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Journal of Business and Psychology
Erschienen in: Journal of Business and Psychology 6/2019

15.10.2018 | Original Paper

Espoused Religious Values in Organizations and Their Associations with Applicant Intentions to Pursue a Job

verfasst von: Mitchell J. Neubert, Matthew S. Wood

Erschienen in: Journal of Business and Psychology | Ausgabe 6/2019

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Abstract

This study investigates the relationship between an organization’s religious values, as espoused by the founder or in media messaging, and applicant intentions to pursue a job. Drawing on person-organization fit theory, we also explored interactions between an organization’s espoused religious values and characteristics of the individual applicant. We tested our predictions via two conjoint analysis experiments, one with 191 employed adults collectively making 2292 employment pursuit decisions and a second with 120 employed adults making 1080 employment pursuit decisions. Espousing religious values as a founder or in media messaging yielded lower intentions to pursue a job than when an organization espouses non-religious values. However, when there was fit based on religious values, these relationships were mitigated. The results expand our understanding of person-organization fit by demonstrating the potential influence of espousing religious values on attracting organizational members.
Vorheriger Artikel Prime and Performance: Can a CEO Motivate Employees Without Their Awareness?
Nächster Artikel The Incremental Contribution of Complex Problem-Solving Skills to the Prediction of Job Level, Job Complexity, and Salary

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Fußnoten
1
Experiment 1 level codes for compensation [0 = low (below average); 1 = mid-range (average); 2 = high (above average)], for founder values [0 = low (non-religious); 1 = high (religious)] and for media message [0 = low (non-religious); 1 = high (religious)]. Combined the codes represent each conjoint profile. The sample profile in Appendix 3, for instance would be 1-0-1. Experiment 2 level codes for founder values [0 = control (no-values); 1 = low (non-religious); 2 = high (religious)] and for media message [0 = control (no-generic); 1 = low (non-religious); 2 = high (religious)]. Regressions treating the levels of founder values and media message values as separate dummy coded variables yielded similar results as treating them as levels of the same variable.
 
2
A potential limitation of this approach is loss of information from the individual difference measure (MacCallum, Zhang, Preacher, & Rucker, 2002). We analyzed the data with the continuous versus dichotomized variables and results revealed an insignificant loss of information beyond error.
 
3
Table 4 presents significance values for the separate interactions involving the levels of founder values, whereas the F statistic represents the significance of the overall interaction effect. Similar statistics are presented for media message.
 
4
The control condition was originally added to provide further evidence that religious content evoked unique reactions among applicants. Although we found that applicants responded similarly to this condition and conditions including religious content, we believe this has more to do with issues related to the control condition than with religious content. That is, participants may have interpreted the explicit reference to lack of values as representing something negative, rather than something neutral as we had originally intended. Given this ambiguity, we place more trust in the differences we observed between the religious and the multiple non-religious conditions. Furthermore, the religious and control conditions did not always operate similarly—participant religious orientation and faith-work integration appear to be more strongly related to applicant intent to purse a job in the religious conditions than in the controls.
 
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Metadaten
Titel
Espoused Religious Values in Organizations and Their Associations with Applicant Intentions to Pursue a Job
verfasst von
Mitchell J. Neubert
Matthew S. Wood
Publikationsdatum
15.10.2018
Verlag
Springer US
Erschienen in
Journal of Business and Psychology / Ausgabe 6/2019
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI
https://doi.org/10.1007/s10869-018-9594-1

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