THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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CHAPTER III <strong>THE</strong>ORETICAL MODEL AND HYPO<strong>THE</strong>SIS DEVELOPMENT Figure 1 shows the theoretical model that will be developed in this dissertation. Using this model as a guide, I will start by reviewing the literature on signaling theory, which is the theoretical basis from which this research draws. Then, I will conceptualize ethical signals and develop two important ethical signals that the applicant may be receiving during the recruitment process, namely organizational practices and recruitment practices. Next, I will review the literature on perceptions and argue for why the perception of the organization as ethical is an important mediating variable in the model. Finally, I will develop the rationale and support behind important individual difference and performance moderators. Signaling Theory The actions that the organization takes during the recruitment process can provide signals to the applicant and affect applicant attraction to the organization (Boswell, Roehling, LePine, & Moynihan, 2003). Signaling theory is rooted in economics and the work of Spence (1973, 1974). The theory posits that “in the absence of complete and accurate information, decision makers rely on observable factors or signals as substitutes” (Hannon & Milkovich, 1996, p. 417). The organization never really knows the productive value of the applicant at the time of hiring (Spence, 1973). Similarly, applicants are making decisions (to apply or accept a job) given imperfect and incomplete information about the organization. As with the stock market, applicants have to make important decisions on where to “invest” time and/or money based on the 18
Ethical Signals Organizational practices Recruitment practices Perception of the organization as ethical Note: SIMI is self-importance of moral identity; CMD is cognitive moral development Figure 1. Model of ethical signals and recruitment outcomes. H1 H2 H3a & H3b Moderators • SIMI • CMD H4a & H5a Performance H6a & H7a H6b & 7b H4b & H5b Recruitment outcomes Organizational Attraction 19
Page 1 and 2: THE EFFECT OF ETHICAL SIGNALS ON RE
Page 3 and 4: ABSTRACT The Effect of Ethical Sign
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: has important implications for the
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
Page 53 and 54: 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
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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
Page 89 and 90:
Attraction Attraction 7 6 5 4 3 2 1
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ecruitment process. These ethical s
Page 93 and 94:
Although not all the hypotheses wer
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subsequent results) were not on a c
Page 97 and 98:
CHAPTER VI GENERAL DISCUSSION AND S
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convergent results, suggesting that
Page 101 and 102:
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
Page 111 and 112:
101 Chapman, D. S., Uggerslev, K. L
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Hannon, J. M., & Milkovich, G. T. (
Page 115 and 116:
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
Page 137 and 138:
2. ___ The recruiter acted ethicall
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