A Closer Look at Reactions to Realistic Recruitment Messages

A Closer Look at Reactions to Realistic Recruitment Messages Recently there has been a great deal of interest among consumer and behavioral judgment researchers on how immediate affective reactions influence overall evaluations. The current study seeks to determine whether immediate affective reactions to organizational attributes warrant the attention of recruitment researchers as well. Using a customized web‐based computer program that elicits immediate affective reactions to organizational previews, the study finds that overall evaluations of the organization are influenced more by the average intensity of immediate affective reactions experienced during the message than by the relative balance of positive and negative information contained in the message. Results suggest that practitioners using realistic information need to be more concerned about the average intensity of recipients' reactions than about the relative balance of positive or negative information. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

A Closer Look at Reactions to Realistic Recruitment Messages

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Publisher
Wiley
Copyright
Copyright © 2006 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
D.O.I.
10.1111/j.1468-2389.2006.00330.x
Publisher site
See Article on Publisher Site

Abstract

Recently there has been a great deal of interest among consumer and behavioral judgment researchers on how immediate affective reactions influence overall evaluations. The current study seeks to determine whether immediate affective reactions to organizational attributes warrant the attention of recruitment researchers as well. Using a customized web‐based computer program that elicits immediate affective reactions to organizational previews, the study finds that overall evaluations of the organization are influenced more by the average intensity of immediate affective reactions experienced during the message than by the relative balance of positive and negative information contained in the message. Results suggest that practitioners using realistic information need to be more concerned about the average intensity of recipients' reactions than about the relative balance of positive or negative information.

Journal

International Journal of Selection and AssessmentWiley

Published: Mar 1, 2006

References

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