THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

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esearchers could also utilize actual company material that is handed out during recruitment events (i.e., brochures) to provide even more realistic ethical signals. Overall, the results for this study support the hypothesized model and complement the findings from Study 1. Although Study 2 did have some limitations such as generalizability, its findings are indicative of the notion that ethical signals really do matter in recruitment. These studies have important theoretical and practical implications that are discussed in more detail in Chapter VI. 86
CHAPTER VI GENERAL DISCUSSI<strong>ON</strong> AND SUMMARY Ethics research is both timely and important. In the wake of a down economy rampant with corporate scandals, today’s organizations face employees, clients, and customers who are highly sensitive to organizational ethics (Clegg et al., 2007). Both researchers and practitioners have a vested interest in identifying why and under what conditions applicants are attracted to particular organizations based on ethical standards presented during the recruitment process. The current research integrates the ethics and recruitment streams of research in order to bring more clarity to this process. Drawing on signaling theory, this dissertation proposes that applicants detect signals, or cues, from the recruitment process that help them form perceptions and influence attraction toward the organization. The model in Figure 1 visually depicts the hypotheses developed and tested. Organizations send “ethical signals” via their organizational and recruitment practices. These ethical signals have a direct influence on recruitment outcomes such as organizational attraction. They also have an indirect influence on attraction through the mediating effect of perceptions of the organization as ethical. Finally, the model suggests that there are individual difference and firm performance moderators that affect the relationship between ethical signals and organizational attraction. Although each study had its own unique limitations (see Chapters IV and V), overall, results of both studies generally supported the model in Figure 1. A summary of the findings is located in Table 11. The field study and laboratory study provided 87
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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
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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
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Ethical Signals Organizational prac
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(Jones & Ryan, 2001), this desire f
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(measured by Fortune 500 ratings),
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of the organization to the applican
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influence on applicant perceptions
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moral development as potential mode
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Cognitive Moral Development The nex
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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 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: subsequent results) were not on a c
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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
Page 137 and 138: 2. ___ The recruiter acted ethicall
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