Understanding Racial Identity and PO Fit in Applicant Attraction

Open Access
Griswold, Kaytlynn Rose
Graduate Program:
Master of Science
Document Type:
Master Thesis
Date of Defense:
March 16, 2017
Committee Members:
  • Kisha Jones, Thesis Advisor
  • James LeBreton, Committee Member
  • Jonathan Cook, Committee Member
  • diversity
  • racial identity
  • recruiting
  • recruitment websites
  • person-organization fit
  • diversity climate
In the United States, organizations are becoming as diverse as ever, a trend that many organizations believe is important (Avery, McKay, & Valpone, 2013), but one that may lead to lower performance (Joshi & Roh, 2009). Diversity climate has been shown to prevent this from happening (Gonzalez & Denisi, 2009), yet recruiting for just that is yet to be well understood. This study explores how organizational signals of diversity climate work to attract people with differing types of racial identity based in Cross’ (1971) and Helms’ (1989; 1990) models of racial identity development. Further, as identities do not operate in a vacuum, this study seeks to examine how personality congruence with an organization operates in conjunction with racial identity to predict attraction to supportive or unsupportive diversity climates.