References
- Agrawal, N. M., Khatri, N., & Srinivasan, R. (2012). Managing growth: Human resource management challenges facing the Indian software industry. Journal of World Business, 47(2), 159–166.
- Allen, D. G., Biggane, J. E., Pitts, M., Otondo, R., & Van Scotter, J. (2013). Reactions to recruitment websites: Visual and verbal attention, attraction, and intentions to pursue employment. Journal of Business and Psychology, 28(3), 263–285. doi:https://doi.org/10.1007/s10869-012-9281-6
- Ardichvili, A., Mitchell, J. A., & Jondle, D. (2009). Characteristics of ethical business cultures. Journal of Business Ethics, 85(4), 445–451. doi:https://doi.org/10.1007/s10551-008-9782-4
- Arnold, J., & Clark, M. (2016). Running the penultimate lap of the race: A multimethod analysis of growth, generativity, career orientation, and personality amongst men in mid/late career. Journal of Occupational and Organizational Psychology, 89(2), 308–329. doi:https://doi.org/10.1111/joop.12125
- Avery, D. R., Volpone, S. D., Stewart, R. W., Luksyte, A., Hernandez, M., McKay, P. F., & Hebl, M. R. (2013). Examining the draw of diversity: How diversity climate perceptions affect job pursuit intentions. Human Resource Management, 52(2), 175–194. doi:https://doi.org/10.1002/hrm.21524
- Banks, G. C., Kepes, S., Joshi, M., & Seers, A. (2016). Social identity and applicant attraction: Exploring the role of multiple levels of self. Journal of Organizational Behavior, 37(3), 326–345. doi:https://doi.org/10.1002/job.2043
- Baum, M., & Kabst, R. (2014). The effectiveness of recruitment advertisements and recruitment websites: Indirect and interactive effects on applicant attraction. Human Resource Management, 53(3), 353–378. doi:https://doi.org/10.1002/hrm.21571
- Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9–22. doi:https://doi.org/10.1016/j.hrmr.2008.09.001
- Beechler, S., & Woodward, I. C. (2009). The global “war for talent”. Journal of International Management, 15(3), 273–285. doi:https://doi.org/10.1016/j.intman.2009.01.002
- Beenen, G., & Pichler, S. (2014). Do I really want to work here? Testing a model of job pursuit for MBA interns. Human Resource Management, 53(5), 661–682. doi:https://doi.org/10.1002/hrm.21584
- Bernerth, J. B., & Aguinis, H. (2016). A critical review and best‐practice recommendations for control variable usage. Personnel Psychology, 69(1), 229–283. doi:https://doi.org/10.1111/peps.12103
- Blustein, D. L. (1997). A context‐rich perspective of career exploration across the life roles. The Career Development Quarterly, 45(3), 260–274. doi:https://doi.org/10.1002/j.2161-0045.1997.tb00470.x
- Bou-Llusar, J. C., Beltran-Martin, I., Roca-Puig, V., & Escrig-Tena, A. B. (2016). Single- and multiple-informant research designs to examine the human resource management − performance relationship. British Journal of Management, 27(3), 646–668. doi:https://doi.org/10.1111/1467-8551.12177
- Budhwar, P., & Varma, A., & Hirekhan, M. (2017). Human resource management in the Indian sub-continent. In C. Brewster, W. Mayrhofer, & E. Farndale (Eds.), Handbook of research in comparative human resource management (pp. 534–553), Cheltenham: Edward Elgar.
- Cable, D. M., Aiman-Smith, L., Mulvey, P. W., & Edwards, J. R. (2000). The sources and accuracy of job applicants' beliefs about organizational culture. Academy of Management Journal, 43(6), 1076–1085. doi:https://doi.org/10.5465/1556336
- Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89(5), 822–834. doi:https://doi.org/10.1037/0021-9010.89.5.822
- 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. doi:https://doi.org/10.1006/obhd.1996.0081
- Cable, D. M., & Judge, T. A. (1997). Interviewers' perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546–561.
- Cable, D. M., & Yu, K. T. (2006). Managing job seekers' organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91(4), 828–840. doi:https://doi.org/10.1037/0021-9010.91.4.82
- Carlson, D. S., & Rotondo, D. M. (2001). Differences in promotion stress across career stage and orientation. Human Resource Management, 40(2), 99–110. doi:https://doi.org/10.1002/hrm.1001.abs
- Casper, W. J., Wayne, J. H., & Manegold, J. G. (2013). Who will be recruit? Targeting deep and surface level diversity with human resource policy advertising. Human Resource Management, 52(3), 311–332. doi:https://doi.org/10.1002/hrm.21530
- Caspi, A., Roberts, B. W., & Shiner, R. L. (2005). Personality development: Stability and change. Annual Review of Psychology, 56(1), 453–484. doi:https://doi.org/10.1146/annurev.psych.55.090902.141913
- Celani, A., Deutsch-Salamon, S., & Singh, P. (2008). In justice we trust: A model of the role of trust in the organization in applicant reactions to the selection process. Human Resource Management Review, 18(2), 63–76. doi:https://doi.org/10.1016/j.hrmr.2008.04.002
- 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. doi:https://doi.org/10.1037/0021-9010.90.5.928
- Collings, D. G., Scullion, H., & Vaiman, V. (2015). Talent management: Progress and prospects. Human Resource Management Review, 25(3), 233–235. doi:https://doi.org/10.1016/j.hrmr.2015.04.005
- Cooke, D. K. (1994). Measuring career stage. Human Resource Management Review, 4(4), 383–398. doi:https://doi.org/10.1016/1053-4822(94)90020-5
- Crampton, S. M., & Wagner, J. A. III. (1994). Percept-percept inflation in microorganizational research: An investigation of prevalence and effect. Journal of Applied Psychology, 79(1), 67–76. doi:https://doi.org/10.1037//0021-9010.79.1.67
- Darcy, C., McCarthy, A., Hill, J., & Grady, G. (2012). Work-life balance: One size fits all? An exploratory analysis of the differential effects of career stage. European Management Journal, 30(2), 111–120. doi:https://doi.org/10.1016/j.emj.2011.11.001
- Dawson, J. F. (2014). Moderation in management research: What, why, when and how. Journal of Business and Psychology, 29(1), 1–19. doi:https://doi.org/10.1007/s10869-013-9308-7
- De Cooman, R., De Gieter, S., Pepermans, R., Hermans, S., Du Bois, C., Caers, R., & Jegers, M. (2009). Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses. Journal of Vocational Behavior, 74(1), 102–107. doi:https://doi.org/10.1016/j.jvb.2008.10.010
- Demerouti, E., Peeters, M. C. W., & van der Heijden, B. I. (2012). Work–family interface from a life and career stage perspective: The role of demands and resources. International Journal of Psychology, 47(4), 241–258. doi:https://doi.org/10.1080/00207594.2012.699055
- D’Netto, B., Shen, J., Chelliah, J., & Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector. The International Journal of Human Resource Management, 25(9), 1243–1266. doi:https://doi.org/10.1080/09585192.2013.826714
- Dooley, L. M., & Lindner, J. R. (2003). The handling of nonresponse error. Human Resource Development Quarterly, 14(1), 99–110. doi:https://doi.org/10.1002/hrdq.1052
- Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23(4), 272–285. doi:https://doi.org/10.1016/j.hrmr.2013.05.001
- Eddy, S. N., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectation: A field study of millenial generation. Journal of Business and Psychology, 25(2), 281–292. doi:https://doi.org/10.1007/s10869-010-9159-4
- Farndale, E., Paauwe, J., Morris, S. S., Stahl, G. K., Stiles, P., Trevor, J., & Wright, P. M. (2010). Context-bound configurations of corporate HR functions in multi-national corporations. Human Resource Management, 49(1), 45–66. doi:https://doi.org/10.1002/hrm.20333
- Faul, F., Erdfelder, E., Buchner, A., & Lang, A.-G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149–1160. doi:https://doi.org/10.3758/BRM.41.4.1149
- Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of Management, 14(1), 69–80. doi:https://doi.org/10.1177/014920638801400107
- Firfiray, S., & Mayo, M. (2017). The lure of work-life benefits: Perceived person-organization fit as a mechanism explaining job seeker attraction to organizations. Human Resource Management, 56(4), 629–649. doi:https://doi.org/10.1002/hrm.21790
- Flaherty, K. E., & Pappas, J. M. (2002). The influence of career stage on job attitudes: Toward a contingency perspective. Journal of Personal Selling & Sales Management, 22(3), 135–143. doi:https://doi.org/10.2753/PSS0885-3134270302
- Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate image, recruitment image, and initial job choice decisions. Academy of Management Journal, 36, 414–427. doi:https://doi.org/10.2307/256530
- Giannontonio, C. M., & Hurley-Hanson, A. E. (2006). Applying image norms across Super's career development stages. The Career Development Quarterly, 54, 318–330. doi:https://doi.org/10.1002/j.2161-0045.2006.tb00197.x
- Gould, S., & Hawkins, B. L. (1978). Organizational career stage as a moderator of the satisfaction-performance relationship. Academy of Management Journal, 21(3), 434–450. doi:https://doi.org/10.2307/255725
- Grant, A. M., & Wall, T. D. (2009). The neglected science and art of quasi-experimentation: Why-to, when-to, and how-to advice for. Organizational Research Methods, 12(4), 653–686. doi:https://doi.org/10.1177/1094428108320737
- Guerci, M., Montanari, F., Scapolan, A., & Epifanio, A. (2016). Green and nongreen recruitment practices for attracting job applicants: Exploring independent and interactive effects. The International Journal of Human Resource Management, 27(2), 129–150. doi:https://doi.org/10.1080/09585192.2015.1062040
- Hall, D. T. (2002). Careers in and out of organizations. New Delhi: Sage Publication.
- Hess, N., & Jepsen, D. M. (2009). Career stage and generational differences in psychological contracts. Career Development International, 14(3), 261–283. doi:https://doi.org/10.1108/13620430910966433
- Hess, N., Jepsen, D. M., & Dries, N. (2012). Career and employer change in the age of the “boundaryless” career. Journal of Vocational Behavior, 81(2), 280–288. doi:https://doi.org/10.1016/j.jvb.2011.10.009
- Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986–1001. doi:https://doi.org/10.1177/0013164403258403
- Huhtala, M., Tolvanen, A., Mauno, S., & Feldt, T. (2015). The associations between ethical organizational culture, burnout and engagement: A multilevel study. Journal of Business and Psychology, 30(2), 399–414. doi:https://doi.org/10.1007/s10869-014-9369-2
- Idaszak, J. R., & Drasgow, F. (1987). A revision of the job diagnostic survey: Elimination of a measurement artifact. Journal of Applied Psychology, 72(1), 69–74. doi:https://doi.org/10.1037//0021-9010.72.1.69
- James, J. B., Mckechnie, S., & Swanberg, J. (2011). Predicting employee engagement in an age-diverse retail workforce. Journal of Organizational Behavior, 32(2), 173–196. doi:https://doi.org/10.1002/job.681
- Johnson, R. E., Rosen, C. C., & Djurdjevic, E. (2011). Assessing the impact of common method variance on higher order multidimensional constructs. Journal of Applied Psychology, 96(4), 744–761. doi:https://doi.org/10.1037/a0021504
- Kalleberg, A. L., & Marsden, P. V. (2013). Changing work values in the United States, 1973-2006. Social Science Research, 42(2), 255–270. doi:https://doi.org/10.1016/j.ssresearch.2012.09.012
- Konrad, A. M., Ritchie, Jr, E. J., Lieb, P., & Corrigall, E. (2000). Sex differences and similarities in job attribute preferences: A meta-analysis. Psychological Bulletin, 126(4), 593–641. doi:https://doi.org/10.1037//0033-2909.126.4.593
- Kooij, D. T. A. M., & Boon, C. (2018). Perceptions of HR practices, person–organization fit, and affective commitment: The moderating role of career stage. Human Resource Management Journal, 28(1), 61–75. doi:https://doi.org/10.1111/1748-8583.12164
- Kooij, D. T. A. M., De Lang, A. H., Jansen, P. G. W., Kanfer, R., & Dikkers, J. S. E. (2011). Age and work‐related motives: Results of a meta‐analysis. Journal of Organizational Behavior, 32(2), 197–225. doi:https://doi.org/10.1002/job.665
- Kossek, E. E., Lewis, S., & Hammer, L. B. (2009). Work-life initiative and organizational change: Overcoming mixed messages to move from the margin to the mainstream. Human Relations, 20(10), 1–17. doi:https://doi.org/10.1177/0018726709352385
- 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. doi:https://doi.org/10.1111/j.1744-6570.2005.00672.x
- Kurasaki, K. S. (2000). Intercoder reliability for validating conclusions drawn from open-ended interview data. Field Methods, 12(3), 179–194. doi:https://doi.org/10.1177/1525822X0001200301
- Kuron, L. K. J., Lyons, S. T., Schweitzer, L., & Ng, E. S. W. (2015). Millennials’ work values: Differences across the school to work transition. Personnel Review, 44(6), 991–1009. doi:https://doi.org/10.1108/PR-01-2014-0024
- Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154. doi:https://doi.org/10.1016/j.hrmr.2006.03.001
- Lin, C.-P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517–531. doi:https://doi.org/10.1007/s10551-009-0279-6
- Lin, C.-P., Tsai, Y.-H., Joe, S.-W., & Chiu, C.-K. (2012). Modeling the relationship among perceived corporate citizenship, firms' attractiveness, and career success expectations. Journal of Business Ethics, 105(1), 83–93. doi:https://doi.org/10.1007/s10551-011-0949-z
- Low, C., Bordia, P., & Bordia, S. (2016). What do employees want and why? An exploration of employees' preferred psychological contract elements across career stages. Human Relations, 69(7), 1457–1481. doi:https://doi.org/10.1177/0018726715616468
- Ma, S., & Trigo, V. (2008). Winning the war for managerial talent in China: An empirical study. The Chinese Economy, 41(3), 34–57. doi:https://doi.org/10.2753/CES1097-1475410303
- Manroop, L., Singh, P., & Ezzedeen, S. (2014). Human resource systems and ethical climates: A resource-based perspective. Human Resource Management, 54(5), 795–816. doi:https://doi.org/10.1002/hrm.21593
- Mason, N. A., & Belt, J. A. (1986). Effectiveness of specificity in recruitment advertising. Journal of Management, 12(3), 425–432.
- McEnrue, M. P. (1989). Self-development as a career management strategy. Journal of Vocational Behavior, 34(1), 57–68. doi:https://doi.org/10.1016/0001-8791(89)90064-X
- Mehta, R., Anderson, R. E., & Dubinsky, A. J. (2000). The perceived importance of sales managers’ rewards: A career stage perspective. Journal of Business & Industrial Marketing, 15(7), 507–524. doi:https://doi.org/10.1108/08858620010351779
- Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. doi:https://doi.org/10.5465/3069391
- Montgomery, D. B., & Ramus, C. A. (2011). Calibrating MBA job preferences for the 21st century. Academy of Management Learning & Education, 10(1), 9–26. doi:https://doi.org/10.5465/AMLE.2011.59513270
- Morrow, F. C., & McElroy, J. C. (1987). Work commitment and job satisfaction over three career stages. Journal of Vocational Behavior, 30(3), 330–345. doi:https://doi.org/10.1016/0001-8791(87)90009-1
- Nagy, N., Froidevaux, A., & Hirschi, A. (2018). Lifespan perspectives on careers and career development. In B. B. Baltes, C. W. Rudolph, & H. Zacher (Eds.), Work across the lifespan (Vol. 1, pp. 235-239). London, U.K.: Academic Press.
- Ng, T. W. H., & Feldman, D. C. (2007). Organizational embeddedness and occupational embeddedness across career stages. Journal of Vocational Behavior, 70(2), 336–351. doi:https://doi.org/10.1016/j.jvb.2006.10.002
- Ng, T. W. H., & Feldman, D. C. (2008). The relationship of age to ten dimensions of job performance. The Journal of Applied Psychology, 93(2), 392–423. doi:https://doi.org/10.1037/0021-9010.93.2.392
- Ng, T. W. H., & Feldman, D. C. (2010). The relationships of age with job attitudes: A meta-analysis. Personnel Psychology, 63(3), 677–718. doi:https://doi.org/10.1111/j.1744-6570.2010.01184.x
- Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22(2), 179–189. doi:https://doi.org/10.1111/ijsa.12067
- Norlander, P., & Varma, A. (2019). H-1B and L-1 visa sponsored guest workers in the USA: An analysis of the strategic impact of Indian and other firms. Thunderbird International Business Review, 65(4), 565–579.
- Oldham, G. R., & Hackman, R. J. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31(2-3), 463–479. doi:https://doi.org/10.1002/job.678
- Ornstein, S., & Isabella, L. (1990). Age versus stage models of career attitudes of women: A partial replication and extension. Journal of Vocational Behavior, 36(1), 1–19. doi:https://doi.org/10.1016/0001-8791(90)90011-P
- Patton, W., & McMahon, M. (2006). Career development and systems theory: A new relationship (2nd ed.). Belmont, CA: Thomson Brooks/Cole Publishing Co.
- Phillips, S. D., Blustein, D. L., Jobin-Davis, K., & White, S. F. (2002). Preparation for the school-to-work transition: The views of high school students. Journal of Vocational Behavior, 61(2), 202–216. doi:https://doi.org/10.1006/jvbe.2001.1853
- Piliavin, J. A. (1989). When in doubt, ask the subject”: A response to Egan. Teaching Sociology, 17(2), 208–210. doi:https://doi.org/10.2307/1317463
- Pio, E. (2007). HRM and Indian epistemologies: A review and avenues for future research. Human Resource Management Review, 17(3), 319–335. doi:https://doi.org/10.1016/j.hrmr.2007.06.001
- Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. doi:https://doi.org/10.1037/0021-9010.88.5.879
- Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539–569. doi:https://doi.org/10.1146/annurev-psych-120710-100452
- Pogson, C. E., Cober, A. B., Doverspike, D., & Rogers, J. R. (2003). Differences in self-reported work ethic across three career stages. Journal of Vocational Behavior, 62(1), 189–201. doi:https://doi.org/10.1016/S0001-8791(02)00044-1
- Post, C., Schneer, J. A., Reitman, F., & Ogilvie, D. (2013). Pathways to retirement: A career stage analysis of retirement age expectations. Human Relations, 66(1), 87–112. doi:https://doi.org/10.1177/0018726712465657
- Rothbard, N. P., Phillips, K. W., & Dumas, T. L. (2005). Managing multiple role: Work-family policies and individuals desires for segmentation. Organization Science, 16(3), 243–258. doi:https://doi.org/10.1287/orsc.1050.0124
- Salmela-Aro, K., & Upadyaya, K. (2018). Role of demands-resources in work engagement and burnout in different career stages. Journal of Vocational Behavior, 108, 190–200. doi:https://doi.org/10.1016/j.jvb.2018.08.002
- Salomone, P. R. (1996). Tracing Super’s theory of vocational development: A 40-year retrospective. Journal of Career Development, 22(3), 167–184. doi:https://doi.org/10.1007/BF02274806
- Schmidt, J. A., Chapman, D. S., & Jones, D. A. (2015). Does emphasizing different types of person-environment fit in online job ads influence application behavior and applicant quality? Evidence from a field experiment. Journal of Business and Psychology, 30(2), 267–282. doi:https://doi.org/10.1007/s10869-014-9353-x
- Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235–251. doi:https://doi.org/10.1080/09585190802670516
- Slocum, J. W., & Cron, W. L. (1985). Job attitudes and performance during three career stages. Journal of Vocational Behavior, 26(2), 126–145. doi:https://doi.org/10.1016/0001-8791(85)90013-2
- Smart, R., & Peterson, C. (1997). Super's career stages and the decision to change careers. Journal of Vocational Behavior, 51(3), 358–374. doi:https://doi.org/10.1006/jvbe.1996.1544
- Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249–263. doi:https://doi.org/10.1016/j.hrmr.2015.04.002
- Stavrou, E., & Ierodiakonou, C. (2016). Entitlement to work-life balance support: Employee/Manager perceptual discrepancies and their effect on outcomes. Human Resource Management, 55(5), 845–869. doi:https://doi.org/10.1002/hrm.21745
- Sterns, H. L., & Miklos, S. M. (1995). The aging worker in a changing environment: Organizational and individual issues. Journal of Vocational Behavior, 47(3), 248–268. doi:https://doi.org/10.1006/jvbe.1995.0003
- Sullivan, S. (1999). The changing nature of careers: a review and research agenda. Journal of Management, 25(3), 457–484.
- Super, D. E. (1957). The psychology of careers. New York, NY: Harper & Row.
- Super, D. E. (1980). A life-span, life-space approach to career development. Journal of Vocational Behavior, 16(3), 282–298. doi:https://doi.org/10.1016/0001-8791(80)90056-1
- Super, D. E., Savickas, M. L., & Super, C. M. (1996). The life span, life-space approach to careers. In D. Brown & L. Brooks (Eds.), Career choice and development: Applying contemporary theories to practice (3rd ed., pp. 121–178). San Francisco, CA: Jossey-Bass.
- Swider, B. W., Zimmerman, R. D., Charlier, S. D., & Pierotti, A. J. (2015). Deep-level and surface-level individual differences and applicant attraction to organizations: A meta-analysis. Journal of Vocational Behavior, 88, 73–83. doi:https://doi.org/10.1016/j.jvb.2015.01.005
- Tews, M. J., Michel, J. W., & Bartlett, A. (2012). The fundamental role of workplace fun in applicant attraction. Journal of Leadership & Organizational Studies, 19(1), 105–114. doi:https://doi.org/10.1177/1548051811431828
- Trusty, J., Allen, D. G., & Fabian, F. (2019). Hunting while working: An expanded model of employed job search. Human Resource Management Review, 29(1), 28–42. doi:https://doi.org/10.1016/j.hrmr.2017.12.001
- Uggerslev, K. L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65(3), 597–660. doi:https://doi.org/10.1111/j.1744-6570.2012.01254.x
- Van Hooft, E. A. J., Born, M. P., Taris, T. W., & Van der Flier, H. (2006). Ethnic and gender differences in applicants’ decision-making processes: An application of the theory of reasoned action. International Journal of Selection and Assessment, 14(2), 156–166. doi:https://doi.org/10.1111/j.1468-2389.2006.00341.x
- Van Hoye, G., Bas, T., Cromheecke, S., & Lievens, F. (2013). 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. doi:https://doi.org/10.1111/j.1464-0597.2012.00495.x
- Verwaeren, B., Van Hoye, G., & Baeten, X. (2017). Getting bang for your buck: The specificity of compensation and benefits information in job advertisements. The International Journal of Human Resource Management, 28(19), 2811–2830. doi:https://doi.org/10.1080/09585192.2016.1138989
- Walter, B. V., Wentzel, D., & Tomczak, T. (2012). The effect of applicant-employee fit and temporal construal on employer attraction and pursuit intentions. Journal of Occupational and Organizational Psychology, 85, 116–135. doi:https://doi.org/10.1348/2044-8325.002006
- Wang, R. T. (2013). Modeling corporate social performance and job pursuit intention: Mediating mechanisms of corporate reputation and job advancement prospects. Journal of Business Ethics, 117(3), 569–582. doi:https://doi.org/10.1007/s10551-012-1538-5
- Wayne, J. H., & Casper, W. J. (2012). Why does firm reputation in human resource policies influence college students? The mechanisms underlying job pursuit intentions. Human Resource Management, 51(1), 121–142. doi:https://doi.org/10.1002/hrm.21461
- Williams, L. J., Cote, J. A., & Buckley, M. R. (1989). Lack of method variance in self-reported affect and perceptions at work: Reality or artifact? Journal of Applied Psychology, 74(3), 462–468. doi:https://doi.org/10.1037//0021-9010.74.3.462
- Williamson, I. O., King, Jr., J. E., Lepak, D., & Sarma, A. (2010). Firm reputation, recruitment websites, and attracting applicants. Human Resource Management, 49(4), 669–687.
- Yang, K., & Yu, T. (2014). Person-organization fit effects on organizational attraction: A test of expectations-based model. Organizational Behavior and Human Decision Processes, 124, 75–94. doi:https://doi.org/10.1016/j.obhdp.2013.12.005