The consistency effect between applicants’ personality traits and job characteristics on employment advertisement Perceived P-E Fitness, Organizational Attractiveness, and intention to job acceptance

Main Article Content

Byunghwa Yang

Abstract

This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.

Metrics

Metrics Loading ...
 

Article Details

Section
Empirical Articles

References

유태용, 김도영, 현희정 (2002). 개인성격과 조직성격 유형간의 일치 정도가 조직에 대한 태도 및 행동에 미치는 영향. 한국심리학회지: 산업 및 조직, 15, 65-87.
이선희 (2008). 직무만족과 개인-직무 부합도가 청년근로자의 이직 결정에 미치는 영향: 사건사 분석법의 적용. 한국심리학회지: 산업 및 조직, 21, 705-728.
최명옥, 유태용 (2005). 개인-조직, 개인-직무, 개인-상사 부합이 조직몰입, 직무만족, 이직의도에 미치는 영향: 부합들간의 상호작용 효과를 중심으로. 한국심리학회지: 산업 및 조직, 18, 139-162.
Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786- 801.
Blau, G. (1993). Further exploring the relationship between job search and voluntary individual turnover. Personnel Psychology, 46, 313-330.
Bretz, R. D., & Judge, T. A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44, 310-327.
Broach, V. C. Jr., Page, T. J. Jr., & Wilson, R. D. (1995). Television programming and its influence on viewers' perceptions of commercials: The role of program arousal and pleasantness. Journal of Advertising, 24, 45-54.
Cable, D. M., & DeRue, S. (2002). The convergent, and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875-884.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89, 822–834.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311.
Carless, S. (2005). Person-job fit versus Person-organization fit as predictors of organizational attraction and job acceptance intensions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, 411-429.
Chatman, J. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
Costa, P. T., & McCrae, P. R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO five-factor (NEO-FFI) inventory professional manual. Odessa, FL: PAR.
Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94, 654-677.
Ehrhart, K. (2006). Job characteristics belief and personality as antecedents of subjective person-job fit. Journal of Business and Psychology, 21, 193-226.
Franco-Watkins, A. M., & Johnson, J. G. (2011). Applying the decision moving window to risky choice: Comparison of eye-tracking and mouse-tracing methods. Judgment and Decision Making, 6, 740-749.
Goltz, S. M., & Giannantonio, C. M. (1995). Recruiter friendliness and attraction to the job: The mediating role of inferences about the organization. Journal of Vocational Behavior, 46, 109-118.
Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94, 465-477.
Highhouse, S., Stierwalt, S. L., Bachiochi, P., Elder, A. E., & Fisher, G. (1999). Effects of advertised human resource management practices on attraction of African American applicants. Personnel Psychology, 52, 425-442.
Hofstede, G. (1980). Culture’s consequences: International differences in work related values. Beverly Hills, CA: Sage.
Judge, T. A., & Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77, 261–271.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50, 359-394.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualization, measurement, and implications. Personnel Psychology, 49, 1-49.
Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters' perceptions of person-job and person- organization fit. Personnel Psychology, 53, 643-671.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281-342.
Lievens, F., Decaesteker, C., & Coetsier, P. (2001). Organizational attractiveness for prospective applicants: A person-organization fit perceptive. Applied Psychology: An International Review, 50, 30-51.
Mason, N. A., & Belt, J. A. (1986). Effectiveness of specificity in recruitment advertising. Journal of Management, 12, 425-432.
O'Reilly, C. A., Chatman, J. A., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
Petty, R. E., & Cacioppo, J. T. (1986). The elaboration likelihood model of persuasion. Advances in Experimental Social Psychology, 19, 123-205.
Petty, R. E., Haugtvedt, C. P., & Smith, S. M. (1995). Elaboration as a determinant of attitude strength: Creating attitudes that are persistent, resistant, and predictive of behavior. Hillsdale, N.J.: Lawrence Erlbaum Associates, Inc.
Ployhart, R. E., Weekley, J. A., & Baughman, K. (2006). The structure and function of human capital emergence: A multilevel examination of the attraction-selection-attrition model. Academy of Management Journal, 49, 661-677.
Resick, C. J., Baltes, B. B., & Shantz, C. W. (2007). Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92, 1446-1455.
Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). The Effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology, 19, 319-339.
Ryan, A. M., & Schmit, M. J. (1996). An assessment of organizational climate and P-E fit: A tool for organizational change. The International Journal of Organizational Analysis, 4, 75-95.
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. Organizational psychology, 2, 399-444.
Rynes, S., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in fob choice: A different way of looking. Personnel Psychology, 44, 487-521.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Schneider, B., Smith, D. B., Taylor, S., & Fleenor, J. (1998). Personality and organizations: A test of the homogeneity of personality hypothesis. Journal of Applied Psychology, 83, 462-470.
Sheridan, J. E. (1992). Organizational culture and employee retention. Academy of Management Journal, 35, 1036-1056.
SMI. (2011). iView XTM System manual. SensoMotoric Instruments Publications.
Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics, 87, 355-374.
Stevens, C. D., Szmerekovsky, J. G. (2010). Attraction to employment advertisements: Advertisement wording and personality characteristics. Journal of Managerial Issue, 22, 107-126.
Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52, 24-44.