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We extend prior research on behavioural integrity (BI) by challenging the perspective of many researchers who have posited that BI is extremely resistant to repair after it has been damaged. Specifically, we examined the promise-keeping dimension of BI (BI-PK). In a hypothetical vignette, the effects of dissonance attributions and constraints on BI-PK perceptions were investigated in the context of a hiring manager breaking a promise to meet a job applicant for a highly desired interview. The results from two studies indicated that there was a strong positive effect for constraints on BI-PK, and BI-PK partially mediated the effect of constraints on attraction to the organization.
Practitioner points When individuals are in a position where their behavioural integrity is likely to be assessed by others, it is important to maintain communication when circumstances inhibit promise fulfilment.
Applicants are a key stakeholder group who are highly sensitive to the behavioural integrity of recruiters and hiring managers. In fact, recruiter behavioural integrity matters to applicants in more ways than merely providing realistic job information.
The perceived behavioural integrity of recruiters and hiring managers appears to be an important factor in applicant attraction to the organization. Accordingly, recruiters and hiring managers should monitor their promise-fulfilment behaviours carefully.
