Oxford Handbook of Human Resource Management

Table 14.1 Summary of previous research investigating the main effects of recruitment on organizational effectivenessStudy

Sample

Independent variables(IV)

Dependent variables(DV)

Results

W ams andDreher (1992)

352 US banks

Compensat on po c es

Recru tment outcomes:1. App cant poo s ze2. Acceptance rate3. Length of pos t on

vacancy

1. % of compensat on a ocated for benef ts was pos t ve y assoc ated

w th app cant poo s ze.

2. Pay eve was pos t ve y assoc ated w th acceptance rates.3. Benef ts eve was negat ve y assoc ated w th days requ red to f a

pos t on.

4. (Contrary to expectat ons) benef t f ex b ty was negat ve y re ated to

app cant poo s ze.

5. (Contrary to expectat ons) pay eve was pos t ve y assoc ated w th

days requ red to f a pos t on.

Terpstra andRoze (1993)

201 UScompan es w thover 200emp oyees (fora 23% responserate)

Compan es’ ana ys sof recru t ng sourcesfor effect veness ngenerat ng h gh-performance emp oyees

1. Annua prof tab ty2. Prof t growth3. Sa es growth4. Overa performance


2. IV was not, or on y to a m nor extent, corre ated ( n zero-order

corre at ons) w th DVs 1–4 overa.

However, study a so showed moderator effects:2. In manufactur ng f rms, IV and prof tab ty were re ated (

â

¼

.23).

3. In serv ce ndustry f rms, IV was assoc ated w th sa es growth

(â

¼

.53 and

r¼

.50) and overa performance (

â

¼

.35).

4. In who esa e/reta f rms, IV was assoc ated w th prof tab ty

(â

¼

.79) and overa performance (

â

¼

.73).

Huse d (1995) 968 pub c y

he d f rms fromCompactD sc osure(28% responserate)

Intens ty of recru t ngefforts (se ect on rat o)part of one of two fac-tors const tut ng H ghPerformance WorkPract ces (Factor

¼

Emp oyee Mot vat on)

1. Turnover2. Product v ty3. Tob n’s

q

(f nanc a

performance)

4. Gross rate of return on

cap ta

1. Factor Emp oyee Mot vat on re ated to product v ty and Tob n’s

q, but

not to turnover or return on cap ta.

2. Some ev dence of hor zonta / nterna systems f t w th other Factor of

Emp oyee Sk s and Org. Structures.

(cont nued)