The topic addressed by this study was recruiting business professionals pursuing the Masters of Business Administration (MBA) degree to teach in business departments located at two-year community colleges. Recruitment is a task vital to organizational success and is becoming increasingly problematic for community colleges due to massive retirements among members of the post-World War II "baby-boomer" generation. The participants in this study were experienced business professionals (N = 187) completing MBA degrees at a university located in a major metropolitan area in the Midwest. The participants role-played as applicants for community college business faculty vacancies.; Each participant rated six jobs manipulated experimentally in simulated position advertisements. The design for this study was a (3 x 2 x S) factorial analysis of variance. The independent variables were starting annual salary ({dollar}34,000, {dollar}44,000, {dollar}51,000) and employer-paid health plan (individual, family). The dependent variable was a two-item composite scale for applicant rating of the job. The items were 5-point Likert-type scales (1 = not at all likely, 5 = very likely) for these two items: (a) "How likely would you be to accept an interview for the job described?" and (b) "How likely would you be to accept the job described if offered?"; The main effect for salary explained 69% of the variance in job rating. The mean scores for all salary levels were statistically different from one another. The higher the salary level, the higher the participant rated the job. The main effect for health plan explained 13% of the variance in job rating, with participants rating jobs with a family plan significantly higher than jobs with an individual plan. The two-way interaction between salary and health plan explained 3% of the variance in job rating. This was an ordinal interaction. At all levels of salary, participants rated jobs with a family plan higher than jobs with an individual plan. Implications for recruitment practice and future research are discussed.
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机译：这项研究的主题是招募具有工商管理硕士学位（MBA）学位的商业专业人士，以在两年制社区大学的商业部门任教。招聘对于组织的成功至关重要，而由于第二次世界大战后“婴儿潮”一代成员的大量退休，招聘对于社区大学而言正变得越来越成问题。这项研究的参与者是经验丰富的商务专业人士（N = 187），他们在中西部主要城市地区的一所大学完成了MBA学位。参与者扮演着社区大学商学院职位空缺的申请者的角色。每个参与者对在模拟职位广告中通过实验操作的六个工作进行了评分。这项研究的设计是（3 x 2 x S）方差的因子分析。自变量是开始的年薪（34,000美元，44,000美元，51,000美元）和雇主支付的医疗计划（个人，家庭）。因变量是该职位申请人评级的两个项目的综合量表。这两项是五点李克特式量表（1 =完全不可能，5 =非常可能）：（a）“您接受该工作的面试的可能性有多大？” （b）“如果提供的话，您接受该职位的可能性有多大？”；工资的主要影响解释了工作评级差异的69％。所有薪水水平的平均分数在统计学上彼此不同。薪水水平越高，参与者对工作的评价越高。卫生计划的主要影响解释了工作评级差异的13％，参与者对家庭计划工作的评级明显高于个人计划工作。薪水和健康计划之间的双向交互解释了工作评级差异的3％。这是一个有序的互动。在所有薪水水平下，参与者对家庭计划工作的评价都高于个人计划工作。讨论了对招聘实践和未来研究的影响。
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