Comparative Tests of Multivariate Models of Recruiting Sources Effects
研究检验了现实主义和个体差异两种心理过程是否解释了招聘来源对员工工作满意度、离职和缺勤的影响，发现现实主义起主要中介作用，但招聘来源也有直接影响。
This study evaluated the prevailing explanations for why recruiting sources are differentially effective: realism and individual differences. Structural equations modeling analyses tested whether these psychological processes mediate source effects in a sample of 221 nurses. Results supported a model comprising both mediators, but showing that realism processes largely translate how recruiting sources influence job satisfaction, turnover, and absenteeism. However, the study also found direct effects of recruiting source on posthire outcomes, suggesting that unexplored mechanisms may be operating. Implications of these findings are identified and discussed.