Proactive career management for female health professionals: a scoping review protocol.

INTRODUCTION: Many women in frontline healthcare positions face work demands that are incompatible with their needs and aspirations, resulting in poorer work satisfaction and engagement, and greater probability of leaving their jobs. Proactive career management is associated with elevated well-being and career success but may not be accessible to female health professionals who encounter social, cultural and structural barriers. The complex and diverse nature of proactive career management and absence of a comprehensive review on the topic necessitates a synthesis of extant literature. This study aims to identify (i) proactive career management behaviours and activities among female health professionals and (ii) outcomes of proactive career management initiatives. This study will contribute to a larger study on encouraging proactive career management behaviours among Singapore female health professionals. METHODS AND ANALYSES: Scoping review is used as our method of evidence synthesis to provide a comprehensive overview of all available constructs and markers of interest. This study started in January 2022. Original research, reviews, short reports, letters, methodologies and case studies relevant to our objectives will be examined with guidance from Arksey and O'Malley's framework. The literature contained in scientific databases and grey literature sources will be thoroughly searched. Two independent reviewers will screen citations for eligibility and extract data from the included articles. Extracted data will be narratively synthesised by two independent reviewers using Braun and Clarke's six steps of thematic analysis. We will observe the Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews standards in reporting the results. An advisory panel will provide insights on the applicability of the results to negate confirmation bias. ETHICS AND DISSEMINATION: Ethics clearance is not required. Dissemination plans include peer-reviewed journal publication and conference presentations. REGISTRATION DETAILS: This review was registered on open science framework (Registration DOI: https://doi.org/10.17605/OSF.IO/2SY8V).

Influencing how one is seen by potential talent: Organizational impression management among recruiting firms.

This paper investigates how employers influence the beliefs, attitudes, and behaviors of potential talent as part of a process of Organizational Impression Management (OIM) during the recruitment process. Several studies were conducted seeking to address the lack of empirical research on what recruiters do to manage organizational images. Study 1 developed and validated an empirical measure of OIM. Study 2 demonstrated that OIM tactics were distinct from other phenomena encountered by job seekers as part of the recruitment process. Study 3 established predictive validity by investigating the impact of OIM on organizational images and attraction in a field experiment setting. Implications for future research in OIM, as well as recruiting organizations in the practice of OIM, are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Affective influences in person-environment fit theory: exploring the role of affect as both cause and outcome of P-E fit.

Person-environment (P-E) fit theory is a general framework that has been used extensively to understand thinking and behavior in organizations. However, recent research has highlighted several important issues that compromise understanding of the P-E fit construct. First, it is widely assumed that affect is only an outcome of P-E fit. Second, understanding of the antecedents to P-E fit is severely limited. Third, the non correspondence between objective and subjective fit components has typically not been accounted for. In a bid to address these issues, the author presents an expanded model of P-E fit and argues for and explicates a more important role for work-based affect (i.e., moods, emotions, and affective attitudes that are experienced at work) in P-E fit theory. Two competing perspectives (affective consistency and hedonistic) are proposed to account for why work-based affect can be a cause of P-E fit. This expanded model of P-E fit improves understanding of how P-E fit is actually experienced and managed as a result of individuals' affective experiences at work.

Managing job seekers' organizational image beliefs: the role of media richness and media credibility.

In this article, the authors assessed job seekers' organizational image beliefs before and after they experienced 3 recruitment media. The authors examined whether perceptions of media richness and credibility were related to improvements in the correspondence between job seekers' image beliefs and firms' projected images. Both media richness and credibility perceptions were associated with correspondence between job seekers' image beliefs and firms' projected images. However, results revealed that richness and credibility perceptions were likely to enhance job seekers' initial beliefs about firms' images when their beliefs were positive but did not diminish job seekers' beliefs about firms' images when their initial impressions were too positive.