Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process

Running head: ANNOTATED BIBLIOGRAPHY
Assessment 2: Annotated Bibliography
[Retail]
Name of the student:
Name of the university:
Author note:

1ANNOTATED BIBLIOGRAPHY
1. Gruman, J. A., & Saks, A. M. (2011). Performance management and employee
engagement. Human Resource Management Review, 21(2), 123-136.
The main idea behind the chosen article is to understand the importance of employee
engagement with the help of the model of engagement management. It has considered few
variables that are not usually used in other models. The variables are being supported with useful
key drivers. The hypothesis used in this article is highlighting the values of performance
management to facilitate or promote the employee engagement. The article assumes this as the
best possible way to enhance the employee performance level. The purpose is to establish and
present a new perspective on employee engagement to support incrementing performance of
employees. It is very difficult and challenging for the HRM to get the best skilled professional.
They are supposed to work hard on every single bit of recruitment and selection process. Then
only they are able to get the best skilled professionals (Lincoln et al., 2014). It is then very vital
for the HRM that they are able to retain such talents. This is exactly the purpose of the chosen
article. It gives way to attain a maximum employee engagement, so that, potential performers are
retained. Research methodology that is being used in this article is the secondary resources. The
secondary resources are being supported by various literatures along with it the chosen model of
employee engagement. The conclusion discusses the possibility of future research on finding the
feasibility of the chosen key drivers on the most appropriate employees. It is also needed to
understand the best possible application of the chosen model.
The chosen industry sector or assessment 3 is retail. In the retail industry sector,
applicants at the initial level are supposed to interact with customers in cases when they are not
an expert in accounts or IT related works. Applicants get into the job through different openings
while mainly dealing with the customer service. Applicants are required to interact with

2ANNOTATED BIBLIOGRAPHY
customers by being in the different zone such as at the counters or at floors. Hence, in the retail
sector, professionals must be very well versed with customer service skills. The chosen article is
in the employee engagement plan to help management enhance the employee performance. This
may be really helpful in the assessment 3 because it may be asking to analyze the key drivers
included in this article to support the ways to attain the employee engagement. A detailed has not
so far been made over the chosen article. The variables and the key drivers are still left. Hence,
the next assessment might be assessing the possibilities which the chosen article provides in
relation to the employee engagement in the retail sector.
2. Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work
engagement increase person–job fit? The role of job crafting and job insecurity. Journal of
Vocational Behavior, 84(2), 142-152.
The main idea behind the chosen article is to highlight the importance of job crafting and
job insecurity. The hypothesis was made that engaged employees are most certain to form their
kind of workplace. The tendency to job fit was found as positive especially in case of high job
insecurity. The purpose of this article is to illustrate the importance of job crafting in respect to
the job insecurity. This has been chosen as the case study because employees tend to lose their
confidence in condition when job insecurity is high. Additionally, mental illness is a common
symptom for such employees. The research methodology used in this article is a mixture of
both primary and the secondary resources. For the primary resources, 246 Chinese employees
from a high technology company were being picked. In the conclusion section, the article finds
that job crafting is an essential element of the latest version of Job Demands-Resources Model. It
also finds that motivated employees are most certain to face the challenge. They respond to a
high job insecurity situation through their job crafting strategy. They tend to change the job