{"id":{"repo_id":"temple","oai_identifier":"oai:scholarshare.temple.edu:20.500.12613/1150"},"canonical_url":"https://search.dev.ndltd.org/etd/temple/oai:scholarshare.temple.edu:20.500.12613/1150","repository":{"repo_id":"temple","name":"Temple University","base_url":"https://scholarshare.temple.edu/server/oai/request"},"display":{"title":"EXAMINING THE \"LIABILITIES\" OF NEWNESS AND SMALLNESS WITH RESPECT TO THE RECRUITMENT PROCESS: PERCEPTUAL BIASES RELATED TO NEW VENTURES","abstract":"In this dissertation, I use a two-part study to examine, firstly whether preconceived notions, or perceptual differences, exist about organizational characteristics between firms based on size and age, and secondly what the relative salience of each characteristic is as well as possible individual-organizational characteristic interactions. In addition to contributing to theoretical knowledge-building, and providing guidance to practitioners, I use a methodology that has not been used extensively in organizational behavior research - conjoint analysis. Thus, the contributions I make are theoretical, normative and methodological in nature. As hypothesized, there are significant differences in how job seekers perceive organizations based on their size and age. 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In addition to contributing to theoretical knowledge-building, and providing guidance to practitioners, I use a methodology that has not been used extensively in organizational behavior research - conjoint analysis. Thus, the contributions I make are theoretical, normative and methodological in nature. As hypothesized, there are significant differences in how job seekers perceive organizations based on their size and age. 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