The determinants of job seekers' reputation perceptions

By Daniel M. Cable, Mary E. Graham. 2000

395 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/3c9308a0bf27b35808f66e05e49997766e5535a3

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Employees' awareness of their impact on corporate reputation (2011, background): “Studies conducted in a labor market context mostly focus on job applicants who use the reputation of potential employers to reduce uncertainty (Cable and Graham, 2000; Cable and Turban, 2003).”
Stakeholder Perceptions of Age and Other Dimensions of Newness (2005, methodology): “Verbal protocol analysis has been used extensively in decision-making research (Cable & Graham, 2000) and is well suited for the above-stated purposes.”
Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2016, background): “Job seekers prefer firmswith positive reputations because they associate such prestigious firms with social status and self-esteem (Cable & Graham, 2000; Cable & Turban, 2003; Jones et al., 2014).”
Effects of corporate social responsibility on customer satisfaction and organizational attractiveness: A signaling perspective (2019, neutral): “The survey conducted by Cable and Graham (2000) proposes that the in‐ vestigation of perceived corporate reputation is of great importance as it can affect workforce composition.”
VARYING THE CONTENT OF JOB ADVERTISEMENTS: The Effects of Message Specificity (2006, background): “In particular, individuals seek out specific information on compensation, job duties, developmental opportunities, and the work environment during the job search process (Cable et al. 2000; Cable and Graham 2000).”
Smaller but not necessarily weaker: How small businesses can overcome barriers to recruitment (2002, background): “For example, past recruitment research indicates that organizational awareness is an important predictor of job seekers’ early job search decisions (e.g. Cable & Graham, 2000; Gatewood, Gowan & Lautenschlager, 1993; Schwab, Rynes & Aldag, 1987).”