A Qualitative Study of the Recruiting of Men and Women for Sales Positions in Turkey

Pinar, Musa; Eser, Zelıha; Hardin, J. Russell

doi:10.1007/s11199-007-9309-y

Cited by 11 publications

(10 citation statements)

References 23 publications

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“…Although quantitative research clearly dominates the field of personnel selection, a general trend can be discerned in management/industrial and organizational psychology, that is qualitative articles are becoming more common (Bluhm, Harman, Lee, & Mitchell, 2011; for examples in the selection field, see König, Jöri, &Knüsel, 2011, andPinar, Eser, &Hardin, 2007). The attractiveness of qualitative approaches lies in their ability to generate rich data, unique insights, and new theoretical arguments (Lee, Mitchell, & Sablynski, 1999).…”

Section: Grounded Theory: An Overviewmentioning

confidence: 99%

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

König

Merz

Trauffer

2012

Int J Selection Assessment

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Many practitioners fear that applicants will fake if they are asked to fill out a personality test. Although this fear has inspired much research, it remains unknown what applicants think when they fill out a questionnaire. Thus, we conducted a qualitative interview study that was guided by grounded theory principles. We interviewed (a) real applicants directly after filling out a personality test; (b) real applicants who had filled out a personality test in their past job hunt; (c) hypothetical job applicants whom we asked to imagine being an applicant and to fill out a personality test; and (d) hypothetical applicants who had much experience with personality tests. Theoretical saturation was achieved after interviewing 23 people. A content analysis showed that much is going on in applicants' minds – that which is typically subsumed under the expression ‘faking’ actually consists of many facets. In particular, participants assumed that the interpretation of their responses could be based on (a) the consistency of their responses; (b) the endorsement of middle versus extreme answers; and (c) a certain profile, and these assumptions resulted in corresponding self‐presentation strategies. However, these strategies were not used by all participants. Some answered honestly, for different reasons ranging from honesty as a personality trait to the (false) belief that test administrators can catch fakers. All in all, this study questions whether measuring mean changes in classical faking studies captures all important facets.

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Section: Grounded Theory: An Overviewmentioning

confidence: 99%

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

König

Merz

Trauffer

2012

Int J Selection Assessment

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“…A recent study by Pınar, Eser and Hardin (2007) provided some insights into the gender effect on the recruitment of salespeople in Turkey. These insights are: (1) there is no apparent or noticeable recruiter-recruit gender effect (or bias) on recruiting decisions for sales positions in the industries that were studied.…”

Section: Women In the Turkish Economymentioning

confidence: 99%

“…Both male and female recruiters seem to prefer female applicants because of their expected selling effectiveness. In addition, Pınar et al (2007) found that target-market gender had a mixed effect on the selection of applicants. In some cases, female applicants were selected regardless of the gender of the target market.…”

Section: Women In the Turkish Economymentioning

confidence: 99%

The Gender Effect on Managing Salespeople: Business Students’ Perceptions in Turkey

Pinar¹,

Eser²,

Hardin³

2010

boun

Self Cite

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This study investigates the gender effect of a male versus a female manager in terms of business students' preferences in working for, being trained by, being motivated by, and being rewarded by one or the other. Based on 328 questionnaires, the results for the entire sample, as well as male and female subsamples, demonstrate the existence of a gender effect for all but one aspect of managing salespeople. Also, comparisons of male students to female students reveal significant differences between perceptions of the two genders in terms of the training and motivating functions. The study found that the subjects as a whole, as well as the male and female subsamples, have a preference for male managers over female managers. The findings of this study could have implications for developing and managing an effective sales force and it could also have implications for academics in preparing students for successful sales careers.

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“…• The gender pay gap (Akder, 2003;Kasnakoglu & Dayioglu, 1997;Pinar, Eser, & Hardin, 2007). • Perhaps also a discouraged worker effect.…”

Section: Introductionmentioning

confidence: 99%

Gender Equality in Employment in Turkish Legislation with Comparisons to EU and International Law

Bakirci¹

2010

Journal of Workplace Rights

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A Qualitative Study of the Recruiting of Men and Women for Sales Positions in Turkey

Cited by 11 publications

References 23 publications

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

What is in Applicants' Minds When They Fill Out a Personality Test? Insights from a qualitative study

The Gender Effect on Managing Salespeople: Business Students’ Perceptions in Turkey

Gender Equality in Employment in Turkish Legislation with Comparisons to EU and International Law

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