APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION

Authors


and requests for reprints should be addressed to Timothy A. Judge, Department of Management and Organizations, College of Business Administration, University of Iowa, Iowa City, IA 52242-1000.

Abstract

This study examined the dispositional basis of job seekers' organizational culture preferences and how these preferences interact with recruiting organizations' cultures in their relation to organization attraction. Data were collected from 182 business, engineering, and industrial relations students who were seeking positions at the time of the study. Results obtained from multiple sources suggested that the Big Five personality traits (neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) generally were related to hypothesized dimensions of culture preferences. Results also suggested that both objective person-organization fit (congruence between applicant culture preferences and recruiting organization's reputed culture) and subjective fit (applicant's direct perception of fit) were related to organization attraction. Further, subjective fit mediated the relationship between objective fit and organization attraction.

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