APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION

This study examined the dispositional basis of job seekers' organizati onal culture preferences and how these preferences interact with recru iting organizations' cultures in their relation to organization attrac tion. Data were collected from 182 business, engineering, and industri al relations students who were seeking positions at the time of the st udy. Results obtained from multiple sources suggested that the Big Fiv e personality traits (neuroticism, extraversion, openness to experienc e, agreeableness, and conscientiousness) generally were related to hyp othesized dimensions of culture preferences. Results also suggested th at both objective person-organization fit (congruence between applican t culture preferences and recruiting organization's reputed culture) a nd subjective fit (applicant's direct perception of fit) were related to organization attraction. Further, subjective fit mediated the relat ionship between objective fit and organization attraction.