A Multilevel Meta-Analytical Review of Job-Organizational Attraction during Recruitment

Davie, Christopher Aaron

A Multilevel Meta-Analytical Review of Job-Organizational Attraction during Recruitment

dc.contributor.advisor	Chapman, Derek
dc.contributor.author	Davie, Christopher Aaron
dc.contributor.committeemember	Bourdage, Joshua
dc.contributor.committeemember	Cheung, Ho Kwan
dc.contributor.committeemember	Steel, Piers
dc.date	2023-11
dc.date.accessioned	2023-10-04T18:16:02Z
dc.date.available	2023-10-04T18:16:02Z
dc.date.issued	2023-09-22
dc.description.abstract	Modern-day recruitment activities have become a critical activity for organizations as they participate in the “war for talent” (Michaels, Handfield-Jones, & Axelrod, 2001). We used multilevel meta-analytic models to examine the relationship between eight categories of recruitment predictors and the job-organization attraction of applicants during the first stage of recruitment. Based on 318 independent studies, 330 independent samples, 1243 correlation coefficients, and a total of 109,057 participants, we identified the strength of the relationships of job characteristics, organization characteristics, recruiter characteristics, perceptions of the recruitment process, perceived fit, perceived alternatives, hiring expectancy, and recruitment information source. Perceived fit was the strongest predictor category, with the strongest individual predictor being person-job fit. Applicant-type, applicant gender, applicant age, applicant race, and year of publication were shown to moderate the relationships between recruitment predictors and job-organization attraction. Lab-samples were shown to be different from field samples when applicants were considering advancement opportunities, person-job fit, perceived hiring expectancy, and whether the recruitment process was job-related. Online samples were shown to be different from field samples when applicants were considering compensation and advancement, advancement opportunities, and whether the recruitment process was job-related. Sample-specific characteristics (i.e., age, gender, and race) were shown to moderate many of the predictor-criterion relationships. Year of publication was shown to moderate many relationships, most showing that present-day applicants are placing increased importance on corporate social responsibility. These findings' theoretical and practical implications are discussed with suggestions for future research.
dc.identifier.citation	Davie, C. A. (2023). A multilevel meta-analytical review of job-organizational attraction during recruitment (Master's thesis, University of Calgary, Calgary, Canada). Retrieved from https://prism.ucalgary.ca.
dc.identifier.uri	https://hdl.handle.net/1880/117247
dc.language.iso	en
dc.publisher.faculty	Graduate Studies
dc.publisher.institution	University of Calgary
dc.rights	University of Calgary graduate students retain copyright ownership and moral rights for their thesis. You may use this material in any way that is permitted by the Copyright Act or through licensing that has been assigned to the document. For uses that are not allowable under copyright legislation or licensing, you are required to seek permission.
dc.subject	Recruitment
dc.subject	Attraction
dc.subject	Meta-analysis
dc.subject	Employee recruitment
dc.subject	Job applicants
dc.subject	Systematic review
dc.subject	Organizational behavior
dc.subject	Psychological aspects
dc.subject	Correlation analysis
dc.subject	Career choice
dc.subject	Studies
dc.subject	Quantitative analysis
dc.subject	Personnel psychology
dc.subject	Personnel recruitment
dc.subject	Occupational choice
dc.subject	Occupational psychology
dc.subject	Organization culture
dc.subject	Person-environment fit
dc.subject	Person-organization fit
dc.subject	Job search
dc.subject	Job choice
dc.subject	Job application
dc.subject	Human
dc.subject	Human resources
dc.subject	Employee selection
dc.subject	Corporate culture
dc.subject.classification	Psychology--Industrial
dc.title	A Multilevel Meta-Analytical Review of Job-Organizational Attraction during Recruitment
dc.type	master thesis
thesis.degree.discipline	Psychology
thesis.degree.grantor	University of Calgary
thesis.degree.name	Master of Science (MSc)
ucalgary.thesis.accesssetbystudent	I do not require a thesis withhold – my thesis will have open access and can be viewed and downloaded publicly as soon as possible.