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

Abstract

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.

The role of CSR in high Potential recruiting: literature review on the communicative expectations of high potentials

“…In terms of content, the level is mainly distinguished by the fact that several papers considered the issue of extrinsic vs. idealistic employee motivation by analyzing financial aspects, or the relationship between benefits and CSR added values (Merriman et al., 2016; Wang and Chang, 2019), concluding that P-O ethical fit and CSR perception are relevant factors for students and young professionals. That leads to a technical conclusion.…”

“…Although CSR has long been recognized as a relevant factor for organizational attractiveness (Greening and Turban, 2000) and talent attraction and its importance is reflected in the ongoing “war for talent” (Chambers et al ., 1998) in which (prospective) leaders are considered a critical human resource for corporate success (Ansoff, 1965), few contributions are focusing on successfully recruited future leaders/high potentials. Instead, most existing contributions consider junior employees who are still in the training phase (Barrena-Martinez et al., 2015; Hanson-Rasmussen and Lauver, 2017; Zizka, 2017; Novokmet and Bilic, 2016; Wang and Chang, 2019; Sohn et al., 2015; Reis et al., 2015). However, top students do not constitute the high potential group per se .…”

“…CSR is considered a factor for comprehensive corporate success and is taken into account in all areas of economic activity. As a modern phenomenon that is also shaped by the value orientation of the younger generation (Inglehart, 1977;Waples and Brachle, 2020), CSR efforts and CSR communication in recruiting have become the relevant P-O-Fit indicator (Wang and Chang, 2019). In particular, environmental CSR (Farooq et al, 2014) is gaining importance here (Story et al, 2016).…”

Effect of Power Message on Employee Response and Job Recruitment in the Hospitality Industry

“…On the other hand, the job pursuit intention reflects the potential employees' intention to actively participate in the job recruitment process. It is directly influenced by the instrumental factors or the utilitarian factors, such as the economic benefits (e.g., expected pay, compensation, and benefits), the promotion opportunities, the location, and the working conditions (Chang & Wang, 2019). Given that attitude has often been employed as a predictor of behavior in past research, the organizational image and the reputation are likely to affect the job pursuit intention indirectly through the organizational attraction.…”