Via Scoop.it – personnel psychology
Insensitive, disrespectful or rude behavior by employees is rampant in US workplaces, yet consumers fail to report the offending workers and instead take their business elsewhere, researchers report in the latest edition of the Journal of Service Research.
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Via Scoop.it – personnel psychology

Finding a job in today’s economy is difficult in the best of circumstances, but many women are facing an even bigger challenge: returning to the workforce after a long absence. Researchers recently looked at the characteristics on older women’s resumes that received the most success in securing job interviews. The top characteristic that resulted in job interviews for middle-aged women seeking an entry level job was vocational or computer training, according to the study in the Journal of Career Development (JCD).
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Via Scoop.it – personnel psychology

Between May 26, 2011 and Aug. 24 2011, more than 1,000 new ads for HR occupations have included requirements for social media skills, nearly a 160 percent increase over the same period in 2010, according to WANTED Analytics.The firm, which collects detailed hiring-demand data, said those skills include being able to develop new recruiting strategies and source talent by using the Internet and social networking sites. Those candidates looking for social media HR jobs need to be abreast of new, innovative sourcing techniques and recruitment best practices and know how to utilize web searches, apps, job boards and social media sites to create community and generate leads. Candidates for these HR jobs should do more than tweet job openings or scour LinkedIn or Facebook pages in hopes of finding talent.WANTED said companies are looking for candidates who can:Direct web traffic to corporate career sites through social media channels.Proactively identify and attract passive talent through inexpensive sources such as social media.Build and maintain a pipeline of prospects through networking and social media research, while maintaining a “robust LinkedIn profile.”Learn and create Boolean search strings and perform advanced search techniques.Assist in placing employment ads to appropriate sources, to include websites, social media and other sources.
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Via Scoop.it – Greek HR

Δισεκατομμυριούχος με μισθό ένα δολάριο το χρόνο. Ο ίδιος, χαριτολογώντας σχολίαζε ότι αμείβεται με 50 cents απλά για να εμφανίζεται στο γραφείο και με άλλα 50 για την απόδοσή του. Με αμφιλεγόμενη προσωπικότητα, ορκισμένους εχθρούς αλλά αδιαμφισβήτητες επαγγελματικές επιτυχίες, o Steve Jobs πριν από μερικές ημέρες παραιτήθηκε από το «τιμόνι» της Apple. Η επιστολή αποτελεί ένα σπουδαίο δείγμα λακωνικής ανακοίνωσης διότι μόλις σε 143 λέξεις (αγγλικά) εξηγεί το λόγο (υγεία), προτείνει τη διάδοχη κατάσταση (Tim Cook), δίνει ψήφο εμπιστοσύνης στην κουλτούρα και τη συνέχεια της εταιρείας (οι καλύτερες μέρες της Apple έπονται) και αναγνωρίζει την αξία των ανθρώπων (έκανα φίλους, τους ευχαριστώ, ήταν τιμή μου να εργάζομαι μαζί τους).
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Personnel Review | The role of silence on employees’ attitudes “the day after” a merger.

Purpose – This paper aims to explore the role of organizational silence and trust on employees’ attitudes in a post-merger stage.

Design/methodology/approach – The results of two independent studies are presented; participants completed measures of organizational trust, organizational silence and merger attitudes (organizational commitment and employee satisfaction) a few months following the announcement of the merger. Hierarchical regression analyzes were used to explore the hypotheses.

Findings – The results show that organizational trust is negatively related to organizational silence and positively to merger attitudes. Further, the significant role of organizational silence in a post-merger state was also identified through the negative relationships with merger attitudes, but mainly through the significant mediating effect of silence between organizational trust and merger attitudes.

Research limitations/implications – The study used self-report measures, but necessary actions were taken in order to reduce the effect of common method variance. Therefore, it should be cross-validated with different research designs (e.g. longitudinal research) in other countries.

Practical implications – The findings provide further support on the significance of organizational silence in work settings, especially at major organizational turnarounds.

Originality/value – The most significant contribution of the study is that it explores for the first time the role of organizational silence in a post-merger stage and its relationship to organizational trust.