Organizations In The Candidate Psychological Contract Obligation To Complete Analysis

Recruitment is an important part of human resource management, and researchers have conducted a lot of study on this field. However, we find that the psychological status and behavior intentions of applicants rejected in the application are neglected. As a result, this paper researches the evaluation of applicants about recruitment behavior of companies, who are rejected in the campus recruitment, and explores the affecting factors (i.e. rejection step and rejection methods) and outcome variable (i.e. behavior intentions).This paper investigates 105 students including undergraduates and graduates that have applied for a job. Every applicant is asked to recall a rejected experience by a company that they would like to join in, and answer some questions about organization obligation importance, organization obligation fulfillment and applicant intentions.The data indicate that applicants evaluate organization obligation importance highly, and demonstrate the existence of applicants' psychological contract. Along with organization justice theory, organization obligation is divided into two parts: procedural justice obligation and interactional justice obligation for further analysis.Then the effects of gender, degree, rejection methods and rejection steps on organization obligation fulfillment are explored. The result indicates that gender and degree have no significant effects and applicants rejected without notice and applicants rejected in the last step reported the lowest level of obligation fulfillment.The relationship between organizational obligation fulfillment and applicant intentions is examined and interactional justice obligation has higher correlation with applicant intentions than procedural justice obligation.Lastly, some suggestions about company recruitment are proposed: avoiding rejection without any notice, improving the justice of final interview and shortening the period of recruiting process.