https://mercury.smu.edu.sg/rsrchpubupload/2006/0404paper.pdf
Big Five Personality Characteristics. The Big Five Personality Traits―Agreeableness, Conscientiousness, Extraversion, Emotional Stability, and Openness to Experience―were measured with Saucier's (1994) 40-item measure (8 items per personality variable). This is a short version of Goldberg's (1992) 100-item measure in which many of the more difficult items to understand (e.g., imperturbable, imperceptive) and root-negation pairs (e.g., kind-unkind) were eliminated.
Job Attribute Preferences. Participants rated 14 job attributes on the degree to which they perceived the attribute would be important "in a decision of whether or not to take a job offer," using a 5-point scale (1 = very unimportant; 5 = very important). Twelve of these attributes were taken from a categorization derived by Konrad, Ritchie, Lieb, and Corrigall (2000) in a recent meta-analysis of sex differences on attribute preferences. These attributes are listed in Appendix B. We
Organization Personality Perceptions. Participants were asked to rate their agreement (1 = strongly disagree; 5 = strongly agree) with the degree to which each of the 33 traits listed in Appendix A described their randomly-assigned organization.
Perceptions of Job Opportunities at the Organization. Naturally, we were concerned that individuals' early attraction to a particular organization would be influenced heavily by the degree to which they perceived that there were job opportunities for them at the company. Therefore, we measured participants' perceptions of job opportunities at the assigned organization using a 3-item scale developed specifically for this research. The items were: "People with degrees in my area could be employed by this organization," "There are job opportunities for me at this organization," and "This organization hires people with training similar to my own training."
Attraction, Intentions, and Company Reputation. Participants completed three scales adapted from a validity study by Highhouse, Lievens, and Sinar (2003). Each scale consisted of three items. With respect to the company to which they were randomly assigned―and which they were asked to recall and report prior to providing their ratings―participants rated their attraction to the company as a place to work (e.g., "This company is attractive to me as a place for employment"), their future intentions toward the company (e.g., "I would make this company one of my first choices as an employer"), and their perceptions of the company's reputation (e.g., "This is a reputable company to work for"). All responses were made on a five-point scale of agreement (1 = strongly disagree; 5 = strongly agree).
Likelihood of Accepting a Job Offer. Participants also indicated the likelihood that they would accept an offer of employment at the organization, if one were made. This variable was measured on an 11-point scale, from 0% to 100%, with anchors at each 10% interval.
