THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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having too much organic material in the wastewater it has been sending into the local sewer system. 124 Local communities and activists are outraged by ABC’s apparent lack of concern for the environment. According to legal sources, ABC Manufacturing “will have to correct repeated violations of its sewage discharge permit by May 31 or face getting shut down.” This is not their first time in the public eye for environmental issues. ABC Manufacturing has been repeatedly fined for violating the terms of its permit because of high BOD levels. It was fined $500 in 2004, $5,500 in 2005 and $25,500 for violations in January through September 2006. However, they donated cash and products to charity that represented four percent of the company’s earnings before income taxes in 2006. Partly to blame for the environmental issues is the 2002 fire, which temporarily shut the plant down. When it reopened in 2004, its pretreatment system could no longer manage the plant's discharge and BOD levels were at an all-time high. OR Neutral: While researching the organization, you cannot find any news articles (positive or negative) about the ethics of the company.
Ethical: Recruitment Practices Manipulation 125 "Here at ABC Manufacturing, we pride ourselves on being an ethical company and we would never ask you to reveal confidential information from another organization." OR Unethical: "Just answer this question and you get the job." OR Neutral: “Fine.”
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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
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Table 3 Study 1 Correlation Matrix
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Table 4 Study 1 Regression Table At
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variable (attraction to the organiz
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in Time 2. Therefore, Hypothesis 4a
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elationship was not significant at
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“There were promises made in the
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likely to be attracted to the organ
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happened during the recruitment per
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further examine certain individual
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Table 7 Study 2 Key and Mean Attrac
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the organization as ethical, as wel
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Applicant Attraction to the Organiz
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attractiveness (1.39). Means, stand
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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 and 106: Philosophers refer to societal norm
Page 107 and 108: “desire for moral approval from o
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: Ethical: Organizational Practices M
Page 137 and 138: 2. ___ The recruiter acted ethicall
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