THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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Table 6 Study 1 Results Time 1 Job Search Statistics Mean SD Number organizations applied 8.69 10.79 Number interviews received 4.24 5.49 Number interviews attended 3.82 3.34 Number office visits received 1.46 1.71 Number office visits attended 1.20 1.38 Number offers received 1.74 1.33 Time 3 Job Search Statistics Received job offer? 51% yes 49% no Number offers received 1.61 mean Offer received from the organization you interned with? 88% yes 12% no Offer accepted from the organization you interned with? 63% yes 37% no Rank the importance of each of the following in your job choice decisions (1=most important to 9=least important). N = 83 Mean SD 1. People 3.43 2.08 2. Salary 3.56 1.91 3. Job duties 3.67 2.24 4. Location 3.88 2.46 5. Ethics 4.48 2.34 6. Benefits 5.01 1.80 7. Corporate performance 6.30 1.91 8. Industry 6.95 2.45 9. Size 7.73 1.51 54
“There were promises made in the initial interviews that were not lived up to, and there is no chance of rectifying the situation” (male graduate sports management major). Discussion Results showed that some ethical signals are positively related to organizational attraction. Specifically, organizational practices were related to attraction at both Time 1 (before the internship) and Time 2 (during the internship); recruitment practices were not related to attraction. In addition, the relationship between organizational practices and attraction can be partially explained by the mediating effect of the applicant’s perception of the organization as ethical. Applicant perceptions play a vital role. How the applicant views the ethical character of the organization is a variable that should not be overlooked in today’s research or practice. Ethical signals from the organization provide important cues to the applicant that they can then generalize to form attributions of the organization as a whole. Finally, moderation analysis revealed that cognitive moral development is an important moderator of the organizational practices/attraction relationship. This is an important finding that supports the prediction that more morally developed individuals will be more strongly influenced by ethical signals of the organization. This research has many implications for signaling theory, ethics, social identity theory, and the ASA model. The organizational practices that the organization engages in during the recruitment period act as signals to the applicant. These signals subsequently affect applicant perceptions of the organization as ethical, which ultimately 55
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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
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 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: elationship was not significant at
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
Page 113 and 114: 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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