| Establishing Person-Organization Fit During Organizational Entry |
| | Cable, Daniel M. | U. of North Carolina, Chapel Hill | dan_cable@unc.edu | (919)-962-6145 |
| | Parsons, Charles K. | Georgia Institute of Technology | charles.parsons@mgt.gatech.edu | (404)-894-4921 |
| | We examined how the three complementary processes of organizational entry (applicant self-selection, firms’ selection methods, and firms’ socialization tactics) help establish fit between newcomers and organizations. Our three-wave longitudinal design followed 101 individuals over two years, from their initial job search activity to their decisions to stay or leave an employer after 18 months. Results indicated that job seekers’ self-selection and firms’ socialization methods affected person-organization fit, but that firms’ hiring practices had no effect on fit. Results also suggested that values congruence is valuable to both organizations and newcomers: firms rewarded newcomers who had congruent values with career development opportunities, and newcomers experienced positive perceptions of fitting in when values congruence was established at organizational entry. Finally, newcomers’ subjective fit perceptions mediated the relationship between values congruence and organizational commitment, which in turn affected their decisions to stay or leave their organizations. (143 words) |
| | Keywords: P-O fit; Organizational entry; Values congruence |
| Effects of Message Framing in Job Advertisements on Organizational Attractiveness |
| | Thorsteinson, Todd Jay | U. of Idaho | tthorste@uidaho.edu | (208) 885-4944 |
| | Highhouse, Scott | Bowling Green State U. | shighho@bgnet.bgsu.edu | (419) 372-8078 |
| | Fay, Tania | U. of Idaho | fay5833@uidaho.edu | (208) 885-6324 |
| | Two studies were conducted to investigate the effects of message framing in job advertisements on organizational attractiveness.
Job advertisements were created which emphasized the potential costs or losses of not applying (i.e., loss frame) or the potential
gains or benefits of applying (i.e., gain frame). The first study, using a between-subjects design, found no significant differences
between the loss and gain framed advertisements on organizational attractiveness. However, the second study, which utilized a
within-subjects design, found that participants were more attracted to the company in the gain framed ad than the loss framed ad.
Potential limitations and implications of the results are discussed. |
| | Keywords: Recruitment; Job advertisements; Message framing |
| The Role of Salary Negotiations in Recruitment Outcomes |
| | Porter, Christopher O. L. H. | Michigan State U. | porterc1@pilot.msu.edu | 517-353-6970 |
| | Conlon, Donald E. | Michigan State U. | Conlon@pilot.msu.edu | 517-432-3519 |
| | Barber, Alison E. | Michigan State U. | aebarber@pilot.msu.edu | (517) 353-5415 |
| | There are aspects of the recruitment process other than those typically considered by recruitment researchers that can affect recruitment outcomes. One particular aspect of recruitment that has historically been ignored by recruitment researchers is salary negotiation. This study examines the salary negotiation experience and its effects on job acceptance and organizational attractiveness and in a scenario study in which we vary the prospective employee's (1) deadline for receiving a signing bonus, (2) salary offer, (3) voice opportunity, and (4) the quality of the treatment received from the recruiter during the salary negotiation. The results of this study indicate that fairness in salary negotiation outcomes, fairness in salary negotiation procedures, and fairness in the manner in which a job applicant is treated during a salary negotiation all have a positive impact on recruitment outcomes. The data also reveal an outcome x process interaction consistent with previous findings in the justice literature. While this study does not suggest that salary negotiations are the most important aspect of the recruitment process, it does however suggest that salary negotiations play an important role in recruitment outcomes. Finally, this study suggests the value of salary negotiations from a justice perspective. |
| | Keywords: Salary Negotiations; Justice; Recruitment |
| Recruitment and Job Choice: The Effects of Early Recruitment Practices on the Decision to Apply to an Organization |
| | Collins, Christopher Jon | U. of Maryland | ccollins@rhsmith.umd.edu | 301-405-2170 |
| | Stevens, Cynthia Kay | U. of Maryland | cstevens@rhsmith.umd.edu | 301-405-2233 |
| | This paper explored the relationship between early recruitment practices (company visibility, social networking, campus
presence and traditional practices) and decision making during the initial phase of the recruitment process. Results
indicated a complex relationship between early recruitment practices and intentions to apply to an organization. We found
that the relationships between each of the four practices and intentions to apply were mediated by attraction to the organization.
Further, the relationships between several of the early recruitment practices and attraction were mediated by the potential
applicants' perceptions of the presence of job attributes and attraction to the organization. In addition, we found a significant
relationship between intentions to apply and actual application decisions. Finally, we discuss implications of the finding for
both future research and practice. |
| | Keywords: Recruitment; Decision-making; Attraction |