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10122606

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10122606

  1. 1. Turning small business interns into applicants: The mediating role of perceived justice Presenter: Amber Liang Instructor: Dr. Pi-Ying Hsu Date: March 10, 2014 1
  2. 2. Citation Zhao, H. (2013). Turning Small Business Interns into Applicants: The Mediating Role of Perceived Justice. Journal of Business Venturing, 28(3), 443-457. 2
  3. 3. Contents Introduction Literature Review Methodology Results Conclusion Critiques and Suggestions 3
  4. 4. Introduction Background Literature Review Gap Purpose of the study Value 4
  5. 5. Background The students who choose to intern in small businesses are hesitant about working permanently. 5
  6. 6. Literature Review In the past decade, attention has been given to the recruitment-related effectiveness of such programs (Lahm & Heriot, 2009). 6
  7. 7. Gap Entrepreneurship literature examines many challenges entrepreneurs face in the new venture startup process. when been asked for their biggest businessrelated problem, entrepreneurs agree on a seemingly surprising answer, staffing. 7
  8. 8. Purpose of the study The paper is to examine how interns can be encouraged to become permanent employees in small business. Internships are a relatively low-risk approach for entrepreneurs to expand their social ties and attract prospective employees to join. 8
  9. 9. Value The study contributes to the emerging literature at the intersection of human resource management and entrepreneurship. 9
  10. 10. Literature review Research model Small business internship Job-seeking goal & intention to join Internship as a realistic job preview Perceived justice 10
  11. 11. Research model H1c Perceived justice T3 H1b Involvement T2 H1d Intention to join T3 H1a Job-seeking T1 11
  12. 12. Small business internship Internship is the “structured and career relevant work experiences obtained by students prior to graduation from an academic program.” (Taylor, 1988) 12
  13. 13. Small business internship More importantly, internships do not require longterm employment commitment on employers’ part, thus entrepreneurs can use internships as an excellent “try-before-you-buy” method of staffing. (Lahm & Heriot, 2009) 13
  14. 14. Job-seeking goal & intention to join Someone who follow temporal sequence of action phases, goal development and evaluating the outcome. (Gollwitzer et al., 2012) 14
  15. 15. Job-seeking goal & intention to join The relationship between goal intentions and lagged implementation intentions is also empirically supported. (Brandstatter et al., 2003) 15
  16. 16. Internship as a realistic job preview An assumption is certainly questionable in reality where the time lag between goal intention and action can be so long that “during this period applicants gain new information and may reevaluate their intentions”. (Carless, 2003) 16
  17. 17. Perceived justice Organization literature suggests that perceptions of justice “play central role” in explaining employees’ intentions to quit. (Dailey & Kirk, 1992) 17
  18. 18. Perceived justice Research has shown employees’ involvement in organization life increases their perception of justice. (Kanfer et al., 1995) 18
  19. 19. Hypotheses H1a: Small business interns’ pre-internship job seeking is positively related to their post-internship intention to join the organization. H1b: Small business interns’ during-internship involvement with their organization is positively related to their post-internship intention to join the organization. 19
  20. 20. Hypotheses H1c: Small business interns’ involvement with their organization is positively related to their post-internship justice perception. H1d: Small business interns’ post-internship justice perception is positively related to their post-internship intention to join. 20
  21. 21. Hypotheses H2a:The positive effect of interns’ job-seeking goal on their intentions to join is stronger among corporate interns than among small business interns. H2b:The positive effect of involvement on interns’ intentions to join is stronger among small business interns than among corporate interns. 21
  22. 22. Hypotheses H2c:The positive effect of involvement on justice perception is stronger among small business interns than among corporate interns. H2d:The positive effect of justice perception on intention to join is stronger among small business interns than among corporate interns. 22
  23. 23. Methodology Participants Instruments Procedures Data collection Data Analysis 23
  24. 24. Participants Amount 481 College students Volunteer 24
  25. 25. Instruments Question Strongly Disagree disagree Disagree some what Undeci ded Agree some what Agree Strongly agree There are some equipments and facilities available to all permanent workers but not to me. □ □ □ □ □ □ □ Point 1 2 3 4 5 6 7 25
  26. 26. Procedures T1 T2 T3 Preinternship 2 weeks into the internship 1 week after the internship 26
  27. 27. Data collection Three web surveys Total T1 T2 T3 481 124 117 104 Valid 27
  28. 28. Data analysis 1. Correlations, means, standard deviations 2. Reliability 3. Standardized path coefficients 28
  29. 29. Results Correlations, means, standard deviations 29
  30. 30. Standardized path coefficients Perceived justice T3 .52** .23* Involvement T2 .30** Intention to join T3 H1a:Small business interns’ preinternship job seeking is positively related to their post-internship intention to join the organization. Not supported .01 Job-seeking T1 H1b:: Small business interns’ duringinternship involvement with their organization is positively related to their post-internship intention to join the organization. Supported 30
  31. 31. Standardized path coefficients Perceived justice T3 .52** .23* Involvement T2 .30** Intention to join T3 H1c:Small business interns involvement with their organization is positively related to their postinternship justice perception. Not supported .01 Job-seeking T1 H1d:Small business interns’ post-internship justice perception is positively related to their post-internship intention to join. Supported 31
  32. 32. conclusion Entrepreneurs are often celebrated as heroes who depart from the crowd, but creating and managing a new venture are never a lonely game. Entrepreneurs need to recruit additional human input to staff their growing business. 32
  33. 33. Critiques & suggestions The paper didn’t mention the participants clearly. For example, the students’ gender quantity. Maybe it could be better to introduce the small business kinds that readers could understand the students’ work contents. 33
  34. 34. Thank you for your attention! 34

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