The DOI matches its Crossref record; 5 of the 5 references it cites were found in a registry or an index.
Organizational Attractiveness for Prospective Applicants: A Person–Organisation Fit Perspective
Abstract
This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final‐year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self‐ratings on a personality inventory. The results show that prospective applicants are more attracted to large‐sized, medium‐sized, decentralised, and multinational organisations. Next, the results indicate that several personality characteristics moderate the effects of organisational characteristics on attractiveness. For instance, the factor conscientiousness moderates the effect of organisational size, with subjects high on conscientiousness being more attracted to large‐sized organisations. The factor openness/intellect moderates the effect of internationalisation, with subjects high on openness/intellect being more attracted to multinational organisations.
Overview
The claims and statistics of this paper haven’t been checked yet.
Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.
Integrity signals
Registry
Cites
Statistics
Verification
Claims the paper makes
The claims and statistics of this paper haven’t been checked yet.
Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
The self-check needs the paper’s full text.
Citations
Cites
THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS
BARRICK, M. R., & MOUNT, M. K. (1991) · Personnel Psychology · doi:10.1111/j.1744-6570.1991.tb00688.x · Cited by 8,689
The development of markers for the Big-Five factor structure
Goldberg, L. R. (1992) · Psychological Assessment · doi:10.1037/1040-3590.4.1.26 · Cited by 5,530
A contrarian view of the five-factor approach to personality description.
Block, J. (1995) · Psychological Bulletin · doi:10.1037/0033-2909.117.2.187 · Cited by 1,682 · cited 2×
“Block, 1995 ), there exists an emerging consensus among personality psychologists about the robustness of the Big Five factors (Costa & McCrae, 1992; Goldberg, 1993; Barrick & Mount, 1991).”
JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS
BRETZ, R. D., BOUDREAU, J. W., & JUDGE, T. A. (1994) · Personnel Psychology · doi:10.1111/j.1744-6570.1994.tb01725.x · Cited by 297
The assessment of the big five in the Dutch language domain
De Fruyt, F., & Mervielde, I. (1998) · Psychologica Belgica · doi:10.5334/pb.922 · Cited by 25 · cited 1×
“In addition, De Fruyt and Mervielde (1998) found a high level of convergence between the B5BBS-25 scales and the five factors measured by the NEO-PI-R.”
Background
Cited by
KRISTOF‐BROWN, A. L., ZIMMERMAN, R. D., & JOHNSON, E. C. (2005) · Personnel Psychology · doi:10.1111/j.1744-6570.2005.00672.x · Cited by 4,082
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005) · Journal of Applied Psychology · doi:10.1037/0021-9010.90.5.928 · Cited by 1,182
Tarique, I., & Schuler, R. S. (2010) · Journal of World Business · doi:10.1016/j.jwb.2009.09.019 · Cited by 914
Miron, E., Erez, M., & Naveh, E. (2004) · Journal of Organizational Behavior · doi:10.1002/job.237 · Cited by 736
Why Are Individuals Attracted to Organizations?
Ehrhart, K. H., & Ziegert, J. C. (2005) · Journal of Management · doi:10.1177/0149206305279759 · Cited by 375
Metadata
- Authors
- Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J.
- Venue
- Applied Psychology
- Publisher
- Wiley
- Published
- 2001-01
- Volume
- 50
- Issue
- 1
- Pages
- 30-51
- ISSN
- 0269-994X (ISSN-L)
- 1464-0597
- OpenAlex
- W2120360401
- Cited by
- 227
- References
- 5
- FWCI
- 7.47
- Type
- journal article
- Language
- en
- Open access
- closed
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review
How to cite
Cite CoChat for the checks on this page, and the paper for its own findings.
- This page
- CoChat. (2026). Citation check: Organizational Attractiveness for Prospective Applicants: A Person–Organisation Fit Perspective. https://app.cochat.ai/papers/10.1111/1464-0597.00047
- The paper
- Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. (2001). Organizational Attractiveness for Prospective Applicants: A Person–Organisation Fit Perspective. Applied Psychology. https://doi.org/10.1111/1464-0597.00047
Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
