This study evaluated the prevailing explanations for why recruiting sources are differentially effective: realism and individual differences. Structural equations modeling analyses tested whether these psychological processes mediate source effects in a sample of 221 nurses. Results supported a model comprising both mediators, but showing that realism processes largely translate how recruiting sources influence job satisfaction, turnover, and absenteeism. However, the study also found direct effects of recruiting source on posthire outcomes, suggesting that unexplored mechanisms may be operating. Implications of these findings are identified and discussed.
