英國dissertation網(wǎng)Environment, Recreation and Employee Recruitment in Iowa
Gina M. McAndrews
May 2003
A report for The Iowa Policy Project
318 2nd Avenue North, Mount Vernon, Iowa 52314
319-643-3628 (phone) Ð 319-895-0022 (fax)
Environment, Recreation and Employee Recruitment in Iowa
留學(xué)生人力資源碩士dissertationBy Gina M. McAndrews
Introduction
Much of IowaÕs economy is connected to its work force. AnIowa Policy Project report, The State of Working Iowa 2001, states that by 2010, IowaÕs labor force is estimated to be91,000 to 154,000 people short of the number that will be needed to fill Iowa jobs.1 As aresult, Iowa is likely to need in-migration for the stateÕs economy to stabilize and grow. In
response to this projection, this report examines whether factors related to the environmentand recreational opportunities affect whether people move to Iowa for employment.Recruitment and retention of key personnel are critical for the success of a business. Agrowing body of research suggests that peopleÕs choices of where to pursue their careersare increasingly linked to characteristics of regions and places.2 This study was conductedto assess whether IowaÕs outdoor recreation opportunities and environmental quality affectthe ability of firms to recruit new employees to Iowa. Human resource professionals fromthe Ames, Des Moines, Cedar Rapids and Iowa City areas were asked to respond to questionson these environmentally related topics.
For this report, a questionnaire (Appendix 1) was sent to 522 human resource (HR) managerswho work in the Des Moines and Ames area, asking them to indicate the importance ofvarious topics to the people whom they interview for middle to top management positions.3
Factors included in the survey were representative of environmental quality, such as air andwater quality, and outdoor recreational opportunities, such as parks, trails and wildlifediversity. Additional questions asked HR representatives to identify environmentally relatedfactors in Iowa that may affect their recruitment success. Of 522 questionnaires sent, 86
human resource managers responded, or 17 percent. In addition, HR managers weregathered for a luncheon meeting, and were asked to give their perspective on variousquestions related to the environment and their recruitment and interviewing of potentialemployees. One luncheon was held in the Ames-Des Moines area and another in the CedarRapids-Iowa City area, in September 2002 and November 2002, respectively. It is important topoint out that this is not meant to be a rigorous, scientific sampling of opinion of human resourceprofessionals in Iowa companies. Rather, it offers an anecdotal look at the kinds ofissues that are discussed in employment interviews as companies seek new employees,and as employees consider whether they and their families have a future in Iowa.#p#分頁標(biāo)題#e#
1 The State of Working Iowa, 2001 (May 2001), Peter Fisher and Colin Gordon, for the Iowa Policy Project, p. 16.
2 Power, Thomas Michael and Richard N. Barrett. 2001. Post-Cowboy Economics: Pay and Prosperity in the NewAmerican West. Washington, D.C.: Island Press.
3 The names and addresses of the HR managers to whom the surveys were sent were purchased from the
Iowa Society of Human Resource Managers. Because of restrictions on organization address mailing label
use, no follow-up contact was implemented.
Gina M. McAndrews is a post-doctorate researcher in the Agronomy Department of Iowa StateUniversity.This project was conducted privately for The Iowa Policy Project and should notbe construed as an Iowa State University or a State of Iowa study.
The Iowa Policy ProjectMay 2003
Results and Discussion
Not surprisingly, HR managers ranked Òbusiness compensationÓ and Òemployment benefitsÓas the categories of highest importance to potential employees, receiving 92 percent and88 percent, respectively (Table 1). At the Des Moines meeting, one of the HR representativesstated, ÒMost of the candidates we recruit are more concerned with job responsibility,salary, employee benefits and job opportunities. Outdoor recreation opportunities would bea plus, but itÕs not what makes the candidates accept or decline.ÓBesides discussing issues with the recruiter, prospective employees generally refer to
packets of information from the Chamber of Commerce and other local facilities, as well asweb sites, to investigate topics of interest to them. One HR representative said, ÒThe recruitjust goes with the information provided by the local Chamber of Commerce or web sites,Óand another added, ÒWe (HR managers) donÕt always have a list of resources to draw from
for such.Ó This is one area in which it may be advantageous to the state of Iowa to expandthe development of publicity and informational materials.
Environmental Quality
Sixty-three percent of the HR managers who responded to the survey reported that Òclean
airÓ was somewhat or very important to the people they have interviewed for positions,
while 65 percent indicated that Òwater qualityÓ is somewhat or very important to potential
employees (Table 1). These two environmental quality factors followed business compensation
and employment benefits in ranking as being very important.
Table 1. Importance of Selected Issues to Employment Recruits*
Characteristic Not Percent Slightly Percent Somewhat Percent Very Percent Left Percent
for ranking important of important of important of important of blank returned
(1) responses (2) responses (3) responses (4) responses not answered
Clean air 10 12.5 20 25.0 24 30.0 26 32.5 6 7.5
Diversity of wildlife 32 40.0 30 37.5 17 21.3 1 1.3 6 7.5
IowaÕs tax structure 3 3.8 9 11.3 28 35.0 40 50.0 6 7.5#p#分頁標(biāo)題#e#
Parks, trails
and preserves 10 12.7 17 21.5 39 49.4 13 16.5 7 8.9
Employment benefits 0 0.0 0 0.0 10 12.0 73 88.0 3 3.6
Diversity of landscapes 20 25.0 25 31.3 30 37.5 5 6.3 6 7.5
Water quality 11 13.9 17 21.5 22 27.8 29 36.7 7 8.9
Hunting and fishing
opportunities 28 35.0 32 40.0 15 18.8 5 6.3 6 7.5
County or city recycling
programs 25 31.3 34 42.5 19 23.8 2 2.5 6 7.5
Business compensation
(such as wages) 0 0.0 0 0.0 7 8.3 77 91.7 2 2.4
Public transit availability 22 26.8 27 32.9 24 29.3 9 11.0 4 4.9
Bicycle
and multi-use trails 18 22.2 24 29.6 31 38.3 8 9.9 5 6.2
* Summary of responses to survey asking HR managers to rank importance of each category to the people they recruit for
positions.
When asked approximately what proportion of prospective employees interviewed havementioned or asked about environmental quality issues, 49 percent of the human resource
Environment, Recreation and Employee Recruitment in Iowa 2managers that responded to the survey indicated that prospective employees did not askabout environmental quality issues, while 18 percent of the managers estimated that 10percent or fewer of the employee prospects mentioned environmental quality issues (Table2). According to these responses, HR managers claim that water and air quality are somewhatto very important to the people interviewed, yet potential employees seldom ask aboutthese quality issues. It may be that potential employees assume Iowa air and water are
clean, as those interviewed observed that potential employees generally perceived Iowa ashaving those attributes.
Table 2. Employment RecruitsÕ Mention of Environmental Quality Issues*
No None 5% or 10% or 25% or More than
answer or 0% less less less 50%
Of 77 responses 9 38 15 14 9 1
Percent 49 20 18 12 1
* Responses to survey question that asked HR managers the proportion of prospective employees interviewed that have
mentioned or asked about environmental quality issues.
During the meetings, there was a general consensus among HR representatives that potentialemployees generally perceived Iowa as having clean air and water, partially due tothe stateÕs rural image and that the fact that Iowa has a less dense population compared tolarger cities. One person stated, ÒClean air and water are expected because of our ruralimageÓ while another person commented, ÒIn general, not many people think of the qualityof the water; they think of it mostly just forrecreation opportunities unless they have a
special need for water. People take clean water for granted and assume everywhere has
water treatment plants and such.Ó
One HR manager who had moved to Iowa from Chicago three years ago said that Iowa
Òseems cleaner than other heavily populated states. I noticed the paint on my car andhouse lasts longer than in big urban areas.Ó An HR representative originally from St Louissaid, ÒThereÕs no ozone warnings here.Ó Three HR reps mentioned that while Iowa may beperceived as having clean air and water, Iowa residents have concern about pesticides and#p#分頁標(biāo)題#e#
large concentrated swine facilities polluting ground and surface water. One person said, ÒIthink people think of Iowa as being rural and having clean air and water, but those of uswho live here know the truth; the high nitrates in water is a problem.Ó Another added, ÒWe
have hog lots that seem to pollute every body of water near them.ÓOutdoor Recreational OpportunitiesOutdoor recreation encompasses a variety of activities, including wildlife watching, fishing,
hunting, bicycling, jogging and visiting parks and other public or private recreation areas.
Thirty-three percent of the HR managers who responded to the survey indicated that over
50 percent of the people interviewed for employment asked about outdoor recreationalopportunities in Iowa, while 75 percent of the HR representatives responding said thatrecreational opportunities were mentioned by at least some of the prospective employees(Table 3). During one focus meeting, an HR representative said, ÒI had a person here a
couple weeks ago interviewing from Lubbock, Texas, and he asked a lot of questions about
trails and places to go hunting and fishing. He has a boat. He said he really loved all of the
open space here, and the green.Ó A colleague added, ÒAnd the closer public areas are to
where people live, the better.Ó
3 The Iowa Policy Project
Table 3. Employment RecruitsÕ Mention of Recreational Opportunities*
None 5% or 15% or 20% to 50% to 70% or 90% to Left
or 0% less less 40% 60% 80% 100% blank
Number answered 19 12 6 14 14 7 5 9
Percent of 77 responses 25 16 8 18 18 9 6
* Survey response to a question asking HR managers the proportion of prospective employees that have mentioned or
asked about recreational opportunities.
Table 4. Employee RecruitersÕ View of Recreational Opportunities*
No
Question No Yes answer
Is there a lack of outdoor recreation opportunities
in Iowa that limits employee recruitment success?
Are there outdoor recreation opportunities in Iowa
that increase employee recruitment success?
* HR manager responses to the two survey questions listed in the table.
Thirty percent of the HR managers who responded to the survey thought that there is a lack
of outdoor recreation opportunities in Iowa that limits their employee recruitment success
(Table 4). ÒClean lakes, streams and ground waterÕÓ and Òmountains and oceansÓ were the
most frequently mentioned recreational opportunities that are thought to limit employee
recruitment (Table 5). On the other end, Òparks and trails,Ó Òbike trailsÓ and Òlakes and
riversÓ in Iowa received the most recognition as contributing to successful employee recruitment
(Table 6). Water sources (lakes streams and rivers) received the most comment as
limiting HR manager recruitment success as well as increasing recruitment success; the#p#分頁標(biāo)題#e#
difference noted, however, is the cleanliness of water as the limiting factor.
Table 5. Employee RecruitersÕ View of Recreational Deficiencies in Iowa*
Outdoor recreation opportunities seen lacking in Iowa Times mentioned (number)
Clean lakes, streams and ground water 6
Mountains and oceans 5
Professional sport team 2
State support for hunting and fishing 2
Number of lakes 2
Lack of bike trails 2
Recreation areas 2
Downhill ski areas 2
Rock climbing areas 1
留學(xué)生人力資源碩士dissertation* Outdoor recreation opportunities that HR managers mentioned that are lacking in Iowa and limit employee recruitment.
Wildlife and Hunting / Fishing opportunities
ÒLandscape diversityÓ was mentioned as being either slightly important (31 percent) or
somewhat important (38 percent) to potential recruits, according to the responses of HR
managers (Table 1). When interviewing potential employees, HR managers who responded
to the survey thought that of the categories listed in the survey Òdiversity of wildlifeÓ (40
Environment, Recreation and Employee Recruitment in Iowa 4
69 responses 48 21 17
Percent 70 30
65 responses 36 29 21
Percent 55 45
Table 6. Employee RecruitersÕ View of Recreational Assets in Iowa*
Outdoor recreation opportunities seen as increasing
recruitment success Times mentioned (number)
Lakes and rivers 14
Bike trails 14
Parks and trails 11
Hunting and fishing opportunities 6
Camping 5
Open space 2
Golf 1
Fairs 1
* Outdoor recreational opportunitiesin Iowa that HR managers mentioned in the survey as increasing their employee recruitment
success.
percent) and Òhunting and fishing opportunitiesÓ (35 percent) are the categories of least
importance to potential employees (Table 1).
During one meeting, two HR managers opined that there are presently fewer people who
spend time outdoors hunting and fishing than there were historically and that people with
interest in these activities are willing to travel to pursue their sport. One person said, ÒI think
there are fewer outdoor folks than there used to be when I was growing up. But people
interested in hunting, fishing and skiing and stuff are more willing to travel, so it doesnÕt
have to be in their back yard.Ó Data from the National Survey of Fishing, Hunting and Wildlife-
Associated Recreation indicate that in Iowa over the past decade, the number of participants
Õ hunting has declined, while the number of people fishing has fluctuated and the
number of wildlife-watching participants has increased (Table 7). Therefore, the data confirm
the HR managersÕ views that there are fewer people hunting in Iowa; however, the#p#分頁標(biāo)題#e#
number of participants in one aspect of outdoor recreation, wildlife watching, has increased.
Moreover, participants spent $691,000 in Iowa on these three recreational activities in
2001, according to the National Survey of Fishing, Hunting and Wildlife-Associated Recreation,
2001.
Table 7. Participation in Wildlife-Related Activities in Iowa
Number of Participants in Iowa
Sportspersons* Wildlife Watching Participants*
Year Fishing Hunting Residential# Non-residential#
1991 556,000 328,000 341,000 85,000
1996 497,000 368,000 334,000 166,000
2001 542,000 243,000 939,000 310,000
Source: National Survey of Fishing, Hunting and Wildlife-Associated Recreation, 1991, 1996 and 2001.
*Population 16 years and older. Numbers in thousands
#ÒNonresidentialÓ is greater than one mile from home residence and ÒResidentialÓ is within one mile from home.
Parks and multi-use trails
The human resource representatives who responded to the survey indicated that Òparks,
trails and preservesÓ are somewhat (49 percent) or very important (17 percent) to the
people interviewed for employment in Iowa (Table 1). HR managers stated that most
5 The Iowa Policy Project
people appreciate having parks and trails nearby. During one meeting, a person from Des
Moines Water Works said that the firm employs 218 people, mostly from Iowa and sur
rounding areas, and that their employees seem to appreciate the parks and trails surrounding
the firm. This person said, ÒI think environment is important. We work in a park setting;
we have trails and concerts in parks where we are at. It is a big recruiting tool; we are trying
to recruit a younger work force, and at least one moved here for the opportunity.Ó Some
managers thought that Iowans could do more to promote the parks and trails that the state
has. On the survey, a representative wrote, ÒParks and natural areas arenÕt touted (by Iowa)
as loudly as they should be.Ó
HR managers stated that Òbicycle and multi-use trailsÓ were somewhat (38 percent) to very
important (10 percent) to the potential employees that they interview for recruitment (Table 1).
During one of the meetings, there was a general consensus among HR managers that it is best
to develop parks and trails, including bike trails, near residences. One representative said, ÒIt is
good to have parks, trails and hunting areas within a five- to 10-mile radius.Ó Another commented,
ÒFor bike trails and walking trails, people want them within walking distance.Ó One HR
manager thought that Iowa has the potential to develop more bike and multi-use trails across
the state, which, in turn, would provide economic benefits to several Iowa communities. This
person stated, ÒThis state is missing a tremendous opportunity to buy or develop abandoned#p#分頁標(biāo)題#e#
railroad rights of way to become the bicycle trail capital of the world, and for less than the Vision
Iowa grant to the Des Moines [Events] Center É the entire state would have a tourist attraction,
bringing economic development to every town on a trail.Ó
Table 8. Environmental and Recreation Funding: Too Much or Too Little?*
About right amount Not sure or Need more
of funding no opinion funding
Number answered 33 20 33
Percent of total 38 23 38
* Survey responses to whether HR managers think that Iowa is spending too much, too little, or about the right amount of
money on outdoor recreation and environmental protection.
When considering the long-term work force needs of their organization, 38 percent of the
HR managers thought that the state of Iowa needs to spend more money on outdoor recreation
and environmental protection, while the same number indicated that the state government
is appropriating about the right amount of money on these issues (Table 8). During
the focus meetings, few HR representatives realized that in Iowa over the past three years
environmental conservation spending was cut by 42 percent. The HR managers agreed
that maintaining support for environmental conservation and recreational programs is
important; however, one person emphasized that investment is different for attracting tourism
than it is for attracting people and business. The Iowa City representative said, ÒThereÕs
a difference between promoting tourism and getting people and businesses to move here.
WeÕve a lot of growth around here because the interstate is nearby, and most growth is
along that (corridor). More trails in rural small towns arenÕt going to help the Iowa economy.Ó
As noted above, HR managers differed on whether developing bike and multi-use trails
near rural communities would benefit IowaÕs economy. The Minnesota Department of Natural
Resources (2000) conducted a study to investigate overall trail use and to gain a better
understanding of trail users on the stateÕs multi-use trails. One result reported in the study
Environment, Recreation and Employee Recruitment in Iowa 6
is that users of the Heartland and Paul Bunyan trails, located in central Minnesota, and the
Root River Trail, in the southeastern corner of Minnesota, annually spent $3.8 million in
local communities for goods and services between Memorial Day and Labor Day 1996 to
1998. People who use trails contribute to the economic health of towns along the way.
Environmental Conditions in Iowa
Of the HR managers who responded, 83 percent stated that they knew of no environmental
conditions in Iowa that limit their success in recruiting employees while 17 percent said
there were conditions that limited their recruitment success (Table 9). The environmental
conditions the respondents listed that tend to curb recruitment include: cold winters (mentioned#p#分頁標(biāo)題#e#
7 times), air and water pollution from large hog facilities (5), lack of outdoor recreational
activities (3) and lack of mountains and ocean (2). In Iowa, two of these limitations
are not likely to be altered; however, the other two conditions may be changed and received
additional comments. On the survey, one HR manager wrote, ÒWe are fortunate to
have the environmental quality of life we have in Iowa with the exception of the unbridled
growth of hog confinements and the LegislatureÕs failure to deal with itÉÓ while another
person commented, ÒWe need to draw the young people back to the state, so we need to
have recreational opportunities to lure them back.Ó
Table 9. RecruitersÕ Views of Impact of Iowa Environmental Conditions on Hiring*
No
Question No Yes answer
Are there environmental conditions in Iowa that
limit success in recruiting employees?
Are there environmental conditions in Iowa that
increase success in recruiting employees?
* HR managersÕ responses to survey questions listed in the table.
Of the 36 HR managers (51 percent) who indicated that there are environmental conditions
in Iowa that increase their success in recruiting employees, clean air, general quality of life,
wide open green spaces, and parks and trails were the most frequently mentioned conditions
(Table 10). HR managers considered environmental quality and outdoor recreational
opportunities an essential component of IowaÕs quality of life. During focus meeting discussion,
a representative stated, ÒEnvironmental issues are part of the entire package, the
trails, parks and general quality of life.Ó Some managers thought that IowaÕs quality of life
may seem a unique asset to people familiar with living in large cities, but that some Iowa
residents may take it for granted. One HR manager stated, ÒIowaÕs good environment is
almost intuitive when moving from a large city.Ó Another person added, ÒSometimes I think
we need to sell to communities that total quality of life matters.Ó
Income and employee benefits rank higher in importance than environmental conditions and
recreation; however, the latter two aspects are generally considered in the list of important
factors for overall quality of living. During meeting discussion, a HR representative said, ÒI
believe quality of living is important to recruits; however compensation and benefits continue
to be the primary draw from an employerÕs perspective. Housing costs, schools and
then outdoor recreational and environmental conditions come into play from my experience.Ó
HR managers stated that quality of life is frequently an important consideration for people
7 The Iowa Policy Project
78 responses 65 13 8
Percent 83 17#p#分頁標(biāo)題#e#
70 responses 34 36 16
Percent 49 51
Table 10. Conditions that Increase Recruitment Success
Environmental conditions mentioned to increase
recruitment success Times mentioned (number)
Clean air 17
General quality of life 8
Wide open green spaces 8
Parks and trails 8
Clean water 4
Good schools 4
Healthy and safe place to live 4
Few traffic problems 3
Lakes 3
Season change 2
General environment 2
Environment, Recreation and Employee Recruitment in Iowa 8
with families, but that younger ÒrecruitsÓ place greater emphasis on entertainment, recreation
opportunities and places to socialize. On the survey, a HR manager wrote, ÒFamilies
are more and more interested in recreation opportunities, and in quality time,Ó while another
stated, ÒI would say those that come here look more at the quality of life for their family.Ó At
the meeting, a person said, ÒThe quality of life issue is most difficult with young recruits.Ó On
the survey, a respondent summarized these issues:
ÒWe have recruited employees to Iowa for the quality of life Iowa provides,
such as low cost of living, short commutes, clean and safe communities,
friendly people and great school systems. People who have families are dying
to move back to Iowa and work for us, but we have trouble attracting young
single people even if we can offer more money, because most single people
donÕt value the above as much as they value entertainment and recreational
opportunities, and choices to meet new people.Ó
Additional comments on the survey that listed components of IowaÕs quality of life were
Òcleanliness,Ó Ònice people,Ó Òsafe,Ó Òshort commutesÓ and Ògood education.Ó At the meetings,
there were many positive comments about IowaÕs good educational system, and one
HR manager went so far as to say, ÒEducation is our top Ôquality of lifeÕ selling point.Ó During
the meetings, education was frequently emphasized as an important aspect for recruiting
people to Iowa; however, on the surveys, education (good schools) was only mentioned
four times as a condition that increased recruitment success. The reason for this difference
may be that HR managers did not consider education as an ÒenvironmentalÓ condition
(Table 10). During a meeting, a representative said that for people with families, ÒThe quality
of education is asked for more often than environment or recreational activities.Ó
Reasons that Affect Decisions to Stay or Come to Iowa for Employment
When asked whether, during exit interviews, employees mentioned environmental or recreational
concerns that were related to their decision to leave the place of employment, 16#p#分頁標(biāo)題#e#
percent of the HR managers who responded to the survey said yes (Table 11). As can be
noted, some of the reasons listed are not necessarily ÒenvironmentalÓ concerns (Table 12).
At the end of the survey, HR managers were asked for additional comments that they
thought would be useful. Diversity and taxes were mentioned as factors that limit HR managers
Õ employee recruitment success. On the survey, one HR representative wrote, ÒPeople
Table 11. Outgoing Employees Citing Environmental or Recreational Concerns
in Decision to Leave*
No
No Yes answer
Number 62 12 12
Percent of 74 responses 84 16
*Responses from HR managers to whether, in exit interviews, employees mentioned environmental or recreational
concerns that were related to their decision to leave a job.
Table 12. Outgoing EmployeesÕ Reasons Cited for Leaving*
Reasons people gave for leaving Iowa job Times mentioned (number)
Lack of things to do 4
Lack of mountains/ocean 3
Undesirable weather conditions 3
Desire to live in a larger city 1
Higher pay 1
Work promotion to position elsewhere 1
Inability to ride bike to work 1
* Reasons people gave for leaving the HR managerÕs firm.
will move where there are Ômore people like meÕ regarding diversity (which Iowa is lacking).Ó
Another person wrote,
ÒIf Iowa wants more diversity in recruiting, then they need to offer more multicultural
opportunities. This is a good environment for people who are family
oriented and desire the Midwest environment. Individuals who are single and
from diverse cultures are not as happy here because of the limited opportunities
for them.Ó
During one meeting, an HR manager who had lived in other cities stated, ÒProperty tax and
real estate issues are real problems, unless people are coming from the coast. On average,
larger Midwest cities are cheaper than Des Moines, but the cost of gas often makes up for
real estate problems.Ó In response to the survey, one person wrote:
ÒI hear our employees and interview candidates commenting that housing and taxes
in Iowa are equal to larger cities in surrounding states. This is more concerning to
employers! Iowa does a good job at preserving our landscape, water and air quality.
To ensure the future of our workforce, we need to continue increasing our salaries,
offer our employees various housing options with reasonable taxes, a safe transportation
system, low crime, and excellent public education.Ó
Besides the educational, environmental and general quality of life, an advantage respondents
mentioned about living in Iowa was that people can live in rural areas and have a
reasonably short, easy drive to their place of employment. One person stated, ÒAnother#p#分頁標(biāo)題#e#
selling point is that many people like to live in rural areas and people donÕt mind traveling
20-30 minutes to work, so people can live in the country and have a short drive to work.Ó
During one of the focus meeting discussions, an Iowa City HR manager said he had recently
met a journalist who works for the American Association for Retired Persons. The
journalist was traveling throughout the United States, spending days in various areas to
9 The Iowa Policy Project
Environment, Recreation and Employee Recruitment in Iowa 10
investigate the best places for retirees to live. After spending a few days in the Iowa City area,
the journalist told the HR manager, ÒYou folks donÕt promote what you have enough; good
cultural events and medical care, clean air and great recreational facilities. Retired folks like
walking trails and stuff. You have the weather against you but itÕs an inexpensive place to live.Ó
Conclusion
Environmental quality and outdoor recreational opportunities do not surpass business
compensation and employee benefits as categories of importance for recruiting employees
to Iowa. However, there is evidence that these environmental topics are considered an
integral part of IowaÕs quality of life, which itself is an important factor in an HR managerÕs
ability to recruit people to Iowa. HR representatives ranked air and water quality next in
importance for prospective employees after business compensation, benefits and taxes.
During one of the focus groups, a HR representative said, ÒThe environment may not be
cited as No. 1, but itÕs on the list of importance for what we try to emphasize. Commute, the
work/life balance, availability of biking trails and parks are all things we capitalize on.Ó
Many representatives mentioned that they emphasize quality of life aspects, including
environmental quality and outdoor recreational opportunities, when recruiting employees
but that they do not always have the specific information available or know where to get it.
In turn, prospective employees may not perceive the HR manager as a person to ask for
information about environmentally related issues, which may affect the HR managerÕs
perception of the recruitÕs degree of interest in the environment.
While Iowa does not have oceans and mountains, or all of the opportunities of larger cities,
many HR representatives emphasized that there are many positive features that Iowa does
have to offer. During a meeting, one person said, ÒWe canÕt compete with large cities in
some ways so we should use nature and environment as an attraction.Ó
Environmental quality and outdoor recreational opportunities positively affect HR managersÕ
employee recruitment success, and participants in activities such as hunting, wildlife watching,#p#分頁標(biāo)題#e#
fishing, biking and hiking spend millions of dollars on these activities, all of which contribute
to building a stronger Iowa economy. Therefore, money spent on improving environmental
quality and outdoor recreational opportunities, as well as literature promoting these
issues, may prove a beneficial investment for Iowans.
While Iowa does not have oceans and mountains, or all of the opportunities of larger cities,
many HR representatives emphasized that Iowa does have many positive features to offer.
During a meeting, one person said, ÒWe canÕt compete with large cities in some ways so we
should use nature and environment as an attraction.Ó
Environmental quality and outdoor recreational opportunities positively affect these HR
managersÕ employee recruitment success, and participants in activities such as hunting,
wildlife watching, fishing, biking and hiking spend millions of dollars on these activities, all
of which contribute to building a stronger Iowa economy. Therefore, money spent on improving
environmental quality and outdoor recreational opportunities, as well as literature
promoting these issues, may prove a beneficial investment for Iowans.
11 The Iowa Policy Project
References Cited
Minnesota Department of Natural Resources, Trails and Waterways Division and Office of
Management and Budget Services, 2000. State Trail Use: Summary of Summer Trail
Use and User Surveys Conducted in 1996, 1997 and 1998. Website: http://
http://www.400190.com/Thesis_Writing/HRM/Date site visited: 10 December 2002.
U.S. Department of the Interior, Fish and Wildlife Service and U.S. Department of Commerce
U.S. Census Bureau. (1991). National survey of fishing, hunting, and wildlife-associated
recreation. Washington, DC, U.S. Government Printing Office.
U.S. Department of the Interior, Fish and Wildlife Service and U.S. Department of Commerce
U.S. Census Bureau. (1996). National survey of fishing, hunting, and wildlife-associated
recreation. Washington, DC, U.S. Government Printing Office.
U.S. Department of the Interior, Fish and Wildlife Service and U.S. Department of Commerce
U.S. Census Bureau. (2001). National survey of fishing, hunting, and wildlife-associated
recreation. Washington, DC, U.S. Government Printing Office.
Environment, Recreation and Employee Recruitment in Iowa 12
Appendix 1. Questionnaire
Recruitment and retention of key personnel are critical for the success of a firm. There is a growing
body of research that suggests that peopleÕs career choices are increasingly linked to the characteristics
of regions and places. Please rank how important the following items are to the people you recruit
for middle to top management positions. Rank the items from 1 to 4, with 1 = not important, 2 = slightly#p#分頁標(biāo)題#e#
important, 3 = somewhat important, 4 = very important.
Not Slightly Somewhat Very
important important important important
1. Clean air 1 2 3 4
2. Diversity of wildlife 1 2 3 4
3. IowaÕs tax structure 1 2 3 4
4. Parks, trails and preserves 1 2 3 4
5. Employment benefits 1 2 3 4
6. Diversity of landscapes 1 2 3 4
7. Water quality 1 2 3 4
8. Hunting and fishing opportunities 1 2 3 4
9. County or city recycling programs 1 2 3 4
10. Business compensation (such as wages) 1 2 3 4
11. Public transit availability 1 2 3 4
12. Bicycle and multi-use trails 1 2 3 4
13. In interviews that you have conducted, approximately what proportion of prospective employeeshave mentioned or asked about environmental quality issues?
14. In interviews that you have conducted, approximately what proportion of prospective employeesmentioned or asked about recreational opportunities?
15. Considering the long-term work force needs of your organization, do you think the state of Iowais spending too much, too little, or about the right amount on outdoor recreation and environmentalprotection?
16. Are there environmental conditions in Iowa that limit your success in recruiting employees? Yes/NoIf yes, please identify
17. Are there environmental conditions in Iowa that increase your success in recruiting employees?If yes, please identify:
18. Is there a lack of outdoor recreation opportunities in Iowa that limits your employee recruitmentsuccess?

13 The Iowa Policy Project
19. Are there outdoor recreation opportunities in Iowa that increases your employee recruitmentsuccess?

留學(xué)生人力資源碩士dissertationIf yes, please identify20. In exit interviews, have employees ever mentioned environmental or recreational concerns thatwere related to their decision to leave your firm? If yes, how would you summarize those concerns?
21. Feel free to add any additional comments that you think would be useful.