Comparative tests of multivariate models of recruiting sources effects
研究检验了招聘来源影响员工工作满意度、离职率和缺勤率的两种解释机制（现实性和个体差异），发现现实性起主要中介作用，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.