Are You Attracted? Do You Intend to Pursue? A Recruiting Policy-Capturing Study

By Lynda Aiman-Smith, T. Bauer, Daniel M. Cable. 2001

401 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/0d4b83d56daf160a54aced969ddbcb44e7085f99

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Ethnic and gender differences in applicants' decision-making processes: An application of the theory of reasoned action (2006, methodology): “Items were selected and adapted from previous research (Aiman-Smith et al., 2001; Turban et al., 1998).”
Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions (2013, methodology): “Job-Pursuit Intentions We used five items similar to those used in previous research (Aiman-Smith et al., 2001) and similar to the JPI scale used in Study 1, to assess JPI (α = .88).”
The impact of compensation, supervision and work design on internship efficacy: implications for educators, employers and prospective interns (2017, background): “Compensation has also been recognised as a key variable in studies of job pursuit intentions ( Aiman-Smith, Bauer, and Cable 2001).”
The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants (2010, background): “positive affect that an individual has towards an organization (Aiman-Smith et al. 2001).”
Work-life benefits and job pursuit intentions: The role of anticipated organizational support (2004, methodology): “Because Aiman-Smith et al. (2001) found that salary predicted behaviors better than attitudes we expected that salary would positively relate to job pursuit intentions and would relate more strongly to job pursuit intentions than to anticipated organizational support.”
Corporate Social Responsibility, Applicants’ Individual Traits, and Organizational Attraction: A Person–Organization Fit Perspective (2011, background): “These two variables have been recognized as the most important and consistent criteria to assess the utility of recruitment from the perspective of job applicants (Aiman-Smith et al. 2001; Chapman et al. 2005).”