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Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by Different Factors?

Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by... Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts. This paper discusses the results of a study of MBA candidates that examined (a) the relative importance of various job, organizational, diversity, and recruiter characteristics on assessments of organizational attractiveness, and (b) the extent to which these assessments differed when applicant race and gender are taken into account. Results confirmed that relative to organizational, diversity, and recruiter characteristics, job factors were reported as most important to organizational attraction. However, within the job, diversity, and recruiter characteristics categories interesting gender and/or race differences emerged. The implications of these differences for research and for practices are offered. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Business and Psychology Springer Journals

Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by Different Factors?

Thomas, Kecia; Wise, P.
Journal of Business and Psychology , Volume 13 (3) – Sep 28, 2004
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Publisher
Springer Journals
Copyright
Copyright © 1999 by Human Sciences Press, Inc.
Subject
Psychology; Industrial and Organizational Psychology; Community and Environmental Psychology; Personality and Social Psychology; Business and Management, general; Social Sciences, general
ISSN
0889-3268
eISSN
1573-353X
DOI
10.1023/A:1022978400698
Publisher site
See Article on Publisher Site

Abstract

Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts. This paper discusses the results of a study of MBA candidates that examined (a) the relative importance of various job, organizational, diversity, and recruiter characteristics on assessments of organizational attractiveness, and (b) the extent to which these assessments differed when applicant race and gender are taken into account. Results confirmed that relative to organizational, diversity, and recruiter characteristics, job factors were reported as most important to organizational attraction. However, within the job, diversity, and recruiter characteristics categories interesting gender and/or race differences emerged. The implications of these differences for research and for practices are offered.

Journal

Journal of Business and Psychology – Springer Journals

Published: Sep 28, 2004

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