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Modeling Corporate Social Performance and Job Pursuit Intention: Mediating Mechanisms of Corporate Reputation and Job Advancement Prospects

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Abstract

An important issue for successful recruitment is to increase the pursuit intention of job seekers. This study discusses such issue by proposing a research model based on the signaling theory and the expectancy theory. In the model, this study hypothesizes that the perceived corporate social performance of job seekers positively affects their job pursuit intention and recommendation intention indirectly via the mediation of corporate reputation and job advancement prospects. The proposed hypotheses of this research are empirically tested using the data from people seeking a job. The empirical findings of this study complement previous literature by discussing how corporate social performance benefits business organizations from a perspective of human resources and recruitment. Last, managerial implications for business leaders and managers are provided.

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Acknowledgments

I would like to thank professor Chieh-Peng Lin and two anonymous reviewers for their helpful comments on an earlier version of this paper.

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Authors and Affiliations

  1. Department of Marketing and Logistics, Vanung University, No. 1, Vanung Rd., Chung-Li, Tao-Yuan, 320, Taiwan, ROC

    Rong-Tsu Wang

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Correspondence to Rong-Tsu Wang.

Appendices

Appendix A: Measurement Items

Job pursuit intention (Source: Chu and Lu 2007; Dodds et al. 1991)

  • JP1. The likelihood that I would apply for the firm’s job is high.

  • JP2. My willingness to apply for the firm’s job is very high.

  • JP3. In the near future, I would consider applying for the firm’s job.

  • JP4: I consider this firm as one of my best choices to apply for a job.

Recommendation intention (Source: Chou and Lu 2009)

  • RI1. I would recommend this firm to friends.

  • RI2. I would recommend this firm to others who seek my advice.

  • RI3. I would say positive things about this firm to those who look for a job.

  • RI4. I encourage others to apply for this firm’s job.

  • RI5. I would highly recommend this firm to my friends and family for job-seeking.

Corporate reputation (Source: Behrend et al. 2009; Lin et al. 2012)

  • CR1. This is a reputable firm to work for.

  • CR2. This firm is famed for being an excellent employer.

  • CR3. Many people want to work at this company due to its good reputation.

Job advancement prospects (Source: Greenhaus et al. 1990; Lin et al. 2012)

  • JAP1. I expect to achieve my job success in case I get a job in this firm.

  • JAP2. I expect to obtain my goals of job advancement in case I get a job in this firm.

  • JAP3. I expect brightening prospects in case I get a job in this firm.

Perceived economic citizenship (Source: Lin 2010)

  • EC1. This firm supports employees who want to acquire additional education.

  • EC2. This firm provides a good work environment and life quality for employees.

  • EC3. This firm provides important job training for employees.

  • EC4. This firm provides a quality and safe working environment for employees.

  • EC5: This firm encourages the employees to develop their skills continually.

Perceived legal citizenship (Source: Lin 2010)

  • LE1. The managers of this firm comply with the law.

  • LE2. This firm follows the law to prevent discrimination in workplaces.

  • LE3. This firm always fulfills its obligations of contracts.

  • LE4. This firm always seeks to respect all laws regulating its activities.

  • LE5: This firm always pays its taxes on a regular and continuing basis.

Perceived ethical citizenship (Source: Lin 2010)

  • ET1. This firm has a comprehensive code of conduct in ethics.

  • ET2. Fairness toward co-workers and business partners is an integral part of the employee evaluation process in this firm.

  • ET3. This firm provides accurate information to its business partners.

  • ET4. This firm is recognized as a company with good business ethics.

  • ET5. A confidential procedure is in place in the firm for employees to report any misconduct at work.

Perceived philanthropic citizenship (Source: Lin 2010)

  • PH1. This firm gives adequate contributions to charities.

  • PH2. This firm sponsors partnerships with local schools or institutions.

  • PH3. This firm is concerned about respecting and protecting the natural environment.

  • PH4. This firm is concerned about the improvement of the public well-being of society.

  • PH5: This firm encourages its employees to participate in volunteer activities.

Job efficacy (Source: Mosley et al. 2008)

  • JE1. I am confident in meeting the quality demands of the job in this firm.

  • JE2. I am confident in maintaining job performance in this firm.

  • JE3. I am confident in keeping up with the operational pace of thus firm.

Appendix B: Post Hoc Analyses

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Wang, RT. Modeling Corporate Social Performance and Job Pursuit Intention: Mediating Mechanisms of Corporate Reputation and Job Advancement Prospects. J Bus Ethics 117, 569–582 (2013). https://doi.org/10.1007/s10551-012-1538-5

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