Attraction–selection–attrition: Toward a person–environment psychology of organizations.

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A comparison of self-ratings and non-self-report measures of employee creativity (2012, background): “One reason for this finding, of course, is that organizations select people with greater creative skill into such jobs (Schneider et al., 2000).”
The Role of Instrumental and Expressive Social Ties in Employees' Perceptions of Organizational Justice (2003, unknown): “By including the potential impact of expressive ties, our work builds on Shah’s (1998) finding that people tap into their cohesive ties to gather organization-specific information.”
Person-Group Fit (2015, background): “Schneider, Smith, and Goldstein (2000) proposed a dual model for achieving simultaneous supplementary and complementary fit.”
Emotional Intelligence and Employee Creativity: Moderating Role of Proactive Personality and Organizational Climate (2016, background): “The study findings corroborates with the findings of past research (e.g., Schneider et al., 2000), who disinterred that organizational climate provide the context/mechanism in understanding employee attitudes and behaviors/outcomes (here, creativity).”
Educational Leaders and Emotions (2015, background): “It has been assumed that a fit of values between candidates and organizations affects attraction and selection processes (Schneider et al., 2000).”