Personal Quarterly 1/2021

23 01/21 PERSONALquarterly RENÉ SCHMOLL M. A. Heinrich-Heine-Universität Düsseldorf Lehrstuhl für BWL, insb. Arbeit, Personal und Organisation E-Mail: rene.schmoll@hhu.de www.orgaperso.hhu.de/ SUMMARY Research question: To what extend does workplace flexibility affect applicants’ perceptions of organizational attraction? Methodology: Scenario-based experiment Practical implications: The possibility to receive workplace flexibility can increase applicants’ perceptions of organizational attraction. A company that offers its employees both temporal as well as spatial flexibility should clearly highlight that they do so in the recruitment context in order to take advantage of the additive effects of both dimensions. LITERATURVERZEICHNIS Aiman-Smith, Lynda/Bauer, Talya N./ Cable, Daniel M. (2001): Are You At- tracted? Do You Intend to Pursue? A Recruiting Policy-Capturing Study, in: Journal of Business and Psychology 16 (2/2001), S. 219-237 Allen, Tammy D./Golden, Timothy D./ Shockley, Kristen M. (2015): How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings, in: Psychological science in the public interest : a journal of the American Psychological Society 16 (2/2015), S. 40-68 Allen, Tammy D./Johnson, Ryan C./Kiburz, Kaitlin M./ Shockley, Kristen M. (2013): Work-Family Conflict and Flexible Work Arrangements. Deconstructing Flexibility, in: Personnel Psychology 66 (2/2013), S. 345-376 Brummelhuis, Lieke L. ten/Bakker, Arnold B./Hetland, Jørn/ Keulemans, Lies- beth (2012): Do new ways of working foster work engagement?, in: Psicothema 24 (1/2012), S. 113-120 Bundesministerium für Arbeit und Soziales (2015): Zeit- und ortsflexibles Arbei- ten in Betrieben. Sammlung betrieblicher Gestaltungsbeispiele, Rostock 2015 Chung-Yan, Greg A. (2010): The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being, in: Journal of Occupatio- nal Health Psychology 15 (3/2010), S. 237-251 Connelly, Brian L./Certo, S. Trevis/Ireland, R. Duane/ Reutzel, Christopher R. (2011): Signaling Theory. A Review and Assessment, in: Journal of Management 37 (1/2011), S. 39-67 Hysom, Stuart J./ Fi ş ek, M. Hamit (2011): Situational determinants of reward allocation. The equity–equality equilibrium model, in: Social Science Research 40 (4/2011), S. 1263-1285 Kray, Laura J./ Lind, E. Allan (2002): The injustices of others: Social reports and the integration of others’ experiences in organizational justice judgments, in: Organizatio- nal Behavior and Human Decision Processes 89 (1/2002), S. 906-924 Lambert, Susan J. (2000): Added Benefits: The Link between Work-Life Benefits and Organizational Citizenship Behavior, in: The Academy of Management Journal 43 (5/2000), S. 801-815 Parent-Thirion, Agnès/Biletta, Isabella/Cabrita, Jorge/Vargas, Oscar/Vermey- len, Greet/Wilczynska, Aleksandra/Wilkens, Mathijn (2016): 6th European Working Survey. Overview Report, Dublin 2016 Perry-Smith, Jill E./ Blum, Terry C. (2000): Work-Family Human Resource Bundles and Perceived Organizational Performance, in: The Academy of Management Journal 43 (6/2000), S. 1107-1117 Rode, Henning/ Süß, Stefan (2015): Der Einfluss unternehmensinterner Social Media auf die Arbeitgeberattraktivität. Eine szenariobasierte Experimentalstudie, in: Die Betriebswirtschaft 75 (6/2015), S. 351-367 Scherm, Ewald/Süß, Stefan (2016): Personalmanagement, 3. Aufl., München 2016 Schmoll, René/ Süß, Stefan (2019): Working Anywhere, Anytime: An Experimen- tal Investigation of Workplace Flexibility‘s Influence on Organizational Attraction, in: Management Revue 30 (1/2019), S. 40-62 UNIV.-PROF. DR. STEFAN SÜSS Heinrich-Heine-Universität Düsseldorf Lehrstuhl für BWL, insb. Arbeit, Personal und Organisation E-Mail: stefan.suess@hhu.de www.orgaperso.hhu.de/