Social influence and job choice decisions

Abstract

Purpose: Past research has largely portrayed job choice as a relatively rational and goal?directed behavior where applicants make decisions contingent on organizational recruitment activities, or evaluations of job and organizational attributes. Research now informs us that job choice decisions may also be based on social comparisons and social influence. The purpose of this paper is to add to this body of knowledge by examining reasons why social influence is a key factor in job choice decisions of relatively young job seekers. Design/methodology/approach: The study is based on in-depth interview data from graduating seniors at an elite business school in India. Findings: Respondents did not see themselves as acting based on social influence as much as they perceived others around them to be. Reasons they noted for others’ socially influenced job choice decisions were: peers and seniors are seen as more accessible and trustworthy than organizations; organizations do not share all and/or objective data, driving job seekers to other sources; job seekers are clueless and hence follow a “smart” herd; and job seekers make decisions for social status signaling. Respondents pointed to socially influenced job choices as being rational behaviors under certain conditions. Research limitations/implications: Generalizability of findings may be limited to young job seekers or to the Indian context, and the authors encourage replication. The authors also acknowledge the importance of individual difference variables in job choice decisions, a factor not considered in the present research. Practical implications: Given that job seekers rally around others’ notion of an attractive job or an organization, the paper outlines several implications for managerial practice. Originality/value: This study, in a yet unexamined cultural context, points to the simultaneous and combined importance of normative and informational social determinants of job choice, bias blind spots in one's own job choice perceptions and decisions, gender specific socialization influences on job choices, and the notion of job fit in terms of fitment with expectations of important reference groups.