Realism of Diversity Statements and Organisational Attractiveness: The Continuum of Credibility and Optimism

Abstract

This experimental research investigates whether realistic versus non-realistic diversity statements affects the attractiveness of organisations. Additionally, it was expected that credibility, person-organisation fit, and perceived optimism were processes within this relation. For this study, a sample of 190 participants filled in a questionnaire. Results showed that credibility positively mediated the effect of realistic (vs. non-realistic) diversity statements on organisational attractiveness. Perceived optimism was found to negatively mediate this effect. Both processes fully mediate this effect. Person-organisation fit was not a mediator in this effect. This means that both credibility and perceived optimism are processes that play a role in the effect of a realistic (vs. non-realistic) statement on the attractiveness of an organisation. These findings suggest that organisations should take both of these processes into consideration and balance them out while formulating a realistic diversity statement to attract new, diverse employees.