Corporate Social Responsibility, Applicants’ Individual Traits, and Organizational Attraction: A Person–Organization Fit Perspective

By Lu Zhang, Mary A. Gowan. Journal of business and psychology, 2011

127 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/5e37348a69fa15ee6d45b7f3716714bdf29c1f81

How researchers see this paper

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

In Information Systems and Management

1. Jean‐Pascal Gond
2. Assâad El akremi
3. S. Hannah
4. P. L. Jennings
5. Marie S. Mitchell
6. N. Babu
7. V. Swaen
8. Christian Vandenberghe

In Organizational Behavior and Human Resource Management

1. Jean‐Pascal Gond
2. Assâad El akremi
3. S. Hannah
4. N. Babu
5. P. L. Jennings
6. Marie S. Mitchell
7. V. Swaen
8. Christian Vandenberghe

In Safety Research

1. Assâad El akremi
2. S. Hannah
3. Marie S. Mitchell
4. Christopher G. Myers

Citations in the corpus

• The moral self: A review and integration of the literature (2015, background): “Last, Zhang and Gowan (2012) found that high formalism strengthened the positive effects of both legal corporate social responsibility (CSR) and ethical CSR activities on job applicant attraction, whereas utilitarianism weakened the effects of economic CSR on job applicant attraction.”
• The psychological microfoundations of corporate social responsibility: A person-centric systematic review (2017, background): “In two experiments, Zhang and Gowan (2012) highlight that utilitarian people”