Chapman, DerekDavie, Christopher Aaron2023-10-042023-10-042023-09-22Davie, 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.https://hdl.handle.net/1880/11724710.11575/PRISM/42089Modern-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.enUniversity 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.RecruitmentAttractionMeta-analysisEmployee recruitmentJob applicantsSystematic reviewOrganizational behaviorPsychological aspectsCorrelation analysisCareer choiceStudiesQuantitative analysisPersonnel psychologyPersonnel recruitmentOccupational choiceOccupational psychologyOrganization culturePerson-environment fitPerson-organization fitJob searchJob choiceJob applicationHumanHuman resourcesEmployee selectionCorporate culturePsychology--Industrialmaster thesis