This study applied a “moves analysis” approach to examine job application letters written by 25 Malaysian graduates obtained from an outsourcing organisation in Kuala Lumpur, Malaysia. The letters were analysed as to whether they adhered to the seven aspects of the “moves structure” used to analyse job applications (i.e. establishing credentials, introducing candidate, detailing advantages, enclosing relevant documents, ending appropriately, offering incentives, and using pressure tactics). Additionally, interviews were held with five human resource managers from five different organisations. From the interviews, the managers emphasised that it was important that job application letters should contain at least five of the seven moves from the framework. The findings obtained revealed that Malaysian graduates employed five out of the seven strategies from the moves structure and had covered the basic format of the job application letter. Most applicants omitted Move 5 (using pressure tactics), but the findings suggest that this variation did not hinder the communicative purpose of the letters.

这项研究采用了“变动分析”方法，研究了从马来西亚吉隆坡一家外包组织获得的25名马来西亚毕业生写的求职信。对这些信件进行了分析，以了解它们是否遵守了用于分析工作申请的“变动结构”的七个方面（即，建立证书，介绍候选人，详细说明优势，附上相关文件，适当结束，提供激励措施以及使用压力策略）。 。此外，还与来自五个不同组织的五名人力资源经理进行了访谈。经理们在访谈中强调，求职信中至少应包含框架提出的七个举动中的五个，这一点很重要。获得的调查结果表明，马来西亚毕业生在调动结构中采用了七种策略中的五种，并涵盖了求职信的基本格式。大多数申请人都忽略了第5步（使用压力策略），但是调查结果表明，这种变化并不妨碍信件的交流目的。