Christina M. Kroustalis

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0747-5632/$ see front matter 2008 Elsevier Lt doi:10.1016/j.chb.2008.05.005 q Portions of this study were completed while t Carolina State University. Also, an earlier version of for Industrial and Organizational Psychology, Los A * Corresponding author. Tel.: +1 336 286 4407; E-mail address: braddyp@leaders.ccl.org (P.W. B Previous research on Internet(More)
The influence of common methods variance (CMV) has been a pervasively cited concern in organizational research (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003). As outgoing editor of Journal of Applied Psychology, John Campbell explicitly cited exclusive use of self report measures as an indication that a study contributes little to the literature (Campbell,(More)
Organizations commonly gather information from their employees via organizational surveys for a variety of purposes (Kraut, 1996; 2006). However, the pervasive administration of surveys with little feedback or resultant action can lead to negative employee attitudes (e.g., Church & Oliver, 2006) and may decrease the likelihood of individuals participating(More)
Two specific website properties of organizational recruitment websites were examined to determine what effects these properties had on the accurate portrayal of an organization's culture. In addition, we confirmed the results of previous studies that person-organization fit leads applicants to be more attracted to a recruiting organization. Recruiting high(More)
Previous research on the rapidly growing field of Internet recruitment has operated under the implicit assumption that recruitment websites can and do influence viewers’ opinions of recruiting organizations. This study empirically tested this assumption using a pre/post-test experimental design. Results indicated that viewers’ ratings on company(More)
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