Organizational attraction measures are commonly used as surrogate assessments of organizational pursuit. Despite the range in content often encompassed by such instruments, no research has systematically examined the assumptions underlying their use. The authors address this issue by empirically distinguishing items assessing attractiveness, prestige, and behavioral intentions and by modeling their effects on organization pursuit. Undergraduates (N = 305) were randomly assigned to recruitment literature from one of five well-known companies and were asked to respond to a series of items commonly used in past research. Analyses of the item responses suggested that three components of organizational attraction can be reliably distinguished and that their relation to organization-pursuit behavior corresponds to Fishbein and Ajzen's theory of reasoned action.
Organizational attractiveness, organizational attraction measures, recruitment
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Educational and Psychological Measurement
SAGE Publications (UK and US)
HIGHHOUSE, Scott; LIEVENS, Filip; and SINAR, Evan F..
Measuring attraction to organizations. (2003). Educational and Psychological Measurement. 63, (6), 986-1001. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5613
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