Individual Differences in Applicant Reactions: A Job‐Search Perspective
Year: 2005
Type: article
Study design: Observational Study
Abstract: This study used three variables from a self‐regulatory job‐search framework to investigate individual differences in the relationship between applicants' perceived procedural fairness of selection tests and job‐pursuit intentions. Employment commitment, job‐search self‐efficacy, and motivational control were hypothesized to moderate the procedural fairness – job‐pursuit intentions relationship while controlling for pretest attitudes and perceived performance. Applicants (N=291) for entry‐level clerical jobs with large federal agencies completed pretest and posttest surveys. Results suggested that only job‐search self‐efficacy and motivational control moderated the relationship between perceived procedural fairness and job‐pursuit intentions. The relationship was stronger for applicants with higher levels of job‐search self‐efficacy and lower levels of motivational control.
Author: David M. LaHuis
Language: English
Topic: Employer Branding and e-HRM
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2064809142