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PERSON ENVIRONMENT FIT: Lägger rekryterare fokus på olika aspekter av begreppet, beroende på den arbetssökandes etniska ursprung?

Lundgren, Sandra LU and Skender, Helena LU (2016) PSYK11 20152
Department of Psychology
Abstract
Recruitment plays an important role in an organization on many different levels. A recruiter can, depending on his or her leeway, be considered to have a major influence on the business. An experiment was conducted to find out if real recruiters are focusing on different aspects depending on the job applicant’s ethnic background. Established hypotheses were examined on the basis of the person-environment concept and some of its subcategories. A questionnaire with two different types of priming was used to see if there was a difference between the different groups’ answers. The participants were asked to list up to 10 competences and aspects that they considered were important when judging a job applicant. The manipulated condition aimed to... (More)
Recruitment plays an important role in an organization on many different levels. A recruiter can, depending on his or her leeway, be considered to have a major influence on the business. An experiment was conducted to find out if real recruiters are focusing on different aspects depending on the job applicant’s ethnic background. Established hypotheses were examined on the basis of the person-environment concept and some of its subcategories. A questionnaire with two different types of priming was used to see if there was a difference between the different groups’ answers. The participants were asked to list up to 10 competences and aspects that they considered were important when judging a job applicant. The manipulated condition aimed to the judging of a job applicant with a different ethnic background, while the other condition was kept more neutral. The results showed two significant differences where aspects related to person-culture fit were mentioned more often in the manipulated condition, while aspects regarding person-job fit were mentioned more often in the neutral condition. Person-organization fit was also investigated and slightly more often mentioned in the manipulated condition. The person-environment fit concept and its subcategories can be viewed from both a complementary fit and a supplementary fit perspective, where differences between individuals in a workplace can be seen as either positive or negative. These two perspectives are different ways to explain the differences that this experiment shows. Either you look for differences to complement the already existing workforce, alternatively because differences are considered undesirable. (Less)
Popular Abstract (Swedish)
Rekrytering spelar en betydande roll för en organisation på många olika plan.En rekryterare kan därför, beroende på handlingsutrymme, anses ha ett stort inflytande på verksamheten. Ett experiment utfördes för att ta reda på om riktiga rekryterare lägger fokus på olika aspekter beroende på den arbetssökandes etniska ursprung. Uppställda hypoteser undersöktes utifrån person-miljö begreppet och ett par av dess underkategorier.En enkät med två olika former av priming användes för att se om det blev en skillnad mellan de olika gruppernas svar. Testpersonerna uppmanades ange upptill 10 kompetensområden och aspekter som de ansåg var viktiga vid bedömandet av en arbetssökande. Den manipulerade betingelsen syftade till bedömandet av en... (More)
Rekrytering spelar en betydande roll för en organisation på många olika plan.En rekryterare kan därför, beroende på handlingsutrymme, anses ha ett stort inflytande på verksamheten. Ett experiment utfördes för att ta reda på om riktiga rekryterare lägger fokus på olika aspekter beroende på den arbetssökandes etniska ursprung. Uppställda hypoteser undersöktes utifrån person-miljö begreppet och ett par av dess underkategorier.En enkät med två olika former av priming användes för att se om det blev en skillnad mellan de olika gruppernas svar. Testpersonerna uppmanades ange upptill 10 kompetensområden och aspekter som de ansåg var viktiga vid bedömandet av en arbetssökande. Den manipulerade betingelsen syftade till bedömandet av en arbetssökande med en annan etnisk bakgrund, medan den andra betingelsen var mer neutralt hållen och inte nämnde något om etnisk bakgrund. Resultaten visade på två signifikanta skillnader där aspekter relaterade till personkultur matchning nämndes oftare i den manipulerade betingelsen, medan person-jobb
matchnings-aspekter nämndes oftare i den neutrala betingelsen. Även person-organisation matchning undersöktes och nämndes något oftare i den manipulerade betingelsen. Personmiljö matchnings-begreppet och dess underkategorier kan ses ur både ett kompletterande- och ett likhets-matchnings-perspektiv, där skillnader mellan individer på en arbetsplats kan ses som antingen något positivt eller negativt. Dessa två perspektiv är olika sätt att förklara de skillnader som detta experiment visar på. Antingen vill man som rekryterare leta efter eventuella skillnader för att kunna komplettera den redan befintliga personalstyrkan, alternativt för att dessa olikheter anses oönskade och inte passar in (Less)
Please use this url to cite or link to this publication:
author
Lundgren, Sandra LU and Skender, Helena LU
supervisor
organization
course
PSYK11 20152
year
type
M2 - Bachelor Degree
subject
keywords
person-miljö matchning, kompletterande matchning, likhets-matchning, rekrytering, diskriminering, person-environment fit, supplementary fit, complementary fit, discrimination, recruitment
language
Swedish
id
8561428
date added to LUP
2016-01-29 13:38:30
date last changed
2016-01-29 13:38:30
@misc{8561428,
  abstract     = {Recruitment plays an important role in an organization on many different levels. A recruiter can, depending on his or her leeway, be considered to have a major influence on the business. An experiment was conducted to find out if real recruiters are focusing on different aspects depending on the job applicant’s ethnic background. Established hypotheses were examined on the basis of the person-environment concept and some of its subcategories. A questionnaire with two different types of priming was used to see if there was a difference between the different groups’ answers. The participants were asked to list up to 10 competences and aspects that they considered were important when judging a job applicant. The manipulated condition aimed to the judging of a job applicant with a different ethnic background, while the other condition was kept more neutral. The results showed two significant differences where aspects related to person-culture fit were mentioned more often in the manipulated condition, while aspects regarding person-job fit were mentioned more often in the neutral condition. Person-organization fit was also investigated and slightly more often mentioned in the manipulated condition. The person-environment fit concept and its subcategories can be viewed from both a complementary fit and a supplementary fit perspective, where differences between individuals in a workplace can be seen as either positive or negative. These two perspectives are different ways to explain the differences that this experiment shows. Either you look for differences to complement the already existing workforce, alternatively because differences are considered undesirable.},
  author       = {Lundgren, Sandra and Skender, Helena},
  keyword      = {person-miljö matchning,kompletterande matchning,likhets-matchning,rekrytering,diskriminering,person-environment fit,supplementary fit,complementary fit,discrimination,recruitment},
  language     = {swe},
  note         = {Student Paper},
  title        = {PERSON ENVIRONMENT FIT: Lägger rekryterare fokus på olika aspekter av begreppet, beroende på den arbetssökandes etniska ursprung?},
  year         = {2016},
}