The role of the perceptions of employment quality, fit, organizational identification, and corporate reputation on the decision-making process of job search

• Autor(a) principal: Silva, Melanie Figueiredo Brás da
• Data de Publicação: 2022
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/28056
• topic: Job search behaviours; Employment quality; Perception of person-job fit; Perception of person-organization fit; Organizational identification; Corporate reputation; Tomada de decisão -- Decision making; Comportamentos de procura de emprego; Qualidade de emprego; Perceção do ajuste pessoa-trabalho ou pessoa-organização; Identificação organizacional; Reputação corporativa

The perception of employment quality is growing, and its importance increasingly linked to job search and market. Its mutability conveys uncertainty, demanding job seekers to be unique to be employable, while also deciding which organizations are more interesting. As such this study aimed to analyse individual’s job search decision-making, using job search intensity and effort, affective rumination, proactive personality, protean career orientation, person-job and person-organization fit, organizational identification, and corporate reputation questionnaires. This was a qualitatively driven convergent parallel mixed methods study and considered at least one point of integration. There was a total of 80 participants of Portuguese expression (83.8% women), aged between 21 and 63 years (M = 26.23), recent bachelor and master graduates, or near their master’s graduation, and 13 participants for the semi-structured interviews. The results indicated that most instruments are somewhat related to each other, that at high moderation affective rumination has an impact in the relationship between job search intensity and job search effort. The perceptions of employment quality, person-job and person-organization fit, corporate reputation, and the level of organizational identification were found to be connected among themselves at different intersection levels. Furthermore, job seekers view these perceptions as job search parameters that filters interesting vacancies, influencing its decision-making. And a need to further research the role of proactive personality and protean career in job search and whether a relationship with the perception of employment quality exists.