Why Are Job Seekers Attracted by Corporate Social Performance? Experimental and Field Tests of Three Signal-Based Mechanisms

By David A Jones, C. Willness, S. Madey. 2014

694 citations recorded by the source corpus.

Subfields: Gender Studies, Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/31511d7fccca6ebaeac10989b793f0da7619aed8

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Citations in the corpus

Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, background): “In doing so, we also address repeated calls to conduct longitudinal studies on the process leading to organizational identification, to dissipate the uncertainty that persists around the hypothesized relationships (Ashforth et al., 2008; Elstak et al., 2015; Jones et al., 2014; Smidts et al., 2001).”
Critical Essay: The reconciliation of fraternal twins: Integrating the psychological and sociological approaches to ‘micro’ corporate social responsibility (2019, background): “Distinct contributions of this stream of research include the identification of multiple workplace outcomes such as organizational commitment (Erdogan et al., 2015) or organizational attractiveness (Jones et al., 2014).”
Do employee-friendly firms invest more efficiently? Evidence from labor investment efficiency (2020, neutral): “Prior research suggests that application decisions are related to corporate reputation, and that job seekers’ perception of employers is related to the information available about the firm (Gatewood et al., 1993; Jones et al., 2014).”
ESG performance and market value: the moderating role of employee board representation (2019, background): “Moreover, firms that pay greater attention to their workers ’ needs are more likely to attract talented job seekers (Jones, Willness, & Madey, 2014).”
Toward a theory of business (2015, background): “believe we could see such a survey effort in the US one day. 32 The Porter and Stern (2015) effort that we mentioned earlier holds”
The psychological microfoundations of corporate social responsibility: A person-centric systematic review (2017, background): “, Erdogan, Bauer, & Taylor, 2015) rather than on organizational identification (De Roeck, El Akremi, & Swaen, 2016), or organizational attraction for prospective employees (Jones et al., 2014; West, Hillenbrand, & Money, 2015).”
Corporate Social Responsibility and Firm Financial Performance: The Mediating Role of Productivity (2016, background): “Specifically, firms with better CSP are able to attract talented employees (Jones et al. 2014; Turban and Greening 1996), have lower absenteeism rates (Gellatly 1995), and have lower voluntary turnover rates (Huselid and Becker 2011; Somers 1995).”
On Corporate Social Responsibility, Sensemaking, and the Search for Meaningfulness Through Work (2019, background): “Other studies have also found that communal values strengthen the relation between CSR and helping behaviors (Clark, Ouellette, Powell, & Milberg, 1987), organizational attractiveness (Jones et al., 2014), perceived value fit (Jones et al., 2014), and pride (Jones et al., 2014).”