Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputation to influence applicant attraction in the recruitment process? Specifically, the authors hypothesized that for recruiters high in political skill, as organization reputation increases, applicant attraction to the organization increases. Alternatively, for recruiters low in political skill, as organization reputation increases, there is no change in applicant attraction to the organization.,Three studies were conducted to create the experimental manipulation materials, pilot test them and then conduct tests of the hypotheses. Study 1 created and tested the content validity of the recruiter political skill script. Study 2 reported on the effectiveness of the recruiter political skill experimental manipulation, whereby a male actor was hired to play the part of a recruiter high in political skill and one low in political skill. Finally, Study 3 was the primary hypothesis testing investigation.,Results from a 2×2 between-subjects experimental study (N=576) supported the hypotheses. Specifically, high recruiter political skill and favorable organization reputation each demonstrated significant main effects on applicant attraction to the organization. Additionally, the authors hypothesized, and confirmed, a significant organization reputation × recruiter political skill interaction. Specifically, findings demonstrated that increases in organization reputation resulted in increased applicant attraction to the organization for those exposed to a recruiter high in political skill. However, the effect was not for a recruiter low in political skill.,Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from gathering multiple sources of data. In addition, no experimental research to date exists, examining political skill in a laboratory context. This finding has important implications for the growing research base on political skill in organizations.,First impressions are lasting impressions, and it is very costly to organizations when recruiters lose good candidates due to the failure to make a memorable and favorable impression. This paper supports the use of political skill in the recruitment process and highlights its capability to influence and attract job applicants to organizations successfully.,Despite its scientific and practical appeal, the causal effects of political skill on important work outcomes in an experimental setting have not been formally investigated. As the first experimental investigation of political skill, the authors can see more clearly and precisely what political skill behaviors of recruiters tend to influence applicant attraction to organizations in the recruitment process.

中文翻译：

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招聘人员的政治技能和组织声誉对招聘过程中求职者吸引力的影响

研究人员已经确定了各种招聘人员和组织特征，这些特征分别影响人员配备的有效性。在扩展当代研究的过程中，本文的目的是解决一个先前研究中未曾研究过的简单问题，即招聘人员的政治技能是否与组织声誉互动，从而影响招聘过程中的求职者吸引力？具体来说，作者假设对于具有较高政治技巧的招聘者，随着组织声誉的提高，申请人对组织的吸引力也会增加。另外，对于政治技巧低的招聘者，随着组织声誉的提高，申请人对组织的吸引力也没有变化。进行了三项研究，以创建实验操纵材料，试点他们，然后进行假设检验。研究1创建并测试了招聘者政治技能脚本的内容有效性。研究2报告了招聘人员政治技能实验操纵的有效性，据此，雇用了一名男演员扮演招聘人员中政治技能高而政治技能低的角色。最后，研究3是主要的假设检验研究。2×2受试者间实验研究（N = 576）的结果支持了假设。具体来说，高招募者的政治技巧和良好的组织声誉都对申请人吸引组织产生了重要的主要影响。此外，作者假设并确认了重要的组织声誉×招聘者的政治技能互动。特别，研究结果表明，组织声誉的提高导致那些具有较高政治技巧的招聘人员的求职者对组织的吸引力增加。然而，这对政治技巧低的招聘者而言并没有这种效果。尽管数据收集具有单一来源的性质，但作者还是采取了一些措施来最大程度地减少潜在的偏见因素（例如，时间间隔，包括情感）。收集多种数据源将使未来的研究受益。此外，迄今为止，还没有实验研究可以在实验室范围内检查政治技巧。这一发现对于组织中基于政治技巧的不断发展的研究具有重要意义。第一印象是持久印象，当招募人员由于无法留下令人难忘的良好印象而失去优秀的候选人时，这对组织来说是非常昂贵的。本文支持在招聘过程中使用政治技巧，并强调其能够成功地吸引和吸引求职者进入组织的能力。尽管具有科学和实践吸引力，但政治技巧对实验环境中重要工作成果的因果关系尚不明确经过正式调查。作为对政治技能的首次实验研究，作者可以更清楚，更准确地看到招聘人员的哪些政治技能行为会在招聘过程中影响申请人对组织的吸引力。本文支持在招聘过程中使用政治技巧，并强调其能够成功地吸引和吸引求职者进入组织的能力。尽管具有科学和实践吸引力，但政治技巧对实验环境中重要工作成果的因果关系尚不明确经过正式调查。作为对政治技能的首次实验研究，作者可以更清楚，更准确地看到招聘人员的哪些政治技能行为会在招聘过程中影响申请人对组织的吸引力。本文支持在招聘过程中使用政治技巧，并强调其能够成功地吸引和吸引求职者进入组织的能力。尽管具有科学和实践吸引力，但政治技巧对实验环境中重要工作成果的因果关系尚不明确经过正式调查。作为对政治技能的首次实验研究，作者可以更清楚，更准确地看到招聘人员的哪些政治技能行为会在招聘过程中影响申请人对组织的吸引力。