سارة مانع مانع أحمد

مجال
التميز

تميز دراسي وبحثي وإبداع علمي

البحوث المنشورة

البحث (1):

عنوان البحث:

Applicant reactions in Saudi Arabia:
Organizational attractiveness and core-self evaluation

رابط إلى البحث:

Click here

تاريخ النشر:

01 Jun 2012

موجز عن البحث:

This paper reports findings from a survey
into applicant reactions of working adults in Saudi Arabia. A sample of 193
participants from four job functions was obtained, with measures of
organizational attractiveness, core-self evaluation, and applicant reactions
to four popular selection methods in the country – interviews, résumés, work
sample tests, and references – being included. Findings indicate a notably
similar pattern of preference reactions to previous studies in other
(Western) countries, affirming arguments for so-called reaction
generalizability. Work sample tests were rated the most favorably followed by
interviews, résumés, and references. For specific procedural dimensions,
résumés were perceived as the most favorable, followed by work sample tests,
interviews, and references. Several significant differences were found across
job functions, mostly for interviews and résumés. Significant effects were
found between reactions and organizational attractiveness, and between
reactions and core-self evaluation, including some interaction effects.
Implications for future research and for practice in employee selection are
considered in the conclusion.

البحث (2):

عنوان البحث:

Handbook of Industrial, Work and Organizational (IWO) Psychology.

APPLICANT PERSPECTIVES ON EMPLOYEE SELECTION SYSTEMS

رابط إلى البحث:

Click
here

تاريخ النشر:

January 2016

موجز عن البحث:

The field of
applicant reactions has grown since the introduction of the original
applicant reactions models over 20 years ago. In this chapter, we describe
the theoretical basis for applicant reactions research. We further summarize
the empirical findings about the antecedents and moderators of applicant
reactions in affecting a range of outcomes and which selection procedures are
preferred by applicants. We also describe similarities and differences in
applicant reactions cross-nationally and summarize the indings on test-taking
dispositions.

We conclude with a
discussion of future research directions in light of changes in selection practice
and provide recommendations for organizations.

المؤتمرات العلمية:

المؤتمر (1):

عنوان المؤتمر:

The annual conference of the Division of Occupational
Psychology

تاريخ الإنعقاد:

11-12 Jan 2012

مكان
الإنعقاد:

Chester, UK

طبيعة المشاركة:

Paper presentation

عنوان المشاركة:

Applicant reactions in Saudi Arabia:
Organizational attractiveness, core self-evaluation and gender differences.

ملخص المشاركة:

This study reports the findings from a
survey into applicant reactions to selection methods, organizational
attractiveness and core-self-evaluation (CSE) with a sample of 193
participants from Saudi Arabia. The results show similar patterns with
previous studies reporting on samples from Western countries on applicant
reactions. Yet, several differences were found across gender and job
function. Additionally, applicant reactions were related to organizational
attractiveness and CSE.

المؤتمر (2):

عنوان المؤتمر:

The 28th annual conference of the
International Congress of Applied Psychology

تاريخ الإنعقاد:

July 2014

مكان
الإنعقاد:

Paris, France

طبيعة المشاركة:

Paper presentation

عنوان المشاركة:

Fairness Reactions to Internet-Based
Selection Procedures (IBSPs). In Symposium session by D. D. Steiner (Chair),
titled Organizational Justice: Theoretical Advances Serving Application.

ملخص المشاركة:

Advances in information technology have
significantly changed personnel recruitment and selection practices. Despite
recent reviews and studies into new technology in personnel recruitment and
selection, applicant reactions’ research to Internet-Based Selection
Procedures (IBSPs) remains notably sparse and has lagged far behind these
rapid shifts in practice (Anderson, 2003; Selden & Orenstein, 2011).
Gilliland (1993) presented a model of applicant reactions applying
organizational justice theory to personnel selection, which has guided
research in this area for more than two decades. The present study builds
upon Gilliland’s (1993) justice based model to examine applicants’ fairness reactions
to IBSPs (i.e. online applications, online tests and online interviews), and
the determinants and outcomes of their reactions. 343 job applicants,
applying for different jobs at a placement and career centre in the UK,
participated in this study. The results showed that applicants with lower
privacy concerns reported higher procedural justice perceptions of online
applications and online tests, but not for online interviews. Also,
applicants with higher Internet knowledge reported higher procedural justice
perceptions of the three IBSPs. In addition, procedural justice perceptions
of all IBSPs were positively related to organizational attractiveness and
organizational trust, and negatively related to litigation intentions.
Further analyses were conducted to test the mediating role of procedural
justice. Procedural justice of online applications fully mediates the
relationships between privacy concerns and both organizational attractiveness
and organizational trust, whereas procedural justice of online tests fully
mediates the relationship between privacy concerns and organizational trust
but only partially mediates the relationship between privacy concerns and
organizational attractiveness. Regarding litigation intentions, we found that
both privacy concerns and Internet knowledge only have negative indirect
effects on litigation intentions via procedural justice of IBSPs.
Furthermore, the relationships between Internet knowledge and both
organizational trust and attractiveness were partially mediated by procedural
justice of the IBSPs. Implications for practice and future research are
considered in the conclusion.

المؤتمر (3):

عنوان المؤتمر:

The 29th annual conference of the Society
of Industrial and Organizational Psychology,

تاريخ الإنعقاد:

May 2014

مكان
الإنعقاد:

Honolulu, USA.

طبيعة المشاركة:

Poster presentation

عنوان المشاركة:

Privacy and Fairness Perceptions of
Internet-Based Selection Procedures

ملخص المشاركة:

This paper examines perceptions of privacy
and fairness reactions to Internet-Based Selection Procedures (IBSPs).
Additionally, possible cross-cultural differences between Saudi Arabia and
the UK regarding these constructs and the role of Internet knowledge are
investigated. Results suggest that privacy perceptions may positively affect
reluctance to submit data over the Internet. Moreover, several differences
were observed between Saudi and UK respondents. Respondents possessing higher
Internet knowledge have higher overall privacy concerns in the Saudi sample.
Also, the UK respondents with higher overall privacy perceptions have lower
fairness perceptions of IBSPs whereas no significant relationship was found
for the Saudi respondents.

المؤتمر (4):

عنوان المؤتمر:

The 29th annual conference of the Society
of Industrial and Organizational Psychology,

تاريخ الإنعقاد:

May 2014

مكان
الإنعقاد:

Honolulu, USA.

طبيعة المشاركة:

Paper presentation

عنوان المشاركة:

Cross-Cultural Examination of Applicant
Reactions to Online Selection Procedures. In Symposium session by M. A.
Baysinger (Chair), titled Understanding Applicant Fairness Perceptions:
Moderators, Mediators, and Contextual Influences.

ملخص المشاركة:

This study explores the differences in
fairness reactions to three online selection methods OSMs in Saudi Arabia and
the UK. Using an established methodology and from a sample of job applicants
(n= 1106), results showed that Saudi and the UK applicants had similar
reactions to OSMs, although some significant differences in procedural
justice dimensions were found but they were in terms of magnitudes of the
effects rather than in their quality. Moreover, computer experience
significantly positively correlated with favorability and overall procedural
justice of OSMs, whereas computer anxiety significantly negatively correlated
with procedural justice of OSMs in both countries.  

المؤتمر (5):

عنوان المؤتمر:

The 30th annual conference of the Society
of Industrial and Organizational Psychology.

تاريخ الإنعقاد:

23-25 April 2015

مكان
الإنعقاد:

Philadelphia, USA

طبيعة المشاركة:

Paper presentation

عنوان المشاركة:

Applicant reactions to Internet-Based
Selection Procedures. In symposium session by M. B. Hararia and C.
Viswesvaranb (Chair), titled Applicant Reactions to Selection Procedures: New
Developments and Prospects.

ملخص المشاركة:

Advances in information technology have
transformed the practice of personnel selection, with internet-based
selection procedures (IBSPs) now being widely implemented (Konradt, Warszta,
& Ellwart, 2013).  In this paper,
technological factors and openness to experience have been incorporated into
Gilliland’s (1993) justice-based model of applicant reactions in order to
account for applicant reactions to IBSPs. 
Specifically, this research assessed reactions to online applications,
online tests, and online interviews. 
Results indicated that openness to experience and privacy concerns
were related to applicant reactions to IBSPs.

جوائز التكريم:

الجائزة (1):

مسمى الجائزة:

The best year two papers award

الجهة المانحة:

The BBS Doctoral Symposium, March
2012, Brunel University, UK

تاريخ الجائزة:

28 Mar 2012

مجال التكريم:

Selection in the Information Age: Applicant
reactions to Internet-based selection procedures.

الجائزة (2):

مسمى الجائزة:

The best year three papers award

الجهة المانحة:

The BBS Doctoral Symposium, March 2014,
Brunel University, UK.

تاريخ الجائزة:

26 Mar 2014

مجال التكريم:

Progression through ranks: A longitudinal
assessment of employee reactions to promotion.

الجائزة (3):

مسمى الجائزة:

2nd place at the 3 Minutes Thesis competitions 2015

الجهة المانحة:

The College of Business and Social
Sciences, Brunel University, UK

تاريخ الجائزة:

26 Feb 2015

مجال التكريم:

The Three Minute Thesis (3MT©) is research
communication competition, first developed at the University of Queensland,
which challenges researchers to present their work to a non-specialist
audience in just three minutes, using a single slide and no props or jargon.
Participation encourages the development of academic, presentation and
research communication skills.

الجائزة (4):

مسمى الجائزة:

One of Brunel University London’s
Remarkable Women 2015

الجهة المانحة:

Vice-Chancellor & President

تاريخ الجائزة:

12 Feb 2015

مجال التكريم:

Brunel’s Remarkable Women’s award was
established by the Equality Office in order to acknowledge the contributions
of Brunel women who have had a positive impact on the lives of other people
at the University.