Intention – behavior gap as a predictor of applicant withdrawal from the job application process

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2016
Açıkgöz, Yalçın
The purpose of this study was to examine the predictors of withdrawal from a job application process. Based on the proposition that those who make an initial application to a job have intentions to pursue the opportunity, and later withdrawal indicates a failure to enact those intentions, this study utilized the concept of intention-behavior gap as its theoretical framework and its predictors as potential predictors of applicant withdrawal. Utilizing a large sample of applicants for a low-level military job (N = 5346), the results of this study revealed that change in perceptions of fit, information search intensity after initial application, applicant emotional stability and conscientiousness, and the amount of information and self-efficacy regarding selection procedures all had negative relationships with applicant withdrawal; whereas time interval after the application and perceived alternatives had positive relationships. Type of intentions (goal vs. implementation intentions) also predicted applicant withdrawal such that those who had formed implementation intentions were less likely to withdraw. The findings indicated that the concept of intention-behavior gap could be used to predict withdrawal. One implication of this finding is that although intentions are among the best predictors of behavior, this relationship is not perfect, indicating that a revision to the Theory of Planned Behavior may be necessary. Given the characteristics of the job examined in this study (a low level military position), future research on the subject should examine several jobs with varying levels within the same organization and in different organizations to ensure the generalizability of the findings.

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Citation Formats
Y. Açıkgöz, “Intention – behavior gap as a predictor of applicant withdrawal from the job application process,” Ph.D. - Doctoral Program, Middle East Technical University, 2016.