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Journal of Management and Business Research, 2019
36（ 4 ）：391-419
DOI： 10.6504/JMBR.201912_36(4).0003 |
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| Knowing-doing-desirability Gap Exists? Exploring the Impact of Recruitment Information Disclosure on Applicant and Newcomers’ Organizational and Job Related Perceptions |
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To attract high-quality talent, organizations need to effectively deliver the necessary information in an attractive manner to potential applicants. However, past literature seems to pay little attention to discussing the impact of information delivery on recruitment outcomes. This study intends to close this research gap with two separate studies. In study 1, I collected data through coding recruiting brochures and recruiter conversations related to 339 organizations attending career fairs. A total of 19 pieces of frequently disclosed recruitment information were collected and then compared with the information demands of 361 soon-to-graduate student job seekers collected from a separated survey. The findings showed that a doing-desirability gap existed, because the organizations seemed not to disclose enough of the information that was needed by applicants.
In study 2, data from 29 organizations and 161 newcomers who had been with the organization for less than a year were collected to explore the impacts of information completeness and credibility on newcomers’ perceptions of met expectations and job embeddedness, as well as their turnover intention. The results indicated that the relationship between recruitment information completeness and newcomers’ intention to quit is mediated by perceptions of information credibility, met expectation, and job embeddedness. |
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| recruitment information completeness, recruitment information credibility, met expectation, job embeddedness, newcomers’ intention to quit |
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