Thesis advisor: Diana C. Pullin / Framed in the context of increased media attention focused on a shortage of qualified candidates for the superintendency of public school districts, this study examines the thought process of educational leaders who are in a position to pursue the superintendency. A review of the literature explored the increasing challenges of the position itself, and examined business and psychology literature concerning applicant attraction and the concept of fit including the factors that may attract and deter potential applicants. Qualitative research methods were used to illuminate the thought process that accompanies consideration of the superintendency. The following research questions were considered: what factors, including job desirability and accessibility, influence the pursuit intentions of individuals qualified to be superintendent, and, how does the mix of motivators and inhibitors impact the decision to pursue or not to pursue the position? Twelve in-depth interviews were conducted with graduates of a doctoral program in educational leadership, all currently working as educational leaders in public school districts. Coded transcripts from the interviews highlighted the importance of perceived positional and organizational fit, the use of a common mental checklist to conceptualize fit, and the weight that is applied to different factors. Data also pointed to the ways in which female and racial/ethnic minorities experience the pursuit process differently, especially in terms of their access to pipeline networks. Recommendations are made for professional associations of educational leaders, search agencies and school districts, and higher education. / Thesis (EdD) — Boston College, 2012. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

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Yes / Whilst previous studies indicate perceived company ethicality as a driver of job seekers’ job-pursuit intentions, it is poorly understood how and why ethical market signals actually affect their application decisions. Perceptions of company ethicality result from market signals that are either within the control of the company (e.g. ethical certifications) and from market signals that are beyond the company’s control (e.g. ethical eWoM). Building on communication and information processing theories, this study therefore considers both types of ethical market signals, and examines the psychological mechanisms through which they affect job seekers’ intention to apply for a job. The results from a controlled online experiment show that both types of ethical market signals increase job seekers’ job-pursuit intentions. These relationships are mediated by applicants’ attitude towards the job advertisement, their perceptions of corporate employment image and self-referencing. Consequently, the present study alerts practitioners to consider the effects of company-controlled and non-company-controlled ethical market signals, particularly when aiming to recruit highly-qualified millennial candidates.

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