Margaret E. Brooks

TL;DR: In this paper, a framework is proposed that views reputation from the perspective of organizational impression management, where corporations are viewed as social actors, intent on enhancing their respectability and impressiveness in the eyes of constituents.

TL;DR: The results suggested that, consistent with behavioral decision theory and attitude theory, highly familiar corporations provide information that is more compatible with the tasks of both admiring and condemning than less familiar corporations.

TL;DR: Results show that nontraditional effect size indicators are perceived as more understandable and useful than traditional indicators for communicating the effectiveness of an intervention.

TL;DR: In this paper, the authors used a customized web-based computer program that elicits immediate affective reactions to organizational previews, and found that overall evaluations of the organization are influenced more by the average intensity of immediate affectives experienced during the message than by the relative balance of positive and negative information contained in the message.

TL;DR: For instance, this article found that the profile of a professional who prefers intuition-based hiring is one who is an experiential thinker (i.e., tends to make everyday decisions based on feelings), is less experienced, works for a smaller organization, and does not possess advanced professional certification.