APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION
研究了求职者的大五人格特质如何影响其组织文化偏好，以及这些偏好与招聘组织文化的匹配度如何影响组织吸引力，对招聘策略设计有参考价值。
This study examined the dispositional basis of job seekers' organizational culture preferences and how these preferences interact with recruiting organizations' cultures in their relation to organization attraction. Data were collected from 182 business, engineering, and industrial relations students who were seeking positions at the time of the study. Results obtained from multiple sources suggested that the Big Five personality traits (neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) generally were related to hypothesized dimensions of culture preferences. Results also suggested that both objective person‐organization fit (congruence between applicant culture preferences and recruiting organization's reputed culture) and subjective fit (applicant's direct perception of fit) were related to organization attraction. Further, subjective fit mediated the relationship between objective fit and organization attraction.