THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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Table 9 Study 2 Analysis of Covariance (ANCOVA) Organizational Attraction ______________________________________________________________________________________________________ Source of variance Type III SS df MS F Socially Desirable Responding .01 1 .01 .01 Ethical Organizational Practices (OP) 11.32 2 5.66 2.81 † Ethical Recruitment Practices (RP) 12.55 2 6.27 3.11* Performance 2.62 1 2.62 1.30 Self-Importance of Moral Identity (SIMI) 10.10 1 10.10 5.01* Cognitive Moral Development (CMD) .23 1 .23 .11 OP × SIMI 8.44 2 4.22 2.09 RP × SIMI 25.06 2 12.53 6.22** OP × CMD 5.83 2 2.92 1.45 RP × CMD 2.33 2 1.17 .58 OP × SIMI × Performance 13.25 2 6.63 3.29* RP × SIMI × Performance 4.17 2 2.08 1.03 OP × CMD × Performance 8.30 2 4.15 2.06 RP × CMD × Performance .31 2 .15 .08 Error 1229.30 610 2.02 ______________________________________________________________________________________________________ **p
independent variables were dummy coded in order to perform a regression analysis. The ethical recruitment practices (RP) condition was dummy coded (1=ethical RP, 0=unethical or neutral RP). The unethical RP condition was also dummy coded (1=unethical RP, 0=ethical or neutral RP). Similarly, the ethical organizational practices (OP) variable condition was dummy coded (1=ethical OP, 0=unethical or neutral OP) and the unethical OP condition was also dummy coded (1=unethical OP, 0=ethical or neutral OP). Results are reported in Table 10. Using Baron and Kenny’s (1986) method, I first examined the relationship between the independent (dummy coded) variables and the dependent variable. The ethical recruitment practices and unethical recruitment practices variables were not tested for mediation since there was no significant relationship between these variables and attraction (β = .01, n.s. and β = -.07, n.s., respectively). Thus, Hypothesis 3b was not supported. Next, I examined the relationship between the independent variables and the mediator. For organizational practices (Hypothesis 3a), both ethical organizational practices (β = .31, p
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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……………
Page 9 and 10:
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
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consequence will occur to each stak
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interpret” ethical codes (Clegg e
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enforcement) of ethical codes of co
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the practices or implementation of
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Recruitment Recruitment researchers
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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 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: that I consider unethical.” The m
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
Page 123 and 124: 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
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2. ___ The recruiter acted ethicall
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