Citation map · Study

SZodixStudyAcademic Library

Shelves Open access

Study · an open academic library·Metadata from OpenAlex (CC0)·Shelves·OpenAlex metadata, de-duplicated

Recruiting Through the Stages: A Meta‐Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process

16 references·16 citing·38 second hopsampled

FromToDepth

this work references cited by second hop· second hop is a sample of the most-cited connections

References

1991The theory of planned behavior90,729 cited
1986Self-Reports in Organizational Research: Problems and Prospects17,092 cited
1977Handbook of Industrial and Organizational Psychology.11,945 cited
1977Attitude-behavior relations: A theoretical analysis and review of empirical research.7,609 cited
2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT5,343 cited
1986Communication and Persuasion5,214 cited
1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS4,837 cited
1986Statistical Methods for Meta-Analysis.4,785 cited
2004Handbook of social psychology4,689 cited
2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium4,057 cited
1981Attitudes and Persuasion: Classic and Contemporary Approaches3,368 cited
1983Advances in Consumer Research2,879 cited
1991Methods of Meta-Analysis: Correcting Error and Bias in Research Findings.2,327 cited
2002The convergent and discriminant validity of subjective fit perceptions.2,224 cited
2000

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

Corporate Social Performance As a Competitive Advantage in Attracting a Quality Workforce

2,077 cited

1984The effects of involvement on responses to argument quantity and quality: Central and peripheral routes to persuasion.1,725 cited

Cited by

2017Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”249 cited
2013A Mediated Moderation Model of Recruiting Socially and Environmentally Responsible Job Applicants239 cited
2019Highly automated job interviews: Acceptance under the influence of stakes202 cited
2023Person‐organization fit theory and research: Conundrums, conclusions, and calls to action192 cited
2019Green recruitment and selection: an insight into green patterns187 cited
2020The impact of using algorithms for managerial decisions on public employees' procedural justice166 cited
2014Applicant attraction to flexible work arrangements: Separating the influence of flextime and flexplace159 cited
2019Attracting applicants through the organization's social media page: Signaling employer brand personality152 cited
2020Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews151 cited
2018Employee recruitment and job search: Towards a multi-level integration149 cited
2021Preferring the devil you know: Potential applicant reactions to artificial intelligence evaluation of interviews147 cited
2017Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings146 cited
2017Small but attractive: Dimensions of new venture employer attractiveness and the moderating role of applicants' entrepreneurial behaviors123 cited
2014Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.119 cited
2017Information as a double-edged sword: The role of computer experience and information on applicant reactions towards novel technologies for personnel selection119 cited
2014Employee-Based Brand Equity: Why Firms with Strong Brands Pay Their Executives Less119 cited