Year 2019, Volume 7, Issue 1, Pages 106 - 123 2019-05-31

The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision

Zhu-ying Wang [1] , Wen-ching Chang [2]

20 17

Our research extends the current recruiting relevant studies by identifying how intrinsic (person-organization ethical fit, P-O ethical fit) and extrinsic factors (pay level and perceived corporate image) influence job choice decision solely and interactively. A 2×2 between-subjects experimental design was conducted with 210 graduating students in Taiwan, and written scenarios were used to simulate a job choice setting.  These scenario cases are related to hotels which focus on environmentally relative corporate social responsibility (CSR) activities.  The results show a significant difference in job offer acceptance rates among job seekers with diverse P-O ethical fit and the effect of P-O ethical fit on perceived corporate image was partially supported.  The following discussion and suggestion will be made to provide ideas for recruiting management and it will also contribute to academic research.

Ethical Fit, Job Choice Decision, Corporate Image, pay
  • Allen. D.G., Mahto, R.V., & Otondo, R.F. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction. Journal of Applied Psychology, 92, 16961708.
  • Ambrose, M., Arnaud, A., & Schminke, M. (2008). Individual moral development and ethical climate: The influence of person-organization fit on job attitudes. Journal of Business Ethics, 77(3), 323–333.
  • Barber, A. (1998). Recruiting Employees: Individual and Organizational Perspectives. Thousand Oaks, CA: Sage Publications.
  • Boulding, K. E. (1956). The Image: Knowledge in Life and Social. Ann Arbor, MI: University of Michigan Press.
  • Branco, M.C., & Rodrigues, L.L. (2006). Corporate social responsibility and resource-based perspectives. Journal of Business Ethics,69, 111–132.
  • Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47(2), 317–348.
  • Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294–311.
  • Cable, D.M., & Turban, D. (2001). Recruitment image equity: Establishing the dimensions, sources, and value of job seekers’ organizational beliefs. Research in personnel and human resources management,20, 115–163.
  • Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology,78, 411–429.
  • Chapman, D.S., Uggerslev, K.L, Carroll, S.A., Piasentin, K.A., &Jones, D.A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928-944.
  • Chatman J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459–484.
  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14(3), 333–349.
  • Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment. Journal of applied psychology, 87(6), 11–21.
  • De Wulf, K., Odekerken-Schröder, G., & Iacobucci, D. (2001). Investments in consumer relationships: A cross-country and cross-industry exploration. Journal of Marketing,65(4), 33–50.
  • Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268.
  • Duncan, T., & Moriarty, S. E. (1998). A communication-based marketing model for managing relationships. The Journal of Marketing, 62, 1–13.
  • Ehrhart, K.H., & Ziegert, J.C. (2005). Why are Individuals Attracted to Organizations?.Journal of Management,31(6), 901–919.
  • Erdogan, B., & Bauer, T.N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58, 859-891.
  • Finegan, J., & Theriault, C. (1997). The Relationship between Personal Values and the Perception of the Corporation’s Code of Ethics. Journal of Applied Social Psychology, 27(8), 708–724.
  • Firfiray, S., & Mayo, M. (2017). The lure of work-life benefits: Perceived person-organization fit as a mechanism explaining job seeker attraction to organizations. Human Resource Management, 56(4), 629-649.
  • Fombrun, C., & Shanley, M. (1990). What’s in a Name? Reputation Building and Corporate Strategy. Academy of Management Journal,33(2), 233–258.
  • Gagné M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331-362.
  • Gatewood, R. D., Gowan, M. A., & Lautenschlager, G.J. (1993). Corporate image, recruitment Image and Initial Job Choice Decisions. Academy of Management Journal,36(2), 414–427.
  • Gully, S.M., Phillips, J.M., Castellano, W.G., & Han, K. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66, 935-973.
  • Harold, C. M., & Ployhart, R.E. (2008). What do applicants want? Examining changes in attribute judgments over time. Journal of Occupational and Organizational Psychology, 81, 191–218.
  • Highhouse, S., Lievens, F., & Sinar, E.F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63, 986-1001.
  • Hoeffler, S., & Keller, K. L. (2002). Building brand equity through corporate societal marketing. Journal of Public Policy & Marketing, 21(1), 78–89.
  • Judge, T. A., & Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77(3), 261–271.
  • Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture and organization attraction. Personnel Psychology,50, 359–394.
  • Jurgensen, C. E. (1978). Job preferences (What makes a job good or bad?). Journal of Applied Psychology, 63, 267-276.
  • Kim, S.Y., & Park, H. (2011). Corporate Social Responsibility as an organizational attractiveness for prospective public relations practitioners. Journal of Business Ethics, 103, 639–653.
  • Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.
  • Liat, C.B., Mansori, S., & Huei, C.T. (2014). The associations between service quality, corporate image, customer satisfaction, and loyalty: Evidence from the Malaysian hotel industry. Journal of Hospitality Marketing & Management, 23, 314-326.
  • Lievens, F., C., Decaeateker, C., & Coetsier, P. (2001). Organizational attractiveness for prospective applicants: A person-organization fit perspective. Applied Psychology: An International Review, 50(1), 30-51.
  • McGinley, S.P., Yang, W., & Zhang, L. (2018). Snob appeal? Impact of company status perceptions on employee recruitment. Journal of Hospitality Marketing & Management, 27(1), 85-105.
  • Netemeyre, R.G., Boles, J.S., McKee, D.O., & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), 85–98.
  • Osborn, D. P. (1990). A reexamination of the organizational choice process. Journal of Vocational Behavior, 36, 45–60.
  • Park, J. (2009). The relationship between top managers' environmental attitudes and environmental management in hotel companies. Doctoral Dissertation, Virginia Tech.
  • Quinetta, M.R., Christopher J. C., & Shaul, O. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology,19, No. 3.
  • Riordan, C.M., Gatewood, R.D., & Bill, J.B. (1997). Corporate image: employee reactions and implications for managing corporate social performance. Journal of Business Ethics,16(4), 401–412.
  • Rynes, S.L., & Cable, C.M., (2003). Recruitment research in the twenty-first century. In Bor Man WC, Ilgen DR, Klimoski RJ (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 5576). Hoboken, NJ: John Wiley and Sons.
  • Rynes, S.L., Bretz, R.D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology,44(3), 487–521.
  • Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-454.
  • Sims, R.L., & Kroeck, K.G. (1994). The Influence of Ethical Fit on Employee Satisfaction, Commitment, and Turnover. Journal of Business Ethics,13(12), 939–947.
  • Smith, D.B. (2008). The People Make the Place: Dynamic Linkages between Individuals and Organizations. New York, NY: Taylor and Francis.
  • Soelber, P.O. (1967). Unprogrammed decision making. Industrial Management Review, 8(2), 19–29.
  • Spence, M. (1973). Job market signaling, Quarterly Journal of Economics, 87, 355-374.
  • Surroca, J, Tribo, J., & Waddock, S. (2010). Corporate responsibility and financial performance: The role of intangible resources. Strategic Management Journal, 31, 463-490.
  • Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6(5), 573–592.
  • Turban, D.B., & Greening, D.W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal,40(3), 658–672.
  • Uggerslev, K.L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65, 597–660.
  • Valentine, S., Godkin, L., & Lucero, M. (2002). Ethical context, organizational commitment, and person-organization fit. Journal of Business Ethics, 41(4), 349–360.
  • Wanous, J. (1992). Organizational Entry: Recruitment, Selection, and Socialization of Newcomers ( 2nd ed). Upper Saddle River, NJ: Pearson Prentice Hall.
  • Zairi, M., & Peters, J. (2002). The impact of social responsibility on business performance. Managerial Auditing Journal,17(4), 174–178.
Primary Language en
Subjects Hospitality Leisure Sport and Tourism
Journal Section Research Article
Authors

Orcid: 0000-0002-1059-3079
Author: Zhu-ying Wang
Institution: Providence University
Country: Taiwan


Orcid: 0000-0003-2709-1451
Author: Wen-ching Chang (Primary Author)
Institution: Providence University
Country: Taiwan


Bibtex @research article { ahtr525116, journal = {Advances in Hospitality and Tourism Research (AHTR)}, issn = {2147-9100}, eissn = {2148-7316}, address = {Akdeniz University}, year = {2019}, volume = {7}, pages = {106 - 123}, doi = {10.30519/ahtr.525116}, title = {The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision}, key = {cite}, author = {Wang, Zhu-ying and Chang, Wen-ching} }
APA Wang, Z , Chang, W . (2019). The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision. Advances in Hospitality and Tourism Research (AHTR), 7 (1), 106-123. DOI: 10.30519/ahtr.525116
MLA Wang, Z , Chang, W . "The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision". Advances in Hospitality and Tourism Research (AHTR) 7 (2019): 106-123 <http://dergipark.org.tr/ahtr/issue/45580/525116>
Chicago Wang, Z , Chang, W . "The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision". Advances in Hospitality and Tourism Research (AHTR) 7 (2019): 106-123
RIS TY - JOUR T1 - The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision AU - Zhu-ying Wang , Wen-ching Chang Y1 - 2019 PY - 2019 N1 - doi: 10.30519/ahtr.525116 DO - 10.30519/ahtr.525116 T2 - Advances in Hospitality and Tourism Research (AHTR) JF - Journal JO - JOR SP - 106 EP - 123 VL - 7 IS - 1 SN - 2147-9100-2148-7316 M3 - doi: 10.30519/ahtr.525116 UR - https://doi.org/10.30519/ahtr.525116 Y2 - 2019 ER -
EndNote %0 Advances in Hospitality and Tourism Research (AHTR) The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision %A Zhu-ying Wang , Wen-ching Chang %T The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision %D 2019 %J Advances in Hospitality and Tourism Research (AHTR) %P 2147-9100-2148-7316 %V 7 %N 1 %R doi: 10.30519/ahtr.525116 %U 10.30519/ahtr.525116
ISNAD Wang, Zhu-ying , Chang, Wen-ching . "The Effects of P-O Ethical Fit, Expected Pay and Corporate Image on Job Choice Decision". Advances in Hospitality and Tourism Research (AHTR) 7 / 1 (May 2019): 106-123. https://doi.org/10.30519/ahtr.525116