Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context

By Filip Lievens, Greet van Hoye, B. Schreurs. 2005

274 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/44493fecf7e9e22cfa3dda1b6f85b10fb2c6e6f1

How researchers see this paper

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

In Clinical Psychology

1. Greet van Hoye
2. Saartje Cromheecke
3. Turker Bas
4. Filip Lievens
5. Wei-Chi Tsai
6. Irene Wen-fen Yang
7. Linn Viktoria Rampl
8. Peter Kenning

In Gender Studies

1. Greet van Hoye
2. Saartje Cromheecke
3. Turker Bas
4. Filip Lievens
5. Wei-Chi Tsai
6. Irene Wen-fen Yang
7. Linn Viktoria Rampl
8. Peter Kenning

In Organizational Behavior and Human Resource Management

1. Greet van Hoye
2. Filip Lievens
3. Saartje Cromheecke
4. Turker Bas
5. Wei-Chi Tsai
6. Irene Wen-fen Yang
7. Peter Kenning
8. Linn Viktoria Rampl

Citations in the corpus

• Attracting applicants through the organization's social media page: Signaling employer brand personality (2019, background): “competence) positively related to potential applicants’ perceptions of organizational attractiveness (Lievens et al., 2005; Slaughter & Greguras, 2009; Slaughter et al., 2004; Van Hoye, 2008).”
• Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees (2007, methodology): “The Importance of Employer Brand Beliefs Across Different Groups As shown above, most prior studies (Lievens & Highhouse, 2003; Lievens et al., 2005; Slaughter et al., 2004) have used the instrumental-symbolic framework for auditing an organization’s image as an employer among potential applicants.”
• The Instrumental-Symbolic Framework: Organisational Image and Attractiveness of Potential Applicants and their Companions at a Job Fair (2011, unknown): “Given that we measured the Belgian Defense " s image as an employer (Lievens et al., 2005), these image dimensions are likely to capture more variance in the attraction of potential applicants who expressed an interest in working for the organization than of companions.”
• Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness (2010, methodology): “Referring to previous research, we took an approach similar to the approach for testing the effects of different organizational characteristics on individuals (e.g., Aquino, Tripp, & Bies, 2006; Lievens et al., 2005).”
• Employer brand trust and affect: linking brand personality to employer brand attractiveness (2014, background): “In these studies, however, the effects of different characteristics of brand personality varied slightly in the military context, implying greater relevance of excitement, but also of cheerfulness and prestige (Lievens et al., 2005).”
• The Instrumental and Symbolic Dimensions of Organisations' Image as an Employer: A Large‐Scale Field Study on Employer Branding in Turkey (2013, methodology): “In addition, given that regression coefficients are not interpretable as measures of relative importance when the predictor variables are interrelated as was the case in the present study (see Table 1), we also conducted a relative weights analysis to determine the relative importance of instrumenta”