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Predicting job offer acceptance of professionals in Taiwan: The case of the technology industry

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  • Tsai, Yuan-Hui
  • Lin, Chieh-Peng
  • Hsu, Ya-Chu
  • Liu, Chu-Mei
  • Yen, Pi-Hsia

Abstract

Corporate social responsibility (CSR) is defined as a firm's behavior that goes beyond its economic interest to benefit stakeholders and is a critical factor for business organizations to implement in order to successfully increase the job offer acceptance of job applicants. This research examines such job offer acceptance by developing a model based on the social signaling theory and expectancy theory. The hypotheses of this research were empirically tested using the data from professional job applicants at three well-known career fairs for the high-tech industry in Taiwan. The test results show that business practice CSR engagement and recruitment procedural justice positively affect both career success expectation and a firm's attractiveness, which consequently influence job offer acceptance. At the same time, due to its insignificant effect on career success expectation, philanthropic CSR engagement only has a significant impact on a firm's attractiveness. The findings of this research complement prior studies by presenting how business practice CSR engagement, philanthropic CSR engagement, and recruitment procedural justice should be simultaneously taken into account to boost job offer acceptance. Lastly, managerial implications and limitations are provided.

Suggested Citation

  • Tsai, Yuan-Hui & Lin, Chieh-Peng & Hsu, Ya-Chu & Liu, Chu-Mei & Yen, Pi-Hsia, 2016. "Predicting job offer acceptance of professionals in Taiwan: The case of the technology industry," Technological Forecasting and Social Change, Elsevier, vol. 108(C), pages 95-101.
    • Handle: RePEc:eee:tefoso:v:108:y:2016:i:c:p:95-101
    DOI: 10.1016/j.techfore.2016.05.005
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    References listed on IDEAS

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    1. Chieh-Peng Lin & Yuan-Hui Tsai & Sheng-Wuu Joe & Chou-Kang Chiu, 2012. "Modeling the Relationship Among Perceived Corporate Citizenship, Firms’ Attractiveness, and Career Success Expectation," Journal of Business Ethics, Springer, vol. 105(1), pages 83-93, January.
    2. Chieh-Peng Lin & Shwu-Chuan Chen & Chou-Kang Chiu & Wan-Yu Lee, 2011. "Understanding Purchase Intention During Product-Harm Crises: Moderating Effects of Perceived Corporate Ability and Corporate Social Responsibility," Journal of Business Ethics, Springer, vol. 102(3), pages 455-471, September.
    3. Einhorn, Hj & Hogarth, Rm, 1981. "Behavioral Decision-Theory - Processes Of Judgment And Choice," Journal of Accounting Research, Wiley Blackwell, vol. 19(1), pages 1-31.
    4. Tsai, Yuan-Hui & Lin, Chieh-Peng & Ma, Hwa-Chun & Wang, Rong-Tsu, 2015. "Modeling corporate social performance and job pursuit intention: Forecasting the job change of professionals in technology industry," Technological Forecasting and Social Change, Elsevier, vol. 99(C), pages 14-21.
    5. Yuan-Hui Tsai & Sheng-Wuu Joe & Chieh-Peng Lin & Rong-Tsu Wang, 2014. "Modeling Job Pursuit Intention: Moderating Mechanisms of Socio-Environmental Consciousness," Journal of Business Ethics, Springer, vol. 125(2), pages 287-298, December.
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    Cited by:

    1. Deriu, Valerio & Pozharliev, Rumen & De Angelis, Matteo, 2024. "How trust and attachment styles jointly shape job candidates’ AI receptivity," Journal of Business Research, Elsevier, vol. 179(C).

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