Skip to main content
×
×
Home

Assessing the Impact of Dispositional Resistance to Change on Organizational Attraction

  • Luis M. Arciniega (a1) and Adriana Maldonado (a2)
Abstract

In recent years there has been an increasing interest among researchers and practitioners to analyze what makes a firm attractive in the eyes of university students, and if individual differences such as personality traits have an impact on this general affect towards a particular organization. The main goal of the present research is to demonstrate that a recently conceptualized narrow trait of personality named dispositional resistance to change (RTC), that is, the inherent tendency of individuals to avoid and oppose changes (Oreg, 2003), can predict organizational attraction of university students to firms that are perceived as innovative or conservative. Three complementary studies were carried out using a total sample of 443 college students from Mexico. In addition to validating the hypotheses, our findings suggest that as the formation of the images of organizations in students' minds is done through social cognitions, simple stimuli such as physical artifacts, when used in an isolated manner, do not have a significant impact on organizational attraction.

En los últimos años se ha registrado un creciente interés entre investigadores y profesionales de la psicología de las organizaciones por analizar qué es lo que hace que una firma resulte atractiva para trabajar ante los ojos de estudiantes universitarios, y si las diferencias individuales de éstos, tales como rasgos de personalidad, tienen un impacto sobre este afecto general hacia una organización en particular. El objetivo principal de esta investigación consiste en demostrar que un rasgo específico de personalidad, recientemente conceptualizado como predisposición a la resistencia al cambio (RC): tendencia a evitar y oponerse a los cambios (Oreg, 2003), puede predecir la atracción organizacional experimentada por estudiantes universitarios hacia firmas que son percibidas como innovadoras o conservadoras. En esta investigación se llevaron a cabo tres estudios complementarios, empleándose una muestra total de 443 estudiantes universitarios de México. Además de que nuestras hipótesis fueron validadas, los resultados sugieren que dado que las imágenes sobre las organizaciones son construidas a través de cogniciones sociales, los estímulos simples, tales como artefactos físicos (e.g. fotografías, gráficos), no poseen un impacto significativo sobre la atracción organizacional cuando son usados en forma aislada.

Copyright
Corresponding author
Correspondence concerning this article should be addressed to Luis M. Arciniega. ITAM Business School. Río Hondo 1. San Ángel. México 01080 D.F. (Mexico). Phone: +52-55-56284000. Fax: +52-55-56284049. E-mail: larciniega@itam.mx
References
Hide All
Aaker, J. L. (1997). Dimensions of brand personality. Journal of Marketing Research, 34, 347356. doi:10.2307/3151897
Aaker, J. L., & Fournier, S. (1995). A brand as a character, a partner and a person: Three perspectives on the question of brand personality. Advances in Consumer Research, 16, 391395.
Aiman-Smith, L., Bauer, T. N., & Cable, D. M. (2001). Are you attracted? Do you intend to pursue?: A recruiting policy capturing study. Journal of Business and Psychology, 16, 219237. doi:10.1023/A:1011157116322
Arciniega, L., & González, L. (2002). Individual values and perceived corporate values: An empirical approach. Revista de Psicología Social Aplicada, 12, 4159.
Arciniega, L. M., & González, L. (2009). Validation of the Spanish-language version of the resistance to change scale. Personality and Individual Differences, 42, 178182. doi:10.1016/j.paid.2008.09.024
Bagozzi, R. P., & Yi, Y. (1988). On the Evaluation of Structural Equation Models. Journal of the Academy of Marketing Science, 16, 7494. doi:10.1007/BF02723327
Budner, S. (1962). Intolerance of ambiguity as a personality variable. Journal of Personality, 30, 2950.
Byrne, D. E. (1971). The attraction paradigm. New York, NY: Academic Press.
Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317348. doi:10.1111/j.1744-6570.1994.tb01727.x
Cable, D. M., & Turban, D. (2001). Recruitment image equity: Establishing the dimensions, sources and value of job seekers' organizational beliefs. In Ferris, G. R. (Ed.), Research in personnel and human resources management (Vol. 20, pp. 115163). Greenwich, CT: JAI Press.
Cable, D. M., & Yu, K. Y. T. (2006). Managing job seekers' organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91, 828840. doi:10.1037/0021-9010.91.4.82
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928944. doi:10.1037/0021-9010.90.5.928
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417440. doi:10.1146/annurev.ps.41.020190.002221
Elsbach, K. D. (2006). Organizational Perception Management, Mahwah, NJ: LEA.
Hough, L. M., & Oswald, F. L. (2008). Personality testing and industrial-organizational psychology: Reflections, progress, and prospects. Industrial and Organizational Psychology, 1, 272290. doi:10.1111/j.1754-9434.2008.00048.x
Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. (2001). Organizational attractiveness for prospective applicants: A person-organisation fit perspective. Applied Psychology, 50, 3051. doi:10.1111/1464-0597.00047
Lievens, F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company's attractiveness as an employer. Personnel Psychology, 56, 75102. doi:10.1111/j.1744-6570.2003.tb00144.x
Oreg, S. (2003). Resistance to change: Developing an individual differences measure. Journal of Applied Psychology, 88, 680693. doi:10.1037/0021-9010.88.4.680
Oreg, S., Bayazit, M., Vakola, M., Arciniega, L., Armenakis, A. A., Barkauskiene, R.,… van Dam, K. (2008). Dispositional resistance to change: measurement equivalence and the link to personal values across 17 Nations. Journal of Applied Psychology, 93, 935944. doi:10.1037/0021-9010.93.4.935
Oreg, S., Nevo, O., Metzer, H., Leder, N., & Castro, D. (2009). Dispositional resistance to change and occupational interests and choices. Journal of Career Assessment, 17, 312323. doi:10.1177/1069072708330599
Ornstein, S. (1986). Organizational symbols: A study of their meanings and influences on perceived psychological climate. Organizational Behavior and Human Decision Processes, 38, 207229. doi:10.1016/0749-5978(86)90017-8
Ornstein, S. (1992). First impressions of the symbolic meanings connoted by reception area design. Environment and Behavior, 24, 85100. doi:10.1177/0013916592241004
Raykov, T., & Shrout, P. E. (2002). Reliability of scales with general structure: Point and interval estimation using a structural equation modeling approach. Structural Equation Modeling: A Multidisciplinary Journal, 9, 195212. doi:10.1207/S15328007SEM0902_3
Rentsch, J. R., & McEwen, A. H. (2002). Comparing personality characteristics, values, and goals as antecedents of organizational attractiveness. International Journal of Selection and Assessment, 10, 225234. doi:10.1111/1468-2389.00212
Rothstein, M. G., & Goffin, R. D. (2006). The use of personality measures in personnel selection: What does current research support? Human Resource Management Review, 16, 155180. doi:10.1016/j.hrmr.2006.03.004
Rosenbaum, M. E. (1986). The repulsion hypothesis: On the non-development of relationships. Journal of Personality and Social Psychology, 51, 11561166. doi:10.1037/0022-3514.51.6.1156
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437454. doi:10.1111/j.1744-6570.1987.tb00609.x
Schneider, R. J., Hough, L. M., & Dunnette, M. D.(1996). Broadsided by broad traits: How to sink science in five dimensions or less. Journal of Organizational Behavior, 17, 639655. doi:10.1002/(SICI)1099-1379(199611)17:6<639::AID-JOB3828>3.3.CO;2-0
Slaughter, J. E., & Greguras, G. J. (2009). Organizations: The influence of trait inferences. International Journal of Selection and Assessment, 17, 118. doi:10.1111/j.1468-2389.2009.00447.x
Slaughter, J. E., Zickar, M. J., Highhouse, S., & Mohr, D. C. (2004). Personality trait inferences about organizations: Development of a measure and assessment of construct validity. Journal of Applied Psychology, 89, 85103. doi:10.1037/0021-9010.89.1.85
Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics, 87, 355374. doi:10.2307/1882010
Tajfel, H. (1978). Differentiation between social groups: studies in the social psychology of intergroup relations. New York, NY: Academic Press.
Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: influences of organizational reputation, job and organizational attributes and recruiter behaviors. Journal of Vocational Behavior, 52, 2444. doi:10.1006/jvbe.1996.1555
Tziner, A. (1985). How team composition affects task performance: Some theoretical insights. Psychological Reports, 57, 11111119.
Recommend this journal

Email your librarian or administrator to recommend adding this journal to your organisation's collection.

The Spanish Journal of Psychology
  • ISSN: 1138-7416
  • EISSN: 1988-2904
  • URL: /core/journals/spanish-journal-of-psychology
Please enter your name
Please enter a valid email address
Who would you like to send this to? *
×

Keywords

Metrics

Full text views

Total number of HTML views: 0
Total number of PDF views: 0 *
Loading metrics...

Abstract views

Total abstract views: 0 *
Loading metrics...

* Views captured on Cambridge Core between <date>. This data will be updated every 24 hours.

Usage data cannot currently be displayed