Volunteer organisations provide significant value to society. However, limited research exists on ways through which volunteer organisations can manage the behaviour and attitudes of their volunteers. The main purpose of this study was to contribute to literature in this area by assessing the applicability of setting appropriate recruitment expectations and fostering organisational trust in the volunteer context. This was done by examining the influence of the relationship between pre-entry recruitment expectations and post-entry experiences of volunteers on levels of satisfaction, commitment, co-operative behaviour and turnover intentions. The influence of organisational trust on these variables was also assessed. Volunteers from a national non-profit organisation were given a survey of their expectations shortly after joining (and prior to undertaking any voluntary work), and then completed another set of measures two months later after participation in voluntary training and activities. Sampling resulted in 22 matched surveys between phase one and phase two. Results partially suggest that expectations and organisational trust are associated with volunteer satisfaction levels, and provide evidence indicating that further research in this area using a larger sample may reveal significant associations. Overall, the present study suggests that volunteer organisations can benefit from the appropriate management of recruitment processes and organisational trust, and provides a foundation for further research on this topic.

This paper examines how recruiters use social media during their recruitment process. The paper focuses on the staffing industry and will further examine how recruiters are handling jobseekers personal privacy when they are using social media in a recruitment process. The paper are trying to understand the meaning of what personal integrity means and how or if recruiters show consideration to this in a recruitment process when they are using social media as a recruitment tool.   Our result demonstrates that, today recruiters use social media daily to conduct background checks on job applicants. There are no clear instructions and rules on how recruiters should handle background checks through social media. Recruiters believe that job seekers are responsible for the information contained on the their social media. Recruiters do not see anything wrong with their actions when they choose to do background checks on job applicants through social media. If we look at the factors that violates an individual's privacy, can we conclude that recruits approach could be classified as a violation of jobseekers' personal integrity.

Abstract The nursing and midwifery workforce is becoming increasingly mobile and the globalisation of the midwifery workforce has been fuelled by the marketing strategies used by employers within Queensland to recruit midwives from overseas to fill vacancies within both the public and private sector. The United Kingdom has been specifically targeted, and the numbers of nurses and midwives moving to Queensland has more than doubled in five years and continues to rise. Little is known about the reasons why midwives are leaving the United Kingdom and what their experience is of working within midwifery in Queensland. This research was conducted within a phenomenological framework. A total of 18 midwives who had moved to Queensland within an eight year period were interviewed, who also completed a reflective journal about their motivations for moving, and subsequent experience of midwifery within Queensland. Data analysis was undertaken using an adaptation of the Van Kaam method of analysis of phenomenological data, as described by Moustakas. A Textural –Structural description of the meanings and essences of the experience incorporating the invariant constituents and themes was constructed for each participant. From the Textural –Structural Descriptions from all of the participants a composite description was constructed of the meanings and essences of the group experience. The reasons for leaving the United Kingdom were predominantly associated with an expectation of achieving an improved lifestyle for themselves and their families; and there was also a sense of seeking adventure. Participants also expressed dissatisfaction with life in the United Kingdom, which was particularly associated with work related issues such as bullying and harassment, increased workloads and burn out. Midwives reported choosing Queensland because of weather and lifestyle factors, but were also influenced by having friends, family or former colleagues already settled in the State. The main essences of the reported experience of working within the midwifery profession in Queensland included feelings of fear, frustration, shock and sadness. Despite the initial difficulties experienced in settling in to the midwifery profession, most midwives found a way to resume their midwifery career in Queensland by moving between jobs until they found one that enabled them to practise midwifery in a way they were comfortable with. Recommendations are made based on the findings to guide employers in their recruitment practices and assist with orientation of midwives recruited from the United Kingdom with a view to improved retention. In order to avoid the feelings of frustration and sadness described by the midwives in this study, employers should seek to match the skills of the midwives recruited to the positions available within the unit, and ensure systems are in place to facilitate recognition of prior learning and early credentialing to allow midwives to practise to their full scope and ability. In addition, in order to enable UK trained midwives to practise at their highest potential, supportive management structures should include access for migrant midwives to support in adjusting to midwifery practice differences between the UK and Queensland.

Thesis (Ph.D.)--University of Delaware, 2008. / Principal faculty advisor: Charles E. Epifanio, College of Marine and Earth Studies. Includes bibliographical references.

Thesis (M.S.)--University of Delaware, 2008. / Principal faculty advisor: Timothy E. Targett, College of Marine & Earth Studies. Includes bibliographical references.

A dissertation submitted to the Faculty of Education in fulfillment of the requirements for the Degree of Master Of Education in the Department of Foundations Of Education at the University Of Zululand, 2018 / This study was about the role awareness of school governing bodies in the recruitment of teachers in UMkhanyakude District. The objectives of this study were: to determine the role of the school governing bodies in the recruitment of teachers in the UMkhanyakude District, to establish whether the school governing bodies in UMkhanyakude are able to perform the task of teacher recruitment and to determine the type of challenges UMkhanyakude District SGBs encounter when recruiting teachers. This was a qualitative research study exploring how SGBs in UMkhanyakude perform their duties regarding teacher recruitment and selection. Purposive sampling was chosen. The SGBs were a target group from 10 schools that were sampled and 10 participants participated. Data collected revealed that there are many challenges the SGBs face in teacher recruitment and selection. The challenge of selecting appropriate teachers was seen as the root cause of all other problems encountered in this critical function SGBs are entrusted with. SGBs were able to point out areas of development like: the role each constituency has to play in the interview committee, the code of conduct for educators, training on recruitment requirements and the human relations and communication. Some of the recommendations made included that the District must provide tailor-make continuous training based on needs and demand. The study also recommends translation of recruitment documents to help them understand. It was also recommended that the appointment of principals should be delegated to the district and not to SGBs. Newly appointed teachers should serve on probation before their permanent posts are confirmed. It was recommended that similar research should be undertaken with a bigger sample and it should be expanded to embrace other districts to increase validity and reliability of results.

Indiana University-Purdue University Indianapolis (IUPUI) / The presented research the effect of Ely and Thomas’ (2001) three diversity perspectives—integration-and-learning, discrimination-and-fairness, and access-and-legitimacy—on perceptions of organizations as a function of their implied ideologies (i.e., multiculturalism, colorblindness, and tokenism). It was hypothesized that the organizational websites that enhance multiculturalism, such as the integration-and-learning perspective, will be perceived more favorably than websites that emphasize ideologies of colorblindness and tokenism, such as the discrimination-and-fairness and the access-and-legitimacy diversity perspectives, respectively. Additionally, expanding work by Plaut, Thomas, and Goren (2009) the study proposed that websites portraying the latter two perspectives will be perceived more negatively by Blacks than by Whites. In contrast, diversity perspectives that emphasize multiculturalism, such as the integration-and-learning diversity perspective, are hypothesized to be perceived more favorably, regardless of racial group membership. The main dependent variables of focus are the organizational outcomes of organizational attraction, organizational trust, P-O fit, and perceived justice. Findings suggest that racial group membership does not operate as a significant moderator of the relationship; however, the hypothesis that diversity perspectives would have varying relationships with diversity ideologies was partially verified.

Catch rates of age-0 and adult crappies Pomoxis spp. were compared between floodplains and coves to determine if differences in densities existed between habitats, and to determine if water levels influenced density relationships. Habitat in a cove and a floodplain of Enid Reservoir was mapped to describe differences in vegetation. Adult crappies were collected with electrofishing and age-0 crappies were collected with trap nets. Coves had the greatest spring densities of adults in 2009 and 2010, whereas floodplains attracted adults earlier in the spawning season. Recruitment of age-0 crappies was related inversely to high water levels during months preceding the spawning period, but related directly to high water levels during the spawning period. Floodplains had the greatest densities of age-0 crappies in most years and reservoirs. These results suggest that management to improve recruitment could focus on timing of water level rises and protection of floodplain habitats.

No

<p> The issue of "nursing shortages" is not new, as it is often discussed by both the media and nursing journals. The emphasis of this research paper is to establish the presence or absence of a nursing shortage in Hamilton. The primary concern is to present strategies for recruitment and retention that have been implemented by area nursing employers. This survey's attention was focused on the registered nurse population in hospital and community clinical areas. </p> <p> The majority of those interviewed, with one exception, believed that Hamilton was not experiencing a nursing shortage at this time, especially when statistics are compared with those of Toronto. Many suggestions were put forth regarding recruitment strategies. Among them have been the establishment of the Hamilton Recruitment Group. Co-operative programs for high-school students have been limited to a small number, but this strategy has had some success. Strategies for retention of nursing staff include education opportunities, changes in work schedules and improvements in communication consisting of involvement in policy decisions. </p> / Thesis / Bachelor of Arts (BA)