Complete thesis bibliography
References and source links
All 51 distinct bibliography entries appearing in the thesis reference section, with DOI or source links where the submitted thesis provides them.
The earlier web page contained a selected reading list. This page now mirrors the complete bibliography section of the thesis source. Entries are presented as they appear in that document; several require final APA copyediting.
Laske, M. (2020). Justice perceptions of artificial intelligence in selection. International Journal of Selection and Assessment, 28(4), 399–416. https://doi.org/10.1111/ijsa.12306
Mael, F. (1989). Social Identity Theory and the Organization. The Academy of Management Review, 14(1), 20. https://doi.org/10.2307/258189
Seers, A. (2016). Social identity and applicant attraction: Exploring the role of multiple levels of self. Journal of Organizational Behavior, 37(3), 326–345. https://doi.org/10.1002/job.2043
üttner, J. (2022). Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context. International Journal Of Selection And Assessment, 30(4), 639–652. https://doi.org/10.1111/ijsa.12403
Campion, M. A. (2001). Applicant Reactions to Selection: Development of the Selection Procedural Justice Scale (spjs). Personnel Psychology, 54(2), 387–419. https://doi.org/10.1111/j.17446570.2001.tb00097.x
Singh, P. (2008). In justice we trust: A model of the role of trust in the organization in applicant reactions to the selection process. Human Resource Management Review, 18(2), 63–76. https://doi.org/10.1016/j.hrmr.2008.04.002
Webster, J. (2006). Toward an integrated model of applicant reactions and job choice.
No URL listed
Lee, S.-I. (2015). Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff. BMC Health Services Research, 15(1), 363. https://doi.org/10.1186/s12913-015-1016-8
Ng, K. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal Of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037//0021-9010.86.3.425
Rodell, J. B. (2011). Justice, Trust, And Trustworthiness: A Longitudinal Analysis Integrating Three Theoretical Perspectives. Academy of Management Journal, 54(6), 1183–1206. https://doi.org/10.5465/amj.2007.0572
Barattucci, M. (2019). The effect of different rejection letters on applicants’ reactions. Behavioral Sciences, 9(10), 102. https://doi.org/10.3390/bs9100102
Harquail, C. V. (1994). Organizational Images and Member Identification. Administrative Science Quarterly, 39(2), 239–263. https://doi.org/10.2307/2393235
Edwards, M. R. (2005). Organizational identification: A conceptual and operational review. International Journal of Management Reviews, 7(4), 207–230. https://doi.org/10.1111/j.1468-2370.2005.00114.x
Tibshirani, R. J. (1993). An introduction to the bootstrap. Chapman & Hall/CRC.
No URL listed
Welpe, I. M. (2022). Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice. Journal of Business and Psychology, 37(4), 735–757. https://doi.org/10.1007/s10869-021-09770-3
Bauer, T. N. (2009). Rejected But Still There: Shifting the focus in applicant reactions to the promotional context. International Journal of Selection and Assessment, 17(4), 402–416. https://doi.org/10.1111/j.1468-2389.2009.00482.x Gartner, Inc. (2024, December 16). Gartner HR research finds 63% of prospective candidates received a job offer in 3Q24. Gartner Newsroom. https://www.gartner.com/en/newsroom/press-releases/2024-12-16-gartner-hr-researchfinds-63-of-prospective-candidates-received-a-job-offer-in-3q24?utm
Gilliland, S. W. (1993). The Perceived Fairness of Selection Systems: An Organizational Justice Perspective. The Academy of Management Review, 18(4), 694–734. https://doi.org/10.2307/258595
Steiner, D. D. (2012). Applicant Reactions to Testing and Selection. In The Oxford Handbook of Personnel Assessment and Selection. Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199732579.013.0028
Gilliland, S. W. (2018). Organizational justice. The SAGE handbook of industrial, work & organizational psychology: Organizational psychology, 2nd ed, Vol. 2 (pp.4665).Thousand Oaks, CA: Sage. https://doi.org/10.4135/9781473914957.n4
Langdon, J. (2001). Improving applicants’ reactions to rejection letters: An application of fairness theory. Personnel Psychology, 54, 669-703. https://doi.org/10.1111/j.1744-6570.2001.tb00227.x
Marsh, S. M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65(4), 723-753.
No URL listed
Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace (pp. 79–103). Lawrence Erlbaum Associates.
No URL listed
Hofstede, G. (1980). Culture’s consequences: International differences in work-related values. Sage Publications.
No URL listed
Warkocz, J. (2022). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review of Managerial Science, 17(6), 2109–2138. https://doi.org/10.1007/s11846-021-00514-4
Gupta, V. (Eds.). (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage Publications.
No URL listed
Thomas, S. C. (2004). Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis. Personnel Psychology, 57(3), 639– 683. https://doi.org/10.1111/j.1744-6570.2004.00003.x
Herriot, P. (2004). Social Identities and Applicant Reactions. International Journal of Selection and Assessment, 12(1–2), 75–83. https://doi.org/10.1111/j.0965-075X.2004.00265.x
Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
Gavin, M. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal Of Organizational Behavior, 34, S104–S119. https://doi.org/10.1002/job.1891
Warkocz, J. (2023). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review Of Managerial Science, 17(6), 2109–2138. https://doi.org/10.1007/s11846-021-00514-4
Lewicki, R. J. (2010). Repairing and Enhancing Trust: Approaches to Reducing Organizational Trust Deficits. Academy of Management Annals, 4(1), 245– 277. https://doi.org/10.5465/19416520.2010.487403
Tyler, T. R. (1988). The social psychology of procedural justice. Plenum Press.
No URL listed
Parsons, C. K. (1986). A field study of job applicant interview perceptions, alternative opportunities, and demographic characteristics. Personnel Psychology, 39(1), 109–122. https://doi.org/10.1111/j.1744-6570.1986.tb00577.x LinkedIn Talent Solutions. (2024). The 2024 future of recruiting report: Middle East and North Africa. LinkedIn. https://business.linkedin.com/content/dam/me/business/en-us/talentsolutions/resources/pdfs/future-of-recruiting-2024-mena.pdf
Roulin, N. (2022). Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews. Human Resource Management Review, 32(1), 100789. https://doi.org/10.1016/j.hrmr.2020.100789
Ma, J. (2024, October 12). Almost everyone offered a job at Google accepts, and the CEO explains what it looks for in new hires. Fortune. https://fortune.com/2024/10/12/how-toget-a-job-at-google-ceo-sundar-pichai-entry-level-hiring/
Mael, F. (1988). Organizational identification: Construct redefinition and a field application with organizational alumni. Dissertation Abstracts International, 49(11-B), 5050.
No URL listed
Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103–123. https://doi.org/10.1002/job.4030130202
Ahmed, S. M. (2017). Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?” Journal of Management, 43(6), 1693–1725. https://doi.org/10.1177/0149206316681846
Craig, S. B. (2021). The procedural and interpersonal justice of automated application and résumé screening. International Journal of Selection and Assessment, 29(2), 139–153. https://doi.org/10.1111/ijsa.12320
Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/00219010.88.5.879
Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358–384. https://doi.org/10.1016/j.jvb.2004.05.005
Huth, M. (2008). Not much more than platitudes? A critical look at the utility of applicant reactions research. Human Resource Management Review, 18(3), 119–132. https://doi.org/10.1016/j.hrmr.2008.07.004
Schwab, D. P. (1980). Individual Reactions To Organizational Recruiting: A Review. Personnel Psychology, 33(3), 529–542. https://doi.org/10.1111/j.1744-6570.1980.tb00481.x
Turner, J. C. (1985). The social identity theory of intergroup behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (2nd ed., pp. 7–24). Nelson-Hall.
No URL listed
Flament, C. (1971). Social categorization and intergroup behaviour. European Journal of Social Psychology, 1(2), 149–178. https://doi.org/10.1002/ejsp.2420010202
Turner, J. C. (1984). Social identification and psychological group formation. In H. Tajfel (Ed.), The social dimension: European developments in social psychology (Vol. 2, pp. 518– 538). Cambridge University Press. https://doi.org/10.1017/CBO9780511759154.008
Tyler, T. R. (1989). The Psychology of Procedural Justice: A Test of the Group-Value Model.
No URL listed
Blader, S. L. (2003). The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior. Personality and Social Psychology Review, 7(4), 349–361. https://doi.org/10.1207/S15327957PSPR0704_07 Van
Dick, R. (2001). Identification in organisational contexts: linking theory and research from social and organisation psychology. International Journal of Management Reviews, 3(4), 265–283.
No URL listed
Short, J. (2013). Is This How I Will Be Treated? Reducing Uncertainty Through Recruitment Interactions. Academy Of Management Journal, 56(5), 1325–1347. https://doi.org/10.5465/amj.2011.0196
Anderson, N. R. (2020). Personnel selection in the digital age: A review of validity and applicant reactions, and future research challenges. European Journal of Work and Organizational Psychology, 29(1), 64–77. https://doi.org/10.1080/1359432X.2019.1681401