Comparative Tests of Multivariate Models of Recruiting Sources Effects

Rodger W. Griffeth · Peter W. Hom · Lawrence S. Fink · Debra J. Cohen

55 citations0/0 files storedJournal of Management

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Employer Branding and e-HRM Nursing education and management Healthcare Education and Workforce Issues

Abstract

This study evaluated the prevailing explanations for why recruiting sources are differentially effective: realism and individual differences. Structural equations modeling analyses tested whether these psychological processes mediate source effects in a sample of 221 nurses. Results supported a model comprising both mediators, but showing that realism processes largely translate how recruiting sources influence job satisfaction, turnover, and absenteeism. However, the study also found direct effects of recruiting source on posthire outcomes, suggesting that unexplored mechanisms may be operating. Implications of these findings are identified and discussed.

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References

1988Structural equation modeling in practice: A review and recommended two-step approach.1990Comparative fit indexes in structural models.1980Significance tests and goodness of fit in the analysis of covariance structures.1977Handbook of Industrial and Organizational Psychology.1991Assessing Construct Validity in Organizational Research 1987Practical Issues in Structural Modeling 1993Handbook of industrial and organizational psychology 1970Role Conflict and Ambiguity in Complex Organizations

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2003Biodata, Personality, and Demographic Differences of Recruits from Three Sources 2003The Relationship of Recruiting Sources and Pre‐Hire Outcomes: Examination of Yield Ratios and Applicant Quality 2005Recruitment and training policies and practices 2002An examination of the relationship between use of the Internet as a recruitment source and student attitudes 2014Job-Search Behavior as a Multidimensional Construct: A Review of Different Job-Search Behaviors and Sources

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