THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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Table 4 Continued Attraction to the Organization (Time 3) _____________________________________________________________________________________________________ Variables Time 1 Time 2 . Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 df (2, 70) (7, 65) (11, 61) (2, 74) (7, 69) (11, 65) F .14 8.10** 5.84** .18 9.21** 6.05** ______________________________________________________________________________________________________ . **p
variable (attraction to the organization). Thus, mediation analysis was not performed for recruitment practices, and Hypothesis 3b was not supported, as one of the required relationships for mediation did not exist. In order to test for mediation for the organizational practices/attraction relationship, I used the Baron and Kenny (1986) method (Table 5). First, I tested the effect of organizational practices on the proposed mediator, perception of the organization as ethical. As seen in Table 5, organizational practices were not significantly related to perception of the organization as ethical in Time 1 (β = -.02, n.s.). Time 2, however, showed a significant relationship (β = .28, p
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 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
Page 53 and 54: original twelve) and rate them from
Page 55 and 56: Table 3 Study 1 Correlation Matrix
Page 57: Table 4 Study 1 Regression Table At
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 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
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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
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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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