Skip to main content

Advertisement

SpringerLink
Log in

Modeling Job Pursuit Intention: Moderating Mechanisms of Socio-Environmental Consciousness

  • Published:
Journal of Business Ethics Aims and scope Submit manuscript

Abstract

Many scholars have suggested the relationship between corporate social performance and its ability to attract a large number of high-quality job applicants, because previous literature indicates that employees with strong social awareness help create a high-performance organization. For that reason, an important issue for successful business recruitment is how to boost the pursuit intention of job seekers. This study discusses such issue by proposing a model based on signaling theory and cognitive dissonance theory. In the proposed model of this study, the positive relationships between four dimensions of corporate social performance and job pursuit intention are hypothetically moderated by socio-environmental consciousness. The proposed hypotheses of this research were empirically tested using the data from graduating students seeking a job. The empirical findings of this study complement previous literature by discussing how corporate social performance benefits business firms from a perspective of strengthened human resources and recruitment. Finally, managerial implications for business managers based on the findings herein are provided.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Similar content being viewed by others

References

  • Aiman-Smith, L., Bauer, T. N., & Cable, D. N. (2001). Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology, 16(2), 219–237.

    Article  Google Scholar 

  • Albinger, H. S., & Freeman, S. J. (2000). Corporate social performance and attractiveness as an employer to different job seeking populations. Journal of Business Ethics, 28(3), 243–253.

    Article  Google Scholar 

  • Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction. Journal of Applied Psychology, 92(6), 1696–1708.

    Article  Google Scholar 

  • Backhaus, K. B., Stone, B. A., & Heiner, K. (2002). Exploring the relationship between corporate social performance and employer attractiveness. Business and Society, 41(3), 292–318.

    Article  Google Scholar 

  • Bauer, T. N., & Aiman-Smith, L. (1996). Green career choices: The influences of ecological stance on recruiting. Journal of Business and Psychology, 10(4), 445–458.

    Article  Google Scholar 

  • Becker-Olsen, K. L., Cudmore, B. A., & Hill, R. P. (2006). The impact of perceived corporate social responsibility on consumer behaviour. Journal of Business Research, 59(1), 46–53.

    Article  Google Scholar 

  • Behrend, T. S., Baker, B. A., & Thompson, L. F. (2009). Effects of pro-environmental recruiting messages: The role of organizational reputation. Journal of Business and Psychology, 24(3), 341–350.

    Article  Google Scholar 

  • Belt, J. A., & Paolillo, J. G. (1982). The influence of corporate image and specificity of candidate qualifications on response to recruitment advertisements. Journal of Management, 8(1), 105–112.

    Article  Google Scholar 

  • Breaugh, J. A. (1992). Recruitment: Science and practice. Boston: PWS-Kent.

    Google Scholar 

  • Cable, D. M., & Graham, M. (2000). The determinants of organizational reputation: A job search perspective. Journal of Organizational Behavior, 21(8), 929–947.

    Article  Google Scholar 

  • Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person–organization fit perspective. Personnel Psychology, 47(2), 317–348.

    Article  Google Scholar 

  • Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources, and value of job seekers’ employer knowledge during recruitment. In G. R. Ferris (Ed.). Research in Personnel and Human Resources Management, 20, 115–163.

    Article  Google Scholar 

  • Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand-equity perspective. Journal of Applied Social Psychology, 33(11), 2244–2266.

    Article  Google Scholar 

  • Carmeli, A., Gilat, G., & Waldman, D. A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44(6), 972–992.

    Article  Google Scholar 

  • Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. Academy of Management Review, 4(4), 497–505.

    Google Scholar 

  • Casper, W. J., Martin, J. A., Buffardi, L. C., & Erdwins, C. J. (2002). Work–family conflict, perceived organizational support, and organizational commitment among employed mothers. Journal of Occupational Health Psychology, 7(2), 99–108.

    Article  Google Scholar 

  • Chang, C. H., & Chen, Y. S. (2012). The determinants of green intellectual capital. Management Decision, 50(1), 74–94.

    Article  Google Scholar 

  • Chang, S., van Witteloostuijn, A., & Eden, L. (2010). From the editors: Common method variance in international business research. Journal of International Business Studies, 41(2), 178–184.

    Article  Google Scholar 

  • Chatman, J. A. (1989). Improving interactional organizational research: A model of person–organization fit. Academy of Management Review, 14(3), 333–349.

    Google Scholar 

  • Chen, M. L., & Lin, C. P. (forthcoming). Assessing the effects of cultural intelligence on team knowledge sharing from a socio-cognitive perspective. Human Resource Management.

  • Cober, R. T., Brown, D. J., Levy, P. E., Cober, A. B., & Keeping, L. M. (2003). Organizational Web sites: Web site content and style as determinants of organizational attraction. International Journal of Selection and Assessment, 11(2/3), 158–169.

    Article  Google Scholar 

  • Cober, R. T., Brown, D. J., & Levy, P. E. (2004). Form, content, and function: An evaluative methodology for corporate employment Web sites. Human Resource Management, 43(2/3), 201–218.

    Article  Google Scholar 

  • Collins, C. J. (2007). The interactive effects of recruitment practices and product awareness on job seekers’ employer knowledge and application behaviors. Journal of Applied Psychology, 92(1), 180–190.

    Article  Google Scholar 

  • Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: A brand equity approach to recruitment. Journal of Applied Psychology, 87(6), 1121–1133.

    Article  Google Scholar 

  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58(2), 164–209.

    Article  Google Scholar 

  • Das, A., Pagell, M., Behm, M., & Veltri, A. (2008). Toward a theory of the linkages between safety and quality. Journal of Operations Management, 26(4), 521–535.

    Article  Google Scholar 

  • Dawkins, J. (2004). The public’s views of corporate responsibility 2003. MORI White Paper, February. http://www.ipsos-mori.com/researchpublications.aspx.

  • De los Salmones, M. D. M. G., Crespo, A. H., & del Bosque, I. R. (2005). Influence of corporate social responsibility on loyalty and valuation of services. Journal of Business Ethics, 61(4), 369–385.

    Article  Google Scholar 

  • Evans, R. W., & Davis, W. D. (2011). An examination of perceived corporate citizenship, job applicant attraction, and CSR work role definition. Business & Society, 50(3), 456–480.

    Article  Google Scholar 

  • Festinger, L. (1957). A theory of cognitive dissonance. Evanston, IL: Row Peterson.

    Google Scholar 

  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.

    Article  Google Scholar 

  • Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate image, recruitment image, and initial job choice decisions. Academy of Management Journal, 36(2), 414–427.

    Article  Google Scholar 

  • Geva, A. (2008). Three models of social responsibility: Interrelationships between theory, research and practice. Business and Society Review, 113(1), 1–41.

    Article  Google Scholar 

  • Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business and Society, 39(3), 254–280.

    Article  Google Scholar 

  • Heider, F. (1983). The psychology of interpersonal relations. Hillsdale, NJ: Lawrence Erlbaum Associates.

    Google Scholar 

  • Highhouse, S., Zickar, M. J., Thorsteinson, T. J., Stierwalt, S. L., & Slaughter, J. E. (1999). Assessing company employment image: An example in the fast food industry. Personnel Psychology, 52(1), 151–172.

    Article  Google Scholar 

  • Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986–1001.

    Article  Google Scholar 

  • Johnson, R. A., & Greening, D. W. (1999). The effects of corporate governance and institutional ownership types on corporate social performance. Academy of Management Journal, 42(5), 564–577.

    Article  Google Scholar 

  • King, R. C., & Bu, N. (2005). Perceptions of the mutual obligations between employees & employers: A comparative study of new generation IT professionals in China & the USA. International Journal of HRM, 16(1), 46–64.

    Google Scholar 

  • Kirkham, S. R., Hofwegen, L. V., & Pankratz, D. (2009). Keeping the vision: Sustaining social consciousness with nursing students following international learning experiences. International Journal of Nursing Education Scholarship, 6, Article 3. Retrieved from http://www.bepress.com/ijnes/vol6/iss1/art3.

  • Koh, H. C., & Boo, E. H. Y. (2001). The link between organizational ethics and job satisfaction: A study of managers in Singapore. Journal of Business Ethics, 29(4), 309–324.

    Article  Google Scholar 

  • Kristof, A. L. (1996). Person organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49.

    Google Scholar 

  • Kriwy, P., & Mecking, R.-A. (2012). Health and environmental consciousness, costs of behaviour and the purchase of organic food. International Journal of Consumer Studies, 36(1), 30–37.

    Article  Google Scholar 

  • Lefkowitz, J. (2006). The constancy of ethics amidst the changing world of work. Human Resource Management Review, 16(2), 245–268.

    Article  Google Scholar 

  • Lin, C. P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517–531.

    Article  Google Scholar 

  • Lin, C. P., & Bhattacherjee, A. (2008). Elucidating individual intention to use interactive information technologies: The role of network externalities. International Journal of Electronic Commerce, 13(1), 85–108.

    Article  Google Scholar 

  • Lin, C. P., & Bhattacherjee, A. (2009). Understanding online social support and its antecedents: A socio-cognitive model. Social Science Journal, 46(4), 724–737.

    Article  Google Scholar 

  • Lin, C. P., Lyau, N. M., Tsai, Y. H., Chen, W. Y., & Chiu, C. K. (2010). Modeling corporate citizenship and its relationship with organizational citizenship behaviors. Journal of Business Ethics, 95(3), 357–372.

    Article  Google Scholar 

  • Lin, C. P., Tsai, Y. H., Joe, S. W., & Chiu, C. K. (2012). Modeling the relationship among perceived corporate citizenship, firms’ attractiveness, and career success expectation. Journal of Business Ethics, 105(1), 83–93.

    Article  Google Scholar 

  • Liyin, S., Hong, Y., & Griffith, A. (2006). Improving environmental performance by means of empowerment of contractors. Management of Environmental Quality: An International Journal, 17(3), 242–257.

    Article  Google Scholar 

  • Maignan, I., & Ferrell, O. C. (2001). Antecedents and benefits of corporate citizenship: An investigation of French businesses. Journal of Business Research, 51(1), 37–51.

    Article  Google Scholar 

  • Matz, D. C., & Wood, W. (2005). Cognitive dissonance in groups: The consequences of disagreement. Journal of Personality and Social Psychology, 88(1), 22–37.

    Article  Google Scholar 

  • Maxfield, S. (2008). Reconciling corporate citizenship and competitive strategy: Insights from economic theory. Journal of Business Ethics, 80(2), 367–377.

    Article  Google Scholar 

  • McWilliams, A., Siegel, D., & Wright, P. (2006). Corporate social responsibility: Strategic implications. Journal of Management Studies, 43(1), 1–18.

    Article  Google Scholar 

  • Mortenson, R. A., Smith, J. E., & Cavanagh, G. F. (1989). The importance of ethics in job performance: An empirical investigation of manager’s perceptions. Journal of Business Ethics, 8(4), 253–260.

    Article  Google Scholar 

  • Pedersen, E. R. (2006). Making corporate social responsibility (CSR) operable: How companies translate stakeholder dialogue into practice. Business and Society Review, 111(2), 137–163.

    Article  Google Scholar 

  • Pérez, A., Martínez, P., & del Bosque, I. R. (2012). The development of a stakeholder-based scale for measuring corporate social responsibility in the banking industry. Service Business. doi:10.1007/s11628-012-0171-9.

  • Poe, R., & Courter, C. L. (1995). Ethics anyone? Across the Board, 32(2), 5–6.

    Google Scholar 

  • Powell, G. N., & Goulet, L. R. (1996). Recruiters’ and applicants’ reactions to campus interviews and employment decisions. Academy of Management Journal, 39(6), 1619–1640.

    Article  Google Scholar 

  • Ramasamy, B., Yeung, M., & Yuan, Y. (2008). The role of corporate social responsibility (CSR) in job choice decisions in the greater China region. In EU-CHINA BMT conference papers and proceedings, the 2nd World Business Ethics Forum (pp. 1–24).

  • Rashid, N. R. N. A., & Mohammad, N. (2012). A discussion of underlying theories explaining the spillover of environmentally friendly behavior phenomenon. Procedia—Social and Behavioral Sciences, 50, 1061–1072.

    Article  Google Scholar 

  • Rupp, D., Ganapathi, J., Aguilera, R., & Williams, C. (2006). Employee reactions to corporate social responsibility: An organizational justice framework. Journal of Organizational Behavior, 27(4), 537–543.

    Article  Google Scholar 

  • Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. Dunnette & L. Hough (Eds.), Handbook of industrial/organizational psychology (Vol. 2, pp. 399–444). Palo Alto, CA: Consulting Psychologists Press.

    Google Scholar 

  • Schwepker, C. (2001). Ethical climate’s relationship to job satisfaction, organisational commitment and turnover intention in sales force. Journal of Business Research, 54(1), 39–52.

    Article  Google Scholar 

  • Sims, R. L., & Kroeck, K. G. (1994). The influence of ethical fit on employee satisfaction, commitment and turnover. Journal of Business Ethics, 13(12), 939–948.

    Article  Google Scholar 

  • Srivastava, J. N., & Lurie, L. (2001). A consumer perspective on price-matching refund policies: Effect on price perceptions and search behavior. Journal of Consumer Research, 28(2), 296–307.

    Article  Google Scholar 

  • Thomas, R. G., & Bruning, C. R. (1984). Cognitive dissonance as a mechanism in vocational decision processes. Journal of Vocational Behavior, 24(3), 264–278.

    Article  Google Scholar 

  • Turban, D. B. (2001). Organizational attractiveness as an employer on college campuses: An examination of the applicant population. Journal of Vocational Behavior, 58(2), 293–312.

    Article  Google Scholar 

  • Turban, D. B., & Cable, D. M. (2003). Firm reputation and applicant pool characteristics. Journal of Organizational Behavior, 24(6), 733–751.

    Article  Google Scholar 

  • Turban, D. B., & Greening, D. W. (1996). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40(3), 658–672.

    Article  Google Scholar 

  • Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness. Academy of Management Journal, 40(3), 658–672.

    Article  Google Scholar 

  • Turker, D. (2009). Measuring corporate social responsibility: A scale development study. Journal of Business Ethics, 85(4), 411–427.

    Article  Google Scholar 

  • Viswesvaran, C., & Deshpande, S. P. (1996). Ethics, success, and job satisfaction: A test of dissonance theory in India. Journal of Business Ethics, 15(10), 1065–1069.

    Article  Google Scholar 

  • Wang, R. T. (2012). Modeling corporate social performance and job pursuit intention: Mediating mechanisms of corporate reputation and job advancement prospects. Journal of Business Ethics. doi:10.1007/s10551-012-1538-5.

  • Wehner, M. C., Giardini, A., & Kabst, R. (2012). Graduates’ reactions to recruitment process outsourcing: A scenario-based study. Human Resource Management, 51(4), 601–624.

    Article  Google Scholar 

  • Werbel, J. (2000). Relationships among career exploration, job search intensity and job search effectiveness in graduating college students. Journal of Vocational Behavior, 57(3), 379–394.

    Article  Google Scholar 

  • Weyzig, F. (2009). Political and economic arguments for corporate social responsibility: Analysis and a proposition regarding the CSR agenda. Journal of Business Ethics, 86(4), 417–428.

    Article  Google Scholar 

  • Williamson, I. O., Lepak, D. P., & King, J. (2003). The effect of company recruitment web site orientation on individuals’ perceptions of organizational attractiveness. Journal of Vocational Behavior, 63(2), 242–263.

    Article  Google Scholar 

  • Wilson, I. (2000). The new rules: Ethics, social responsibility and strategy. Strategy and Leadership, 20(3), 12–16.

    Article  Google Scholar 

  • Wright, P., Ferris, S. P., Hiller, J. S., & Kroll, M. (1995). Competitiveness through management of diversity: Effects on stock price valuation. Academy of Management Journal, 38(1), 272–287.

    Article  Google Scholar 

  • Zhang, K., & Wen, Z. (2008). Review and challenges of policies of environmental protection and sustainable development in China. Journal of Environmental Management, 88(4), 1249–1261.

    Article  Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Department of Finance, Chihlee Institute of Technology, Taipei, Taiwan

    Yuan-Hui Tsai

  2. Department of Business Administration, Vanung University, Tao-Yuan, Taiwan

    Sheng-Wuu Joe

  3. Institute of Business & Management, National Chiao Tung University, 4F, 118, Sec. 1, Jhongsiao W. Rd., Taipei, Taiwan

    Chieh-Peng Lin

  4. Department of Airline and Transport Service Management, Vanung University, Tao-Yuan, Taiwan

    Rong-Tsu Wang

Authors
  1. Yuan-Hui Tsai
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Sheng-Wuu Joe
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Chieh-Peng Lin
    View author publications

    You can also search for this author in PubMed Google Scholar

  4. Rong-Tsu Wang
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Chieh-Peng Lin.

Appendix: Measurement Items

Appendix: Measurement Items

Job Pursuit Intention (Source: Wang 2012)

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

Socio-Environmental Consciousness (Source: Kriwy and Mecking 2012)

SEC1: I deeply care for current issues of our society (e.g., poverty).

SEC2: I am concerned a lot about environmental problems (e.g., deforestation).

SEC3: I prefer to buy products produced in an environmentally sound manner.

SEC4: I become incensed when I think about the harm being done to plant and animal life by pollution.

Perceived Economic Citizenship (Source: Lin 2010)

EC1: This firm encourages the employees to develop their skills continually.

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 provides liberal wages and benefits for employees.

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.

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 is recognized as a company with good business ethics.

ET4: 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 is concerned about respecting and protecting the natural environment.

PH3: This firm is concerned about the improvement of the public well-being of society.

PH4: This firm encourages its employees to participate in volunteer activities.

Rights and permissions

Reprints and permissions

About this article

Cite this article

Tsai, YH., Joe, SW., Lin, CP. et al. Modeling Job Pursuit Intention: Moderating Mechanisms of Socio-Environmental Consciousness. J Bus Ethics 125, 287–298 (2014). https://doi.org/10.1007/s10551-013-1919-4

Download citation

  • Received:

  • Accepted:

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s10551-013-1919-4

Keywords

Search

Navigation