WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS
提出理论模型，解释组织与社区属性如何影响不同种族群体求职者的实地考察反应和接受工作意向，并讨论个体差异的调节作用。
Racioethnic minorities have constituted a substantial portion of new labor market entrants in the past decade ( Fullerton & Toossi, 2001 ). Yet, the recruitment literature has not attended to issues of racioethnicity, and more specifically, how racioethnic groups may differ in the factors used to determine job acceptance intentions after site visits. This article aims to rectify that omission by providing a theoretical model explaining how organizational and surrounding community attributes differentially affect the decision‐making process of minority and majority group job applicants. Several individual difference moderators (i.e., racioethnic identity, social dominance orientation, other‐group orientation, and perceived job opportunities) also are discussed in terms of their potential influence on job acceptance intentions. The article concludes with coverage of relevant research and practical implications of the racioethnic model of site visit reactions.