Graduate Applicant Intentions and Behavioral Beliefs
Abstract. Laws promoting equal employment opportunity (EEO) in favor of applicants from “protected groups” are commonplace in many countries. The present study compared graduate applicants from protected vs. unprotected groups. Drawing on the theory of planned behavior and on social cognitive theory we explored how intentions to apply for jobs are shaped by behavioral beliefs (internal factors) and protection status (external factor). Results from structural invariance analysis showed that, overall, beliefs influenced applicant intentions similarly in both groups. However, relative weights analysis revealed notable differences in the relative influence of attitude and norm beliefs. The findings suggest that recruitment practitioners and scholars may better understand how applicant intentions are formed if the role of protection status is considered in conjunction with applicant beliefs.