Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis
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- Lena Evertz & Stefan Süß, 2017. "The importance of individual differences for applicant attraction: a literature review and avenues for future research," Management Review Quarterly, Springer, vol. 67(3), pages 141-174, June.
- Arijs, Diane & Botero, Isabel C. & Michiels, Anneleen & Molly, Vincent, 2018. "Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium," Journal of Family Business Strategy, Elsevier, vol. 9(3), pages 180-191.
- Hannes Hauswald & Andreas Hack & Franz W. Kellermanns & Holger Patzelt, 2016. "Attracting New Talent to Family Firms: Who is Attracted and under what Conditions?," Entrepreneurship Theory and Practice, , vol. 40(5), pages 963-989, September.
- Greta Onken-Menke & Stephan Nüesch & Claudia Kröll, 2018. "Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices," Business Research, Springer;German Academic Association for Business Research, vol. 11(2), pages 239-277, September.
- Igor Borisov & Szergej Vinogradov, 2022. "Inclusiveness as a key determinant of work engagement: evidence from V4 countries," Equilibrium. Quarterly Journal of Economics and Economic Policy, Institute of Economic Research, vol. 17(4), pages 1015-1050, December.
- Kausel, Edgar E. & Culbertson, Satoris S. & Leiva, Pedro I. & Slaughter, Jerel E. & Jackson, Alexander T., 2015. "Too arrogant for their own good? Why and when narcissists dismiss advice," Organizational Behavior and Human Decision Processes, Elsevier, vol. 131(C), pages 33-50.
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Keywords
Recruitment Interactionist perspective Applicant attraction Organization personality Narrow traits Big Five Person-organization fit Trust Assertiveness Imagination;Statistics
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