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Hiring preferences of employers of e...

Bowles, Roger Allen.

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Hiring preferences of employers of entry-level biomedical equipment technicians in Texas.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Hiring preferences of employers of entry-level biomedical equipment technicians in Texas./
作者:	Bowles, Roger Allen.
面頁冊數:	101 p.
附註:	Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0541.
Contained By:	Dissertation Abstracts International68-02A.
標題:	Business Administration, General. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3254172

Hiring preferences of employers of entry-level biomedical equipment technicians in Texas.
Bowles, Roger Allen.

Hiring preferences of employers of entry-level biomedical equipment technicians in Texas. - 101 p.

Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0541.

Thesis (Ed.D.)--University of North Texas, 2006.

This study examined the signaling strength, or marketing power, of the most common qualifications of entry-level biomedical equipment technicians (BMETs) in Texas, based on stated hiring preferences of BMET managers, using order ranking of fictitious resumes. This study also sought to determine whether certification status, education background, military training background as a BMET, or type of employer [hospital or ISO] of the hiring manager had an effect on hiring preference for applicant qualifications of associate degree, military training as a BMET, or certified biomedical equipment technician (CBET) certification candidacy.Subjects--Topical Terms:

1017457
Business Administration, General.

Hiring preferences of employers of entry-level biomedical equipment technicians in Texas.
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245 1 0 $a Hiring preferences of employers of entry-level biomedical equipment technicians in Texas.
300 $a 101 p.
500 $a Source: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0541.
500 $a Adviser: Jerry Wircenski.
502 $a Thesis (Ed.D.)--University of North Texas, 2006.
520 $a This study examined the signaling strength, or marketing power, of the most common qualifications of entry-level biomedical equipment technicians (BMETs) in Texas, based on stated hiring preferences of BMET managers, using order ranking of fictitious resumes. This study also sought to determine whether certification status, education background, military training background as a BMET, or type of employer [hospital or ISO] of the hiring manager had an effect on hiring preference for applicant qualifications of associate degree, military training as a BMET, or certified biomedical equipment technician (CBET) certification candidacy.
520 $a Participants were asked to rank 16 fictitious resumes representing the most common qualifications of entry-level BMETs and to fill out a background questionnaire regarding their education, military, certification, and employer. The number of times each resume ranked in first place was tabulated and inter-rater reliability was calculated. Resumes with qualifications of associate degree versus military training as a BMET were compared at three levels of work experience. A chi-square test for independence was conducted for the comparisons to determine whether work experience influenced preference. Chi-square tests were also conducted for comparisons of associate degree with candidacy for CBET certification versus associate degree and military training with CBET candidacy versus military training. No statistically significant results were found for the chi-square tests, indicating that work experience did not significantly influence participant preferences for the compared qualifications. BMET hiring managers indicated a preference for combinations of qualifications rather than any single qualification.
520 $a Correlations in hiring managers' educational background, certification status, military training as a BMET, type of employer, and preference for applicant qualifications were examined. Statistically significant correlations were found between participants' preference for associate degree or military training and level of education, military training background, and type of employer. Statistically significant correlations were also found between participants' preference of military training with CBET candidacy over military training alone and military training as a BMET background as well as certification background.
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