研究生: |
徐艾玲 Elyn Hsu |
---|---|
論文名稱: |
The Impact of Employer Brand Image on Person-Organization Fit and the Moderating Effect of Applicants' Reaction to the Selection Process Among Self-Initiated Expatriates The Impact of Employer Brand Image on Person-Organization Fit and the Moderating Effect of Applicants' Reaction to the Selection Process Among Self-Initiated Expatriates |
指導教授: |
林怡君
Lin, Yi-Chun |
學位類別: |
碩士 Master |
系所名稱: |
國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt |
論文出版年: | 2020 |
畢業學年度: | 109 |
語文別: | 英文 |
論文頁數: | 102 |
英文關鍵詞: | employer brand image, applicants' reaction, process fairness |
DOI URL: | http://doi.org/10.6345/NTNU202100004 |
論文種類: | 學術論文 |
相關次數: | 點閱:218 下載:23 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
Employer brand image and the organization’s recruitment and selection process are known as ways of transmitting important information about the organization, such as its values and characteristics. This conveyed information will, in turn, influences applicants’ perception of fit. Therefore, this study aimed to investigate the relationship between employer brand image and perceived person-organization fit, and the moderating effect of applicants’ reaction to the selection process. A quantitative approach was adopted, and data was collected through online questionnaires. Convenience and snowball sampling techniques were adopted, and the sample size was 226 self-initiated expatriates, currently employed. IBM SPSS 23 and SPSS AMOS 20 were used for data analysis. The findings of this study demonstrated that a positive employer brand image positively impacted applicants’ perception of PO fit, however applicants’ reaction to the selection process did not strengthen this initial relationship. This study should advance the theoretical knowledge on social identity theory and signaling theory, as well as have practical implications for both SIEs and organizations.
Abdullah, D. N. M. A., & Jin, C. S. (2015). Determining the Types of Training and Development Supports for Expatriates. Procedia - Social and Behavioral Sciences, 172, 548–554.
Alnıaçık, E., Alnıaçık, Ü., Erat, S., & Akçin, K. (2014). Attracting Talented Employees to the Company: Do We Need Different Employer Branding Strategies in Different Cultures? Procedia - Social and Behavioral Sciences, 150, 336–344.
Ambler, T., & Barrow, S. (1996). The Employer Brand. The Journal of Brand Management, 4(3), 185-206.
Anderson, N., Salgado, J. F., & Hülsheger, U. R. (2010). Applicant Reactions in Selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18(3), 291–304.
Appiah-Padi, R. (2014). Job desirability: Chief academic officers opting out of the college presidency. SAGE Open, 4(3).
Arachchige, B.J.H., & Robertson, A., 2013. Employer Attractiveness: Comparative Perceptions of Undergraduate and Postgraduate Students. Sri Lankan Journal of Human Resource Management, 4(1), 33–48.
Ashforth, B. E., & Mael, F. (1989). Social Identity Theory and the Organization. Academy of Management Review, 14(1), 20–39.
Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501–517.
Backhaus, K. (2016). Employer Branding Revisited. Organization Management Journal, 13(4), 193–201.
Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31–46.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14(2), 103-118.
Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., & Campion, M. A. (2001). Applicant Reactions To Selection: Development Of The Selection Procedural Justice Scale (SPJS). Personnel Psychology, 54(2), 387–419.
Becker, W. J., Connolly, T., & Slaughter, J. E. (2010). The Effect Of Job Offer Timing On Offer Acceptance, Performance, And Turnover. Personnel Psychology, 63(1), 223–241.
Bergstrom, A., Blumenthal, D., & Crothers, S. (2002). Why Internal Branding Matters: The Case of Saab. Corporate Reputation Review, 5(2-3), 133–142.
Bergeron, D. M. (2001). Valuing the Employment Brand: Attracting Talent that Fit [Conference paper]. Academy of Human Resource Development 2001 Conference, Tulsa, OK, United States.
Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151–172.
Bhat, Z. H., & Rainayee, R. A. (2017). Examining the Mediating Role of Person–Job Fit in the Relationship between Training and Performance: A Civil Servant Perspective. Global Business Review, 20(2), 529-548.
Boon, C., Den Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit. The International Journal of Human Resource Management, 22(1), 138–162.
Botha, A., Bussin, M., & De Swardt, L. (2011). An employer brand predictive model for talent attraction and retention. SA Journal of Human Resource Management, 9(1), 1-12.
Bowen, D. E., Ledford, G. E., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Perspectives, 5(4), 35–51.
Brewer, M. B. (1991). The Social Self: On Being the Same and Different at the Same Time. Personality and Social Psychology Bulletin, 17(5), 475–482.
Cable, D. M., & Judge, T. A. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3), 294–311.
Cable, D. M., & Parsons, C. K. (2001). Socialization Tactics And Person-Organization Fit. Personnel Psychology, 54(1), 1–23.
Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources and value of job seekers' employer knowledge during recruitment. Research in personnel and human resources management, 20, 115-163.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
Cao, L., Hirschi, A., & Deller, J. (2012). Self‐initiated expatriates and their career success. Journal of Management Development, 31(2), 159–172.
Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31(3), 248–267.
Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411–429.
Carmines, E. G., & McIver, J. P. (1983). An Introduction to the Analysis of Models with Unobserved Variables. Political Methodology, 51-102.
Celani, A., & Singh, P. (2011). Signaling theory and applicant attraction outcomes. Personnel Review, 40(2), 222–238.
Cerdin, J.-L., & Selmer, J. (2013). Who is a self-initiated expatriate? Towards conceptual clarity of a common notion. The International Journal of Human Resource Management, 25(9), 1281–1301.
Chan, D., & Schmitt, N. (2000). Interindividual differences in intraindividual changes in proactivity during organizational entry: a latent growth modeling approach to understanding newcomer adaptation. Journal of Applied Psychology, 85(2), 190.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90(5), 928–944.
Chapman, D., & Webster, J. (2006). Toward an integrated model of applicant reactions and job choice. The International Journal of Human Resource Management, 17(6), 1032–1057.
Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit. The Academy of Management Review, 14(3), 333.
Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36(3), 459-484
Chhabra, N. L., & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48–60.
Chuang, A., & Sackett, P. R. (2005). The Perceived Importance Of Person-Job Fit And Person-Organization Fit Between And Within Interview Stages. Social Behavior And Personality: An International Journal, 33(3), 209–226.
Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A web of applicant attraction: Person-organization fit in the context of Web-based recruitment. Journal of Applied Psychology, 87(4), 723–734.
Doherty, N., Dickmann, M., & Mills, T. (2011). Exploring the motives of company-backed and self-initiated expatriates. The International Journal of Human Resource Management, 22(3), 595–611.
Doherty, N. (2012). Understanding the Self-initiated Expatriate: A Review and Directions for Future Research. International Journal of Management Reviews, 15(4), 447-469.
Doherty, N., Richardson, J., & Thorn, K. (2013). Self‐initiated expatriation and self‐initiated expatriates. Career Development International, 18(1), 97–112.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational Images and Member Identification. Administrative Science Quarterly, 39(2), 239-263.
Edwards, J. R., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit. Journal of Applied Psychology, 91(4), 802–827.
Edwards, M. R. (2009). An integrative review of employer branding and OB theory. Personnel Review, 39(1), 5–23.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice. Journal of Brand Management, 20(5), 355-373.
Ewing, M. T., Pitt, L. F., de Bussy, N. M., & Berthon, P. (2002). Employment branding in the knowledge economy. International Journal of Advertising, 21(1), 3–22.
Farzaneh, J., Farashah, A. D., & Kazemi, M. (2014). The impact of person-job fit and person-organization fit on OCB. Personnel Review, 43(5), 672–691.
Fitzgerald, C., & Howe-Walsh, L. (2008). Self-Initiated Expatriates: An Interpretative Phenomenological Analysis of Professional Female Expatriates. International Journal of Business and Management, 3(10), 156-175.
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
Froese, F. J. (2012). Motivation and adjustment of self-initiated expatriates: the case of expatriate academics in South Korea. The International Journal of Human Resource Management, 23(6), 1095–1112.
Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate Image, Recruitment Image And Initial Job Choice Decisions. Academy of Management Journal, 36(2), 414–427.
Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A literature review. The Marketing Review, 17(2), 239–256.
Gilliland, S. W. (1993). The Perceived Fairness of Selection Systems: An Organizational Justice Perspective. The Academy of Management Review, 18(4), 694-734.
Gilliland, S. W. (1994). Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79(5), 691–701.
Giumetti, G. W., & Raymark, P. H. (2017). Engagement, procedural fairness, and perceived fit as predictors of applicant withdrawal intentions: A longitudinal field study. International Journal of Selection and Assessment, 25(2), 161–170.
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating Social Identity and the Theory of Planned Behavior: Predicting Withdrawal from an Organizational Recruitment Process. Personnel Psychology, 65(4), 723–753.
Hair Jr, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). An introduction. Multivariate data analysis: A global perspective. (Upper Saddle River, 7th ed.) NJ: Pearson Education.
Halim, H., Bakar, H. A., & Mohamad, B. (2014). Expatriate Adjustment: Validating Multicultural Personality Trait among Self-initiated Academic Expatriates. Procedia - Social and Behavioral Sciences, 155, 123–129.
Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2016). Investigating the Effects of Applicant Justice Perceptions on Job Offer Acceptance. Personnel Psychology, 69(1), 199–227.
Haslberger, A., & Vaiman, V. (2013). Self-initiated expatriates: A neglected source of the global talent flow. In Talent management of self-initiated expatriates (pp. 1-15). Palgrave Macmillan, London.
Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. UpToDate. Retrieved June 23, 2019, from http://digitalcommons.ilr.cornell.edu/articles/125
Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. (2015). Staffing Organizations. Mishawaka, IN: McGraw-Hill
Highhouse, S., Thornbury, E. E., & Little, I. S. (2007). Social-identity functions of attraction to organizations. Organizational Behavior and Human Decision Processes, 103(1), 134–146.
Hoang, T. G., Truxillo, D. M., Erdogan, B., & Bauer, T. N. (2012). Cross-cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam. International Journal of Selection and Assessment, 20(2), 209–219.
Holland, J. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6(1), 35–45.
Howe-Walsh, L., & Schyns, B. (2010). Self-initiated expatriation: implications for HRM. The International Journal of Human Resource Management, 21(2), 260–273.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55.
Inkson, K., Arthur, M. B., Pringle, J., & Barry, S. (1997). Expatriate assignment versus overseas experience: Contrasting models of international human resource development. Journal of World Business, 32(4), 351–368.
A. Isakovic, A., & Forseth Whitman, M. (2013). Self-initiated expatriate adjustment in the United Arab Emirates: a study of academics. Journal of Global Mobility: The Home of Expatriate Management Research, 1(2), 161–186.
Jiang, T., & Iles, P. (2011). Employer‐brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China. Journal of Technology Management in China, 6(1), 97–110.
Jokinen, T., Brewster, C., & Suutari, V. (2008). Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation. The International Journal of Human Resource Management, 19(6), 979–998.
Judge, T. A., & Cable, D. M. (1997). Applicant Personality, Organizational Culture, And Organization Attraction. Personnel Psychology, 50(2), 359–394.
June, S., & Mahmood, R. (2011). The Relationship between Person-job Fit and Job Performance: A Study among the Employees of the Service Sector SMEs in Malaysia. International Journal of Business, Humanities, and Technology. 1(2), 95-105
Keller, K. L. (1993). Conceptualizing, Measuring, and Managing Customer-Based Brand Equity. Journal of Marketing, 57(1), 1–22.
Kim, T.-Y., Cable, D. M., & Kim, S.-P. (2005). Socialization Tactics, Employee Proactivity, and Person-Organization Fit. Journal of Applied Psychology, 90(2), 232–241.
Kissel, P., & Büttgen, M. (2015). Using social media to communicate employer brand identity: The impact on corporate image and employer attractiveness. Journal of Brand Management, 22(9), 755–777.
Koveshnikov, A., Wechtler, H., & Dejoux, C. (2014). Cross-cultural adjustment of expatriates: The role of emotional intelligence and gender. Journal of World Business, 49(3), 362–371.
Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review Of Its Conceptualizations, Measurement, And Implications. Personnel Psychology, 49(1), 1–49.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences Of Individuals’ Fit At Work: A Meta-Analysis Of Person-Job, Person-Organization, Person-Group, And Person-Supervisor Fit. Personnel Psychology, 58(2), 281–342.
Lee, Y., Reiche, B. S., & Song, D. (2010). How do newcomers fit in? The dynamics between person—environment fit and social capital across cultures. International Journal of Cross Cultural Management, 10(2), 153–174.
Lievens, F., & Highhouse, S. (2003). The Relation Of Instrumental And Symbolic Attributes To A Company’s Attractiveness As An Employer. Personnel Psychology, 56(1), 75–102.
Lievens, F., Van Hoye, G., & Schreurs, B. (2005). Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context. Journal of Occupational and Organizational Psychology, 78(4), 553–572.
Lievens, F. (2007). Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees. Human Resource Management, 46(1), 51–69.
Maynard, D. C., & Joseph, T. A. (2008). Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment. Higher education, 55(2), 139.
McLarty, B. D., & Whitman, D. S. (2015). A Dispositional Approach to Applicant Reactions: Examining Core Self-Evaluations, Behavioral Intentions, and Fairness Perceptions. Journal of Business and Psychology, 31(1), 141–153.
Maurer, S. D., Howe, V., & Lee, T. W. (1992). Organizational Recruiting As Marketing Management: An Interdisciplinary Study Of Engineering Graduates. Personnel Psychology, 45(4), 807–833.
Muchinsky, P. M., & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31(3), 268–277.
Nauta, M. M. (2010). The development, evolution, and status of Holland’s theory of vocational personalities: Reflections and future directions for counseling psychology. Journal of Counseling Psychology, 57(1), 11–22.
Nunes, I. M., Felix, B., & Prates, L. A. (2017). Cultural intelligence, cross-cultural adaptation and expatriate performance: a study with expatriates living in Brazil. Revista de Administração, 52(3), 219–232.
Nunnally, J. (1978) Psychometric Methods. 2nd Edition, McGraw-Hill, New York.
Organization for Economic Cooperation and Development (2018), International Migration Outlook 2018, OECD Publishing, Paris. Retrieved 17 June 2019 from http://dx.doi.org/10.1787/migr_outlook-2018-en
Ong, L. D.. (2011). Employer Branding and its Influence on Potential Job Applicants. Australian Journal of Basic and Applied Sciences, 5(9): 1088-1092
Okpara, J. O., & Kabongo, J. D. (2011). Cross-cultural training and expatriate adjustment: A study of western expatriates in Nigeria. Journal of World Business, 46(1), 22–30.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People And Organizational Culture: A Profile Comparison Approach To Assessing Person-Organization Fit. Academy Of Management Journal, 34(3), 487–516.
Peltokorpi, V., & Jintae Froese, F. (2009). Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan? The International Journal of Human Resource Management, 20(5), 1096–1112.
Piasentin, K. A., & Chapman, D. S. (2007). Perceived similarity and complementarity as predictors of subjective person-organization fit. Journal of Occupational and Organizational Psychology, 80(2), 341–354.
Polit, D. F., & Beck, C. T. (2006). The content validity index: Are you sure you know what’s being reported? critique and recommendations. Research in Nursing & Health, 29(5), 489–497.
Reardon, R. C., & Lenz, J. G. (1999). Holland’s Theory and Career Assessment. Journal of Vocational Behavior, 55(1), 102–113.
Resick, C. J., Baltes, B. B., & Shantz, C. W. (2007). Person-organization fit and work-related attitudes and decisions: Examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, 92(5), 1446–1455.
Richardson, J., & McKenna, S. (2000). Metaphorical “types” and human resource management: self‐selecting expatriates. Industrial and Commercial Training, 32(6), 209–219.
Richardson, J., & McKenna, S. (2002). Leaving and experiencing: why academics expatriate and how they experience expatriation. Career Development International, 7(2), 67-78.
Richardson, H. A., Simmering, M. J., & Sturman, M. C. (2009). A Tale of Three Perspectives. Organizational Research Methods, 12(4), 762–800.
Ryan, A., & Ployhart, R. E. (2000). Applicants’ perceptions of selection procedures and decisions: a critical review and agenda for the future. Journal of Management, 26(3), 565–606.
Rynes, S. L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
Saks, A. M., & Ashforth, B. E. (1997). A Longitudinal Investigation Of The Relationships Between Job Information Sources, Applicant Perceptions Of Fit, And Work Outcomes. Personnel Psychology, 50(2), 395–426.
Samovar, L. A., Porter, R. E., McDaniel, E. R., & Roy, C. S. (2013). Communication between cultures (8th ed.). Boston, MA: Cengage Learning.
Schneider, B. (1987). The People Make The Place. Personnel Psychology, 40(3), 437–453.
Schneider, B., Smith, D. B., Taylor, S., & Fleenor, J. (1998). Personality and organizations: A test of the homogeneity of personality hypothesis. Journal of Applied Psychology, 83(3), 462–470.
Schneider, B. (2001). Fits About Fit. Applied Psychology, 50(1), 141–152.
Schreurs, B., Druart, C., Proost, K., & De Witte, K. (2009). Symbolic Attributes and Organizational Attractiveness: The moderating effects of applicant personality. International Journal of Selection and Assessment, 17(1), 35–46.
Schuler, R. S., & Tarique, I. (2007). International human resource management: a North American perspective, a thematic update and suggestions for future research. The International Journal of Human Resource Management, 18(5), 717–744.
Segers, J., Inceoglu, I., Vloeberghs, D., Bartram, D., & Henderickx, E. (2008). Protean and boundaryless careers: A study on potential motivators. Journal of Vocational Behavior, 73(2), 212-230.
Selmer, J., & Lauring, J. (2012). Reasons to expatriate and work outcomes of self‐initiated expatriates. Personnel Review, 41(5), 665–684.
Sengupta, A., Bamel, U., & Singh, P. (2015). Value proposition framework: implications for employer branding. DECISION, 42(3), 307–323.
Slaughter, J. E., Zickar, M. J., Highhouse, S., & Mohr, D. C. (2004). Personality Trait Inferences About Organizations: Development of a Measure and Assessment of Construct Validity. Journal of Applied Psychology, 89(1), 85–103.
Spence, M. (1973). Job Market Signaling. The Quarterly Journal of Economics, 87(3), 355.
Spokane, A. R., Meir, E. I., & Catalano, M. (2000). Person–Environment Congruence and Holland’s Theory: A Review and Reconsideration. Journal of Vocational Behavior, 57(2), 137–187.
Srivastava, P., & Bhatnagar, J. (2010). Employer Brand for Talent Acquisition: An Exploration towards its Measurement. Vision: The Journal of Business Perspective, 14(1-2), 25–34.
Sullivan, J. (2004, February 23). The 8 Elements of a Successful Employment Brand, ERE Recruiting Intelligence. Retrieved from https://www.ere.net/the-8-elements-of-a-successful-employment-brand/
Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of vocational behavior, 69(1), 19-29.
Suutari, V., & Brewster, C. (2000). Making their own way: international experience through self-initiated foreign assignments. Journal of World Business, 35(4), 417–436.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880–893.
Taj, S. A. (2016). Application of signaling theory in management research: Addressing major gaps in theory. European Management Journal, 34(4), 338–348.
Tajfel, H. (1982). Social Psychology of Intergroup Relations. Annual Review of Psychology, 33(1), 1–39.
Tajfel, H. and Turner, J.C. (1986) The Social Identity Theory of Intergroup Behavior. Psychology of Intergroup Relations, 5, 7-24.
Tanwar, K., & Prasad, A. (2017). Employer brand scale development and validation: a second-order factor approach. Personnel Review, 46(2), 389–409.
Terjesen, S., Vinnicombe, S., & Freeman, C. (2007). Attracting Generation Y graduates. Career Development International, 12(6), 504–522.
Tharenou, P., & Caulfield, N. (2010). Will I Stay Or Will I Go? Explaining Repatriation By Self-Initiated Expatriates. The Academy Of Management Journal, 53(5), 1009-1028.
Thibodeaux, H. F., & Kudisch, J. D. (2003). The Relationship Between Applicant Reactions, The Likelihood Of Complaints, And Organization Attractiveness. Journal Of Business And Psychology, 18(2), 247–257.
Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6(5), 573–592.
Trepte, S., & Loy, L. S. (2017). Social Identity Theory and Self-Categorization Theory. The International Encyclopedia of Media Effects, 1–13.
Van Hoye, G. (2008). Nursing recruitment: relationship between perceived employer image and nursing employees’ recommendations. Journal of Advanced Nursing, 63(4), 366–375.
Van Hoye, G., Bas, T., Cromheecke, S., & Lievens, F. (2012). The Instrumental and Symbolic Dimensions of Organisations’ Image as an Employer: A Large-Scale Field Study on Employer Branding in Turkey. Applied Psychology, 62(4), 543–557.
Van Hoye, G., & Turban, D. B. (2015). Applicant-Employee Fit in Personality: Testing predictions from similarity-attraction theory and trait activation theory. International Journal of Selection and Assessment, 23(3), 210–223.
Van Loon, N. M., Vandenabeele, W., & Leisink, P. (2015). Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit. The American Review of Public Administration, 47(6), 699–713.
Van Vianen, A. E. (2000). Person-Organization Fit: The Match Between Newcomers’ And Recruiters’ Preferences For Organizational Cultures. Personnel Psychology, 53(1), 113–149.
Van Vianen, A. E., & De Pater, I. E. (2012). Content and development of newcomer person-organization fit: an agenda for future research. The Oxford handbook of organizational socialization, 139-157.
Rampl, L. V., & Kenning, P. (2014). Employer brand trust and affect: linking brand personality to employer brand attractiveness. European Journal of Marketing, 48(1/2), 218–236.
Vogel, R. M., & Feldman, D. C. (2009). Integrating the levels of person-environment fit: The roles of vocational fit and group fit. Journal of Vocational Behavior, 75(1), 68–81.
Wang, M., Zhan, Y., McCune, E., & Truxillo, D. (2011). Understanding newcomers’ adaptability and work-related outcomes: testing the mediating roles of perceived P-E fit variables. Personnel Psychology, 64(1), 163–189.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. The International Journal of Human Resource Management, 5(2), 301–326.
Xie, C., Bagozzi, R. P., & Meland, K. V. (2015). The impact of reputation and identity congruence on employer brand attractiveness. Marketing Intelligence & Planning, 33(2), 124–146.