Individual job-choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study

By W. Boswell, M. Roehling, Marcie A. LePine, L. Moynihan. 2003

236 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bc2e6190204bec4161fcf665ba57df57b1868aab

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In Clinical Psychology

In Gender Studies

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Citations in the corpus

Employee Job Search (2012, unknown): “Research has also examined the role of work–family issues to job search behavior, finding, for example, that such factors are viewed by NEs as equally important as pay elements (Boswell et al., 2003).”
Employee recruitment: Current knowledge and important areas for future research (2008, unknown): “With regard to scheduling flexibility, both Rynes et al. (1991) and Boswell et al. (2003) reported that an employer's willingness to be flexible in scheduling a site visit made a favorable impression on its recruits.”
New Generation, Great Expectations: A Field Study of the Millennial Generation (2010, unknown): “Sample items included, ‘‘good people to work with,’’ ‘‘good people to report to,’’ ‘‘organization is a leader in its field,’’ ‘‘commitment to social responsibility,’’ ‘‘good initial salary level,’’ ‘‘job security,’’ and ‘‘challenging work.’’ The full list of items can be found in Table 4. These item”
Is This How I Will Be Treated? Reducing Uncertainty through Recruitment Interactions (2013, background): “Therefore, justice assessments (whether positive or negative) inform job seekers as to whether or not they will have good relationships as organization members (cf. Bauer, Maertz, Dolen, & Campion, 1998; Boswell et al., 2003).”
Effects of corporate social responsibility on customer satisfaction and organizational attractiveness: A signaling perspective (2019, unknown): “After tracking job seekers through the job search and choice process, Boswell, Roehling, LePine, and Moynihan (2003) find that organizational level factor, such as cor‐ porate reputation, is an important aspect in the job choice decisions.”