{"id":162,"date":"2026-07-18T22:50:21","date_gmt":"2026-07-19T05:50:21","guid":{"rendered":"https:\/\/wliu.com\/?page_id=162"},"modified":"2026-07-18T22:50:21","modified_gmt":"2026-07-19T05:50:21","slug":"references","status":"publish","type":"page","link":"https:\/\/wliu.com\/en\/research\/references\/","title":{"rendered":"References"},"content":{"rendered":"
\n
\n

Complete thesis bibliography<\/p>\n

References and source links<\/h1>\n

All 51 distinct bibliography entries appearing in the thesis reference section, with DOI or source links where the submitted thesis provides them.<\/p>\n<\/section>\n

51<\/strong>thesis reference entries<\/span><\/p>\n

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.<\/p>\n<\/section>\n

\n
AI & digital selection<\/span><\/p>\n

Laske, M. (2020). Justice perceptions of artificial intelligence in selection. International Journal of Selection and Assessment, 28(4), 399\u2013416. https:\/\/doi.org\/10.1111\/ijsa.12306<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Mael, F. (1989). Social Identity Theory and the Organization. The Academy of Management Review, 14(1), 20. https:\/\/doi.org\/10.2307\/258189<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Seers, A. (2016). Social identity and applicant attraction: Exploring the role of multiple levels of self. Journal of Organizational Behavior, 37(3), 326\u2013345. https:\/\/doi.org\/10.1002\/job.2043<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

AI & digital selection<\/span><\/p>\n

\u00fcttner, 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\u2013652. https:\/\/doi.org\/10.1111\/ijsa.12403<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Campion, M. A. (2001). Applicant Reactions to Selection: Development of the Selection Procedural Justice Scale (spjs). Personnel Psychology, 54(2), 387\u2013419. https:\/\/doi.org\/10.1111\/j.17446570.2001.tb00097.x<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

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\u201376. https:\/\/doi.org\/10.1016\/j.hrmr.2008.04.002<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Webster, J. (2006). Toward an integrated model of applicant reactions and job choice.<\/p>\n

No URL listed<\/small><\/article>\n

Identification<\/span><\/p>\n

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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

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\u2013445. https:\/\/doi.org\/10.1037\/\/0021-9010.86.3.425<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Rodell, J. B. (2011). Justice, Trust, And Trustworthiness: A Longitudinal Analysis Integrating Three Theoretical Perspectives. Academy of Management Journal, 54(6), 1183\u20131206. https:\/\/doi.org\/10.5465\/amj.2007.0572<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Barattucci, M. (2019). The effect of different rejection letters on applicants\u2019 reactions. Behavioral Sciences, 9(10), 102. https:\/\/doi.org\/10.3390\/bs9100102<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Harquail, C. V. (1994). Organizational Images and Member Identification. Administrative Science Quarterly, 39(2), 239\u2013263. https:\/\/doi.org\/10.2307\/2393235<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Edwards, M. R. (2005). Organizational identification: A conceptual and operational review. International Journal of Management Reviews, 7(4), 207\u2013230. https:\/\/doi.org\/10.1111\/j.1468-2370.2005.00114.x<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Methods<\/span><\/p>\n

Tibshirani, R. J. (1993). An introduction to the bootstrap. Chapman & Hall\/CRC.<\/p>\n

No URL listed<\/small><\/article>\n

AI & digital selection<\/span><\/p>\n

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\u2013757. https:\/\/doi.org\/10.1007\/s10869-021-09770-3<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

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\u2013416. https:\/\/doi.org\/10.1111\/j.1468-2389.2009.00482.x<\/a> 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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Gilliland, S. W. (1993). The Perceived Fairness of Selection Systems: An Organizational Justice Perspective. The Academy of Management Review, 18(4), 694\u2013734. https:\/\/doi.org\/10.2307\/258595<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Langdon, J. (2001). Improving applicants\u2019 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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

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.<\/p>\n

No URL listed<\/small><\/article>\n

Justice & trust<\/span><\/p>\n

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\u2013103). Lawrence Erlbaum Associates.<\/p>\n

No URL listed<\/small><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Hofstede, G. (1980). Culture\u2019s consequences: International differences in work-related values. Sage Publications.<\/p>\n

No URL listed<\/small><\/article>\n

AI & digital selection<\/span><\/p>\n

Warkocz, J. (2022). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review of Managerial Science, 17(6), 2109\u20132138. https:\/\/doi.org\/10.1007\/s11846-021-00514-4<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Gupta, V. (Eds.). (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage Publications.<\/p>\n

No URL listed<\/small><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Thomas, S. C. (2004). Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis. Personnel Psychology, 57(3), 639\u2013 683. https:\/\/doi.org\/10.1111\/j.1744-6570.2004.00003.x<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Herriot, P. (2004). Social Identities and Applicant Reactions. International Journal of Selection and Assessment, 12(1\u20132), 75\u201383. https:\/\/doi.org\/10.1111\/j.0965-075X.2004.00265.x<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Methods<\/span><\/p>\n

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\u201355. https:\/\/doi.org\/10.1080\/10705519909540118<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Gavin, M. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal Of Organizational Behavior, 34, S104\u2013S119. https:\/\/doi.org\/10.1002\/job.1891<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

AI & digital selection<\/span><\/p>\n

Warkocz, J. (2023). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review Of Managerial Science, 17(6), 2109\u20132138. https:\/\/doi.org\/10.1007\/s11846-021-00514-4<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Lewicki, R. J. (2010). Repairing and Enhancing Trust: Approaches to Reducing Organizational Trust Deficits. Academy of Management Annals, 4(1), 245\u2013 277. https:\/\/doi.org\/10.5465\/19416520.2010.487403<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Tyler, T. R. (1988). The social psychology of procedural justice. Plenum Press.<\/p>\n

No URL listed<\/small><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Parsons, C. K. (1986). A field study of job applicant interview perceptions, alternative opportunities, and demographic characteristics. Personnel Psychology, 39(1), 109\u2013122. https:\/\/doi.org\/10.1111\/j.1744-6570.1986.tb00577.x<\/a> 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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

AI & digital selection<\/span><\/p>\n

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<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

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\/<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Mael, F. (1988). Organizational identification: Construct redefinition and a field application with organizational alumni. Dissertation Abstracts International, 49(11-B), 5050.<\/p>\n

No URL listed<\/small><\/article>\n

Identification<\/span><\/p>\n

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\u2013123. https:\/\/doi.org\/10.1002\/job.4030130202<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Ahmed, S. M. (2017). Applicant Perspectives During Selection: A Review Addressing \u201cSo What?,\u201d \u201cWhat\u2019s New?,\u201d and \u201cWhere to Next?\u201d Journal of Management, 43(6), 1693\u20131725. https:\/\/doi.org\/10.1177\/0149206316681846<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

AI & digital selection<\/span><\/p>\n

Craig, S. B. (2021). The procedural and interpersonal justice of automated application and r\u00e9sum\u00e9 screening. International Journal of Selection and Assessment, 29(2), 139\u2013153. https:\/\/doi.org\/10.1111\/ijsa.12320<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Methods<\/span><\/p>\n

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\u2013903. https:\/\/doi.org\/10.1037\/00219010.88.5.879<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358\u2013384. https:\/\/doi.org\/10.1016\/j.jvb.2004.05.005<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

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\u2013132. https:\/\/doi.org\/10.1016\/j.hrmr.2008.07.004<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Schwab, D. P. (1980). Individual Reactions To Organizational Recruiting: A Review. Personnel Psychology, 33(3), 529\u2013542. https:\/\/doi.org\/10.1111\/j.1744-6570.1980.tb00481.x<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

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\u201324). Nelson-Hall.<\/p>\n

No URL listed<\/small><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Flament, C. (1971). Social categorization and intergroup behaviour. European Journal of Social Psychology, 1(2), 149\u2013178. https:\/\/doi.org\/10.1002\/ejsp.2420010202<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

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\u2013 538). Cambridge University Press. https:\/\/doi.org\/10.1017\/CBO9780511759154.008<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

Justice & trust<\/span><\/p>\n

Tyler, T. R. (1989). The Psychology of Procedural Justice: A Test of the Group-Value Model.<\/p>\n

No URL listed<\/small><\/article>\n

Identification<\/span><\/p>\n

Blader, S. L. (2003). The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior. Personality and Social Psychology Review, 7(4), 349\u2013361. https:\/\/doi.org\/10.1207\/S15327957PSPR0704_07<\/a> Van<\/p>\n

View source \u2197<\/a><\/article>\n

Identification<\/span><\/p>\n

Dick, R. (2001). Identification in organisational contexts: linking theory and research from social and organisation psychology. International Journal of Management Reviews, 3(4), 265\u2013283.<\/p>\n

No URL listed<\/small><\/article>\n

Applicant reactions & selection<\/span><\/p>\n

Short, J. (2013). Is This How I Will Be Treated? Reducing Uncertainty Through Recruitment Interactions. Academy Of Management Journal, 56(5), 1325\u20131347. https:\/\/doi.org\/10.5465\/amj.2011.0196<\/a><\/p>\n

View source \u2197<\/a><\/article>\n

AI & digital selection<\/span><\/p>\n

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\u201377. https:\/\/doi.org\/10.1080\/1359432X.2019.1681401<\/a><\/p>\n

View source \u2197<\/a><\/article>\n<\/section>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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. 51thesis reference entries The earlier web page contained a selected reading list. This page now mirrors the complete bibliography section of the thesis source. Entries are […]<\/p>\n","protected":false},"author":7681674,"featured_media":0,"parent":146,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"content-type":"","advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"jetpack_seo_schema_type":"","_wpcom_ai_launchpad_about_page":false,"_wpcom_ai_launchpad_gallery_page":false,"_wpcom_ai_launchpad_contact_page":false,"_wpcom_ai_launchpad_events_page":false,"_wpcom_ai_launchpad_video_page":false,"_wpcom_ai_launchpad_portfolio_piece":false,"footnotes":""},"class_list":["post-162","page","type-page","status-publish","hentry"],"jetpack_likes_enabled":true,"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/PgYf2o-2C","jetpack-related-posts":[{"id":156,"url":"https:\/\/wliu.com\/en\/research\/thesis\/","url_meta":{"origin":162,"position":0},"title":"Organizational Identification: Key to Applicant Recommendation Intentions","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"The thesis explores how respectful treatment during the selection process impacts organizational identification and recommendation intentions among applicants. It emphasizes that interpersonal treatment significantly predicts organizational identification, which in turn influences applicants\u2019 willingness to recommend the organization. The research highlights the importance of applicant dignity and trust, especially with AI\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":200,"url":"https:\/\/wliu.com\/en\/research\/library\/","url_meta":{"origin":162,"position":1},"title":"Research Library","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Wei (William) Liu \u00b7 Research LibraryHow does AI-enabled selection shape applicant trust and organizational identification?Research on applicant reactions, organizational justice, trust, and organizational identification across selection, employment, alumni relationships, and reemployment.Explore the thesisAbout William \u2197Guiding question\u201cWhat makes an applicant begin to define the self in terms of an organization\u2014even before\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":157,"url":"https:\/\/wliu.com\/en\/research\/research-areas\/","url_meta":{"origin":162,"position":2},"title":"Research Areas","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Research foundationsFour research domains that explain applicant reactionsDefinitions, core dimensions, representative researchers, and linked foundational publications underlying William Liu\u2019s research.01Applicant reactionsHow do applicants perceive and respond to selection procedures?Applicant reactions are applicants\u2019 perceptions, attitudes, emotions, intentions, and behaviors arising from the selection process. The field examines how applicants experience interviews,\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":161,"url":"https:\/\/wliu.com\/en\/research\/oxford-chapter\/","url_meta":{"origin":162,"position":3},"title":"Oxford Chapter","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Oxford University Press \u00b7 Book chapter \u00b7 2026Applicant Reactions to Testing and SelectionThirty-five years of research on how applicants experience assessment\u2014and what changes when technology and artificial intelligence enter the process.Stephen W. Gilliland \u00b7 Wei (William) Liu \u00b7 Dirk D. SteinerRead at Oxford Academic \u2197Gilliland, S. W., Liu, W., &\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":160,"url":"https:\/\/wliu.com\/en\/research\/practical-implications\/","url_meta":{"origin":162,"position":4},"title":"Practical Implications","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Practical implicationsTurn applicant treatment into trust, organizational identification, and advocacyEight evidence-informed actions for organizations designing human, AI-enabled, and hybrid selection systems.01Design selection around applicant dignityTreat respect, responsiveness, and communication quality as selection-design requirements. Valid tools and consistent procedures matter, but applicants also use interpersonal treatment to infer whether they would\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":159,"url":"https:\/\/wliu.com\/en\/research\/future-research\/","url_meta":{"origin":162,"position":5},"title":"Future Research","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Dissertation research agendaTrust and identification in AI-enabled selectionA multi-study, cross-cultural research program examining how applicants determine whether an organization\u2014and the technology acting on its behalf\u2014is worthy of trust and organizational identification.The modelSix constructsThree studiesResearch questionsReferencesProposed theoretical modelFrom an experience to a relationshipSelection encounters generate justice judgments. Those judgments communicate relational\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"_links":{"self":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/162","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/users\/7681674"}],"replies":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/comments?post=162"}],"version-history":[{"count":1,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/162\/revisions"}],"predecessor-version":[{"id":190,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/162\/revisions\/190"}],"up":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/146"}],"wp:attachment":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/media?parent=162"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}