The Effects of Recruitment Message Specificity on Applicant Attraction to Organizations

We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed

Os(CO)(2)(eta(2)-SC5H4N(O))(eta(2)-SC5H4N): structural evidence for the transformation of pyridine-2-thione N-oxide to pyridine-2-thiolate in osmium complexes

International audienc

The Psychology of Organizational Change: Viewing Change from the Employee's Perspective

In a rapidly changing world, with constantly shifting dynamics, organizational change may prove essential if businesses are to continue to succeed. The majority of research on organizational change adopts a macro outlook, focusing on strategic issues from the perspective of the organization and its management. In this volume we undertake a micro perspective, focusing on the individual and, more specifically, the importance of the employees and their reactions to organizational change. This focus expands our understanding of why change initiatives frequently fail. The Psychology of Organizational Change constitutes an essential resource for scholars, students, and practitioners in the field of organizational change and development who strive to understand how to make change work not only for the organization, but also for its members

The Situation Six: Uncovering Six Basic Dimensions of Psychological Situations From the Hebrew Language

Oreg S, Edwards JA, Rauthmann J. The Situation Six: Uncovering Six Basic Dimensions of Psychological Situations From the Hebrew Language. Journal of Personality and Social Psychology. 2020;118(4):835-863.Personality psychology has enjoyed success with widely accepted and established taxonomies. This cannot be said for a psychology of situations, which has yet to establish a robust taxonomy of major dimensions of psychological situation characteristics across cultures and languages. We present 4 studies to uncover the dimensionality in the covariation patterns among characteristics with which participants describe situations. In Study 1, we conducted an emic lexical study in Hebrew, combined with an experience-sampling procedure using a closely representative sample of Hebrew-speaking Israelis. The procedure yielded six dimensions of situation characteristics that we call the Situational Six: Negativity, Positivity, Familiarity, Demandingness, Oddness, and Straightforwardness. We then confirmed in imposed-etic Studies 2 to 4 this 6-dimensional structure with adjectives in English among English-speaking U.S. participants. Relationships between the Situation Six and Big Five traits, emotions experienced in situ, the CAPTION model, and the DIAMONDS framework were analyzed to further interpret the meaning of the Situation Six dimensions. We discuss how this new taxonomy fits into and expands existing taxonomic models of situation characteristic dimensions