Building an organization of workers who thrive in demanding environments begins with recruitment of workers with personality traits predictive of resilience. We integrate fit theories to determine how job advertisement information may attract job seekers higher in psychological hardiness (sense of control, feelings of commitment to many things in life, perceptions of challenge). Across two studies, we manipulated hypothetical job advertisements that were presented to current workers seeking new employment. Job seekers higher in hardiness were more attracted to working with hardy coworkers, less attracted to coping resources, and more attracted to high emotional labor demands compared to job seekers lower in hardiness. A discussion for how organizations may craft job advertisement content to improve their recruitment efforts is provided.
Three experimental studies were conducted to examine the effects of stereotype activation on generational differences in personality between Millennials (born between 1979 and 1994) and Generation X (born between 1965 and 1978). Personality was assessed using a self-report measure of entitlement in Study 1 and 2. Study 3 incorporated a version of Prisoner's Dilemma to assess a behavioral state indicator of entitlement. Participants either experienced no stereotype activation, implicit activation about generational differences, or explicit stereotype activation that "Millennials are the most entitled generation. " The results were consistent with expectations across all three studies. Millennials who experienced implicit stereotype activation about generational differences were higher in entitlement than participants in other conditions. Conversely, Millennials who experienced explicit stereotype activation about their own entitlement were lower in entitlement than participants in other conditions. Overall, the results indicate that generational differences are in part influenced by stereotype activation.
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