THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

affects organizational attraction. Drawing on signaling theory, organizations attempt to
signal positive things about themselves. This research adds to the literature on ethics
and recruitment. The integration of these two streams of literature provides previously
unexplored insights. Specifically, the ethics literature is enhanced by empirically testing
ethical signals in a field study with real applicants. In addition, it adds to our
understanding of the consequences of ethical behavior, while so much of the previous
research has focused on the antecedents. Results show that organizations that behave
ethically will have positive recruitment consequences (in the form of greater applicant
attraction). This research also adds to the literature on recruitment. Recruitment and job
choice decisions are very complex. By applying signaling theory to ethics, we now have
a better understanding of another key component of the decision-making process. Ethics
of the organization do affect recruitment outcomes. Finally, this research answers a call
for more longitudinal research in the area of applicant attraction, especially at different
stages of recruitment.
Turning to the implications for social identity theory, individuals embedded in
the recruitment process are bombarded with signals from the organization which they
use to form opinions about how they will be treated if they accept a job there and how
life in the organization will be. Applying this to ethics, morality may start as rules of
conduct implemented (or not implemented) by the organization, but over time, the
individual will likely start to internalize these morals (Frankena, 1963). Applicants may
actually be asking themselves: do I want to be identified with this organization? Do I
want this organization’s norms to be internalized? If the answer is no, then they are not
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