Positive affect congruence between recruiters and applicants: effects on mutual attitudes and behaviors

Abstract

ABSTRACT Drawing on social identity theory and the elaboration likelihood model, the authors hypothesize that positive affect (PA) similarity between recruiters and applicants affects both parties, and the influenced recruiters’ behaviour thus affecting applicants’ attitudes and behaviours. Nine hypotheses are tested by conducting two studies featuring a time-lagged research design with the goal of investigating the recruitment practices used by higher education institutions (HEIs) in China. Cross-level polynomial regression and block variable approaches examining 142 and 148 separate recruiter/applicant dyads support the proposed recruiter/applicant PA similarity effects. The underlying mechanism is revealed to be recruiters’ informativeness and affective delivery (Study 1), that then causes applicants to form brand identification, which further influences applicants’ attraction to the organization, and intentions to spread positive word-of-mouth about the organization (Study 2). Findings indicate that HEIs and organizations should strive to match applicant/recruiter PA levels. Implications and directions for future research are also discussed.