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2 pages/β‰ˆ550 words
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APA
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Business & Marketing
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Article Critique
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English (U.S.)
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Article Critique Unit 2 AC

Article Critique Instructions:

Unit II Article Critique Use the CSU Online Library to locate and review a scholarly article found in a peer reviewed journal related to analyzing work, designing jobs, HR planning, or recruiting. In peer reviewed journals, the articles were reviewed by other professionals in the field to ensure the accuracy and quality of the article, which is ideal when writing an Article Critique. Research Tip: When researching using the databases, you can limit your search to only peer reviewed articles. To do this, look for the phrase “limit results,” and select “peer reviewed articles.” Once you have selected your article, follow the below criteria: There is a minimum requirement of 500 words for the article critique. Write a summary of the article. This should be one to three paragraphs in length, depending on the length of the article. Include the purpose for the article, how research was conducted, the results, and other pertinent information from the article. Discuss the meaning or implication of the results of the study that the article covers. This should be one to two paragraphs. This is where you offer your opinion on the article. Discuss any flaws with the article, how you think it could have been better, and what you think it all means. Write one paragraph discussing how the author could expand on the results, what the information means in the big picture, what future research should focus on, or how future research could move the topic forward. Discuss how knowledge in the area could be expanded. Cite any direct quotes or paraphrases from the article. Use the author's name, the year of publication and the page number (for quotes) in the in-text citation. Use APA format.

Article Critique Sample Content Preview:
Article critique
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Article Critique
Hoye, G. V. (2013). Recruiting through employee referrals: An examination of employees’ motives. Human Performance, 26:451-464
Background and purpose of Article
Human capital is a very valuable asset of any company, and recruitment serves a key function of attracting the needed talent. Since recruitment influences both the quality and quantity of the applicant pool, it actually has implications for every human resource (HR) practice. Demographic trends for instance retirements amongst baby boomers and a smaller supply of younger workers are an indication that recruitment as well as applicant attraction would be even more significant in future (Hoye, 2013). Recruitment has therefore become a highly critical function of HR for the survival and success of an organization. In the study as described in this article, the purpose was to examine employees’ extrinsic, prosocial and intrinsic motives for discouraging versus encouraging other people to apply for a job with their employer. Hoye (2013) draws on theories of work motivation in advancing the understanding of employee referrals as a particular sort of work behavior.
Research method
Hoye (2013) used a sample that comprised 232 (65% male and 35% female) employees from 2 companies. One company has an employee referral program which rewards staff members with a financial bonus for making positive rewards, and another company does not. Rewards, job satisfaction, the desire of helping the company get good fitting workers, and the desire of helping job seekers get good fitting jobs predicted positive referrals. Basing on more general measures of negative and positive word of mouth, Hoye (2013) developed 2 scales for measuring the degree to which workers had made positive and negative referrals of their company as an employer to other people in the last six months. It is notable that both negative and positive referrals were assessed with 4 items that were rated on a five-point rating scale as follows...
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