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The effect of applicant–employee fit and temporal construal on employer attraction and pursuit intentions
16 references·3 citing·46 second hop
The effect of applicant–employee fit and temporal construal on employer attraction and pursuit intentions (2010)The effect of applicant–employee fit and …Social psychology: handbook of basic principles (2008)Social psychology: handbook o…CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)CONSEQUENCES OF INDIVIDUALS' …Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. (2005)Applicant Attraction to Organ…Handbook of social psychology (2004)Handbook of social psychologyYou Are What They Eat: The Influence of Reference Groups on Consumers’ Connections to Brands (2003)You Are What They Eat: The In…Values and Behavior: Strength and Structure of Relations (2003)Values and Behavior: Strength…THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER (2003)THE RELATION OF INSTRUMENTAL …Temporal construal. (2003)Temporal construal.Measuring Attraction to Organizations (2003)Measuring Attraction to Organ…Temporal construal and time-dependent changes in preference. (2000)Temporal construal and time-d…APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION (1997)APPLICANT PERSONALITY, ORGANI…Person–Organization Fit, Job Choice Decisions, and Organizational Entry (1996)Person–Organization Fit, Job …Handbook of industrial and organizational psychology (1993)Handbook of industrial and or…Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in 20 Countries (1992)Universals in the Content and…THE IMPORTANCE OF RECRUITMENT IN JOB CHOICE: A DIFFERENT WAY OF LOOKING (1991)THE IMPORTANCE OF RECRUITMENT…The measurement of psychological androgyny. (1974)The measurement of psychologi…Choice Between Salary and Employer Brand: The Roles of Materialism and Inclination to Develop an Identity-Motives-Based Relationship With an Employer Brand (2020)Choice Between Salary and Emp…Subjective PO fit in recruitment: is it always really ‘O’? 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this work references cited by second hop

References

  • 1992Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in 20 Countries15,347 cited
  • 1974The measurement of psychological androgyny.8,779 cited
  • 2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT5,561 cited
  • 2008Social psychology: handbook of basic principles5,534 cited
  • 1993Handbook of industrial and organizational psychology5,483 cited
  • 2004Handbook of social psychology4,740 cited
  • 2003Temporal construal.3,006 cited
  • 2003Values and Behavior: Strength and Structure of Relations1,806 cited
  • 1996Person–Organization Fit, Job Choice Decisions, and Organizational Entry1,713 cited
  • 2003You Are What They Eat: The Influence of Reference Groups on Consumers’ Connections to Brands1,611 cited
  • 2005Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes.1,210 cited
  • 2000Temporal construal and time-dependent changes in preference.949 cited
  • 2003THE RELATION OF INSTRUMENTAL and SYMBOLIC ATTRIBUTES TO A COMPANY'S ATTRACTIVENESS AS AN EMPLOYER925 cited
  • 2003Measuring Attraction to Organizations896 cited
  • 1997

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APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION
831 cited
  • 1991THE IMPORTANCE OF RECRUITMENT IN JOB CHOICE: A DIFFERENT WAY OF LOOKING740 cited
  • Cited by

    • 2018Subjective PO fit in recruitment: is it always really ‘O’? Organizational values may be industry values, depending on temporal distance15 cited
    • 2020Choice Between Salary and Employer Brand: The Roles of Materialism and Inclination to Develop an Identity-Motives-Based Relationship With an Employer Brand14 cited
    • 2015The Ethical Implications of Using Genetic Information in Personnel Selection4 cited