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Abrams D.

Ajzen I.

Barber A.E.

Berchem S.P.

Chemers M.M.

Conner M.

Eagly A.H.

Fishbein M.

Gelfand M.J.

Highhouse S.

Hofstede G.

Joreskog K.

Judge T.A.

Phalet K.

Rynes S.L.

Schmit M.J.

Schneider B.

Schwab D.P.

Statistics Netherlands.

Strader M.K.

Sutton S.

Taylor M.S.

Triandis H.C.

Van der Ende M.

Van Hooft E.A.J.

Van Vianen A.E.M.

Vincent P.C.

Vinokur A.D.

Vroom V.H.

Williams J.E.

Although a growing proportion of the new entrants into the workforce consist of women and ethnic minorities, relatively little is known about the recruitment and job choice processes of these applicant groups. Therefore, this study investigated cultural and gender differences in job application decision processes among 191 job seekers looking for temporary employment. The theory of reasoned action (TRA) was found to be a valid framework to explain job application decisions, although gender differences existed in the strength of the relations. Job attractiveness and perceived person-organization fit added to the prediction of job application intention over and beyond the TRA variables. © 2006 Blackwell Publishing Ltd

van Hooft, E.A.J.

Born, M.Ph.

Taris, T.W.

van der Flier, H.

NARCIS 

Ethnic and gender differences in applicants' decision-making processes: An application of the theory of reasoned action

Hooft, E.A.J. van

Born, M.P.

Flier, H. van der

Ethnic and gender differences in applicants’ decision-making processes: An application of the theory of reasoned action

Although a growing proportion of the new entrants into the workforce consist of
women and ethnic minorities, relatively little is known about the recruitment and job choice
processes of these applicant groups. Therefore this study investigated cultural and gender
differences in job application decision processes among 191 job seekers looking for
temporary employment. The theory of reasoned action (TRA) was found to be a valid
framework to explain job application decisions, although gender differences existed in the
strength of the relations. Job attractiveness and perceived P-O fit added to the prediction of
job application intention over and beyond the TRA-variables.This study was supported by Tempo-Team (a Dutch employment agency)

Hooft, E.A.J. (Edwin) van

Born, M.Ph. (Marise)

Taris, T.W. (Toon)

Flier, H. (Henk) van der

Erasmus University Digital Repository

Ethnic and gender differences in applicants’ decision-making processes: an application of the theory of reasoned action

Ethnic and gender differences in applicants' decision-making processes: An application of the theory of reasoned action

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