Measuring Attraction to Organizations

2003/12/01 by Scott Highhouse, Filip Lievens, Evan F. Sinar · 23 citations
Business, Management and Accounting · Social Sciences · Psychology · #Employer Branding and e-HRM #Gender Diversity and Inequality #Personality Traits and Psychology

paper · doi:10.1177/0013164403258403

Abstract

Organizational attractionmeasures 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 wellknown companies and were asked to respond to a series of items commonly used in past research. Analyses of the itemresponses 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.

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