THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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deepen the current understanding of the ways in which ethical signals really influence recruitment outcomes. For example, one participant claimed that her parents influenced her decision to choose one organization over another by pointing to the ethical behavior of the organization during her internship. It would be interesting to know how much and what type of influence others have over applicant decisions as well as if this differs based on factors such as age or gender. Finally, future researchers should further explore the relative importance of ethics (over other factors) in job choice decisions. A small sample size prohibited a deep exploration into this area, but initial results were very interesting. Participants actually ranked ethics above performance in importance. If these results can be replicated in a larger sample with more statistical power, researchers may find that ethics plays a more vital role than previously thought. Study 2 (Chapter V) attempts to address some of these issues by including performance in a rigorous laboratory study that examines ethical signals and individual difference moderators. Applicant responses to ethical signals are likely influenced by the applicant’s individual differences and preferences, which few studies have examined (Ryan & Ployhart, 2000). In an organizational setting, individuals will have a wide range of ethical beliefs. As a result, they will differentially process the ethical signals sent by the organization. More ethical individuals will seek and be selected by those organizations with a strong ethical culture (Brown & Trevino, 2006). Additionally, the more morally developed the individual, the more likely they are to detect and be influenced by ethical signals from the organizational and recruitment practices. Therefore, it is important to 60
further examine certain individual difference moderators and their effect on the relationship between ethical signals and recruitment outcomes, which is the goal of the Study 2, described in the next chapter. 61
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THE EFFECT OF ETHICAL SIGNALS ON RE
Page 3 and 4:
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
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CHAPTER II LITERATURE REVIEW Ethics
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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 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: happened during the recruitment per
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. (
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
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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
Page 135 and 136:
Ethical: Recruitment Practices Mani
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2. ___ The recruiter acted ethicall
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