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A previous trainee experience: does it matter for retention of young graduates?

Published on May 8, 2017in International Journal of Organizational Analysis
· DOI :10.1108/IJOA-02-2016-0977
Francisco Cesário2
Estimated H-index: 2
,
Maria José Chambel15
Estimated H-index: 15
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Abstract
Purpose This paper aims to explore the extent to which participation in a previous graduate recruitment programme affects graduates’ organisational affective commitment and their desire to remain. Design/methodology/approach With the support of a Portuguese organisation that annually operates a trainee programme to attract the best graduates from top universities, a questionnaire with human resource management (HRM) practices, affective commitment and turnover intention scales was used, with data collected from 168 recent recruited graduates representing two groups: graduates with previous participation in the trainee programme and graduates non-trainees. Findings Despite the company’s expectation that graduate trainees would present higher levels of affective commitment and lower intentions to voluntarily leave than employees recruited by traditional procedures, the t-test results show no significant differences between groups. However, correlations for both groups show a significant positive association between perceived HRM practices and affective commitment and a negative relation with turnover intention. These results suggest that placing a high value on HR practices leads to reinforcement of employment relations and a decrease in the desire to voluntarily leave. Practical implications The findings suggest the need for organisations to rethink their recruitment strategies and raise an interesting question with regard to organisational strategy: is it useful or fair to create two groups of graduates within the same organisation, because we may be promoting the development of two micro-cultures? Originality/value The study with this specific group is needed because of an increased implementation of trainee programmes all over Europe as a means of attracting graduates. The literature is scarce, focusing only on trainees’ attitudes compared to those recruited through traditional procedures.
  • References (49)
  • Citations (1)
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References49
Newest
Maria José Chambel15
Estimated H-index: 15
(University of Lisbon),
Anete Souza Farina2
Estimated H-index: 2
(USP: University of São Paulo)
Purpose – Temporary agency workers (TAWs) are regarded as experiencing employment conditions that tend to facilitate high strain. In this study, the authors view this situation as not being inevitable and dependent on the opportunity of having positive experiences in the professional context. The purpose of this paper is to propose that perceptions of the human resource management (HRM) practices system are positively related to work engagement, which in turn, is positively related to context fr...
Maria José Chambel15
Estimated H-index: 15
(University of Lisbon),
Filipa Sobral3
Estimated H-index: 3
(University of Lisbon)
+ 1 AuthorsLuís Curral10
Estimated H-index: 10
(University of Lisbon)
The aim of this study was to analyse whether the social exchange between temporary agency workers (TAWs) and the client organization is associated with a perception of training. In this study, we developed and tested a moderated mediation model that accounts for TAWs’ exhaustion and desire to obtain a direct contract with the client company in the relationship between the perception of training and affective commitment. Our hypotheses were tested on a sample of 425 blue-collar workers from four ...
Published on Jan 1, 2015
Ronan Carbery13
Estimated H-index: 13
,
Christine Cross9
Estimated H-index: 9
Published on Feb 1, 2013in Journal of Management9.06
Rebecca R. Kehoe6
Estimated H-index: 6
(Cornell University),
Patrick M. Wright52
Estimated H-index: 52
(Cornell University)
Although strategic human resource (HR) management research has established a significant relationship between high-performance HR practices and firm-level financial and market outcomes, few studies have considered the important role of employees’ perceptions of HR practice use or examined the more proximal outcomes of high-performance HR practices that may play mediating roles in the HR practice–performance relationship. To address recent calls in the literature for an investigation of this natu...
Published on Dec 1, 2012
Maria José Chambel15
Estimated H-index: 15
(University of Lisbon)
Neste estudo, utilizamos a norma da reciprocidade para analisarmos o comprometimento afetivo dos trabalhadores terceirizados. Consideramos que quando a empresa cliente mostrava investimento no sentido de satisfazer as necessidades desses trabalhadores, estes retribuiam com atitude positiva em relacao a organizacao. Por outro lado, pressupomos que a relacao estabelecida com a empresa cliente se relacionava com o comprometimento afetivo com a agencia que contratava esses trabalhadores. Com uma amo...
Published on Jul 1, 2012in Human Resource Management2.93
Marius Claus Wehner3
Estimated H-index: 3
(University of Giessen),
Angelo Giardini6
Estimated H-index: 6
(University of Giessen),
Rüdiger Kabst22
Estimated H-index: 22
(University of Giessen)
This study examines how successive outsourcing of recruitment activities to an external provider—also known as recruitment process outsourcing (RPO)—affects graduates' reactions. Using an experimental scenario technique, a total of 158 graduates participated in four hypothetical scenarios that have been developed as an experimental between-subject design. Results provide support for negative effects of the extent of RPO on graduates' satisfaction with the recruitment process and company attracti...
Thomas N. Garavan35
Estimated H-index: 35
(UL: University of Limerick),
Ronan Carbery13
Estimated H-index: 13
(UL: University of Limerick),
Andrew Rock3
Estimated H-index: 3
(UL: University of Limerick)
Purpose – The purpose of this paper is to explore the concept of talent development, define its scope and identify the issues involved in formulating talent development strategies in organisations.Design/methodology/approach – The paper reviews the relatively scant and fragmented literature on talent development processes.Findings – The literature review revealed that talent development is usually discussed as part of a wider talent management process. The literature highlights issues concerning...
Published on Jun 14, 2011in Industrial and Commercial Training
Piyali Ghosh8
Estimated H-index: 8
(MNNIT: Motilal Nehru National Institute of Technology Allahabad),
Jagdamba Prasad Joshi2
Estimated H-index: 2
(Areva)
+ 2 AuthorsRashmi Ranjan2
Estimated H-index: 2
Purpose – This paper aims to deal with evaluation of different parameters of an induction programme conducted by a transmission and distribution major in India. The study aims to indicate which aspects of the training programme need to be emphasised when devising induction programmes for managers and non‐managers, and to ascertain whether there is any significant difference in their reactions.Design/methodology/approach – Evaluation has been done with the help of trainee reaction measured by a q...
Published on May 24, 2011in Career Development International1.56
Maria José Chambel15
Estimated H-index: 15
(University of Lisbon),
Filipa Sobral3
Estimated H-index: 3
Purpose – The purpose of this paper is to analyse whether a social exchange relationship between temporary workers and organizations is possible. The authors aim to consider whether, when training is perceived by an employee as an organizational practice that promotes his or her employability, this entails a social exchange relationship.Design/methodology/approach – Surveys from 240 call centre workers were analyzed using correlation and multiple regression to explore relationships between train...
Cited By1
Newest
Published on Jan 1, 2018
Erika Vaiginienė (Vilnius University), Raimonda Alonderienė1
Estimated H-index: 1
(ISM University of Management and Economics)
+ 3 AuthorsŽivilė Stankevičiūtė2
Estimated H-index: 2
(KTU: Kaunas University of Technology)
The emerging business issues underscored by technological advancement, economic and political crises, the increasingly tangible effects of climate change, mass immigration, income inequality and resource depletion create new managerial and leadership challenges. In order to respond to these challenges with appropriate management and leadership development and relevant educational offerings, management education institutions in Lithuania have to comprehensively recognize specific business challen...
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