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In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees’ perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color’s attractiveness to an organization and likelihood to pursue a job (Study 2).

The state of Texas reflects the teacher shortages experienced by the rest of the United States. The three studies included in this dissertation use exploratory mixed-methods and qualitative research designs to understand experiences of Texas high school science teachers at the entry stage of the teacher professional continuum (TPC): recruitment. Little is understood about the relationship between recruitment, job satisfaction and retention of teachers. A conceptual framework (i.e., teacher-to-school match, realistic job previews, decision factors) was used to guide the inquiry process and help draw connections between the literature and findings from this study regarding teacher recruitment, job satisfaction, and retention. This research was completed in collaboration with the PRISE Research Group at Texas A&M University. The first study describes recruitment activities of new-to-school science teachers for their current positions. A content analysis of teachers' interviews suggested that schools are not maximizing valuable resources supporting teacher-to-school match and realistic job previews (RJP). Further analyses indicated teachers' interview experiences and participation in various types of RJP activities were associated with minority student enrollment profile (MSEP) and size of school. The second study explores reasons for teachers' decisions to accept their positions. New-to-school teachers indicated 12 categories of reasons. Subjective factors relating to non-pecuniary aspects of the job were reported by teachers more frequently than objective or critical contact factors. Teachers' responses for accepting their positions were found to be associated with MSEP and size of school. The third study describes recruitment experiences of highly satisfied and retained new-to-school teachers. Trends were identified regarding teachers' match to schools, engagement in RJP activities, and use of decision factors. Findings from this study direct researchers towards new questions with regard to teacher recruitment as a leveraging factor for job satisfaction and retention. The final chapter provides a summary of all three studies. Recommendations are made to stakeholders regarding progressive recruitment practices and policies for high school science teachers. Concurrently, themes in this chapter provide researchers with a topology for the design of future studies addressing teacher shortages on campus using the initial stage of the TPC: recruitment.

Researchers in human resource management (HRM) have long been concerned with the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom, 1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the need to consider how issues of cultural diversity are related to the recruitment process has become increasingly important. For example, although past research has investigated relations among individuals' values, personality, and job choice preferences, no research has examined the job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not examined explicit job choice trade-off preferences involving job and organizational factors, even though expectancy theory-based models of recruitment implicitly suggest that individuals make trade-offs among valent job and organizational factors. Therefore, the purpose of the current research was to examine the relations among individuals' (a) cultural values (power distance, Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American, Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over pay using Thurstone's (1927, 1931) law of comparative judgment method. Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1, changes were made to improve reliability of measures prior to Study 2. Study 2 tested hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for organizational prestige over pay. Results from Study 2 showed that power distance cultural values were related positively to job choice trade-off preferences for organizational prestige over pay and that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely than European-Americans to prefer job choice trade-offs for organizational prestige over pay. However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward striving cultural values. Study results suggest that including cultural values and ethnicity in future recruitment research can enhance the understanding of individuals' job choice preferences and provide practitioners with information to attract multicultural job applicants.

<p>Problem</p><p>Det är viktigt att som reklambyrå ha duktiga medarbetare, eftersom värdet för kunderna ligger i medarbetarnas kreativitet, kunskap och skicklighet. För mindre byråer och byråer utanför Stockholm kan det vara ett problem att hitta duktiga medarbetare med erfarenhet. En förutsättning för att kunna attrahera denna grupp är att veta vad de anser viktigt vid val av arbetsplats.</p><p>Syfte</p><p>Uppsatsens syfte är att undersöka olika variabler som påverkar arbetsval hos kreativa arbetstagare, med avgränsning till dem som varit eller är anställda vid reklambyråer i Stockholm, samt att undersöka vilka variabler som skulle kunna få denna grupp att överväga att arbeta på en reklambyrå utanför Stockholm.</p><p>Metod</p><p>Undersökningen utfördes genom semistrukturerade intervjuer med tolv respondenter, vilka samtliga hade minst två års erfarenhet som strateg eller kreatör vid en reklambyrå i Stockholm samt varit tillgängliga för intervju mellan den 6 november och den 27 december 2007.</p><p>Resultat</p><p>Resultatet i utredningen beskriver målgruppens uppfattning gällande variabler som påverkar val av arbetsplats. I slutsatserna diskuteras vad utredningens resultat innebär för en reklambyrå som arbetsgivare. Utredningen visar på att det för byråer utanför Stockholm kan bli svårt att rekrytera människor som byggt upp sin karriär i Stockholmsområdet och hunnit rota sig där. Möjligheten finns dock om en byrå visar sig stark på de variabler som framkommit som viktiga för respondenterna. I denna utredning blev följande variabler högst rankade som viktiga nog att kunna påverka respondenterna att arbeta på annan ort än i Stockholm: Utmaning i arbetet som helhet, ekonomisk kompensation, professionell utveckling samt arbetsuppgifterna.</p> / <p>Problem</p><p>The greatest asset for an advertising agency is the creativity, knowledge and skill of their workforce. This is what creates value for the agency’s customer. Therefore it is of great importance for the agency to have skilled coworkers. It can be a problem for small advertising agencies and for agencies outside of Stockholm to find employees who are skilled and experienced. In order to attract skilled employees it is of essence to know what these people consider to be important in the job choice decision.</p><p>Purpose</p><p>The purpose of this thesis is to survey different variables that affect the job choice decision among creative employees and to examine which variables that would make them consider working at an advertising agency outside of Stockholm. The survey was limited to people that were or are employed at advertising agencies in Stockholm.</p><p>Method The survey was conducted through semi-structured interviews. The twelve interviewees all had at least two years of experience at an advertising agency in Stockholm and were available for interview between the 6th of November and the 27th of December 2007.</p><p>Result</p><p>The result of the survey describes the perception of the interviewees on the variables that affect the job choice decision. The conclusions discuss the impact that the results have on an advertising agency as employer. The survey shows that it might be difficult for advertising agencies outside of Stockholm to recruit employees who have built up their career in the Stockholm area. There is however a possibility to succeed if an agency can prove themselves solid when it comes to the variables that the interviewees perceived as important. The following variables were the ones that obtained the highest score regarding the importance when it comes to making the interviewees considering working outside of Stockholm: Challenge in the work, economic compensation, professional development and the work tasks.</p>

Problem Det är viktigt att som reklambyrå ha duktiga medarbetare, eftersom värdet för kunderna ligger i medarbetarnas kreativitet, kunskap och skicklighet. För mindre byråer och byråer utanför Stockholm kan det vara ett problem att hitta duktiga medarbetare med erfarenhet. En förutsättning för att kunna attrahera denna grupp är att veta vad de anser viktigt vid val av arbetsplats. Syfte Uppsatsens syfte är att undersöka olika variabler som påverkar arbetsval hos kreativa arbetstagare, med avgränsning till dem som varit eller är anställda vid reklambyråer i Stockholm, samt att undersöka vilka variabler som skulle kunna få denna grupp att överväga att arbeta på en reklambyrå utanför Stockholm. Metod Undersökningen utfördes genom semistrukturerade intervjuer med tolv respondenter, vilka samtliga hade minst två års erfarenhet som strateg eller kreatör vid en reklambyrå i Stockholm samt varit tillgängliga för intervju mellan den 6 november och den 27 december 2007. Resultat Resultatet i utredningen beskriver målgruppens uppfattning gällande variabler som påverkar val av arbetsplats. I slutsatserna diskuteras vad utredningens resultat innebär för en reklambyrå som arbetsgivare. Utredningen visar på att det för byråer utanför Stockholm kan bli svårt att rekrytera människor som byggt upp sin karriär i Stockholmsområdet och hunnit rota sig där. Möjligheten finns dock om en byrå visar sig stark på de variabler som framkommit som viktiga för respondenterna. I denna utredning blev följande variabler högst rankade som viktiga nog att kunna påverka respondenterna att arbeta på annan ort än i Stockholm: Utmaning i arbetet som helhet, ekonomisk kompensation, professionell utveckling samt arbetsuppgifterna. / Problem The greatest asset for an advertising agency is the creativity, knowledge and skill of their workforce. This is what creates value for the agency’s customer. Therefore it is of great importance for the agency to have skilled coworkers. It can be a problem for small advertising agencies and for agencies outside of Stockholm to find employees who are skilled and experienced. In order to attract skilled employees it is of essence to know what these people consider to be important in the job choice decision. Purpose The purpose of this thesis is to survey different variables that affect the job choice decision among creative employees and to examine which variables that would make them consider working at an advertising agency outside of Stockholm. The survey was limited to people that were or are employed at advertising agencies in Stockholm. Method The survey was conducted through semi-structured interviews. The twelve interviewees all had at least two years of experience at an advertising agency in Stockholm and were available for interview between the 6th of November and the 27th of December 2007. Result The result of the survey describes the perception of the interviewees on the variables that affect the job choice decision. The conclusions discuss the impact that the results have on an advertising agency as employer. The survey shows that it might be difficult for advertising agencies outside of Stockholm to recruit employees who have built up their career in the Stockholm area. There is however a possibility to succeed if an agency can prove themselves solid when it comes to the variables that the interviewees perceived as important. The following variables were the ones that obtained the highest score regarding the importance when it comes to making the interviewees considering working outside of Stockholm: Challenge in the work, economic compensation, professional development and the work tasks.

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本研究旨在探討校長工作價值觀、重要他人支持、自我效能感對其工作選擇的影響情形，探討不同重要變項理論內涵、現況與變項之間關係，進而建構及驗證其互動模式，並依研究結果提出建議。 本研究先進行文獻探討，作為架構研究的理論基礎，並以100名校長為預試樣本，分析預試結果以形成正式問卷，再以404名之校長為正式問卷施測樣本，問卷回收整理後分別以描述統計、t考驗、相關分析、變異數分析、多元逐步迴歸分析及線性結構模式分析探討；之後，根據調查結果研擬訪談題綱，實地訪談10名現職校長以瞭解造成差異的原因。本研究之主要研究發現如下： 一、國民中小學校長在工作價值觀、重要他人支持、自我效能感與工作選擇的得分現況屬於中高程度。 二、擔任校長的年資、性別、學校區域等背景變項，在校長工作價值觀量表的得分有差異情形存在。 三、學校類別、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在重要他人支持量表的得分有差異情形存在。 四、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在校長自我效能感量表的得分有差異情形存在。 五、學校類別、擔任校長的年資、性別、學校區域等背景變項，在校長工作選擇量表的得分有差異情形存在。 六、工作價值觀、重要他人支持、自我效能感與校長工作選擇具高度相關。 七、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著預測力。 八、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著影響力。 九、校長自我效能感對其工作選擇的影響力最大，重要他人支持次之，工作價值觀的影響力最小。 最後，根據研究結果提出相關建議，以供教育行政機關、校長培育中心、現職校長以及未來研究之參考。 / The purpose of this study was to investigate the impact of work values, significant other’s support, and self-efficacy for principal’s job choice. The study included literature analysis, questionnaire survey, and interview. The purpose of literature analysis was aimed to explore the relationship of work values, significant other support, self-efficacy, and job choice. The pilot study was included 100 subjects. The sample was included 404 principals. The data was analyzed by descriptive statistics, t-test, correlation, ANOVA, multiple regression and LISREL model. The interview was conducted according to the analyzed results. The major findings were: 1.The principal’s scores on work value, significant other’s support, self-efficacy and job choice were moderately high. 2.Years of principalship, gender, and districts could make significant differences on principal’s work values 3.The levels of schools, in-service years, years of principalship, gender, and districts could make differences on significant other’s support. 4.In-service years, years of principalship, gender, and districts could make differences on principal’s self-efficacy. 5.The level of schools, years of principalship, gender, and districts could make differences on principal’s job choice. 6.There was highly positive correlation among principal’s work values, significant other’s support, self-efficacy, and job choice 7.The principal’s job choice could be predicted by work values, significant other’s support, self-efficacy. 8.The principal’s job choice could be affected by work values, significant other’s support, self-efficacy. 9.Principal’s self-efficacy was the strongest indicator for job choice, significant other’s support was the second one, and work values were the smallest one. According to the results, suggestions for authorities of educational administration, School leadership academy, principal, and for further study were proposed.

薪資是影響求職者職缺選擇的重要因素之一，但是根據期望理論的觀點，職缺屬性彼此會產生互補效果，這對於資源有限的企業而言，意味著凸顯其他非金錢性之職缺屬性，應該能夠削弱低薪對於求職者職缺選擇的負面影響；此外，根據期望理論的論述，求職者個人特性亦會影響他 (她) 對職缺屬性的解讀，而影響求職者的職缺選擇。本研究以Barber、Daly、Giannantonio與Phillips (1994) 根據ERG理論為基礎所做的屬性分類，試圖探討關係類和成長類職缺屬性能否補償低薪對於求職者職缺選擇的影響，以提升求職者選取低薪職缺的可能性，同時亦探討求職者親和需求與成長需求於此間扮演的調節角色。 / 本研究以2 (關係類職缺屬性差距) ×2 (成長類職缺屬性差距) 受試者間實驗設計，依變項為低薪職缺「工作選擇決策」與「職缺接受意圖」，同時亦請受試自陳個人之親和需求與成長需求，共邀請151名某國立大學的應屆畢業生參與研究，並以階層迴歸分析與羅吉斯迴歸分析進行假設驗證，且輔以質化訪談佐證實證結果。研究結果發現，關係類職缺屬性差距或成長類職缺屬性差距，對於薪資水準皆產生顯著補償效果，亦即低薪職缺之關係類或成長類職缺屬性，愈優於高薪職缺的情況下，求職者愈會接受低薪職缺；此外，求職者之成長需求，也會調節成長類屬性與低薪職缺接受意圖和工作選擇決策間之關係；有別於期望理論的預測，本研究發現職缺屬性間並非為加成效果(Additive effect)，僅一類職缺屬性差距大時，即可補償薪資帶來的負面影響，而兩個職缺屬性皆差距大時，補償效果並未更強。最後，根據實證結果與訪談資料，本研究提出未來研究與管理建議。 / Pay-level has long been recognized as one of the most important job attributes that influence applicants' job acceptance intentions and choices. According to the expectancy theory, job attributes would compensate each other; in addition, applicants' individual differences would influence how they value job attributes. In terms of ERG theory's job attribute classification (Barber, Daly, Giannantonio & Phillips, 1994), the present study attempts to examine whether low-pay jobs with better relatedness and growth job attributes would foster applicants to choose them; as well as to investigate the moderating effects of the corresponding individual differences, need for affiliation and growth need strength, on the compensatory effects. / A 2×2 between-subject experimental design using low-pay job acceptance intentions and job choices as the dependent variables, were conducted with 151 undergraduate students who were pursuing jobs at the time of the data collection. Results of hierarchical regression, logistic regression and qualitative interviews showed that applicants were more willing to accept low-pay jobs than high-pay ones when low-pay jobs had better relatedness or growth job attributes; besides, applicants' growth need strength moderated the relationship between growth job attributes and the dependent variables. However, inconsistent with the expectance theory, addition analysis showed that job attributes did not affect applicants’ acceptance intentions and choices additively. That is, one better job attribute could have compensated low-pay's negative effect as effectively as two better job attribute had. Finally, based on the empirical results and qualitative data, suggestions for future research and managerial implications are discussed.