Prospective Employees

As a result of the power of corporations and the impact on society of corporate activity, more attention is focused on the role of business in serving the needs of society (Tichy, McGill, & St. Clair, 1997). From traditional philanthropy to large-scale initiatives, many corporations now invest their resources and people in acts of so-called corporate responsibility (Tichy, McGill, & St. Clair, 1997). Along with the potential benefits to society of such acts comes a consideration of the potential competitive advantages for corporations in acting sociably responsible. In particular, a sociably responsible reputation can play a role in recruitment as potential employees are more likely to pursue jobs in organizations with more responsible reputations (Greening & Turban, 2000; Backhaus, Stone & Heiner, 2002). Although social responsibility can make corporations more attractive, we need a better understanding of how individual characteristics or dispositions of potential employees increase the likelihood that jobs are favored in corporations that are sociably responsible. In particular, due to the impassioned debate surrounding corporate responsibility (Boal & Perry, 1985), what is the role of individual emotion when considering employment options? This question has implications for corporations, in terms of recruitment and organizational objectives, and subsequently for society as a whole