Attraction effect : the influence of decoy and phantom candidates on job-finalist choice /
There is strong evidence which suggests that the task of choosing a single job candidate from a small set of comparable finalists can be influenced by the contextual factor of attraction effect. The present study examined the influence of decoy and phantom candidates on job-finalist choice. A total...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
Kuala Lumpur :
Kulliyyah of Islamic Revealed Knowledge and Human Sciences, International Islamic University Malaysia,
2018
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| Subjects: | |
| Online Access: | Click here to view 1st 24 pages of the thesis. Members can view fulltext at the specified PCs in the library. |
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| Summary: | There is strong evidence which suggests that the task of choosing a single job candidate from a small set of comparable finalists can be influenced by the contextual factor of attraction effect. The present study examined the influence of decoy and phantom candidates on job-finalist choice. A total of 150 participants were selected and they role played as hiring managers in a simulated employee selection scenario. Results from McNemar's chi-square revealed the following: (i) there is significant difference in the number of participants who chose the target candidate in control and decoy conditions at p < .001, (ii) there is no significant difference in the number of participants who chose the target candidate in control and phantom conditions at p > .05 and (iii) there is significant difference in the number of participants who chose the target candidate in decoy and phantom conditions at p < .05. In addition, results from further analysis on participants with different backgrounds showed the following: (i) the effect of a decoy candidate is significant on personnel selection students at p < .05, but not on personnel selection workers and laypeople at p > .05, (ii) the effect of a phantom candidate is not significant on all three subgroups at p > .05 and (iii) the difference between the effects of decoy and phantom candidates is significant for personnel selection workers at p < .05, but not for personnel selection students and laypeople at p > .05. The implications of these findings were discussed, and recommendations for future research were provided. |
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| Physical Description: | xii, 65 leaves : illustrations ; 30cm. |
| Bibliography: | Includes bibliographical references (leaves 58-61). |