Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job-organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor-job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice.

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We examined whether subjective person-organization (P-O) fit arises from perceptions of similarity, complementarity or some combination of both. Data were collected from 209 employees of various occupational and organizational backgrounds. Results indicated that individuals distinguish between fit that occurs through similarity and complementarity, and that both explain unique variance in subjective P-O fit. Subjective fit was associated with higher levels of job satisfaction and organizational commitment, and reduced turnover intentions. Furthermore, the results suggest that subjective fit mediates the relationship between perceived similarity/complementarity and work attitudes.

The purpose of this study was to assess the prevalence of demonizing in the two major media that young children use (television and movies). Two content analyses were conducted using the animated feature films (n = 34) of the Walt Disney Company and after-school cartoons (n = 41). Each was coded for the modeling of the use of "evil" words when referring to a person, e.g., monster, devil, demon, wicked. Seventy-four percent of the Disney films contained "evil" references, with an average of 5.6 references per film. Forty-four percent of the after-school cartoons contained "evil" references, with an average of one per cartoon. The results are discussed within the context of children's repeated exposure to popular animated movies and cartoons and their learning to demonize people who engage in perceived "bad" behaviors.

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