Recruiting Global Travelers: The Role of Global Travel Recruitment Messages and Individual Differences in Perceived Fit, Attraction, and Job Pursuit Intentions
研究招聘信息中关于全球旅行要求的内容如何与求职者的全球开放性和旅行意愿相互作用，通过感知匹配和吸引力影响求职意向，对跨国企业招聘有参考价值。
Organizations often require managers to travel globally to fill international roles. Attending to fit with an organization's need for international mobility and global openness during recruiting could increase the proportion of effective global managers in an organization's applicant pool. We use recruitment research and theory to develop and test a conditional process model of the relationship between recruitment messages and job seeker perceived fit, attraction, and job pursuit intentions, depending on job seekers’ global openness and willingness to travel globally. Recruitment messages include information about a job's travel requirements and the global presence of the business. Two studies were undertaken to test our hypotheses. Analyses were conducted with conditional process modeling using nonlinear bootstrapping. Study 1, involving 230 job seekers, found that applicants’ willingness to travel interacted with recruiting messages about a job's global travel requirements to relate to job pursuit intentions through perceived job fit and job attraction. Study 2, involving 260 participants recruited through Mechanical Turk, indicated that global openness interacted with a global recruitment message, and willingness to travel interacted with a travel recruitment message, to relate to job pursuit intentions through job and organizational dimensions of perceived fit and attraction.