THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT OUTCOMES: TWO Approved by: STUDIES WITH CONVERGENT RESULTS A Dissertation by SANDRA WOLVERTON DEGRASSI Submitted to the Office of Graduate Studies of Texas A&M University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Chair of Committee, Richard W. Woodman Committee Members, Mindy E. Bergman Christopher O.L.H. Porter Michael J. Wesson Head of Department, Murray R. Barrick August 2009 Major Subject: Management
ABSTRACT The Effect of Ethical Signals on Recruitment Outcomes: Two Studies with Convergent Results. (August 2009) Sandra Wolverton DeGrassi, B.B.A., The University of Texas at Austin Chair of Advisory Committee: Dr. Richard W. Woodman The applicant decision making process is a complex one. During the recruitment process, signals from the organization provide information to the candidates and affect important recruitment outcomes. Ethics is one area the organization can utilize to communicate information regarding the organizational culture and environment. Drawing on signaling theory, this research suggests that ethical signals during the recruitment process affect recruitment outcomes through the mediating effect of the perception of the organization as ethical. Additionally, two important moderators, self- importance of moral identity and cognitive moral development, were examined. Using a study in the field as well as a rigorous laboratory study, this research found results generally consistent with the hypothesized relationships. Specifically, ethical organizational practices were related to attraction in both studies. Ethical recruitment practices were related to attraction in the laboratory study. Furthermore, the organizational practices/attraction relationship was partially mediated by the perception of the organization as ethical. Finally, some support was found for the cognitive moral development, self-importance of moral identity, and performance moderators. Practical implications and areas for future research are discussed. iii
Page 1: THE EFFECT OF ETHICAL SIGNALS ON RE
Page 5 and 6: ACKNOWLEDGEMENTS I would like to ac
Page 7 and 8: CHAPTER Page Method……………
Page 9 and 10: LIST OF TABLES TABLE Page 1. Study
Page 11 and 12: CHAPTER I INTRODUCTION Recruitment
Page 13 and 14: CHAPTER II LITERATURE REVIEW Ethics
Page 15 and 16: Deontology Deontology stems from th
Page 17 and 18: consequence will occur to each stak
Page 19 and 20: interpret” ethical codes (Clegg e
Page 21 and 22: enforcement) of ethical codes of co
Page 23 and 24: the practices or implementation of
Page 25 and 26: Recruitment Recruitment researchers
Page 27 and 28: has important implications for the
Page 29 and 30: Ethical Signals Organizational prac
Page 31 and 32: (Jones & Ryan, 2001), this desire f
Page 33 and 34: (measured by Fortune 500 ratings),
Page 35 and 36: of the organization to the applican
Page 37 and 38: influence on applicant perceptions
Page 39 and 40: moral development as potential mode
Page 41 and 42: Cognitive Moral Development The nex
Page 43 and 44: and CMD. Although the majority of a
Page 45 and 46: CHAPTER IV STUDY 1 Method Participa
Page 47 and 48: Procedures Data were collected over
Page 49 and 50: I conducted a principal component a
Page 51 and 52: 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
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independent variables were dummy co
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Table 10 Continued Attraction to th
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Attraction 9 8 7 6 5 4 3 2 1 0 RP x
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Attraction Attraction 7 6 5 4 3 2 1
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ecruitment process. These ethical s
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Although not all the hypotheses wer
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subsequent results) were not on a c
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CHAPTER VI GENERAL DISCUSSION AND S
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convergent results, suggesting that
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simply respond to pressures to beha
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embedded religious beliefs would be
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Philosophers refer to societal norm
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“desire for moral approval from o
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In T. L. Beauchamp & N. E. Bowie (E
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101 Chapman, D. S., Uggerslev, K. L
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Hannon, J. M., & Milkovich, G. T. (
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Laczniak, G. R., & Murphy, P. E. (1
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Reynolds, S. J., & Ceranic, T. L. (
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true? Using realism to enhance appl
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Applicant attraction to the organiz
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Time 2 1. Given what I know now, I
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Self-Importance of Moral Identity (
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Social Desirability (Crowne, & Marl
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Background: APPENDIX B STUDY 2 SCEN
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High Performance: OR STUDY 2 MANIPU
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Ethical: Organizational Practices M
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Ethical: Recruitment Practices Mani
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2. ___ The recruiter acted ethicall
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