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Associations with the University as an Employer in the Years 2016–2019 — Young Potential Employees Perspective

Potential Employees. MINIB , Vol. 21, Iss. 3, pp. 1–18. 4. Baruk, A., Goliszek, A. (2017), Outer Image of University in the Role of Employer as the Base of Segmentation of Young Potential Employees. MINIB , Vol. 23, Iss. 1, pp. 79–96. 5. Boschman, J., Van der Molen, H., Frings-Dresen, M., Sluiter, J. (2014), The impact of common mental disorders on work ability in mentally and physically demanding construction work. International Archives of Occupational and Environmental Health , Vol. 87, No. 1, pp. 51–59. 6. Boštjanèiè, E., Slana, Z. (2018), The

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Perception of the University as an Employer Among Young Potential Employees

Summary

The article is theoretical-empirical in its character. The problems of external image of university as an employer were presented. In the theoretical part the different approaches to image and its determinants were analysed. There is the lack of researches related to image aspects of university activities, including aspects connected with its external image. The empirical part of this article is based on the results of the field researches. The way of perceiving of university as an employer by segment of young potential employees was identified and analysed. 4 research hypotheses were verified. They were formulated in the relation to connotations with university as the place of work. It was mainly consociated with possibilities of development and self-realization. Connotations with high salary, feelings of stabilization and high social prestige were weaker. In this way only one hypothesis (H4) was confirmed. It is very important prompt for universities to improve their image activities.

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Associations with the university as an employer — opinions of women and men representing young potential employees

Abstract

The article has theoretical-empirical character. In the theoretical part on the base of the results of cognitivecritical analysis of world literature the meaning of potential employees' connotations with a future employer was presented. The special attention was paid to the key role of these connotations in the case of an university as the employer. Universities should shape their image among young participants of outer labour market on the base of buiding the positive connotations. They can be diversified depending on the demographical features. The fact of lack of researches in this scope was underlined. So there is the cognitive and research gap. In this article the following goals were to be realized: identifying connotations with an university as the future employer among women and men; conducting the comparison of identified connotations etc. 2 research hypotheses were formulated. In the process of gaining mentioned goals and checking the both hypotheses the empirical research were realized. These research covered representatives of young potential employees. To gather the primary data the method of questionnaire survey was applied. Gathered data were analyzed statistically. The method of factor analysis was applied and the Kruskal-Wallis test was used. The results of these analyses showed that connotations of women were different from connotations of men. Statistical significance was identified in the case of positive connotations mainly.

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Typology of Young Potential Employees According to Reasons for their Aversion Towards the University as an Employer

Abstract

The article is theoretical-empirical in character. For the preparation of the theoretical part the method of cognitive-critical analysis of literature on the subject from the area of marketing and management was used. On the basis of the results of this analysis it is possible to conclude that there is a cognitive and research gap with regard to the identification of the reasons for the lack of interest in the university as an employer. For the purpose of reducing these gaps, five research goals and a hypothesis were formulated. The hypothesis says that gender is a feature differentiating the reasons for the lack of will to start working at a university. For the purpose of achieving these targets and checking the research hypothesis empirical research was conducted. In course of the empirical research the method of questionnaire survey was used to collect primary data. The survey covered the representatives of the group of young, Polish, potential employees. The collected primary data was processed by means of statistical analysis and Kruskal-Willis test. The results of this analysis suggest that the respondents followed mainly negative associations with universities, relying on their own experiences and on external opinions. It turned out that gender was a differentiating feature to a statistically significant extent only in case of one reason, namely, the will to use knowledge acquired during studies in a workplace other than a university.

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Reasons of Polish young potential employees’ interest In a university as the employer vr perceiving its employees

Summary

The article has a theoretical-empirical character. Its main goal was to identify reasons of young potential employees’ interest in working at a university. To prepare the theoretical part, the method of cognitive-critical analysis of world literature on marketing, management and HRM was applied. The results of this analysis show an existing cognitive gap and a research gap in the scope of considerations about reasons of interest of the mentioned group of employees in a university as the employer. Striving for reducing both gaps some empirical researches were conducted using the questionnaire method to gather the primary data which were analyzed statistically using the method of exploratory factor analysis, Kruskal-Wallis test, etc. The obtained results made it possible to check three research hypotheses. The possibility to perform a satisfying job was not the key reason for the respondents’ interest in working at a university. The internal structure of reasons for the respondents’ interest in a university as the employer was different for the following two groups: 1/people who think that university’s employees are perceived in Poland better than those who work in other organizations; 2/people who think that university’s employees are perceived in Poland as well as those who work in other organizations. The way of perceiving employees of an university was a feature statistically significantly differentiating the reasons of the respondents’ interest in starting work at the university only in the case of high social prestige and high wages.

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The Reasons of Lack of Polish Young Potential Employees’ Interest in Universities as Employers in the Context of Perception of People Working in These Organizations

Summary

The article has a theoretical and empirical character. Identifying the internal structure of reasons of lack of Polish young potential employees’ interest in universities as employers was the main goal of this paper. To prepare its theoretical part the method of cognitive-critical analysis of world literature on marketing and management was applied. The results of this analysis show that the aspects connected with the mentioned reasons have not been studied yet. The more the opinions about the way of perception of universities’ employees in the comparison of other organizations’ employees have not been taken into account in the analysis. So one can talk about the existence of a cognitive gap and an empirical gap in this scope. Striving to reduce these gaps the empirical studies were conducted. The research covered representatives of Polish young potential employees. Gathered primary data were statistically analysed applying the following research methods and tests: exploratory factor analysis and Kruskal-Wallis test. The results of these analyses show that the opinions on relative perception of universities’ employees decide about differences in the structure of reasons of lack of interest in universities as employers. But the mentioned opinions are the element differentiating in a statistically significant way only one reason.

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External Image of a University Playing the Role of an Employer and the Gender of Potential Young Employees

References 1 The perception of the employer influences both the current employees (e.g. by stimulating their engagement (see: B. Kunerth, R. Mosley, Applying employer brand management to employee engagement, "Strategic HR Review" 2011, vol. 10, no. 3, pp. 19-26)) and potential employees (e.g. by attracting them to a particular employer), obviously if his image is positive. 2 It is worth emphasizing here that over 60% of the representatives of Gen Z (people born between 1995 and 2012) would like to work for many years for the

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Polish University as an (Un)Attractive Potential Employer

Summary

In the article the problems related to reasons of lack of young potential employees’ interest in working in Polish universities were presented. The paper is theoretical-empirical in its nature. In the theoretical part the meaning of estimating the organization as an attractive employer was underlined. It allows to attract the best employees. The special attention was paid to the necessity of building this kind of image by an university in the role of employer. It results from its character. Three research goals were to realize: to identify the reasons of lack of respondents’ interest in working in an university, to order identified reasons etc. The following research hypotheses were to verify: H1 — financial aspects are the main reason of lack of interest in working in an university; H2 — prestige aspects are the main reason of lack of interest in working in an university. The data gathered during primary research were analysed using the average value analysis method and factor analysis method. The results showed that the respondents didn’t want to work in an university because they preferred applying the knowledge and skills gained during study in the others organizations. The financial and prestige aspects had smaller meaning. In the case of respondents the both research hypotheses weren’t confirmed.

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Changes of associations with the university as an employer - opinions of potential young polish employees

Abstract

The article has the theoretical-empirical character. The problems related to the meaning of connotations with an university as an employer among potential employees were presented. In the theoretical part the method of the cognitive-critical analysis of the world literature on image management, marketing and human resources management was applied. On the base of the results of this analysis the key role of the potential employees' connotations with the employer in the process of image creation was underlined. There are not considerations in this scope connected with an university as an employer in the literature. So, one can state that two gaps (cognitive and research) exist. That's why in the article the following aims were to be gained: identifying young potential employees' connotations with an university as an employer, defining the changes of these connotations, grouping identified connotations etc. To prepare the empirical part the method of questionnaire research (to gather primary data) and the methods of quantitative analysis (including average rating analysis and comparative analysis) were applied. The results showed that respondents' connotations with an university as an employer were worst in 2018 in the comparison to 2016 year. It's reflected in the growth of values of five average ratings in the case of negative connotations as well as in the decrease of values of some average ratings in the case of positive ones.

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Outer Image of University in the Role of Employer as the Base of Segmentation of Young Potential Employees

Abstract

In the article problems of outer image of university as employer are presented. In the theoretical part the gap of knowledge in this scope is identified. It must be underlined that employer image is analysed relatively more seldom than product image or offeror image. It is presented rather in the case of enterprises not in the case of universities. The lack of publications and researches is especially visible in the relation to the perceiving of university in the role of employer by participants of outer labour market. That’s why in the empirical part of this article prepared on the base of the results of field questionnaire research conducted among young potential employees the connotations with university as employer are identified. Applying the method of factor analysis allows to group these connotations. These groups may be treated as the segments of respondents. There are 6 such segments which are very different. Only 2 of them involve respondents declaring positive opinions about universities in the role of employer. The participants of the others segments have rather or completely bad opinions in this matter. It is especially visible in the case of the first segment. On this base the hypothesis H1 can be rejected but H2 shouldn’t be rejected. Respondents perceive university rather in the negative light. It is very important advice for each university because its negative image in the role of employer influences on its general image.

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