Influence Of Recruitment Situation On Job Acceptance Intention

Job acceptance intention,which is the best available alternative variable for job selection in practice,reflects the attitude of job seekers to accept job invitations,and the measurement standard of job acceptance intention evaluates the possibility of job seekers to accept job opportunities.The research on job acceptance intention has been mainly focused on the influence mechanism of a single predictor on job acceptance intention through organizational attractiveness,while the research on the mediating mechanism of multiple factors and job acceptance intention is rarely involved.In order to fill in this research gap,based on the signal theory and the theory of reasoned action,this study proposes a mediation model that multiple predictors such as person-job fit,recruiter warmth and competence,affect job acceptance intention through organizational attractiveness,and introduces inclusive climate as a moderator variable.Besides verifying the mediating mechanism,it also examines the moderating role of inclusive climate between various recruitment predictors and organizational attractiveness.This study collected 226 effective questionnaires through the multi-phase tracking function of the Credamo platform.SPSS25.0 and Jamovi8.1 software were used to conduct reliability analysis,confirmatory factor analysis,correlation analysis and other data analysis on the data.SPSS25.0 and Process plug-in were used to conduct the main effect test,mediating effect test,moderating effect test and the moderated mediating effect test to test relevant research hypotheses.The main research conclusions of this study are as follows.Firstly,person-job fit,recruiter warmth and organizational attractiveness positively affect job acceptance intention.Secondly,person-job fit and recruiter competence positively affect organizational attractiveness,and organizational attractiveness plays a mediating role between person-job fit and job acceptance intention,recruiter competence and job acceptance intention respectively.Furthermore,inclusive climate negatively moderates the relationship between person-job fit and organizational attractiveness.Compared with high inclusion,the positive correlation between person-job fit and organizational attractiveness is more significant in low inclusion.Inclusive climate positively moderates the relationship between recruiter competence and organizational attractiveness.Compared with low inclusion,the positive correlation between recruiter competence and organizational attractiveness is more significant in high inclusion.Finally,inclusive climate moderates the indirect effect of person-job fit on job acceptance intention through organizational attractiveness.Compared with high inclusion,the indirect effect is more significant in low inclusion.The main theoretical significance of the research is to integrate the person-job fit,recruiter warmth and competence and inclusive climate in the recruitment situations which are contained into the same research framework,affect job acceptance intention which is recruitment outcome factor,by influencing organizational attractiveness.The new mediating mechanism proposed in the study more comprehensively and systematically explains the influence of organizational attractiveness on recruitment situations.It not only confirms the moderating role of inclusive climate as an organizational factor in recruitment situations,but also expands the applicable boundaries of inclusive climate.The main practical enlightenment is that enterprises should pay attention to the training of recruiters and the building of the inclusive climate.Remind recruiters not to damage the image of the organization due to their personal emotions unintentionally.To ensure that job seekers can judge the fit degree between the position and themselves,enterprises should remind recruiters to convey the job content,salary,benefits,promotion channels of the position to the job seekers accurately and improve their professional abilities constantly.For job seekers,when receiving the job invitation from the organization,they should pay attention to the fit degree between themselves and the position they are interviewing for,recruiter warmth and competence,the inclusive climate of the organization,and other factors.They should not decide whether to accept the job invitation blindly.They should pay attention to the performance of all aspects of the enterprise in the interview process,so as to find the most suitable job.