¨Föreställningsdiskrepans vid rekrytering¨
(2003)Department of Psychology
- Abstract
- The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The... (More)
- The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The data were collected from students at Lund University, Sweden. The selections were made from a matched population, both women and men aged from 19 - 28. The data were collected in two separate ways, one survey, with 115 students participating, and one semi-structured interview, with 15 students participating. The results showed that there are mainly two differences between how students and employers view merits. The employers considered looking for a job fulltime to be qualifying, whereas students did not, thus Academic research was more valued by students than by employers. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1356400
- author
- Skånberg, Sara and Öhlin, Henrik
- supervisor
- organization
- year
- 2003
- type
- M2 - Bachelor Degree
- subject
- keywords
- Psychology, Psykologi
- language
- Swedish
- id
- 1356400
- date added to LUP
- 2004-11-08 00:00:00
- date last changed
- 2004-11-08 00:00:00
@misc{1356400,
abstract = {{The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The data were collected from students at Lund University, Sweden. The selections were made from a matched population, both women and men aged from 19 - 28. The data were collected in two separate ways, one survey, with 115 students participating, and one semi-structured interview, with 15 students participating. The results showed that there are mainly two differences between how students and employers view merits. The employers considered looking for a job fulltime to be qualifying, whereas students did not, thus Academic research was more valued by students than by employers.}},
author = {{Skånberg, Sara and Öhlin, Henrik}},
language = {{swe}},
note = {{Student Paper}},
title = {{¨Föreställningsdiskrepans vid rekrytering¨}},
year = {{2003}},
}