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Fit with what? The influence of multiple self‐concept images on organizational attraction
Author(s) -
Nolan Kevin P.,
Harold Crystal M.
Publication year - 2010
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1348/096317909x465452
Subject(s) - attraction , congruence (geometry) , personality psychology , psychology , social psychology , perception , variance (accounting) , ideal (ethics) , personality , epistemology , philosophy , linguistics , accounting , neuroscience , business
This study tests the applicability of image congruity theory to the employment decision‐making process. A sample of workers from a variety of jobs/organizations ( N = 193) read a series of job advertisements presenting unique organizational personalities, rated the extent to which these personalities matched their self‐concept perceptions, and reported evaluations of organizational attraction. In accordance with the tenets of image congruity theory, results suggest prospective job seekers are attracted to organizations with personalities they perceive as similar to their own actual and ideal self‐concepts. Actual congruence exerted a greater influence on organizational attraction than did ideal congruence. However, both ideal and actual image congruence explained significant unique variance in organizational attraction.