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aduate students, a study by Allen, Van Scotter, and Otondo (2004) found that the choice and use of media and media features matters in early organizational recruitment. The experiment showed that using face-to-face, video, audio, and text media to deliver a constant recruitment message influenced perceptions of features related to favorable pre-hire outcomes, attitudes regarding the organiza¬tion, and joining the organization.
Research attention has also been paid to recruit¬ment on the web. Cober, Brown, Keeping, and Levy (2004) presented a model and propositions to generate research and discussion on how job seekers are attracted to organizations on the basis of the characteristics of their corporate employ¬ment web sites. The paper posits that job seekers first react to the fac¸ade and aesthetic and playful¬ness features of an organization’s employment web site. Job seekers’ initial reactions, augmented by the system features of the web site, influence perceptions of the site’s usability. Usability and affective reactions are mediated by job seeker search behavior and web site attitude to predict applicant attraction to the organization. With increasing numbers of job seekers looking to the web as a source of employment information, it seems important for researchers to explore and for practitioners to better understand the factors and variables that affect job seeker attraction to corporate employment web sites.
Avery (2003) examined the effects of recruit-ment advertising on organization attractiveness with respect to the racial composition of employ-ees featured in the advertisements. In an effort to understand what, if any, impact advertisement diversity would have on organizational attractive¬ness to Black and White job seekers, Avery manipulated the racial composition of advertise¬ments at two hierarchical levels. He found that, for the most part, White job seekers were not affected by diversity in advertisements but Blacks were, especially when the diversity extended to Black employees in managerial-level jobs. None¬theless, there were some White job seekers who were attracted by diverse advertisements, while others were deterred by them. As the author appropriately concluded, diversity in recruitment advertising is a complex issue that is not plainly Black and White.
 
 

2.2. Environmental/contextual factors affecting staffing
Two studies have examined environmental factors related to recruitment and selection of specific groups of employees. Williamson and Cable (2003) introduced a conceptual scheme for understanding social environmental factors associated with recruiting and staffing top management teams. They found that organizations were more likely to recruit and hire top management from external sources where board of director relationships existed than where such relationships did not exist. In comparison to those outside the social network, the interfirm network was believed to supply the organization with better, more useful, and more comprehensive information and data regarding the candidate. The authors believe the study results point to the need for human resource management theory to consider and include network and insti-tutional perspectives in human resource manage-ment research.
Gong (2003) examined the likelihood of www.51lunwen.org multi-national enterprises using expatriate parent coun¬try nationals to staff culturally distant subsidiarie本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。