David A. Jones

TL;DR: Results showed that applicant attraction outcomes were predicted by job-organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives.

TL;DR: In this paper, the authors propose that job seekers receive signals from CSP that inform three signal-based mechanisms that ultimately affect organizational attractiveness: job seekers' anticipated pride from being affiliated with the organization, their perceived value fit with the organisation, and their expectations about how the organization treats its employees.

TL;DR: In this article, the effects of volunteer-programme attitudes on organizational identification and social exchange theories were tested to explain why employees may respond positively to their company's volunteerism program, a programme through which employees could spend time volunteering during their paid work hours.

TL;DR: In this paper, the agent-system model of justice was used to test whether individuals' desire for revenge against one's supervisor and one's organization mediate certain justice-CWB relationships.

TL;DR: In this article, the authors compared four models: full mediation, partial mediation, independent effects, and a spurious effects model (the job satisfaction-OCB relationship is spurious because perceived fairness is a common cause), and found greatest support for the independent effects model: job satisfaction and different types of perceived fairness accounted for unique variance in OCB dimensions.