Abstract
Although a growing proportion of the new entrants into the workforce consist of women and ethnic minorities, relatively little is known about the recruitment and job choice processes of these applicant groups. Therefore, this study investigated cultural and gender differences in job application decision processes among 191 job seekers looking for temporary employment. The theory of reasoned action (TRA) was found to be a valid framework to explain job application decisions, although gender differences existed in the strength of the relations. Job attractiveness and perceived person–organization fit added to the prediction of job application intention over and beyond the TRA variables.
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