by Wera Aretz
Issues of personnel psychology and their empirical findings have gained significance in both academic and practical circles against the backdrop of demographic change (e.g. Achouri, 2010; Kühlmann & Stahl, 2001), the increasing shortage of qualified applicants (lack of skilled employees) and the digitalisation of the world of work (e.g. DGFP [German Association for Personnel Management], 2011; Steiner, 2009). The current challenge for business psychologists lies in reacting to these changes and offering sound recommendations for action that can be implemented in practice. Issues such as making employees loyal to companies, establishing an attractive employer image (employer branding) and verifying the effectiveness and efficiency of recruitment channels for attracting new employees must be tackled in light of the changes (Weitzel, Eckhardt, Maier, Laumer, von Stetten & Guhl, 2012).
Considering the latest surveys, it also becomes clear that human resources management in companies is facing complex tasks, which are mainly focused on recruiting new employees and retaining existing ones: according to a current survey of German SMEs, 91% of the 1,000 companies questioned plan to recruit new employees this year although they are expecting that one in two posts will only be filled with great expense or effort, or will remain vacant (Weitzel, Eckhardt, Maier, Laumer, von Stetten & Guhl, 2012).
The latest issue of the Journal of Business and Media Psychology deals with five current business-psychology-related issues connected with personnel psychology: the acceptance of conventional and innovative recruitment methods by applicants, the significance of intelligence tests and personality-specific constructs such as organisation-based self-esteem and the possibilities of measuring this, the significance of organisational culture, the possibilities of measuring this and changes thereto on a German scale, and the significance of art sponsorship as a means of shaping a company’s image. The latest issue of the JBMP thus focuses on some of the key fields of action previously addressed in personnel and organisational psychology. The authors of the following articles offer causal analyses and approaches for explaining and finding solutions to the various issues:
(1) Personalmarketing aus Bewerbersicht: Nutzung und Bewertung von Meinald T. Thielsch, Lisa Träumer, Leoni Pytlik & Uwe Peter Kanning
(2) Organization-based self-esteem scale – adaptation in an international context von Uwe Peter Kanning & Anka Hill
(3) Misst gut, ist gut? Vergleich eines abstrakten und eines berufsbezogenen Matrizentests von Nils Benit & Renate Soellner
(4) Organisationskultur im Competing Values Model: Messeigenschaften der deutschen Adaption des OCAI von Micha Strack
(5) Art and Environmental Sponsoring as Corporate Image Tools: Chances, Limits, and the Role of Thematic Fit von Deborah Schnabel & Katja Mierke
Achouri, C. (2010). Recruiting und Placement. Methoden und Instrumente der Personalauswahl und –platzierung (2. Aufl.). (Recruitment and Placement. Methods and Instruments in Recruitment and Placement (2nd edition))Wiesbaden: Gabler.
Kühlmann, T. M. & Stahl, G. K. (2001). Problemfelder des internationalen Personaleinsatzes. In H. Schuler (ed.). Lehrbuch der Personalpsychologie (p. 533-557). (Problem areas in International Personnel Placement. In H. Schuler (ed.). Textbook of Personnel Psychology (p. 533-557)) Göttingen: Hogrefe.
DGFP (2011). DGFP Studie: Megatrends und HR Trends. (DGFP Study: Megatrends and HR Trends.) Available from: http://static.dgfp.de/assets/empirischestudien/2011/DGFP-Studie-Megatrends.pdf.
Weitzel, T., Eckhart, A., Maier, C., Laumer, S., von Stetten, A. & Guhl, E. (2012). Recruiting Trends im Mittelstand 2012. (Recruitment Trends in SMEs 2012) Available from: http://media.newjobs.com/dege/redaktion/Recruiting%20Trends%20Mittelstand%202012%20Zusammenfassung.pdf.