| Abstract | dc.description.abstract | Although the interactionist perspective has been widely studied in organizational attractiveness, there is
no research comparing the explanatory power of the complementary and supplementary hypotheses in
predicting attraction. The authors test these perspectives in the context of the instrumental-symbolic
framework. The authors also examine whether the use of narrow personality facets, such as Trust (under
the Big Five trait Agreeableness), Assertiveness (under Extraversion), and Imagination (under Openness
to Experience) enhances the prediction of attraction. Job seekers (N = 220) provided self-ratings of personality,
ratings of organizational traits, and their level of attraction to a potential future employer.
Results supported predictions based on complementarity, suggesting that organizations adopting a
recruiting strategy based on similarity in personality may not succeed in attracting their most preferred
candidates. The findings also suggested that narrow facets are useful in predicting attraction, providing
further evidence for the predictive benefits of narrow personality traits. | es_CL |
