First Advisor

Donald Truxillo

Term of Graduation

Summer 1998

Date of Publication


Document Type


Degree Name

Master of Science (M.S.) in Psychology






Corporate culture, Job hunting, Employee selection, Personnel management



Physical Description

1 online resource (iv, 83 pages)


The present study sought to determine how organizational culture information could best be presented to job applicants for the purpose of attracting employees who will fit into an organization's culture. Attraction to the organization's culture was hypothesized to influence applicant self-selection into the company. Two different types of Realistic Job Previews (RJPs), semantic and episodic, were compared in their ability to convey information accurately about a hypothetical organizational culture. Participant knowledge of the culture was hypothesized to align objective, or actual, fit with subjective perceptions of fit.

Knowledge of the organization's culture, objective fit, subjective fit, attractiveness of the culture, and time commitment wer.e examined as influences on the selfselection process. Results showed that attractiveness was positively related to self-selection into the organization. In addition, episodic information was shown to convey culture information more accurately than semantic information. However, more accurate knowledge of the organization's culture did not appear to align participant objective fit with subjective perceptions of fit. Time commitment was not found to be related to participant self-selection ratings. The artificiality of the self-selection process as operationalized in this study is the primary limitation in the interpretation of these results. However, this research highlights the potential value of using contextual examples in conveying organizational culture to applicants. Future research should re-eaxamine the measurement of variables as well as the conceptualization of objective fit.


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