Publication Date

Spring 2022

Advisor(s) - Committee Chair

Katrina Burch (Director), Reagan Brown, Aaron Wichman

Degree Program

Department of Psychological Sciences

Degree Type

Master of Science

Abstract

Corporate Social Responsibility (CSR) (i.e., organizations’ diversity and social justice [Black Lives Matter] statements) influences applicant attractiveness to organizations. Using Fortune-500 companies’ diversity and Black Lives Matter statements as indicators of CSR activities, I examined the relationship between CSR activities, perceived authenticity, organizational attractiveness, and person-organization fit. It was hypothesized that diversity statements that specifically mention race and actions taken to promote diverse workplaces (i.e., strong) will be seen as authentic and those organizations will be the most attractive. Additionally, it was hypothesized that social Black Lives Matter (BLM) statements that specifically mention systemic racism/ racial inequality and/or actions to make a change (i.e., strong) will be seen as authentic and those organizations will be attractive. A significant relationship was found between statement substantive authenticity and diversity statements. A marginally significant relationship was found between BLM statements and statement symbolic authenticity. Results indicate that stronger diversity statements are seen as genuine and authentic, while stronger BLM statements are seen as insincere. Implications for research and practice are discussed.

Disciplines

Industrial and Organizational Psychology | Organizational Behavior and Theory | Psychology

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