural Cohesion in Terms of Directed Relations." Sociological Methodology 39, no. 1 (2009): 117–50. http://dx.doi.org/10.1111/j.1467-9531.2009.01213.x.

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In a groundbreaking article, Moody and White (2003) introduced the concept of structural cohesion, simultaneously characterizing emergent communities and their internally embedded layers by the number of node-independent paths interconnecting individuals. Like many studies, however, they “corrected” the directionality discovered in some of their data. While often done for important purposes, doing so potentially confounds structural cohesion with unrelated concepts. Some relations, especially those relating to the dynamic aspects of social life, are inherently directed, in whole or in part, an

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Karaman, Ömer Faruk, and Altynbek Joldoshov. "Changes and transformations in the bureaucratic management of Kyrgyzstan: political elite and corruption." OOO "Zhurnal "Voprosy Istorii" 2022, no. 4-2 (2022): 85–97. http://dx.doi.org/10.31166/voprosyistorii202204statyi53.

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One of the most important features that distinguishes ideal type bureaucracy from patrimonial bureaucracies is their relations with politics. These relations, determined within the constitutional framework, can operate in informal ways in some countries where traditional authorities are settled. Today, despite the existence of democratic rules and institutions in neopatrimonial countries, the ruling elites can influence bureaucracy within the scope of informal relations. In Kyrgyzstan, it is mentioned about the politics-bureaucracy relationship that takes shape around the presidents elected by

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Dr., Nalla Bala Kalyan, and J. Viswanath Dr. "Study on Hiring Process of Wipro Infrastructure Engineering at Hindupur, India." International Journal of Trend in Scientific Research and Development 2, no. 6 (2018): 640–47. https://doi.org/10.31142/ijtsrd18585.

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Human Resource Management HRM is an approach to the manage people, based on four fundamental principles, recruitment, selection, training, compensation, first human resources are the most important asset of an organization and their effective management is the key to its success. Specifically, the activities included are - HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations

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Bollinger, Christopher R., and Julie L. Hotchkiss. "The Upside Potential of Hiring Risky Workers: Evidence from the Baseball Industry." Journal of Labor Economics 21, no. 4 (2003): 923–44. http://dx.doi.org/10.1086/377027.

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Ткаченко, Олеся, Тетяна Ткаченко та Тетяна Соловйова. "ЦУКРОВІ ТОВАРИСТВА ДРУГОЇ ПОЛОВИНИ ХІХ – ПОЧАТКУ ХХ СТ.: ІДЕЇ, СТРАТЕГІЇ ТА ЇХ ВТІЛЕННЯ". Український літопис, № 4 (17 січня 2025): 135–43. https://doi.org/10.31470/2786-8583-2024-4-135-143.

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Based on archival materials and historical literature, the article analyzes the activities of the Tereshchenko Brothers' Sugar and Refinery Company and its contribution to the development of the Ukrainian sugar industry. In the second half of the nineteenth and early twentieth centuries, the sugar industry was the most developed and widespread in many Ukrainian provinces. Its profitability attracted the attention of the new merchants. In the early 60s of the nineteenth century, they began to invest heavily in the sugar industry, becoming both entrepreneurs and landowners. The Tereshchenko fami

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39

Volkov, Vyacheslav Viktorovich. "Debts of industrial workers in Russia at the late 19th - early 20th century." Российская история, no. 1 (February 15, 2023): 134–45. http://dx.doi.org/10.31857/s2949124x23010091.

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The article examines the practice of debt obligations that arose both in the course of labor relations and in the field of other civil liability of industrial workers in Russia. The author, using many examples, revealed the serious scale of workers' debts to manufacturers and breeders, showed its key role in the functioning of the hiring system in enterprises, and revealed the enslaving nature of such debts. The article shows the development of the legal mechanism for the collection of various debts of workers at enterprises and the departmental approaches and contradictions associated with th

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40

Lebedev, V. A., and E. I. Lebedeva. "Legal means of minimizing risks in labor relations: a note to the accountant." Buhuchet v zdravoohranenii (Accounting in Healthcare), no. 6 (June 22, 2022): 70–80. http://dx.doi.org/10.33920/med-17-2206-07.

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The legal means of reducing the risks of the employer in labor relations are considered, in particular, the use of the test period when hiring, the mechanism for verifying the employee’s compliance with the position assigned to the work; a comparative analysis of the features of the conclusion of a fixed-term employment contract and the test period for checking an employee entering into work is carried out; the consequences of the expiration of the labor contract and the test period when employment; the ratio of general and special provisions concerning the procedure and conditions for setting

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41

HARCOURT, MARK, HELEN LAM, and SONDRA HARCOURT. "Unions and Discriminatory Hiring: Evidence from New Zealand." Industrial Relations: A Journal of Economy and Society 44, no. 2 (2005): 364–72. http://dx.doi.org/10.1111/j.0019-8676.2005.00388.x.

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42

Yu, Hye-Kyung, and Youngsang Kim. "Securing Organizational Commitment Among Contingent Labor: The Moderating Effects of Organizational Tenure, Pay-For-Performance Practices, Socioeconomic Status Mobility, and Direct Hire." Korean Academy of Management 33, no. 2 (2025): 91–114. https://doi.org/10.26856/kjom.2025.33.2.91.

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Contingent workers represent a strategically valuable segment of human capital, yet organizations often struggle to fully harness their potential. Drawing on social exchange theory, career development theory, and expectancy theory, this study investigates how employment status affects organizational commitment and identifies four contextual boundary conditions that may moderate this relationship: organizational tenure, direct hiring, pay-for-performance (PFP) practices, and perceived socioeconomic status (SES) mobility. Using longitudinal data from 6,202 respondents in the Korean Labor and Inc

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43

Ullah, Saif. "Who Hires Investor Relations Firms? The Role of Managerial Entrenchment." International Journal of Business and Management 11, no. 10 (2016): 1. http://dx.doi.org/10.5539/ijbm.v11n10p1.

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<p>This paper investigates the role of managerial entrenchment in the decision to hire an investor relations specialist. Managers of small and mid-cap firms spend considerable resources on hiring investor relations (IR) firms. This paper proposes a hypothesis to explain this spending. We argue that more entrenched managers are less likely to hire IR firms, because such managers are less likely to have their compensation tied to stock returns and be more wary of outside attention from the market. Using a common definition of managerial entrenchment, we show that entrenched managers are in

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Mainwaring, Jacqueline, and Rodnita Davis. "Cultural Humility and Allyship: Enhancing Nursing Education." International Journal for Human Caring 26, no. 4 (2022): 248–53. http://dx.doi.org/10.20467/ijhc-2021-0001.

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As nurse educators navigate the realities of racial injustice and deeply polarizing issues in the United States, we must reflect on our own biases, educate ourselves on the impact of inequities, and thoughtfully use our faculty privilege to create change. Purposefully adjusting admissions procedures, hiring diverse faculty, and embedding cultural sensitivity in the curriculum are stepping stones to shaping the future of nursing. Impacting race relations by developing cultural humility and collegial allyship begins with humble inquiry. This article recounts a dialogue and presents the personal

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Rieucau, Geraldine. "Getting a low-paid job in French and UK supermarkets: from walk-in to online application?" Employee Relations 37, no. 1 (2015): 141–56. http://dx.doi.org/10.1108/er-03-2014-0022.

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Purpose – The purpose of this paper is to compare the recruitment practices of the French and UK retail industry. It analyses the influence of specific business constraints, labour market institutions and employment patterns on recruitment practices. It devotes attention to incidences of the shift from classic to web-based hiring methods. Design/methodology/approach – The cases of two leading food retail chains are explored. This research draws on a mixed approach using semi-structured interviews, the analysis of online job-advertisement content and web sites. Findings – According to the liter

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Zide, Julie, Ben Elman, and Comila Shahani-Denning. "LinkedIn and recruitment: how profiles differ across occupations." Employee Relations 36, no. 5 (2014): 583–604. http://dx.doi.org/10.1108/er-07-2013-0086.

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Purpose – The purpose of this paper is to identify the elements of a LinkedIn profile that hiring professionals focus on most, and then examine LinkedIn profiles in terms of these identified elements across different industries. Design/methodology/approach – The methodology was comprised of two phases. In the first phase, researchers interviewed hiring professionals to determine their usage of LinkedIn. In the second phase, LinkedIn group member profiles from three industries – HR, sales/marketing and industrial/organizational (I/O) psychology – were compared on the 21 variables identified in

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Alieva, Kamola. "Problems of gender inequality in labor relations in Uzbekistan: survey results." Общество и инновации 4, no. 1 (2023): 62–73. http://dx.doi.org/10.47689/2181-1415-vol4-iss1-pp62-73.

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The article examines the features and importance of consolidating the norms of gender equality in the constitutions and laws of Uzbekistan and foreign countries. In addition, the article discussed the issues of consolidating the norms that guarantee gender equality in legislation, how it works in practice, as well as social factors that can negatively affect the implementation of gender policy pursued by the state. The author conducted an anonymous survey of more than 300 respondents to prove these problems with concrete facts. As a result of the research, the problem of gender stereotypes in

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Cox, Rosie. "The complications of ‘hiring a hubby’: gender relations and the commoditisation of home maintenance in New Zealand." Social & Cultural Geography 14, no. 5 (2013): 575–90. http://dx.doi.org/10.1080/14649365.2012.704644.

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Rasdorf, William, Barton Grasso, and Mark Bridgers. "Public versus Private Perceptions on Hiring an External Program Manager." Journal of Construction Engineering and Management 136, no. 2 (2010): 219–26. http://dx.doi.org/10.1061/(asce)0733-9364(2010)136:2(219).

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Yanity, Molly. "Publishing for Paydirt: A Case Study of an Athletic Department Writer." International Journal of Sport Communication 6, no. 4 (2013): 478–89. http://dx.doi.org/10.1123/ijsc.6.4.478.

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Since 2010, major college athletics departments have expanded a trend of hiring former beat writers to the hybrid position of sportswriter/public relations (PR) practitioner. This case study explored the routines and roles of a former sportswriter in his PR position at the University of Washington. After observing how he moved through social and professional settings and occupational routines, the author identifies 3 themes surrounding his routines. The themes are sport journalist, PR practitioner, and subordinate. Given the historic antagonism between journalists and PR practitioners, the rou

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