THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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