scholarly journals PERANAN EMOTIONAL INTELLIGENCE DAN SELF EFFICACY TERHADAP HARDINESS PADA PESERTA ORIENTASI PERSIAPAN KERJA

2019 ◽  
Vol 3 (2) ◽  
pp. 465
Author(s):  
Sufarita Sufarita ◽  
Riana Sahrani ◽  
Rahmah Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Selection Process ◽  
Stressful Situation ◽  
Process Sequence ◽  
Employment Preparation ◽  
Selection Processes ◽  
Regular Selection ◽  
Recruitment And Selection

Pada umumnya untuk memperoleh pekerjaan individu melalui rangkaian proses rekrutmen dan seleksi. Salah satu bagian dari rangkaian proses tersebut di Perusahaan X dilakukan orientasi persiapan kerja (OPK). Tahapan OPK ini dapat menjadi situasi yang penuh tekanan bagi para peserta. Untuk dapat berhasil menghadapi tekanan tersebut, individu harus memiliki hardiness yang tinggi. Dua hal yang dapat mempengaruhi hardiness individu adalah emotional intelligence dan self-efficacy. Penelitian ini bertujuan untuk mengetahui peranan emotional intelligence dan self-efficacy terhadap hardiness pada peserta OPK. Partisipan penelitian merupakan peserta OPK dengan karakteristik mengikuti proses seleksi reguler sebanyak 368 partisipan. Penelitian ini menggunakan metode kuantitatif dengan multiregression analysis. Hasil analisis data menunjukkan bahwa emotional intelligence dan self-efficacy secara bersama-sama berperan terhadap hardiness sebesar 25,9% serta secara terpisah emotional intelligence berperan terhadap hardiness sebesar 22,2% dan self-efficacy berperan terhadap hardiness sebesar 21,8%. Berdasarkan penelitian ini disimpulkan bahwa emotional intelligence dan self-efficacy memiliki peranan terhadap hardiness pada peserta OPK. As part of job hiring, individuals must complete a series of recruitment and selection processes. One part of the process sequence is an employment preparation program (EPP). This stage of EPP can be a stressful situation for the participants. To be able to successfully deal with these pressures, individuals must have high hardiness. Two things that could affect individual hardiness are emotional intelligence and self-efficacy. This study aims to determine the contribution of emotional intelligence and self-efficacy on the hardiness of Participants of EPP. The research participants were participants in the EPP who are recruited by the regular selection process instead of a pro hire program or master’s scholarship. This study uses a quantitative method with multi-regression analysis. The results of data analysis showed that emotional intelligence and self-efficacy had a role on hardiness, (22,2% and 21,8%) respectively.  It could be seen that emotional intelligence had a greater role on hardiness than self-efficacy of hardiness. Based on this study it was concluded that if emotional intelligence and self-efficacy of participants of EPP has a role on their hardiness.

scholarly journals The role of interviewers in job effective recruitment and selection processes

2015 ◽  
Vol 4 (1) ◽  
pp. 224-229
Author(s):  
Kola Odeku
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Unethical Practices ◽  
Mind Set ◽  
Recruitment And Selection

Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the interview. This may impact on the reasoning and judgements of the selector and the panellists, thus influencing the decisions of the selector. A brilliant and well performed applicant may be found unqualified Ineffective selection and recruitment processes are increasingly affecting employers by denting their cooperate image and sometimes being subjected to vicious legal battles in courts. This article examines the problems associated with prejudices and unethical practices during selection processes particularly by the recruiters and selectors. It points out that panellists must be properly scrutinised before they are appointed to be part of any selection process and that they should disclose any interest, prejudices, bias and so on that could affect the outcome of the process. It is argued that any member of the panel who is found to have compromised his or her position in any selection processes should be punitively sanctioned.

scholarly journals Improving Diversity in Pediatric Residency Selection: Using an Equity Framework to Implement Holistic Review

2021 ◽  
Vol 13 (2) ◽  
pp. 195-200
Author(s):  
Jyothi Marbin ◽  
Glenn Rosenbluth ◽  
Rachel Brim ◽  
Edward Cruz ◽  
Alma Martinez ◽  
...  
Keyword(s):  
San Francisco ◽  
Selection Process ◽  
Mitigation Strategies ◽  
Effective Strategies ◽  
Pediatric Residency ◽  
Selection Processes ◽  
Holistic Review ◽  
Residency Selection ◽  
Recruitment And Selection ◽  
Residency Application

ABSTRACT Background Many programs struggle to recruit, select, and match a diverse class of residents, and the most effective strategies for holistic review of applications to enhance diversity are not clear. Objective We determined if holistic pediatric residency application review guided by frameworks that assess for bias along structural, interpersonal, and individual levels would increase the number of matched residents from racial and ethnic groups that are underrepresented in medicine (UiM). Methods Between 2017 and 2020, University of California San Francisco Pediatrics Department identified structural, interpersonal, and individual biases in existing selection processes and developed mitigation strategies in each area. Interventions included creating a shared mental model of desirable qualities in residents, employing a new scoring rubric, intentional inclusion of UiM faculty and trainees in the selection process, and requiring anti-bias training for everyone involved with recruitment and selection. Results Since implementing these changes, the percentage of entering interns who self-identify as UIM increased from 11% in 2015 to 45% (OR 6.8, P = .008) in 2019 and to 35% (OR 4.6, P = .035) in 2020. Conclusions Using an equity framework to guide implementation of a pediatric residency program's holistic review of applications increased the numbers of matched UiM residents over a 3-year period.

scholarly journals Application of social networks in the process of recruiting and selecting personnel in the SME sector of Villavicencio, Colombia

Perspectivas ◽  
2020 ◽  
Vol 11 (1) ◽  
pp. 219-236
Author(s):  
Robert Osorio Perdomo ◽  
Keyword(s):  
Social Networks ◽  
Small And Medium Enterprises ◽  
Selection Process ◽  
Important Place ◽  
Selection Processes ◽  
Management Processes ◽  
Recruitment And Selection ◽  
Medium Enterprises ◽  
Managerial Level ◽  
The City

Product of the imminent revolution and technological innovation of the era, as well as the constant reinvention of the human talent management processes, the use of Social Networks has taken an important place in the recruitment and selection processes, allowing the location of best candidates and making them part of the growth processes of organizations. This article aims to show the level of appropriation of this strategy in small and medium enterprises –SME– in the city of Villavicencio. For this, the information provided by 60 SME companies was used, through a census study, applying a survey model in collaborators of the managerial level of Human Resources of the organizations. The results obtained allowed detailed description, analysis and contributions to be made in the processes of the use and application of social networks in the recruitment and selection process.

scholarly journals BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA

2020 ◽  
pp. 128-139
Author(s):  
Arturs Mons ◽  
Velga Vevere
Keyword(s):  
Online Survey ◽  
Selection Process ◽  
Current Paper ◽  
Primary Data ◽  
Selection Methods ◽  
Recruitment Methods ◽  
Survey Form ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Selection Practices

The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.

scholarly journals Recruitment and selection process of higher education sector and its impact on organizational outcomes

2016 ◽  
Vol 5 (4) ◽  
pp. 79
Author(s):  
Ayesha Yaseen
Keyword(s):  
Higher Education ◽  
Effective Teachers ◽  
Selection Process ◽  
Secondary Data ◽  
Organizational Outcomes ◽  
Education Sector ◽  
Political Factors ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
University Lecturers

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs. 

scholarly journals Can I show my skills? Affective responses to artificial intelligence in the recruitment process

2022 ◽  
Author(s):  
Alina Köchling ◽  
Marius Claus Wehner ◽  
Josephine Warkocz
Keyword(s):  
Artificial Intelligence ◽  
Adverse Reactions ◽  
Selection Process ◽  
Affective Response ◽  
Affective Responses ◽  
Organizational Attractiveness ◽  
Recruitment Process ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Video Interview

AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

scholarly journals Proses Pencapaian Self Efficacy pada Mahasiswa Tunanetra

2020 ◽  
Vol 5 (4) ◽  
pp. 210
Author(s):  
Raiza Aulia ◽  
Duta Nurdibyanandaru
Keyword(s):  
Self Efficacy ◽  
Cognitive Process ◽  
Selection Process ◽  
Process Selection ◽  
Structured Interviews ◽  
Selection Processes ◽  
Affective Processes ◽  
Affective Process ◽  
Blind Students

<p><em>Abstrak</em> - <strong>Penelitian ini bertujuan untuk mengetahui proses pencapaian <em>self efficacy </em>mahasiswa tunanetra, dengan mendeskripsikan proses pencapaian <em>self efficacy </em>mahasiswa tunanetra yaitu proses kognitif, proses motivasi, proses afektif, dan proses seleksi. Empat proses pencapaian <em>self efficacy </em>tersebut menunjukkan peristiwa yang terjadi dalam individu memengaruhi situasi seperti kondisi emosional yang mementingkan diri sendiri daripada pengaruh orang lain [16]. Penelitian ini menggunakan pendekatan kualitatif desain studi kasus dengan teknik pengumpulan data melalui wawancara semi-terstruktur dan analisis data menggunakan teknik analisis tematik. Hasil penelitian ini menunjukkan ketiga partisipan memiliki proses yang berbeda. Dua partisipan laki-laki mengalami tahapan yang sama yaitu proses motivasi, proses kognitif, proses afektif dan proses seleksi. Pada partisipan perempuan tahapannya yaitu proses motivasi, proses kognitif, proses seleksi dan proses afektif.</strong></p><p><em>Abstract</em> – <strong>This study aims to determine the process of achieving self-efficacy of blind students, by describing the process of achieving self-efficacy of blind students, namely cognitive processes, motivational processes, affective processes, and selection processes. The four processes of achieving self-efficacy show that events that occur in individuals affect situations such as emotional conditions that are selfish rather than the influence of others [16]. This study uses a qualitative case study design approach with data collection techniques through semi-structured interviews and data analysis using thematic analysis techniques. The results of this study indicate the three participants have different processes. Two male participants experienced the same stages, namely the motivation process, cognitive process, affective process, and selection process. In female participants, the stages are motivation process, cognitive process, selection process, and affective process.</strong></p><p><strong><em>Keywords</em></strong> - <em>Self Efficacy, Child with Special Need, Blind Student</em></p>

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

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