The Moderating Effect Of Instrumental Job Attributes On The Relationship Between A Firm's Perceived Value Of Diversity And Its Organizational Attractiveness

Abstract

Increasingly more firms are targeting both racial and sexual minorities in recruitment ads to attain a diverse work climate. However, the challenge remains of recruiting job seekers without alienating qualified others. Expectancy theory and social identity theory are used to investigate how employee recruitment statements regarding employment-at-will and pay moderate the effect that diversity-supportive recruitment statements have on job seekers' job pursuit intentions and attraction towards a firm. A model is tested that demonstrates an interaction effect between perceived instrumental job attributes and perceived symbolic attributes on the organizational attractiveness of a firm. Implications from the results are discussed, including how the manipulation of recruitment statements may act as a filter for sorting heterosexist job seekers from the labor pool of firms that value diversity.