CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS
5.1 Limitations
This study intended to make the hypothetical job descriptions realistic through the integration of the Kuhn and Yockley (2003) and Kuhn (2009) experimental designs,18 along with the insertion of actual job description copy. Respondents were asked to express their attraction to the job description ceteris paribus, thereby suspending a handful of considerations that otherwise would have had a major impact on attraction levels. For instance, prior attraction research explored organizational reputation as a key factor in initial applicant decisions.19 Additionally, the experimental design would have been enhanced by a sample population engaged in the process of job searching rather than responding as hypothetical applicants. Some deviation from hypothetical responses is to be expected, however, research has shown that choices
17 Miceli, Marcia P., and Paul W. Mulvey. "Consequences of Satisfaction with Pay Systems: Two Field Studies."
Industrial Relations 39, no. 1 (2000): 62-87. doi:10.1111/0019-8676.00153.
18 Kuhn, 1638. and Kuhn and Yockley, 326.
19 Turban, Daniel B., Monica L. Forret, and Cheryl L. Hendrickson. "Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviors." Journal of Vocational Behavior 52, no. 1 (1998): 24-44. doi:10.1006/jvbe.1996.1555.
within the hypothetical realm are largely indicative of true behavior.20
The sample population itself is extraordinarily heterogeneous, which may challenge any claims of generalizability. However, researchers have previously lamented at the sheer volume of studies entirely composed of undergraduate and graduate students based in U.S. universities. An optimistic interpretation of the similarity in results between this study and previous studies conducted in the U.S. suggest that perhaps the dispositional profile of nonprofit workers are somewhat generalizable across nations and even cultures. Interpreted another way, the sample population of this study may simply constitute a cocktail of mixed cultural representations that could have biased the results. Triandis and Gelfand (1998), for instance, found clear
differences in idiocentrism and allocentrism between cultures, including those within the western and non-western dichotomy.21 Considering that the majority of
participants self-identified nation of origin was either the U.S. or Taiwan (30.06%
and 32.27%, respectively), and the remainder represented a host of other countries, distinct variances between western and non-western applicants may have been
expressed in the results. The study was able to draw, however, statistically significant conclusions that appear to hold despite the cultural heterogeneity of the respondents.
An additional concern regarding the sample population is that the extraordinary and statistically significant (83%) amount of female respondents might be symptomatic of a gender-based participation bias, if it were the case that women more generally are willing to participate in a survey. Previous studies have found that affluent young men are most likely to respond to web-based surveys,22 but this trend appears to
20 Wiseman, David B., and Irwin P. Levin. "Comparing Risky Decision Making Under Conditions of Real and Hypothetical Consequences." Organizational Behavior and Human Decision Processes 66, no. 3 (1996): 241-50.
doi:10.1006/obhd.1996.0053.
21 Triandis and Gelfand, 125.
22 Pamlquist, J., and A. Stueve. "Stay Plugged in to New Opportunities." Marketing Research 8, no. 1 (Spring 1996): 13.
reverse when considering college-aged respondents.23 Nearly half of the entire
sample population (45%) were among the 18-24 age bracket and more than half (51%) are either pursuing or currently hold a bachelor’s degree. In line with the Underwood et al. (2000) findings, this heavy socio-demographic concentration may account for the higher level of female respondents. Gender differences in the participation of this study may also be attributable to the disproportionate amount of women actually working within the non-profit sector. Several studies have found that not only do women tend to gravitate to the nonprofit sector, but also occupy more high-level positions than in other sectors.24 Consequently, as it relates to this study, the
relatively high levels of intrinsic motivation and allocentrism in nonprofit applicants could be influenced by gender differences between the subsample populations (although the majority of the for-profit subsample was also female). Further
exploring the relationships detailed in this study with additional emphasis on gender comparisons would likely constitute valuable avenues for future research as well.
Despite the limitations of this study, the marked sensitivity to differing compensation types among nonprofit applicants illustrates a need for mainstream P-O fit and
attraction research to examine the particulars associated with recruitment in the third sector.
23 Underwood, D., H. Kim, and M. Matier. "To Mail or to Web: Comparisons of Survey Response Rates and Respondent Characteristics." Paper presented at the 40th Annual Forum of the Association for Institutional Research, OH, Cincinnati, May 21, 2000.
24 Halpern, R. Workforce Issues in the Nonprofit Sector Generational Leadership Change and Diversity.
Publication. February 2006.
http://nationalassembly.org/uploads/publications/documents/americanhumanicsworkforceliteraturereviewandbibli ography4-26-06.pdf.
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Appendix A: Questionnaire for Participants Which type of job are you most likely to pursue in the future?
o A non-profit sector position (e.g. Red Cross, community center) o A for-profit (private) sector position (e.g. Microsoft, small business) o Neither (e.g. government, military)
Please enter your contact information, you may be notified regarding the $20 US (600 NTD) random drawing
o Name o Email o Phone
The first letter of my last name is among...
o A-H
Sex/Gender: I identify my gender as...
o Female o Male o Trans*
o Other
o I prefer not to disclose
Nation of Origin: What is your birthplace/nation of origin?
Select Country
Education: What is the highest degree or level of school you have completed? If currently enrolled, highest degree received
o No schooling completed o Primary school to 8th grade o Some high school, no diploma
o High school graduate, diploma or the equivalent (for example: GED) o Some college credit, no degree
o Trade/technical/vocational training o Associate degree
o Bachelor’s degree
o Master’s degree o Professional degree o Doctorate degree
Employment: Which of the following best describes your employment status?
o Employed for wages o Self-employed
o Out of work and looking for work
o Out of work but not currently looking for work o A homemaker
o A student o Military o Retired
o Unable to work
Work experience: How many years of work experience do you have?
Select the number of years
Using the scale below, please indicate for each of the following statements to what degree they presently correspond to one of the reasons for which you would like a job in the nonprofit sector:
Not
little Moderately Strongly Very
strongly Exactly
lot of money I would do this job for the paycheck Because I think that I would enjoy this work very much
Using the scale below, please indicate for each of the following statements to what degree they presently correspond to your general attitude in the workplace:
Not
little Moderately Strongly Very
strongly Exactly
Imagine that you are using an e-recruitment website (e.g. Monster.com, Indeed.com, idealist.org) to search for a full-time job in the your chosen nonprofit field. During this time, you come across the job description of Organization X, a nonprofit organization located in a relatively convenient location for you. The duties and responsibilities required of the position match your expectations and you estimate that your chances for promotion and regular cost of-living pay increases would be reasonable–roughly the equivalent of the market standard. Upon reading the compensation section provided by the company, please indicate your level of attraction and intent to apply to the position according to the scale below:
At Organization X our vision is clear – to be the best. We anticipate community needs and deliver superior products and services that genuinely improve people’s lives.
This is the place for people who want to be center stage in one of the world’s most fascinating and dynamic industries. We want extraordinary people who share our passion for the industry and our vision for success. Organization X offers stimulating and challenging careers, and [bonus manipulation].
There are many fantastic benefits to a career at Organization X. In addition to working to affect positive change in the health and lives of thousands, Organization X offers its employees a competitive salary and a stimulating work environment with comprehensive benefits including medical, dental, life insurance, flexible spending accounts, 403(b) and 401(k), generous paid time off, onsite Wellness facilities, and educational assistance.
If you want to make a difference in the lives of thousands of people and if the position speaks to your capabilities, experience and commitment to improve our mission, this is the place for you!
Using the scale below, please indicate for each of the following statements to what extent you agree with the statement regarding your attraction level and intention to apply if you were to the job posting above:
searching for a job, there would be a strong probability of applying to this offer If I were searching for a job, I would apply to this organization
If a job description does not explicitly mention performance bonuses, would you
If a job description does not explicitly mention performance bonuses, would you