RESEARCH METHODS

WORKSHEET #3 – REVIEW OF RELATED LITERATURE & IN-TEXT CITATIONS

NAME: COURSE:
1. Fernandez, Nicole Kim 1. BSBA-FM
2. Montibon, Hazel Koleen C. 2. BSBA-MM
3. Murillo, Kristina 3. BSBA-FM
4. 4.

1. RESEARCH TITLE:
Connections Matter: Analyzing the Effects of Personal Connections on Employee’s

Performance through Recruitment and Selection Process

2. RATIONALE:

The purpose of this study is to better understand the impact of recruiting and selection
process with a focus on employee’s effectiveness.

3. CONCEPTUAL FRAMEWORK

Recruitment and
Selection based on
Qualification:
- Skills
Employee Performance:
- Education
- Competency
- Work Experience
- Flexibility
- Dependability
Recruitment and
Selection based on
Personal Connections:
- Family
- Friends
- Colleagues

The figure above shows the relationship among the three variables in this study.
Recruitment and selection based on qualifications including skills, education, and work experience,
and recruitment and selection based on personal connections including family, friends, and colleagues are
the independent variables, while employee performance including competency, flexibility and dependability
is the dependent variable. It follows that recruitment and selection based on qualifications (skills, education,
and work experience) and recruitment and selection based on personal connections (family, friends, and
colleagues) which have a dominant effect on the employee's performance (competency, flexibility, and
dependability). Additionally, the recruitment and selection process play a role in the effectiveness and
performance of an employee.

4. RESEARCH OBJECTIVE & QUESTIONS:

The purpose of this study is to analyze the effect of Personal connection on the employee’s
performance through recruitment and selection process
Specifically, the researchers want to answer the ff. questions:
a. How personal connection influence the recruitment and selection process?
b. How does recruiting people from a personal connection affect the employee retention?
c. How do personal connections in the recruitment process impact the employee effectiveness?

5. RELATED LITERATURE AND STUDIES

a. Related article on the process
According to Gambrell (2023) stated “The hiring process, or the recruitment process, includes
making the decision to hire a new employee, deciding what skills and experience an employee will
need, recruiting for the position, selecting an employee, onboarding, and new employee training.”

b. Relevant theory - Vroom’s Expectancy theory

Victor Vroom “suggested that an individual will behave in a certain way based upon the belief
(expectation) that a specific act will be followed by a desired reward (valence) once the act has been
completed (instrumentality).” (McGrath and Bates, 2024) The theory states that employees are
motivated to execute a work because they are recognized and rewarded for achieving a certain goal.
c. General Context
The impact of personal connections on recruitment and selection varies across industries.
According to Swanson (2017) believes that “personal connections play a significant role in certain
industries, with 16 percent of new hires already linked to someone within the hiring company via
LinkedIn. Sectors such as computer games, network security, venture capital, and political
organizations exhibit a higher tendency to hire individuals with existing connections within the
company, with over a quarter of new hires having such ties.”
d. Similar Studies
According to Casella and Hanaki (2005), personal connections help in finding jobs because
companies often hire through referrals from current employees. If applicants do not have a referral,
they can try to prove their abilities through things like certification exams. This shows that while
personal connections are important, there are other ways to get noticed by employers. In conclusion, it
highlights the importance of balancing personal connections and demonstrating individual capabilities
when looking for job opportunities.
e. Relevant on defining recruitment
According to Bratton and Gold (2007), recruitment is defined as the process of generating a
pool of capable individuals to apply for employment within an organization. On the other hand,
selection refers to the process whereby managers and other decision-makers utilize specific tools to
choose individuals from this pool who are perceived as more likely to succeed in the job roles, while
taking into account management objectives and legal requirements.
Reference:

MacGrath, J., & Bates, B. (2024).The Little Book of Big Management Theories. O’Reilly Media, Inc.
https://www.oreilly.com/library/view/the-little-book/9780273785262/html/chapter-033.html
Gambrell, S.(2023). The Hiring Process. Betterteam
https://www.betterteam.com/hiring-
process?fbclid=IwAR3qR0umUXnVCvX_GeFU0uqpfdF2yPwH6eTAMqFHbxwOPl7RZ2nIAmnLlnA
Cassella et.,(2005).Information Channels in Labor Markets. On the Resilience of Referral Hiring
Swanson, A., (2015).The industries where personal connections matter the most in getting a
job.Washingtonpost.
https://www.washingtonpost.com/news/wonk/wp/2015/03/20/the-industries-where-personal-connections-
matter-the-most-in-getting-a-job/
Recruitment And Selection Case Study .https://www.cram.com/essay/Recruitment-And-Selection-Case-
Study/FCZJQSEBYTG?fbclid=IwAR0lxKtIgHQR1VsP1vC_WDQiBj4B4u9RGYKIljgegLQj_5e5uUMh
7XLQA8k