A Web of Applicant Attraction: Person-Organization Fit in the Context of Web-Based Recruitment
Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agr...
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| Veröffentlicht in: | Journal of applied psychology 2002-08, Vol.87 (4), p.723-734 |
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| container_title | Journal of applied psychology |
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| creator | Dineen, Brian R Ash, Steven R Noe, Raymond A |
| description | Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self- assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self- esteem. Implications and future Web-based recruitment research directions are discussed. |
| doi_str_mv | 10.1037/0021-9010.87.4.723 |
| format | Article |
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A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self- assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self- esteem. Implications and future Web-based recruitment research directions are discussed.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/0021-9010.87.4.723</identifier><identifier>PMID: 12184576</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Adult ; Biological and medical sciences ; Cognition ; Feedback ; Female ; Fundamental and applied biological sciences. Psychology ; Goodness of fit ; Human ; Human Computer Interaction ; Human resources ; Humans ; Internet ; Interpersonal Relations ; Job Applicant Attitudes ; Job Applicants ; Job Description ; Job Satisfaction ; Male ; Miscellaneous ; Motivation ; Occupational Interests ; Occupational psychology ; Occupations ; Organization ; Organizational Characteristics ; Organizations ; Personnel Recruitment ; Personnel Selection ; Psychology ; Psychology. Psychoanalysis. 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A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self- assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self- esteem. Implications and future Web-based recruitment research directions are discussed.</description><subject>Adult</subject><subject>Biological and medical sciences</subject><subject>Cognition</subject><subject>Feedback</subject><subject>Female</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Goodness of fit</subject><subject>Human</subject><subject>Human Computer Interaction</subject><subject>Human resources</subject><subject>Humans</subject><subject>Internet</subject><subject>Interpersonal Relations</subject><subject>Job Applicant Attitudes</subject><subject>Job Applicants</subject><subject>Job Description</subject><subject>Job Satisfaction</subject><subject>Male</subject><subject>Miscellaneous</subject><subject>Motivation</subject><subject>Occupational Interests</subject><subject>Occupational psychology</subject><subject>Occupations</subject><subject>Organization</subject><subject>Organizational Characteristics</subject><subject>Organizations</subject><subject>Personnel Recruitment</subject><subject>Personnel Selection</subject><subject>Psychology</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Recruitment</subject><subject>Regression analysis</subject><subject>Self Concept</subject><subject>Self-Esteem</subject><subject>Studies</subject><subject>World Wide Web</subject><issn>0021-9010</issn><issn>1939-1854</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2002</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>7QJ</sourceid><recordid>eNqF0U1LxDAQBuAgiq6rf0BQFlFvXWeaNB_HsvgFghfFY0jTBCrdtibdg__eLLu44EFPIfDMTCYvIWcIcwQqbgFyzBSkqxRzNhc53SMTVFRlKAu2TyY_4Igcx_gBgIwqOCRHmKNkheATcl7O3l016_2sHIa2saYbZ-U4BmPHpu9OyIE3bXSn23NK3u7vXheP2fPLw9OifM4MK9SYCV_VVilGoVAcRG44B1t74bxkFr13tfG1pZzVCA6MtLWsmKxk5VxSVU6n5GbTdwj958rFUS-baF3bms71q6hFDojIxb-wEOlBXPB_IVUIIBlL8PIX_OhXoUvbap6-S0haFH-hHKliAHw9Mt8gG_oYg_N6CM3ShC-NoNeB6XUeep2HlkKztBVNRRfbzqtq6epdyTahBK63wERrWh9MZ5u4c1QySTkmd7VxZjB6iF_WhLGxrYvaDO1u3jfQpKaF</recordid><startdate>200208</startdate><enddate>200208</enddate><creator>Dineen, Brian R</creator><creator>Ash, Steven R</creator><creator>Noe, Raymond A</creator><general>American Psychological Association</general><scope>IQODW</scope><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>7QJ</scope><scope>8BJ</scope><scope>FQK</scope><scope>JBE</scope><scope>7RZ</scope><scope>PSYQQ</scope><scope>7X8</scope><orcidid>https://orcid.org/0000-0003-1915-9508</orcidid></search><sort><creationdate>200208</creationdate><title>A Web of Applicant Attraction</title><author>Dineen, Brian R ; Ash, Steven R ; Noe, Raymond A</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a459t-7fbdc99430596072a660cdf7ef84c1ffedafdc364d10e0a8cd8b48b8beedf7b23</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2002</creationdate><topic>Adult</topic><topic>Biological and medical sciences</topic><topic>Cognition</topic><topic>Feedback</topic><topic>Female</topic><topic>Fundamental and applied biological sciences. Psychology</topic><topic>Goodness of fit</topic><topic>Human</topic><topic>Human Computer Interaction</topic><topic>Human resources</topic><topic>Humans</topic><topic>Internet</topic><topic>Interpersonal Relations</topic><topic>Job Applicant Attitudes</topic><topic>Job Applicants</topic><topic>Job Description</topic><topic>Job Satisfaction</topic><topic>Male</topic><topic>Miscellaneous</topic><topic>Motivation</topic><topic>Occupational Interests</topic><topic>Occupational psychology</topic><topic>Occupations</topic><topic>Organization</topic><topic>Organizational Characteristics</topic><topic>Organizations</topic><topic>Personnel Recruitment</topic><topic>Personnel Selection</topic><topic>Psychology</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. Psychophysiology</topic><topic>Recruitment</topic><topic>Regression analysis</topic><topic>Self Concept</topic><topic>Self-Esteem</topic><topic>Studies</topic><topic>World Wide Web</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Dineen, Brian R</creatorcontrib><creatorcontrib>Ash, Steven R</creatorcontrib><creatorcontrib>Noe, Raymond A</creatorcontrib><collection>Pascal-Francis</collection><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><collection>APA PsycArticles®</collection><collection>ProQuest One Psychology</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of applied psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Dineen, Brian R</au><au>Ash, Steven R</au><au>Noe, Raymond A</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>A Web of Applicant Attraction: Person-Organization Fit in the Context of Web-Based Recruitment</atitle><jtitle>Journal of applied psychology</jtitle><addtitle>J Appl Psychol</addtitle><date>2002-08</date><risdate>2002</risdate><volume>87</volume><issue>4</issue><spage>723</spage><epage>734</epage><pages>723-734</pages><issn>0021-9010</issn><eissn>1939-1854</eissn><coden>JAPGBP</coden><abstract>Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self- assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self- esteem. Implications and future Web-based recruitment research directions are discussed.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><pmid>12184576</pmid><doi>10.1037/0021-9010.87.4.723</doi><tpages>12</tpages><orcidid>https://orcid.org/0000-0003-1915-9508</orcidid></addata></record> |
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| subjects | Adult Biological and medical sciences Cognition Feedback Female Fundamental and applied biological sciences. Psychology Goodness of fit Human Human Computer Interaction Human resources Humans Internet Interpersonal Relations Job Applicant Attitudes Job Applicants Job Description Job Satisfaction Male Miscellaneous Motivation Occupational Interests Occupational psychology Occupations Organization Organizational Characteristics Organizations Personnel Recruitment Personnel Selection Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Recruitment Regression analysis Self Concept Self-Esteem Studies World Wide Web |
| title | A Web of Applicant Attraction: Person-Organization Fit in the Context of Web-Based Recruitment |
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