ABSTRACT
To do an excellent job of managing external relationships, service firms must be prepared to do an excellent job of managing 26internal relationships. This effort begins with recruiting, selecting, and retaining employees who are likely to serve customers well. While service firms strive to match the knowledge, ability, and skills of potential employees to the requirements of the job, most do not have the time or the resources to implement elaborate recruitment and selection systems. This is especially true among services where relatively high turnover levels mandate that recruitment and selection processes be fast and inexpensive. To meet this challenge, managers often focus on a set of easily identifiable individual characteristics, such as experience, job tenure, age, or education that can be assessed during the time of an interview or scan of a job application. This study examines the effect of these characteristics on the attitudes and responses of service employees that are critical for the effective delivery of quality service (job satisfaction, self-efficacy, role stress, organizational commitment). The results indicate that satisfied and committed service employees tend to be older, better educated, and possess a great deal of service experience. These employees also appear to be better able to handle the stress associated with service positions. These characteristics are atypical of the service industry, where employees tend to be younger, possess relatively little experience in any one industry, and are less educated. Implications for managing the recruitment, selection, and retention of service employees are offered, as are directions for future research. [Article copies available for a fee from The Haworth Document Delivery Service: 1-800-HAWORTH. E-mail address: <docdelivery@haworthpress.com> Website: <https://www.HaworthPress.com> © 2004 by The Haworth Press, Inc. All rights reserved.]
