Title Page
Research Outcomes During The Ph.D. Journey
Contents
List of Abbreviations 18
List of Acronyms 19
Abstract 20
CHAPTER 1. INTRODUCTION 22
1.1. Arguments for the Study 22
1.2. Objectives of the Study 24
1.3. Significance of the Study 26
1.4. The Study Context 28
1.5. Organization of the Dissertation 30
CHAPTER 2. LITERATURE REVIEW 32
2.1. Organizational Attraction 32
2.1.1. Concept and Operational Definition 32
2.1.2. Importance of Organizational Attraction 33
2.1.3. Previous Research Findings 34
2.2. Corporate Citizenship 35
2.2.1. Concept and Operational Definition 35
2.2.2. Importance of Corporate Citizenship 37
2.2.3. Previous Research Findings 38
2.3. Organizational Trust 39
2.3.1. Concept and Operational Definition 39
2.3.2. Importance of Organizational Trust 40
2.3.3. Previous Research Findings 41
2.4. Subjective Fit 44
2.4.1. Concept and Operational Definition 44
2.4.2. Importance of Subjective Fit 45
2.4.3. Previous Research Findings 46
2.5. Core Self-Evaluation 48
2.5.1. Concept and Operational Definition 48
2.5.2. Importance of Core Self-Evaluations 49
2.5.3. Previous Research Findings 50
2.6. Related Theories 52
2.6.1. Signaling Theory 53
2.6.2. Social Identity Theory 54
2.6.3. Self-Regulation Theory 56
CHAPTER 3. HYPOTHESES DEVELOPMENT 58
3.1. Perceived Corporate Citizenship and Organizational Attraction 59
3.2. Perceived Corporate Citizenship and Organizational Trust 60
3.3. Organizational Trust and Organizational Attraction 61
3.4. Mediating Effect of Organizational Trust 62
3.5. Moderating Effects of Subjective Fit 63
3.6. Moderating Effects of Core Self-Evaluation 66
3.7. Simultaneous Moderating Effects of Subjective Fit and Core Self-Evaluation 69
CHAPTER 4. RESEARCH METHOD 71
4.1. Participants and Procedure 71
4.2. Measures 75
4.2.1. Organizational Attraction 76
4.2.2. Perceived Corporate Citizenship 76
4.2.3. Subjective Fit Perceptions 77
4.2.4. Organizational Trust 77
4.2.5. Core Self-Evaluation 78
4.2.6. Control Variables 79
4.3. Overview of Analyses 79
CHAPTER 5. RESULTS 82
5.1. Common Method Bias (CMB) Test 82
5.2. Reliability and Validity Tests 83
5.3. Hypotheses Testing 89
5.3.1. Mediation Model (PROCESS Model 4) 89
5.3.2. First Stage Moderated-Mediation Model (PROCESS Model 7) 92
5.3.3. Second Stage Moderated-Mediation Model (PROCESS Model 14) 97
5.3.4. Dual Stage Moderated-Mediation Model (PROCESS Model 21) 102
CHAPTER 6. DISCUSSION 108
6.1. Interpretation of Results 108
6.2. Theoretical Contributions 111
6.3. Managerial Implications 113
6.4. Limitations and Future Research Directions 116
6.5. Conclusion 117
REFERENCES 119
Appendices 156
Appendix I. Survey Instruments 156
Appendix II. Simple Mediation Analysis 160
Appendix III. First Stage Moderated-Mediation Analysis 163
Appendix IV. Second Stage Moderated-Mediation Analysis 166
Appendix V. Dual Stage Moderated-Mediation Analysis 168
Appendix VI. Regression Assumption Testing 171
Table 1. Reliability and validity statistics 84
Table 2. Means, standard deviations, and correlations among the variables 88
Table 3. Regression results for mediation (PROCESS Model 4) 91
Table 4. Regression results for moderated-mediation (Moderator: Subjective fit; PROCESS Model 7) 94
Table 5. Results of moderated-mediation model across high and low levels of subjective fit 95
Table 6. Regression results for moderated-mediation (Moderator: Core self-evaluation; PROCESS Model 14) 100
Table 7. Results of moderated-mediation model across high and low levels of core self-evaluation 101
Table 8. Regression results for overall moderated moderated-mediation (Moderators: Subjective fit and Core self-evaluation; PROCESS Model 21) 105
Table 9. Conditional indirect effects of perceived corporate citizenship on organizational attraction through the mediating influence of organizational... 106
Figure 1. A partial review of the current state of research probing the corporate citizenship - organizational attraction relationship 43
Figure 2. Research model 58
Figure 3. Simple mediation model 89
Figure 4. First stage moderated-mediation model 92
Figure 5. Conditional effects of perceived corporate citizenship on organizational trust at different levels of subjective fit 96
Figure 6. Second stage moderated-mediation model 97
Figure 7. Conditional effects of organizational trust on organizational attraction at different levels of core self-evaluation 102
Figure 8. First and second stage dual moderated-mediation model 103
Figure 9. Conditional indirect effects of perceived corporate citizenship on organizational attraction through organizational trust at different level... 104
Figure 10. Summary of hypotheses test results 107