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.

Additional Metadata
Keywords TRA, choice behavior, decision making, decision theory, ethnic attitudes, job applicant attitudes, job applicants, sex role attitudes, theory of reasoned action
Persistent URL hdl.handle.net/1765/16683
Journal International Journal of Selection and Assessment
Rights The authors are holders of the copyright
Citation
van Hooft, E.A.J, Born, M.Ph, Taris, T.W, & van der Flier, H. (2006). Ethnic and gender differences in applicants' decision-making processes: An application of the theory of reasoned action. International Journal of Selection and Assessment, 14(2), 156–166. Retrieved from http://hdl.handle.net/1765/16683