Açıkgöz, Y.Sümer, Hayriye Canan2020-07-012020-07-012019-09-030899-5605http://hdl.handle.net/10679/6678https://doi.org/10.1080/08995605.2019.1637208Despite withdrawal from the job application being a serious concern for organizations, limited research exists that examines this phenomenon. Utilizing the broad intention-behavior framework as suggested in the Theory of Planned Behavior, we examined whether the type of intentions formed when applying for a job (i.e., goal vs. implementation intentions) predicts later withdrawal from the job application. Using a field experimental strategy, half of the applicants in a large applicant pool (N = 5,346) were randomly made to form implementation intentions. It was found that forming implementation intentions was indeed effective in reducing applicant withdrawal, albeit with a small effect size. Theoretical and practical implications of this finding are discussed.engrestrictedAccessarticle31534735400048915850000110.1080/08995605.2019.1637208Applicant withdrawalImplementation intentionsManpower2-s2.0-85073484606