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The purpose of this study was to determine the compensation preferences of seniors at the University of Central Florida. The sample consisted of 86 females and 77 males currently registered as seniors at the university. Subjects were mailed a questionnaire and asked to rank order 11 compensation options and answer nine demographic questions. One-way and repeated measures analyses of variance were used to compute significant differences, 10 were found between groups in compensation preferences as related to the demographic variables. For example, those students with children had significant differences in preferences for four of the options. Significant differences in rankings were also found for all 11 options within the academic major categories. Three of the groups had no significant differences in preferences for the options including males and females.

Regardless of industry or job type, most organizations aim to recruit large qualified applicant pools via job advertisements or postings. With little control over those individuals that choose to apply and those that do not, organizations and their recruiters are likely to do what they can to increase their applicant pool. This allows for more options in potential hires during the selection process. In order to control the applicant pool as much as possible, recruiters can try and influence potential applicants through the posted job advertisement. Therefore, it is reasonable to assume that many recruiters will write a slightly inflated or overly positive view of the job in order to appeal to more applicants. However, individuals job searching may perceive this attempt as misleading or deceptive. In order to understand perceived deception in job advertisements and what features of their text elicits an overall negative attitude towards the advertisement, this study proposes a mainly exploratory approach to discover if there is a homogenous higher-level construct of perceived deceptiveness or if there is a more person-centered approach via latent profile analysis (LPA) to explain what applicants perceived as deceptive. After the nature of perceived deceptiveness is better understood, this study aims to utilize natural language processing (NLP) topic modeling to find common deceptive topics within different dimensions of the job posting such as, pay, benefits, qualifications, etc. With the limited empirical guidance provided to practitioners, the proposed study can help facilitate research on best practices in job advertisement writing to gain qualified and quality candidates. In turn, those candidates will tend to maintain positive attitudes towards the job and organization, which can persist even after being hired. / Doctor of Philosophy / In today's job market, organizations aim to attract qualified applicants through appealing job advertisements. However, some applicants may perceive these attempts as misleading or deceptive. This study explores whether there is a common view of what is deceptive within the text of a job advertisement or if it varies based on individualized perceptions. This study aims to classify different types of applicants and their associated perception of deception in job ads. This study also employs natural language processing techniques to analyze the language used in job advertisements, pinpointing common deceptive themes in various sections of the job posting, such as pay, benefits, and qualifications. By uncovering how people perceive deception in job ads, this study hopes to provide valuable insights to organizations for crafting more honest and transparent job postings. This can attract high-quality candidates who maintain positive attitudes towards the job and organization, ultimately contributing to improved hiring practices and fostering a more positive work environment.

This thesis attempted to determine whether or not Proposals No. 20 and 37 helped reduce budgetary expenses in the men’s basketball budget at Virginia Tech. Proposals No. 20 and 37 deal with telephone and recruiting expenses and only those two areas of the basketball budget were examined. Only the years from June 1990 to July 1991 and June 1991 to July 1992 were compared in the study. The telephone records were matched with recruiting files so only those calls associated with recruiting could be identified, thus indicating whether or not Proposal No. 20 was effective. The recruiting account was examined and the on-campus and off-campus expenses were separated so that it could be determined if Proposal No. 37 was effective in reducing recruiting expenses. The results of the study led to two conclusions. First, there was a slight increase in the total expenditures on telephone recruiting calls during the 1991- 92 year as compared to the 1990-91 year. Second, the total percentage of the recruiting budget for off-campus expenses increased from 1990-91 to 1991-92 although the dollar amount expended decreased. / Master of Science

This study investigates individual perceptions of work related attributes during the employment search process. Specifically, the purpose of this study was to investigate: 1) the relationship of job seeker work experience to the importance placed on work-related attributes, and 2) the relationship of job seeker gender to the importance placed on work-related attributes. Six hundred and ninety-four graduating baccalaureate hospitality students from eleven nationwide universities with accredited hotel-restaurant programs participated in this study. Hypotheses proposed in this study were largely unsupported. Methodological difficulties associated with survey instrumentation and administration rendered the findings of this study inconclusive. / Ph. D.

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Approved for public release, distribution is unlimited / The purpose of this thesis is to firstly analyze the determinants on the survival of United States Marine Corps Officers, and secondly, to develop the methodology to optimize the accessions of prior and non-prior enlisted officers. Using data from the Marine Corps Officer Accession Career file (MCCOAC), the Cox Proportional Hazards Model is used to estimate the effects of officer characteristics on their survival as a commissioned officer in the USMC. A Markov model for career transition is combined with fiscal data to determine the optimum number of prior and non-prior enlisted officers under the constraints of force structure and budget. The findings indicate that prior enlisted officers have a better survival rate than their non-prior enlisted counterparts. Additionally, officers who are married, commissioned through MECEP, graduate in the top third of their TBS class, and are assigned to a combat support MOS have a better survival rate than officers who are unmarried, commissioned through USNA, graduate in the middle third of their TBS class, and are assigned to either combat or combat service support MOS. The findings also indicate that the optimum number of prior enlisted officer accessions may be considerably lower than recent trends and may differ across MOS. Based on the findings; it is recommended that prior enlisted officer accession figures be reviewed. / Major, Australian Army

The purpose of this study was to gather data relating to motivations of individuals who volunteer to participate as foster parent. By surveying potential, as well as current volunteers, a motivational profile was obtained that will aid in future recruitment and retention efforts.