THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

convergent results, suggesting that ethical signals do influence organizational attraction.
Main effects for organizational practices were fully supported in both studies; main
effects for recruitment practices were supported in study 2, but not study 1. Although
recruitment practices have an impact on attraction, organizational practices appear to be
more important. Applicants may explain away one unethical recruiter if the organization
appears to be ethical and is performing well. This has important theoretical and practical
implications, which are discussed in more detail below.
Both studies found partial mediation for the perception of the organization as
ethical. This helps researchers and practitioners understand why applicants are affected
by ethical signals; ethical signals influence their perceptions of the organization, and
these perceptions influence attraction. Finally, some (albeit not all) of the moderation
hypotheses were supported. Specifically, the two-way interaction between CMD and
organizational practices in Study 1, the two-way SIMI and recruitment practices in Study
2, and the three-way interaction between SIMI, organizational practices, and
performance in Study 2 were all supported. These results have important implications
for both academics and practitioners. Individual difference moderators play an
important role in the ethical signals/attraction relationship. Theoretically, the results
support research on ASA and fit, and suggest that fit on an ethical dimension may also
be an important determinant of recruitment outcomes, although more research is needed
in this area. In addition, the moderation results have important implications for
practitioners, especially those who want to attract and select more ethical employees.
Theoretical and practical implications are discussed more below.
89