IDEAS home Printed from https://ideas.repec.org/a/eee/jobhdp/v114y2011i1p3-14.html
   My bibliography  Save this article

Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis

Author

Listed:
  • Kausel, Edgar E.
  • Slaughter, Jerel E.

Abstract

Although the interactionist perspective has been widely studied in organizational attractiveness, there is no research comparing the explanatory power of the complementary and supplementary hypotheses in predicting attraction. The authors test these perspectives in the context of the instrumental-symbolic framework. The authors also examine whether the use of narrow personality facets, such as Trust (under the Big Five trait Agreeableness), Assertiveness (under Extraversion), and Imagination (under Openness to Experience) enhances the prediction of attraction. Job seekers (N = 220) provided self-ratings of personality, ratings of organizational traits, and their level of attraction to a potential future employer. Results supported predictions based on complementarity, suggesting that organizations adopting a recruiting strategy based on similarity in personality may not succeed in attracting their most preferred candidates. The findings also suggested that narrow facets are useful in predicting attraction, providing further evidence for the predictive benefits of narrow personality traits.

Suggested Citation

  • Kausel, Edgar E. & Slaughter, Jerel E., 2011. "Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis," Organizational Behavior and Human Decision Processes, Elsevier, vol. 114(1), pages 3-14, January.
    • Handle: RePEc:eee:jobhdp:v:114:y:2011:i:1:p:3-14
    as

    Download full text from publisher

    File URL: http://www.sciencedirect.com/science/article/pii/S0749-5978(10)00067-1
    Download Restriction: Full text for ScienceDirect subscribers only
    ---><---

    As the access to this document is restricted, you may want to search for a different version of it.

    References listed on IDEAS

    as
    1. Cable, Daniel M. & Judge, Timothy A., 1996. "Person-Organization Fit, Job Choice Decisions, and Organizational Entry," Organizational Behavior and Human Decision Processes, Elsevier, vol. 67(3), pages 294-311, September.
    2. Dag Sörbom, 1989. "Model modification," Psychometrika, Springer;The Psychometric Society, vol. 54(3), pages 371-384, September.
    3. Toshio Yamagishi & Satoshi Kanazawa & Rie Mashima & Shigeru Terai, 2005. "Separating Trust from Cooperation in a Dynamic Relationship," Rationality and Society, , vol. 17(3), pages 275-308, August.
    4. Highhouse, Scott & Thornbury, Erin E. & Little, Ian S., 2007. "Social-identity functions of attraction to organizations," Organizational Behavior and Human Decision Processes, Elsevier, vol. 103(1), pages 134-146, May.
    Full references (including those not matched with items on IDEAS)

    Citations

    Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
    as


    Cited by:

    1. Arijs, Diane & Botero, Isabel C. & Michiels, Anneleen & Molly, Vincent, 2018. "Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium," Journal of Family Business Strategy, Elsevier, vol. 9(3), pages 180-191.
    2. Shiksha Gupta & Gordhan K. Saini, 2020. "Information Source Credibility and Job Seekers’ Intention to Apply: The Mediating Role of Brands," Global Business Review, International Management Institute, vol. 21(3), pages 743-762, June.
    3. Hannes Hauswald & Andreas Hack & Franz W. Kellermanns & Holger Patzelt, 2016. "Attracting New Talent to Family Firms: Who is Attracted and under what Conditions?," Entrepreneurship Theory and Practice, , vol. 40(5), pages 963-989, September.
    4. Lena Evertz & Stefan Süß, 2017. "The importance of individual differences for applicant attraction: a literature review and avenues for future research," Management Review Quarterly, Springer, vol. 67(3), pages 141-174, June.
    5. Greta Onken-Menke & Stephan Nüesch & Claudia Kröll, 2018. "Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices," Business Research, Springer;German Academic Association for Business Research, vol. 11(2), pages 239-277, September.
    6. Kausel, Edgar E. & Culbertson, Satoris S. & Leiva, Pedro I. & Slaughter, Jerel E. & Jackson, Alexander T., 2015. "Too arrogant for their own good? Why and when narcissists dismiss advice," Organizational Behavior and Human Decision Processes, Elsevier, vol. 131(C), pages 33-50.
    7. Igor Borisov & Szergej Vinogradov, 2022. "Inclusiveness as a key determinant of work engagement: evidence from V4 countries," Equilibrium. Quarterly Journal of Economics and Economic Policy, Institute of Economic Research, vol. 17(4), pages 1015-1050, December.

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. Yu, Kang Yang Trevor, 2014. "Person–organization fit effects on organizational attraction: A test of an expectations-based model," Organizational Behavior and Human Decision Processes, Elsevier, vol. 124(1), pages 75-94.
    2. Jack Walker, H. & Feild, Hubert S. & Giles, William F. & Bernerth, Jeremy B. & Short, Jeremy C., 2011. "So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seekers' organizational image perceptions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 114(2), pages 165-178, March.
    3. Daniel Hoppe & Helen Keller & Felix Horstmann, 2022. "Got Employer Image? How Applicants Choose Their Employer," Corporate Reputation Review, Palgrave Macmillan, vol. 25(2), pages 139-159, May.
    4. Engelhardt, Sebastian v. & Freytag, Andreas, 2013. "Institutions, culture, and open source," Journal of Economic Behavior & Organization, Elsevier, vol. 95(C), pages 90-110.
    5. Hsu, Dan K. & Burmeister-Lamp, Katrin & Simmons, Sharon A. & Foo, Maw-Der & Hong, Michelle C. & Pipes, Jesse D., 2019. "“I know I can, but I don't fit”: Perceived fit, self-efficacy, and entrepreneurial intention," Journal of Business Venturing, Elsevier, vol. 34(2), pages 311-326.
    6. Guosen Miao & Guoping Chen & Fan Wang & Anupam Kumar Das, 2023. "The Effect of Corporate Greenwashing on Employees’ Environmental Performance: Person–Organization Values Fit Perspective," Sustainability, MDPI, vol. 15(4), pages 1-19, February.
    7. Carless, Sally A., 2005. "The influence of fit perceptions, equal opportunity policies, and social support network on pre-entry police officer career commitment and intentions to remain," Journal of Criminal Justice, Elsevier, vol. 33(4), pages 341-352.
    8. App, Stefanie & Merk, Janina & Buettgen, Marion, 2012. "Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High-Quality Employees," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 23(3), pages 262-278.
    9. Philip Cheng-Fei Tsai & Yu-Fang Yen, 2017. "Study of the Relationship of Workplace Person-environment Fit, Country Identification and Affective Commitment -Evidence of Chinese Immigrant Wives in Taiwan," Athens Journal of Business & Economics, Athens Institute for Education and Research (ATINER), vol. 3(2), pages 101-122, April.
    10. Shanshan Zhang & Fengchun Huang & Yuting Zhang & Qiwen Li, 2023. "A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China," IJERPH, MDPI, vol. 20(4), pages 1-16, February.
    11. Yang Woon Chung, 2017. "The role of person–organization fit and perceived organizational support in the relationship between workplace ostracism and behavioral outcomes," Australian Journal of Management, Australian School of Business, vol. 42(2), pages 328-349, May.
    12. Hanna Peltokangas, 2016. "Job–Person Fit and Leader’s Performance: The Moderating Effect of the Rorschach Comprehensive System Variables," Asian Journal of Social Sciences and Management Studies, Asian Online Journal Publishing Group, vol. 3(1), pages 18-28.
    13. Robert Cialdini & Yexin Jessica Li & Adriana Samper & Ned Wellman, 2021. "How Bad Apples Promote Bad Barrels: Unethical Leader Behavior and the Selective Attrition Effect," Journal of Business Ethics, Springer, vol. 168(4), pages 861-880, February.
    14. David Bosch, 2013. "The Impact of Transformational Leadership on Leader-Follower Work Value Congruence," International Journal of Business and Social Research, LAR Center Press, vol. 3(8), pages 18-31, August.
    15. Vanessa C. Burbano, 2021. "The Demotivating Effects of Communicating a Social-Political Stance: Field Experimental Evidence from an Online Labor Market Platform," Management Science, INFORMS, vol. 67(2), pages 1004-1025, February.
    16. Taj, Saud A., 2016. "Application of signaling theory in management research: Addressing major gaps in theory," European Management Journal, Elsevier, vol. 34(4), pages 338-348.
    17. Gefen, David, 2000. "E-commerce: the role of familiarity and trust," Omega, Elsevier, vol. 28(6), pages 725-737, December.
    18. Matteo Cristofaro, 2016. "Cognitive styles in dynamic decision making: a laboratory experiment," International Journal of Management and Decision Making, Inderscience Enterprises Ltd, vol. 15(1), pages 53-82.
    19. Salwaty Jamaludin & Rusmawati Said & Normaz Wana Ismail & Norashidah Mohamed Nor, 2021. "Are Jobs Available in the Market? A Perspective from the Supply Side," Sustainability, MDPI, vol. 13(4), pages 1-18, February.
    20. Gema Pérez-Tapia & Fernando Almeida-García & Pere Mercadé-Melé, 2021. "The “ Four Core Elements ” as a Measuring Instrument: From Simplicity to Complexity in Tourist Destination," Economies, MDPI, vol. 9(2), pages 1-16, April.

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:eee:jobhdp:v:114:y:2011:i:1:p:3-14. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: Catherine Liu (email available below). General contact details of provider: http://www.elsevier.com/locate/obhdp .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.