Kang Yang Trevor Yu’s research while affiliated with Nanyang Technological University and other places

Our five presentations aim to address issues to do with AI research in the field of HR by providing evidence from varied but rigorous approaches into studying the subject matter. In so doing, this symposium will help to set the course for future research on AI in HR by highlighting overlooked phenomena and presenting evidence from novel contexts. Specifically, the symposium reveals the significant potential for future researchers to advance the field by building theories grounded in novel and relevant HR-specific phenomena, coupled with methodological innovations in design and measurement approaches tailored to the study of such phenomena.

This chapter presents a review of research on the intersection between employer branding and employee recruitment within the last decade. We summarize research findings on how employer branding is shaped by factors across domains and levels, and how it influences prehire outcomes in the form of attributes, perceptions, and behaviors. Our review also discusses theories, frameworks, and methodological designs that are most represented in the literature reviewed. We accompany our review with a list of measures used to assess key employer branding constructs to aid future research. Finally, we reflect upon the implications of such research and its findings for practitioners, eventually concluding by identifying the areas in most urgent need of research on this topic.

Human trust is believed to be a critical precondition of successful AI implementations in the age of artificial intelligence (AI). However, there is a lack of consensus on the definition, operationalization, and measurement of AI-based trust across different associated fields of research. In this paper, we aim to add more clarity to current research on trust in AI with an integrative review and a meta-analysis. First, an integrative review based on 113 papers was conducted. The review summarizes conceptualizations and measurements of trust in AI across communities of practice, as well as generates a framework of antecedents of trust in AI. Then, a meta-analysis was conducted to quantitatively summarize the empirical findings relating trust in AI to these antecedents. Our analysis differentiates between AI-, human-, and context-related factors. A total of 48 included studies comprising 243 effect sizes were meta-analyzed. The moderating effects of AI embodiment (robotic, virtual, embedded), measurement (attitude, intention, behavior), and two study descriptors (i.e., study design and study setting) were also explored. Implications, limitations, and future directions of the review efforts are further discussed.

The powerful effects of electronic word-of-mouth on employer branding and prehire outcomes have made it incumbent on employers to formulate effective responses to employer reviews on social media. By integrating research on organizational impression management and online customer service recovery, our research adds insight into different types of responses and their effects on potential job seekers. We employed text mining techniques to first identify distinct types of employer responses to positive and negative reviews observed on a major social media platform. Findings from our experiment based on vignettes created from topic modeling suggest that responding to reviews had significant positive effects on organizational attraction, and responding to negative reviews specifically resulted in additional significant positive effects on intentions to apply and employer reputation. Drawing on signaling theory, we further uncover that such responses improved perceptions of organizational competence, warmth, and sincerity when potential applicants read reviews with an employer response (versus no response). Warmth, in particular, mediated the effect of responses on both attraction and application intentions. We also found apologies to be the most effective response to negative reviews and exemplification to be the most effective response to positive reviews. Taken as a whole, our study suggests that organizations should invest in responding strategically to online reviews by employees, past and present.

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 ).

Effective recruitment of talent remains extremely critical. As part of Personnel Psychology's 75‐year anniversary celebration, we review the state of recruitment research, emphasizing the journal's extensive contributions to this literature. Specifically, we review contributions and opportunities in terms of the recruitment outcomes that have been studied, theoretical progress that has occurred, and methodologies that have been employed to inform scholarship and practice. Throughout, we particularly highlight trends that have occurred over the years in the pages of Personnel Psychology. We conclude with several implications for practice and directions for ongoing recruitment research. This article is protected by copyright. All rights reserved

This article introduces the special issue in Human Resource Management featuring employer branding and talent acquisition. We provide a brief history of talent acquisition and introduce an employer branding approach to this process, especially emphasizing the potential of this approach for building competitive advantage. The challenges of employer branding on social media in the digital age are also highlighted. We then introduce the five papers contained in this issue, each representing a variety of levels of analysis, theoretical perspectives, environmental contexts, and methodological and design approaches to scholarly investigations on this topic. Our introduction concludes with a list of research questions characterizing an agenda for future research based aroundthe themes of (i) macro contextual effects; (ii) strategic employer branding; (iii) psychology and processing of employer brands; (iv) role the time; and (v) methods and approaches.

We investigate how individuals process electronic word‐of‐mouth (eWOM) about jobs and employers on social media. Employing eye‐tracking methodology, our study investigated: (1) the cognitive processing of positive and negative eWOM hosted on social media; (2) the factors influencing job seekers' cognitive processing of eWOM; and (3) the factors influencing perceptions of the credibility of eWOM as a source of employer information. Our results suggest the following. First, job seekers devote more attention to negative compared with positive eWOM. Second, existing employer knowledge in terms of familiarity and reputation influences how positive and negative eWOM are processed. Lastly, employer reputation and job search effort enhance one's perceptions of the credibility of eWOM. Overall, this research provides insights into the cognitive processing of online employer information and its implications for job search, recruitment, and employer branding.