Countercyclical Hiring as a Staffing Strategy for Managerial and Professional Personnel: An Empirical Investigation
基于137家公司的调查数据，研究了反周期招聘的促进和抑制因素，发现成本和缺乏有意义工作是主要障碍，而招聘更高质量人才是主要动力，并识别了与反周期招聘相关的变量。
Countercyclical hiring (CCH) has been proposed as a limited alternative to conventional procyclical hiring. An empirical investigation of CCH was conducted on the basis of survey responses from 137 companies. For companies practicing CCH, cost and lack of meaningful work were found to be the most important of six potential inhibiting influences. Conversely, opportunities to hire higher quality experienced and entry level applicants were viewed as the most important of nine encouraging influences. Variables associated with CCH practice were identified through use of regression analysis. Human resource forecasting (HRF) for the purpose of avoiding shortages of qualified personnel and industry variables were found to be associated with the practice of CCH. No associations were foundfor the perceived importance of human resource planning (HRP), company size, the importance of maintaining a "regular" age distribution, or emphasis on management development.