The influence of ethnic identity on perceptions of organizational recruitment

Abstract This study adapts an information processing perspective and incorporates the construct of ethnic identity ( Phinney, 1990 ) into research on perceptions of one method of organizational recruitment, the use of recruitment brochures. Based on theory in developmental and cross-cultural psychology, we posited ethnic identity moderates the impact of recruitment brochures on recruitment outcomes (i.e., inferences about the organization and job pursuit intentions). Quantitative and qualitative data provided moderate support for this proposition. Regardless of race, individuals with higher levels of ethnic identity made more positive socio-emotional inferences about the nature of work life in an organization (i.e., the organization’s treatment of employees and the relationships among employees) and had greater job pursuit intentions when recruited with a brochure that contained a diversity initiative than when recruited with a brochure without a diversity initiative.

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