Implementation intentions as a predictor of applicant withdrawal

Name: Implementation intentions as a predictor of applicant withdrawal
Author: Açıkgöz, Y., Sümer, Hayriye Canan

İsim	Implementation intentions as a predictor of applicant withdrawal
Yazar	Açıkgöz, Y., Sümer, Hayriye Canan
Basım Tarihi:	2019-09-03
Basım Yeri	- Taylor & Francis
Konu	Applicant withdrawal, Implementation intentions, Manpower
Tür	Süreli Yayın
Dil	İngilizce
Dijital	Evet
Yazma	Hayır
Kütüphane:	Özyeğin Üniversitesi
Demirbaş Numarası	0899-5605
Kayıt Numarası	1b2a1844-c0fd-421c-8c23-4e9f0e2ce1ef
Lokasyon	Psychology
Tarih	2019-09-03
Örnek Metin	Despite withdrawal from the job application being a serious concern for organizations, limited research exists that examines this phenomenon. Utilizing the broad intention-behavior framework as suggested in the Theory of Planned Behavior, we examined whether the type of intentions formed when applying for a job (i.e., goal vs. implementation intentions) predicts later withdrawal from the job application. Using a field experimental strategy, half of the applicants in a large applicant pool (N = 5,346) were randomly made to form implementation intentions. It was found that forming implementation intentions was indeed effective in reducing applicant withdrawal, albeit with a small effect size. Theoretical and practical implications of this finding are discussed.
DOI	10.1080/08995605.2019.1637208
Cilt	31

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Implementation intentions as a predictor of applicant withdrawal

Yazar Açıkgöz, Y., Sümer, Hayriye Canan

Basım Tarihi 2019-09-03

Basım Yeri - Taylor & Francis

Konu Applicant withdrawal, Implementation intentions, Manpower

Tür Süreli Yayın

Dil İngilizce

Dijital Evet

Yazma Hayır

Kütüphane Özyeğin Üniversitesi

Demirbaş Numarası 0899-5605

Kayıt Numarası 1b2a1844-c0fd-421c-8c23-4e9f0e2ce1ef

Lokasyon Psychology

Tarih 2019-09-03

Örnek Metin Despite withdrawal from the job application being a serious concern for organizations, limited research exists that examines this phenomenon. Utilizing the broad intention-behavior framework as suggested in the Theory of Planned Behavior, we examined whether the type of intentions formed when applying for a job (i.e., goal vs. implementation intentions) predicts later withdrawal from the job application. Using a field experimental strategy, half of the applicants in a large applicant pool (N = 5,346) were randomly made to form implementation intentions. It was found that forming implementation intentions was indeed effective in reducing applicant withdrawal, albeit with a small effect size. Theoretical and practical implications of this finding are discussed.

DOI 10.1080/08995605.2019.1637208

Cilt 31