Organizational Attractiveness as an Employer on College Campuses: An Examination of the Applicant Population

By D. Turban. 2001

387 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/38eecc85d04b3d636e202b2fd3de008246a9c861

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Citations in the corpus

Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters (2007, methodology): “Discussion Most previous recruitment studies have treated potential applicants as individual decision makers, neglecting informational social influences (Barber, 1998; Cable & Turban, 2001; Highhouse & Hoffman, 2001).”
Strategic Corporate Social Responsibility and Environmental Sustainability (2011, result): “Michael, confirms and extends previous empirical findings (e.g., Backhaus, Stone, & Heiner, 2002; Greening & Turban, 2000; Turban, 2001; Turban, Forret, & Hendrickson, 1998; Turban & Greening, 1996) showing that investments in CSR and communication of these activities might improve employee attitude”
Employee Job Search (2012, positive): “…NEs use information provided by and about organizational representatives as well as available information sources (e.g., company websites) to make inferences about organizations, which affects subsequent job search outcomes (Goldberg & Allen, 2008; Rynes, Bretz, & Gerhart, 1991; Turban, 2001).”
Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation (2004, methodology): “Following Turban and Cable (2003), we used published reputation lists to develop an objective measure of firm reputation.”
LinkedIn and Facebook in Belgium (2010, background): “…applicants’ perception of the job (Cappelli, 2001) and its informational content to determine the perception of the organizations’ image (Rynes, Bretz, & Gerhart, 1991; Turban, 2001; Turban, Forret, & Hendrickson, 1998) and values (Braddy et al., 2003), it is important to design this website well.”
Initial Attraction to Organizations: The influence of trait inferences (2009, positive): “Over the last several years, however, recruitment researchers have acknowledged that initial attraction to a firm is necessary for members of the applicant population to be motivated to process company-related information and apply for openings (Turban, 2001).”
Why Are Individuals Attracted to Organizations? (2005, background): “Indeed, Turban (2001) found a positive correlation between individuals’ work experience and attraction to a firm that was recruiting on campus.”
The Effects of Person–Organization Ethical Fit on Employee Attraction and Retention: Towards a Testable Explanatory Model (2008, positive): “Turban (2001), for example, showed that applicants familiarity with the recruiting organization is positively associated with attraction to the firm.”
Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness (2010, background): “For example, Turban (2001) investigated factors related to organizational attractiveness and found that organizational attractiveness was influenced by recruitment activities (e.g., corporate recruitment advertisements).”
Organizational recruitment website effects on viewers’ perceptions of organizational culture (2006, neutral): “organizations (Goltz & Giannantonio, 1995; Rynes et al., 1991; Rynes & Miller, 1983; Turban, 2001; Turban, Forret, & Hendrickson, 1998).”
The Value of Organizational Reputation in the Recruitment Context: A Brand-Equity Perspective (2003, methodology): “Job seekers’ familiarity with organizations was assessed with three items adapted from Turban et al. (1998). Respondents used a 5-point scale ranging from 1 (strongly disagree) to 5 (strongly agree) to respond to the following items: “I know quite a bit about this firm”; “I am very familiar with thi”
Attracting applicants through the organization's social media page: Signaling employer brand personality (2019, background): “…of what it is like to work for this organization, which will influence their perceived attractiveness of the organization as an employer (Cable & Turban, 2001). attractiveness, Highhouse et al. (2007) draw on a functionalist approach of attitudes to develop a theory of symbolic attraction.”