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The Impact of Diversity Related Corp...

Martell, Raquel Mendizabal.

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The Impact of Diversity Related Corporate Social Responsibility Engagement and Person-organization Fit on Organizational Attractiveness and Job Choice.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Impact of Diversity Related Corporate Social Responsibility Engagement and Person-organization Fit on Organizational Attractiveness and Job Choice./
Author:	Martell, Raquel Mendizabal.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	236 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-02, Section: B.
Contained By:	Dissertations Abstracts International81-02B.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=13814376
ISBN:	9781085565417

The Impact of Diversity Related Corporate Social Responsibility Engagement and Person-organization Fit on Organizational Attractiveness and Job Choice.
Martell, Raquel Mendizabal.

The Impact of Diversity Related Corporate Social Responsibility Engagement and Person-organization Fit on Organizational Attractiveness and Job Choice. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 236 p.

Source: Dissertations Abstracts International, Volume: 81-02, Section: B.

Thesis (Ph.D.)--Southern Illinois University at Carbondale, 2019.

This item is not available from ProQuest Dissertations & Theses.

In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees' perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color's attractiveness to an organization and likelihood to pursue a job (Study 2).In Study 1, data from 254 MTurk participants collected through TurkPrime, revealed that fit between prospective employees' views on immigration and the organization's stance on immigration through their CSP was a critical factor. Participants who had a greater fit reported higher attraction to the organization and likelihood to accept a job offer from the organization than when the prospective employees' values on immigration and the organization's values on immigration did not match. Further, perceived fit with the organization fully mediated the relationship between the organization's stance on immigration (support or not support) and organizational attractiveness and likelihood to accept a job offer, supporting the conclusion that it is not only engagement in CSP or the position that these efforts reflect, but actually the fit between the values represented through the CSP that is particularly impactful on prospective employees' perceptions of potential employers. In Study 2, data from 158 participants collected through Qualtrics Research Panels, revealed that both prospective employees of color and White employees who perceived higher fit, are more attracted to and likely to pursue a job at an organization that engages in CSP efforts supporting racial diversity than to an organization with a neutral stance on diversity or one that engages in CSP efforts that do not support racial diversity. Particularly, prospective employees of color, but not White prospective employees, reported a higher likelihood to pursue a job at an organization that engages in CSP efforts that support racial diversity than to an organization that has no stance on racial diversity. Results suggest diversity related corporate social responsibility (CSR) and corporate social performance (CSP) efforts have an impactful influence on prospective employees' perceptions of an organization as a potential employer.

ISBN: 9781085565417Subjects--Topical Terms:

2122852
Occupational psychology.
Subjects--Index Terms:

Corporate social responsibility

The Impact of Diversity Related Corporate Social Responsibility Engagement and Person-organization Fit on Organizational Attractiveness and Job Choice.
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300 $a 236 p.
500 $a Source: Dissertations Abstracts International, Volume: 81-02, Section: B.
500 $a Advisor: Komarraju, Meera.
502 $a Thesis (Ph.D.)--Southern Illinois University at Carbondale, 2019.
506 $a This item is not available from ProQuest Dissertations & Theses.
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520 $a In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees' perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color's attractiveness to an organization and likelihood to pursue a job (Study 2).In Study 1, data from 254 MTurk participants collected through TurkPrime, revealed that fit between prospective employees' views on immigration and the organization's stance on immigration through their CSP was a critical factor. Participants who had a greater fit reported higher attraction to the organization and likelihood to accept a job offer from the organization than when the prospective employees' values on immigration and the organization's values on immigration did not match. Further, perceived fit with the organization fully mediated the relationship between the organization's stance on immigration (support or not support) and organizational attractiveness and likelihood to accept a job offer, supporting the conclusion that it is not only engagement in CSP or the position that these efforts reflect, but actually the fit between the values represented through the CSP that is particularly impactful on prospective employees' perceptions of potential employers. In Study 2, data from 158 participants collected through Qualtrics Research Panels, revealed that both prospective employees of color and White employees who perceived higher fit, are more attracted to and likely to pursue a job at an organization that engages in CSP efforts supporting racial diversity than to an organization with a neutral stance on diversity or one that engages in CSP efforts that do not support racial diversity. Particularly, prospective employees of color, but not White prospective employees, reported a higher likelihood to pursue a job at an organization that engages in CSP efforts that support racial diversity than to an organization that has no stance on racial diversity. Results suggest diversity related corporate social responsibility (CSR) and corporate social performance (CSP) efforts have an impactful influence on prospective employees' perceptions of an organization as a potential employer.
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