Integrating Social Identity and the Theory of Planned Behavior: Predicting Withdrawal from an Organizational Recruitment Process
基于社会认同理论和计划行为理论，研究求职者对组织的认同感如何影响其退出招聘过程的意愿，对669名美国军队申请者的调查支持了理论模型。
This study develops and tests a model of applicant withdrawal. Drawing on tenets from social identity theory and the theory of planned behavior, this study proposes that applicants who highly identify with an organization will experience higher pursuit intentions and subsequently be less inclined to withdraw from recruitment. Data were collected from a sample of 669 applicants to the U.S. military at 2 intervals, separated by 3 months. Strong support was found for the proposed theoretical model. Implications for research and practice will be discussed.