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The Proof is in the Pudding: Workers Care About Evidence‐Based Diversity Cues
16 references·0 citing·56 second hopsampled
The Proof is in the Pudding: Workers Care About Evidence‐Based Diversity Cues (2024)The Proof is in the Pudding: Workers Care…Legitimacy (2017)LegitimacyFrom Smoke and Mirrors to Walking the Talk: Decoupling in the Contemporary World (2012)From Smoke and Mirrors to Wal…Signaling Theory: A Review and Assessment (2010)Signaling Theory: A Review an…Corporate Hypocrisy: Overcoming the Threat of Inconsistent Corporate Social Responsibility Perceptions (2009)Corporate Hypocrisy: Overcomi…Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions. (2008)Social identity contingencies…Social Exchange Theory: An Interdisciplinary Review (2005)Social Exchange Theory: An In…Signaling Theory, Strategic Interaction, and Symbolic Capital (2005)Signaling Theory, Strategic I…CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT (2005)CONSEQUENCES OF INDIVIDUALS' …The convergent and discriminant validity of subjective fit perceptions. (2002)The convergent and discrimina…Organizational Behavior: Affect in the Workplace (2002)Organizational Behavior: Affe…Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Affective, Continuance, and N…Schema, promise and mutuality: The building blocks of the psychological contract (2001)Schema, promise and mutuality…The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…New hire perceptions of their own and their employer's obligations: A study of psychological contracts (1990)New hire perceptions of their…Social Identity Theory and the Organization (1989)Social Identity Theory and th…Competitive and optimal responses to signals: An analysis of efficiency and distribution (1974)Competitive and optimal respo…Culture's Consequences: International Differences in Work-Related Values (1981)Culture's Consequences: International Differences in Work-Related Values. 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References

  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,924 cited
  • 1989Social Identity Theory and the Organization11,468 cited
  • 2005Social Exchange Theory: An Interdisciplinary Review10,714 cited
  • 2010Signaling Theory: A Review and Assessment7,255 cited
  • 2002Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences7,068 cited
  • 2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT5,561 cited
  • 2002The convergent and discriminant validity of subjective fit perceptions.2,289 cited
  • 1990New hire perceptions of their own and their employer's obligations: A study of psychological contracts1,811 cited
  • 2002Organizational Behavior: Affect in the Workplace1,797 cited
  • 2012From Smoke and Mirrors to Walking the Talk: Decoupling in the Contemporary World1,740 cited
  • 2009Corporate Hypocrisy: Overcoming the Threat of Inconsistent Corporate Social Responsibility Perceptions1,355 cited
  • 2001Schema, promise and mutuality: The building blocks of the psychological contract1,150 cited
  • 2017Legitimacy1,149 cited
  • 2005Signaling Theory, Strategic Interaction, and Symbolic Capital

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910 cited
  • 1974Competitive and optimal responses to signals: An analysis of efficiency and distribution795 cited
  • 2008Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions.786 cited
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