THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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controlled culture with ethical values and norms (O’Reilly & Chatman, 1996). As it applies to the recruitment process, there can be great variability in the frequency and manner in which ethics is raised (Brown & Trevino, 2006). Therefore, organizations who value ethics will benefit by signaling this information during the recruitment and selection process in order to gain a competitive advantage and attract ethical individuals. Conclusion Organizations should be aware that applicants are attempting to gather and interpret a large amount of information in a short amount of time during the recruitment process, and every piece of information communicated is important. Ethics, or the “character” of the organization is an especially important indicator of how life will be in the organization. Applicants on the job market want to find an organization that emulates what is “good” or “right;” this will result in pride from membership and social approval for the individual. Formal regulations such as Sarbanes-Oxley and Generally Accepted Accounting Principles (GAAP) and public outcry over the unethical behaviors of organizations are prompting today’s job seeker to consider the ethics of organizations now more than ever. Unethical behavior that is unveiled can not only cost the company money, but it can cost the company’s life; and when the company collapses, the employees generally fall with it. As this study suggests, organizations that engage in unethical organizational or recruitment practices may also be losing applicants. Ethical applicants are looking for ethical companies, and it starts very early in the recruitment process. Following the moral approbation approach, applicants will seek organizations that align with their 96
“desire for moral approval from oneself or others” (Jones & Ryan, 1997, p. 664). There is some idealism involved with starting a new job, and applicants want to work for an organization they can be proud to claim as part of their identity. Ethics can be a very delicate and sensitive subject that is often a challenge to measure (Trevino, 1986). However, recent developments in ethical theory have made it more possible for researchers to explore important research questions in this subject area. This study attempts to further expand theoretical development as well as empirically test these ideas. Drawing on signaling theory, it fills some of the gaps in our understanding of the relationship between ethical signals and their effects on recruitment outcomes through the mediating effect of perception of the organization as ethical. Specifically, the current research provides a more precise understanding of ethics and its manifestation in organizational and recruitment practices. 97
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THE EFFECT OF ETHICAL SIGNALS ON RE
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ABSTRACT The Effect of Ethical Sign
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ACKNOWLEDGEMENTS I would like to ac
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CHAPTER Page Method……………
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LIST OF TABLES TABLE Page 1. Study
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CHAPTER I INTRODUCTION Recruitment
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CHAPTER II LITERATURE REVIEW Ethics
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Deontology Deontology stems from th
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consequence will occur to each stak
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interpret” ethical codes (Clegg e
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enforcement) of ethical codes of co
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the practices or implementation of
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Recruitment Recruitment researchers
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has important implications for the
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Ethical Signals Organizational prac
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(Jones & Ryan, 2001), this desire f
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(measured by Fortune 500 ratings),
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of the organization to the applican
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influence on applicant perceptions
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moral development as potential mode
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Cognitive Moral Development The nex
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and CMD. Although the majority of a
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CHAPTER IV STUDY 1 Method Participa
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Procedures Data were collected over
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I conducted a principal component a
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Table 2 Study 1 Principal Component
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original twelve) and rate them from
Page 55 and 56: Table 3 Study 1 Correlation Matrix
Page 57 and 58: Table 4 Study 1 Regression Table At
Page 59 and 60: variable (attraction to the organiz
Page 61 and 62: in Time 2. Therefore, Hypothesis 4a
Page 63 and 64: elationship was not significant at
Page 65 and 66: “There were promises made in the
Page 67 and 68: likely to be attracted to the organ
Page 69 and 70: happened during the recruitment per
Page 71 and 72: further examine certain individual
Page 73 and 74: Table 7 Study 2 Key and Mean Attrac
Page 75 and 76: the organization as ethical, as wel
Page 77 and 78: Applicant Attraction to the Organiz
Page 79 and 80: attractiveness (1.39). Means, stand
Page 81 and 82: that I consider unethical.” The m
Page 83 and 84: independent variables were dummy co
Page 85 and 86: Table 10 Continued Attraction to th
Page 87 and 88: Attraction 9 8 7 6 5 4 3 2 1 0 RP x
Page 89 and 90: Attraction Attraction 7 6 5 4 3 2 1
Page 91 and 92: ecruitment process. These ethical s
Page 93 and 94: Although not all the hypotheses wer
Page 95 and 96: subsequent results) were not on a c
Page 97 and 98: CHAPTER VI GENERAL DISCUSSION AND S
Page 99 and 100: convergent results, suggesting that
Page 101 and 102: simply respond to pressures to beha
Page 103 and 104: embedded religious beliefs would be
Page 105: Philosophers refer to societal norm
Page 109 and 110: In T. L. Beauchamp & N. E. Bowie (E
Page 111 and 112: 101 Chapman, D. S., Uggerslev, K. L
Page 113 and 114: Hannon, J. M., & Milkovich, G. T. (
Page 115 and 116: Laczniak, G. R., & Murphy, P. E. (1
Page 117 and 118: Reynolds, S. J., & Ceranic, T. L. (
Page 119 and 120: true? Using realism to enhance appl
Page 121 and 122: Applicant attraction to the organiz
Page 123 and 124: Time 2 1. Given what I know now, I
Page 125 and 126: Self-Importance of Moral Identity (
Page 127 and 128: Social Desirability (Crowne, & Marl
Page 129 and 130: Background: APPENDIX B STUDY 2 SCEN
Page 131 and 132: High Performance: OR STUDY 2 MANIPU
Page 133 and 134: Ethical: Organizational Practices M
Page 135 and 136: Ethical: Recruitment Practices Mani
Page 137 and 138: 2. ___ The recruiter acted ethicall
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