The table shows a negative correlation between self-transcendence and self-enhancement values (both for organizational and individual values). According to Schwartz (1992), these two dimensions are opposites and therefore should have a negative relationship, which is confirmed in the analysis. Openness to change and hedonism (both for organizational and individual values) are also significantly negatively correlated with conservation, which is also in line with the model of Schwartz. Additionally, individual hedonism is significantly
correlated with organizational hedonism and individual conservation is correlated with organizational conservation.
Before, a pre-test was conducted which showed a strong correlation between typeface and readability. This means that this could have an effect in the main survey as well. I conducted a one-way ANOVA analysis, which showed an effect of font on readability, F(1,155)=160.83, p<0.001. Times New Roman was judged to be more readable (M=2.56) than Bauhaus93 (M=4.53). Furthermore, the results showed no effect of colour on readability, F(2,155)=0.90, p=0.41. However, readability weakens the effects proposed in this research. Therefore, readability is kept in mind in further analysis and is not used as a control variable.
In order to test hypotheses 2 and 3, which predicted that colour would influence perceptions of self-transcendence and self-enhancement as organizational values and that font would influence perceptions of openness to change and conservation as organizational values, I conducted a 2x3 ANOVA analysis. The independent variables were colour and type of font, and the dependent variables were: organizational self-transcendence, organizational self- enhancement, organizational conservation, organizational openness to change and organizational hedonism. The results are summarized in table 5.
Table 5 ANOVA Analyses
Dependent variable
Effect Self-transcendence Self-enhancement Conservation Openness to change Hedonism
Colour (A) 2.86 1.09 1.67 .94 .12
Font (B) .46 2.1 .82 .41 3.37
Interaction (A*B) .46 .23 1.27 .34 1.56
Note: *p<,05, **P<,01, ***p<,001
None of the results showed significant effects. However, the results of the effects of colour on self-transcendence (p= 0.06) and font on hedonism (p= .07) showed almost significant effects.
On self-transcendence we expected to find that the colour green would form a perception in the mind of the jobseeker that the organization values self-transcendence. The results showed an almost significant effect of colour on self-transcendence (F(2,88= 2.86, p= .063). I
conducted a planned contrast analysis in order to compare the different colours and their effects on self-transcendence; red was weighted with -1, green with 2, black with -1. As a result, the effect of colour on self-transcendence was significant, t= 2.10, p= .04 (M(red)=-.24, M(green)= .02, M(black)= -.45). This indicates that the colour green leads to perceptions that the organization values self-transcendence. This is in line with part of hypothesis 2 that predicted that green leads to a perception that the organization values self-transcendence.
On self-enhancement, I expected to find that the colour red would form a perception in the mind of the individual that the organization values self-enhancement. However no significant effects were found of red on self-enhancement (p= .34, M(red)= .30, M(green)= .55,
M(black)= .64). Therefore, hypothesis 2 is partly rejected.
Moreover, I predicted that the font ‘Times New Roman’ would lead to perceptions about the recruiting organization that the organization values tradition. However, the results were not significant and therefore hypothesis 3 is partly rejected (M(timesnewroman)= -.87,
M(bauhaus93)= -.96).
In addition, this research proposed that when using the font ‘Bauhaus93’ in recruitment
advertisement, the font would form perceptions in the mind of the jobseeker that the recruiting organization values openness to change. No significant effects were found for openness to change (M(timesnewroman)= .96, M(bauhaus93)= 1.07).
As explained above, hedonism was taken as a separate value and not combined into the value dimension openness to change due to a low reliability score. However, hedonism is a part of the value dimension ‘openness to change’ in the theory section and therefore I predicted that Bauhaus93 would lead to perceptions of job seekers that the organization values openness to change. Results showed an almost significant effect of font on hedonism, F(1,89)= 3.37, p= .07 (M(timesnewroman)= 0.00, M(bauhaus93)= .47). Indicating that the font Bauhaus93 has a positive effect on hedonism, as predicted. However, the type of font is correlated to readability, r= .22, p<.05 and the small effect mentioned above disappears when controlling for readability. Therefore, hypothesis 3 is rejected.
In order to test hypotheses 1 and 4, the conceptual model was tested with a moderated- mediation analysis from Hayes PROCESS macro (Preacher, Rucker and Hayes, 2007;
http://afhayes.com/spss-sas-and-mplus-macros-and-code.html). This moderated-mediation analysis consisted of two regressions. In the first, the effect of colour (or font) on
organizational values was assessed. In the second, effects of colour (or font), perceived
organizational values, own personal values, and the interaction between organizational and personal values on organizational attractiveness were assessed. Hypothesis 1 predicted that organizational attractiveness would be higher when perceived organizational values match with the job seeker’s own personal values (i.e., an organizational values by personal values interaction). Hypothesis 4 predicted that the indirect effect of colour (or font) through
perceived organizational values would be moderated by personal values. Given that the results mentioned above showed only a significant effect of colour on the self-transcendence value dimension, and of font on the value Hedonism, this analysis was conducted with these two organizational values.
I predicted that green would lead to perceptions that the organization values self-
transcendence. Therefore, I predicted that if the job seeker holds self-transcendence as a personal value, this job seeker would be more attracted to the recruiting organization. A regression analysis of green on self-transcendence was conducted and green was dummy coded (green= 1; red and black= 0). The results showed an almost significant effect of green on self-transcendence, B= .33, t= 1.90, p= .056, (N= 82). However, no effects were significant for organizational attractiveness, and no evidence for moderated mediation was found (p
= .92).
I predicted that when using Bauhaus93 (as compared to Times new roman) as the type of font in a recruitment advertisement, the job seeker would form perceptions that the organization values openness to change. Accordingly, when the job seeker has openness to change as a personal as well, the job seeker would be more attracted towards the organization. As
explained above, there was an effect for the value hedonism. Therefore in this analysis, I used hedonism instead of the value openness to change. The moderated-mediation analysis shows a
significant positive effect of organizational hedonism on organization attractiveness, B= .31, t= 2.54, p= .01. Moreover, the analysis showed a direct negative effect of font on organization attractiveness p< .001, t= -5, B= -1.27. However, all other effects were not significant and therefore there is no evidence for moderated mediation. All in all, hypotheses 4 and 1 are rejected.
6. DISCUSSION
In this research, I looked at the effects of style attributes on perceived Person-Organization fit.
The goal of this research was to understand how and why style attributes of recruitment advertisements affect job seekers. I expected that the use of specific colours and typefaces in recruitment advertisement would influence perceptions of the organizational values of the job seeker about the recruiting organization. Moreover, I proposed that the job seeker would be more attracted towards the recruiting organization, when the perceived organizational values match the personal values of the job seeker.
I proposed that the colour green leads to a perception that the organization values self- transcendence. Moreover, I predicted that when using the colour red in recruitment
advertisements this would lead to a perception that the organization values self-enhancement.
Results showed a significant effect of the colour green on self-transcendence value
perceptions, indicating that the colour green forms perceptions in the mind of the job seeker that the recruiting organization values the welfare of others, close as well as distant others, and cares about the environment (benevolence and universalism). This means that
organizations could use green in their recruitment advertisements when they want to be seen as an organization that cares about people inside as well as outside of the organization, and
about the environment. However, the results showed no significant effect of the colour red on self-enhancement values (power and achievement). Often, organizations that care about the environment use green in their logos and therefore there might be a stronger association of green with self-transcendence values than red with self-enhancement. An explanation might be that red might also be associated with other things as well, such as danger or a stop sign, instead of self-enhancement values. Another explanation is that the text that was used in the recruitment advertisement could have had an influence on the perception of values. According to the Elaboration Likelihood Model of Cacioppo and Petty (1986) (a well-known theory that explains the persuasiveness of information content), people tend to process and retrieve information along a central or peripheral route. When an individual is processing information through the central route, careful attention is paid to personally relevant message and the individual will form an attitude based on the content of the message. When individuals are processing information through the peripheral route, the individual does not pay careful attention to the message and their attitudes will be based on environmental cues, such as style attributes (Chen, Lin and Chen, 2012). However, according to Chen et al. (2012) the central and peripheral route could be induced simultaneously by a message. As a result, the text and colours could have influenced the participant’s perceptions instead of the colours alone. The job content could have been interpreted as an organization that cares about their employee’s well-being and development instead of an organization that promotes personal success through demonstrating competence according to social standards and control and dominance over people and resources. For example, the sentence: ‘The company offers a broad range of benefits and programs to help you achieve a healthy and balanced life’, could indicate that the company cares about the employee’s well-being instead of control and dominance over employees. Moreover, it is possible that green reinforced the effect of the job content since there is a match between the symbolic meaning of the colour and the content. In addition, red
could be seen as a mismatch between the symbolic meaning of the colour and the text. As a consequence, an effect of green on self-transcendence is found and no effects for red.
Furthermore, I predicted that the use of different typefaces in recruitment advertisement leads to a perception of conservation or openness to change as an organizational value, depending on how traditional the typeface is. A pre-test was conducted and as a result Times New Roman was associated with conservation and Bauhaus93 was associated with informality.
Therefore, Bauhaus93 was used to reflect openness to change values. The final results showed no significant effects of typeface on perceptions of conservation as an organizational value.
An explanation for the non-significant effects might be that another typeface is more strongly associated with conservation. However, the effect of font on hedonism values was almost significant, showing that there is some kind of effect of font on hedonism. I found that font is highly correlated with readability, Bauhaus93 was harder to read than Times New Roman. An explanation could be that since Bauhaus93 is harder to read, the job seeker had to pay more attention to the recruitment advertisement and as a consequence was more exposed to the advertisement. As a result, the job seeker paid more attention to the advertisement and therefore he/she had a better understanding of the organization and its values.
Again, the job content used in advertisement might have an influence as well and could have reduced the effects.
In addition, I predicted that when the perceptions of organizational values match the personal values of the job seeker, the job seeker would be more attracted towards the recruiting
organization. However, the results showed no significant effects for this prediction. Which is not in line with the Person-Organization fit theory. A Person-Organization fit means that there is congruence between the employee’s values and the values of the organization (Cable and
Judge, 1996). Most research on P-O-fit is focussed on employees and the effects of P-O fit on organizational performance or behavioural outcomes while there is still a lack of research in the context of employment decision-making (Tsai, Chen and Chen, 2012). A possibility for the non-significant effects measured in this research is that P-O fit has stronger effects for people already working in the organization or applicants. This research focuses on people who are searching for a job and their first contact with the recruiting organization in terms of looking at recruitment advertisements. It is possible that it is too early in the recruitment process to form perceptions in terms of Person-Organization-fit. In addition, Chapman,
Uggerslev, Carroll, Piasentin and Jones (2005) explained that the recruiting context is difficult to simulate with participants who are not really applying or might not be really searching for a job or interested in the job and therefore researching actual job choices has ramifications.
Furthermore, in this research I analysed only two value dimensions (self-transcendence and hedonism) in the moderated-mediation analysis from Hayes PROCESS macro (Preacher, Rucker and Hayes, 2007), which is limited. Future research should take into account more values or value dimensions in the analysis in order to measure P-O-fit more strongly.
Finally, I proposed that the physical appearance (colour and font) of a recruitment ad would account for a significant variance in the attractiveness of an organization through a perception of the organization’s values by a job seeker, moderated by the job seeker’s personal values.
As mentioned before, no significant effects were found for the P-O fit. In addition, results showed a positive effect of font on hedonism and in turn hedonism has a positive effect on attractiveness. Surprisingly, a direct negative effect was found of font on attractiveness.
Indicating that there might be an unknown mediator active. As mentioned before, font is correlated to readability meaning that Bauhaus93 was harder to read than Times New Roman.
As a result, Bauhaus93 was less attractive to the job seeker and as a consequence the
organization was rated as less attractive. Moreover, the difference in the direction of the effects might be explained that there is another mediating variable active, which is not measured in this research. It could be that when the typeface is hard to read, it is seen as less professional and negative feelings could be associated with harder to read typefaces.
Furthermore, Baraggioli and Brasel (2008) researched the effects of font in incidental
advertisement exposure and they give an explanation of why readability of font works in two ways. First, when a font is harder to read, the reader gets frustrated and as a consequence negative emotions rise. This is also called ‘processing fluency’, which means that the harder it is for a person to read the information the more negative his/her response (Reber, Schwartz and Winkielman, 2004). Marketing research already found a great amount of evidence of processing fluency on consumer’s judgement, suggesting that processing fluency positively affects a consumer’s product evaluations and the other way around (Shen, Jiang, Adaval, 2010). This could explain the negative effect of font on organizational attractiveness. Second, when a font is harder to read, the reader has to spend more time on the advertisement and as a consequence is more exposed to the advertisement. This could explain the positive effect of font on hedonism and as a consequence the positive effect on organizational attractiveness.
However, there is still a lack of scientific research regarding readability in relation to type of font and their effects.
All in all, this study found that the colour green leads to a perception that the recruiting organization values self-transcendence. In addition, I found that using Bauhaus93 leads to perceptions that the organization values hedonism and in turn the organization is valued as more attractive. Moreover, the use of Bauhaus93 has a direct negative effect on organizational attractiveness as well.
7. MANAGERIAL IMPLICATIONS
This research shows that style attributes do have an influence on perceptions of the job seeker, consciously or unconsciously. This implies that organizations should pay attention to the way their recruitment advertisements are designed. Specifically, organizations can strategically use style attributes that reflect the organization’s values. Before launching the recruitment
advertisement they should test what kind of perceptions are formed when an individual outside of the organization is looking at the recruitment advertisement. The organizations has to make sure that there is a match between how the organization is seen by outsiders after looking at the recruitment advertisement and how the organization wants to be seen. This research already shows an effect of green on self-transcendence, meaning that green leads to a perception that the organization cares about people and the environment. Therefore, firms that highly value sustainability and the well-being of people and the environment must use green in their recruitment advertisement in order to reinforce their message and identity.
Moreover, this research indicates the importance of the typeface that is used with regard to its readability since this could have a direct effect on the attractiveness of the organization. As explained above, typefaces may work in two opposite ways; a harder to read font leads to more exposure to the advertisement and therefore more attention is paid to the advertisement.
However, a harder to read advertisement may also increase frustration (Baraggioli and Brasel, 2008), due to a low processing fluency. Therefore, organizations and theorists should be careful when using typefaces since for example Bauhaus93 has positive as well as negative effects and as a consequence future research should test which typefaces increases exposure while not increasing frustration about the readability. In addition, future research should take into account that job content, colour and font could reinforce each other, meaning that people
may use the central and peripheral route for information processing simultaneously. As a result of using both colours and fonts that match with the information provided, job seekers may form a more complete picture about the organization since they receive textual as well as symbolic information. As a consequence, the job seeker is less uncertain since he/she has more information about the recruiting organization and therefore an organization can attract a more qualitative applicant pool.
Furthermore, in this research I did not find evidence for a Person-Organization fit among job seekers. As mentioned before, most research about P-O-fit is conducted among employees. It is possible that employees have more information and experience with the organization and as a consequence have a more clear view about the values of the company. As a result,
employees are better able to rate the congruence between their personal values and the organization’s values. Job seekers often have little information about the recruiting organization and therefore it is harder for them to make up a perception of a P-O fit.
Therefore, managers should include more and very clear information about the organization that matches with the symbolic associations of the style attributes in the recruitment
advertisement. Making up clear perceptions about P-O fit among job seekers could be
possible however in a specific context. This also accounts for theorists, when researching P-O fit among job seekers, make sure you use real job seekers who are truly interested in a specific job. Moreover, theorists should take into account the influence of typeface and colours used in their measurements for perceived P-O fit since it can influence perceptions.
8. LIMITATIONS AND FUTURE DIRECTIONS
A matter of concern in this research is that a great number of participants did not complete the survey. The survey was relatively long and therefore only 56% of the people who started the survey completed the entire survey. As a result, effects measured in this study might be reduced. More specifically, the drop-out could have been selective and as a consequence could have influenced the results. Future research should include more participants and make sure participants complete the survey. Moreover, this study used three colours and two typefaces and this might be a limited number of design features to consider. Effects of other colours and typefaces should be a matter of interest in further studies. In addition, readability was highly correlated with font and therefore an issue of concern. Furthermore, the job content used could have reduced or increased the effects more strongly than style attributes.
The job that was advertised could have been too specific and therefore not attractive to participants. As a result, some participants rated the organization as less attractive as a consequence of the job content rather than style attributes. Future research should include participants who are actual job seekers and who are interested in a particular job. This could reduce the effect of the job content and as a consequence the effects of style attributes become more visible.
Moreover, this research revealed that there is unknown mediator between type of font and organizational attractiveness and therefore future research should focus on identifying this mediating variable. As mentioned before, it could be that some typefaces are seen as more or less professional in the eyes of a job seeker, this is an interesting new entrance for future research. In addition, future research should test the explanation given by Baraggioli and Brasel (2008) in the context of recruitment advertisements. Baraggioli and Brasel explained
that the readability of font might work in two ways (in the context of online marketing advertisements). First, when a specific font is harder to read, the reader gets frustrated and as a consequence negative emotions arise. Second, it could also lead to more exposure to the advertisement and therefore more attention is paid to the content and style attributes in an advertisement, which might result in more positive emotions.
Finally, I explained that according to Chen et al. (2012) the central and peripheral route could be induced simultaneously by a message. As a result, the text, colours and typefaces could have influenced the participant’s perceptions instead of the colours and typefaces alone. It is possible that colours and fonts can reinforce the textual message in a recruitment
advertisement. Future research should investigate this reinforcement.
9. CONCLUSION
One of the most important tasks for organizations is to attract customers and talented workers.
Most research in marketing communication is focussed on mechanisms in advertising to consumers. However, we still need a clear understanding of how organizations can affect job seekers in order to attract a high quality workforce. Recruitment advertisements may affect the quality of the workforce significantly by creating an applicant pool of talented applicants.
Therefore, it is important to understand how and why job seekers are affected by recruitment advertisements. As a consequence, managers can design a recruitment advertisement that effectively attracts the most suitable and talented individuals.
This study focussed on the effects of different colours and fonts on the perceptions of a job seeker about the organizational values. Results showed that style attributes affect perceptions
of a job seeker about the recruiting organization. More specifically, the colour green is associated with perceptions that the organization cares about others and the environment.
Indicating that organizations that value the well-being of their employees, care about sustainability and the environment should use the colour green in their recruitment advertisements in order to show their organizational identity and what they stand for. In addition, the type of font used in recruitment advertisements has a positive and negative effect on the attractiveness of the job seeker towards the organization. A positive effect of font was found on attractiveness through creating a perception of hedonism as an organizational value.
However, font has a direct negative as well on organizational attractiveness. This research found that font and readability are highly correlated and as a consequence organizations should pay attention to which typeface they use in recruitment advertisements in order to avoid negative effects and benefit from positive effects. This study shows that organizations can strategically use style attributes in their recruitment advertisements to communicate their organizational identity to job seekers. As a result, a job seeker may feel less uncertain about the organization since the recruitment advertisement communicates the organizational values clearly, which can lead in a more qualitative applicant pool.
All in all, this study highlights the importance of at first sight unimportant attributes. Colours and typefaces used in recruitment advertisements can subtly influence a job seekers
perceptions and attraction towards the recruiting organization. Therefore, style attributes should be of great concern for organizations since it can highly influence perceptions about their firm and in turn even the quality of the applicant pool. As Pierre Bonnard (1867-1947), a famous painter and printmaker in history, once said: ‘Work on the accent, it will enliven the whole’.
10. REFERENCES
Aslam, M.M. (2006). Are you selling the right colour? A Cross-Cultural Review of Colour as a Marketing Cue, Journal of Marketing Communication, Vol.12, p.15-30.
Bagchi, R., Cheema, A. (2013). The Effect of Red Background Color on Willingness-To-Pay:
The Moderating Role of Selling Mechanisms, Journal of Consumer Research, Vol.39, p.947- 960.
Baraggioli, F., Brasel, S.A. (2008). Visual Velocity: Content Font Effects and Incidental Online Ad Exposure, Advances in Consumer Research, Vol. 35, p.600-606.
Barber, A.E. (1998). Recruiting Employees: Individual and Organizational Perspectives, Thousand Oaks, CA: Sage Publications.
Bardi, A., & Schwartz, S. H. (2003). Values and Behaviour: Strength and Structure of Relations, Personality and Social Psychology Bulletin, Vol. 29, Issue: 10, p.1207–1220.
Belch, G.E, Belch, M.A. (2003). Advertising and Promotion: An Integrated Marketing Communication Perspective, 6th edition, Boston: Irwin-McGraw Hill.
Boer, D., Fischer, R. (2013). How and When Do Personal Values Guide Our Attitudes and Sociality? Explaining Cross-Cultural Variability in Attitude–Value Linkages, Psychological Bulletin, Vol. 139, No. 5, p.1113–1147.
Breaugh, J.A., Starke, M. (2000). Research On Employee Recruitment: So Many Studies, So Many Remaining Questions, Journal of Management, Vol. 26, p.405-434.
Cable, D.M., Edwards, J.R. (2004). Complementary and Supplementary Fit: A Theoretical and Empirical Integration, Journal of Applied Psychology, Vol. 89, Issue: 5, p. 822-834.
Cable, D.M., Judge, T.A. (1996). Person – Organization Fit, Job Choice Decisions, and Organizational Entry, Organizational Behavior and Human Decision Processes, Vol. 67, No.
3, p. 294 – 311.
Cable, D.M., Judge, T.A. (1997). Applicant Personality, Organizational Culture and, Organization Attraction, Personnel Psychology, Vol.50, p. 359-394.
Cacioppo, J.T., Petty, R.E. (1986). The Elaboration Likelihood Model of Persuasion, Advances in Experimental Social Psychology, Vol. 19, p.123-162.
Carlson, K.D., Connerley M.L., Mecham III, R.L. (2002). Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted, Personnel Psychology, Vol. 55, Issue: 2, p.461-490.
Chapman, D.S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A., and Jones, D.A. (2005).
Applicant Attraction to Organizations and Job Choice: A Meta-Analic Review of the Correlates of Recruiting Outcomes, Journal of Applied Psychology, Vol. 90, p.928–944.
Chen, C.C., Lin, M.M., Chen, C.M. (2012), Exploring the Mechanisms of the Relationship Between Website Characteristics and Organizational Attraction, The International Journal of Human Resource Management, Vol. 23, Issue: 4, p.867-885.
Childers, T.L., Jass, J. (2002). All Dressed Up with Something to Say: Effects of Typeface Semantic Associations on Brand Perceptions and Consumer Memory, Journal of Consumer Psychology, Vol.12, Issue: 2, p.93–106.
Cober, R. T., Brown, D. J., Levy, P. E., Cober, A. B., & Keeping, L. M. (2003).
Organizational Websites: Website Content and Style as Determinants of Organizational Attraction, International Journal of Selection and Assessment, Vol. 11, p.158–170.
De Clercq, S., Fontaine, J.R., Anseel, F. (2008). In Search of a Comprehensive Value Model for Assessing Supplementary Person-Organization fit, The Journal of Psychology, Vol. 142, p.277-302.
Dowling, G.R. (1993). Developing Your Company Image into a Corporate Asset, Long Range Planning, Vol. 26, Issue: 2, p. 101-109.
Duncan, T. R. (2002). IMC: Using Advertising and Promotion to Build Brands, New York:
McGraw-Hill.
Feldman, D.C., Bearden, W.O., Hardesty, D.M. (2006). Varying the Content of Job
Advertisements: The Effects of Message Specificity, Journal of Advertising, Vol. 35, Issue: 1, p.123-141.
Grohmann, B., Giese, J.L., Parman, I.D. (2013). Using Type Font Characteristics to
Communicate Brand Personality for New Brands, Journal of Brand Management, Vol. 20, Issue: 5, p. 389-403.
Hall, R.H., Hanna, P. (2004). The Impact of Web Page Text-Background Colour
Combinations on Readability, Retention, Aesthetics and Behavioural Intention, Behaviour and Information Technology, Vol. 23, p.183-195.
Hayes, F. A. (n.d.). MODMED, Retrieved May 12, 2014, from http://afhayes.com/spss-sas- and-mplus-macros-and-code.html
Henderson, P.W., Giese, J.L., Cote, J. A. (2004). Impression Management Using Typeface Design, Journal of Marketing, Vol. 68, p. 60-72.
Hubert, M., Kenning, P. (2008). A Current Overview of Consumer Neuroscience, Journal of Consumer Behaviour, Vol. 7, p. 272-292.
Kirnan, J.P., Farley, J.A., Geisinger, K.F. (1989). The Relationship Between Recruiting Source, Applicant Quality and Hire Performance: An Analysis by Sex, Ethnicity, and Age, Personnel Psychology, Vol. 42, p. 293-308.
Lajos, J., Chattopadhyay, A. (2010). Effects of Color on Consumers’ Perceptions of Package Volumes, Advances in Consumer Research, Vol. 37, p.838-839.
Macklin, M.C. (1996). Preschoolers’ Learning of Brand Names from Visual Cues, Journal of Consumer Research, Vol.23, p.251–261.
Posner, B.Z. (2010). Another Look at the Impact of Personal and Organizational Values Congruency, Journal of Business Ethics, Vol. 97, p.535–541.
Preacher, K. J., Rucker, D. D., Hayes, A. F. (2007). Assessing Moderated Mediation
Hypotheses: Theory, Methods, and Prescriptions. Multivariate Behavioral Research, Vol. 42, p.185-227.
Reber, R., Schwartz, N., Winkielman, P. (2004). Processing Fluency and Aesthetic Pleasure:
Is Beauty in the Perceiver’s Processing Experience, Personality and Social Psychology Review, Vol. 8, Issue: 4, p.364-382.
Reid, M., Luxton, S., Mavondo, F. (2005). The Relationship Between Integrated Marketing Communications, Market Orientation and Brand Orientation, Journal of Advertising, Vol. 34, Issue: 4, p.11-23.
Roberson, Q.M., Collins, C.J., Oreg, S. (2005). The Effects of Recruitment Message Specificity on Applicant Attraction to Organizations, Journal of Business and Psychology, Vol. 19, Issue: 3, p.319-339.
Sagiv, L., Sverdlik, N., & Schwarz, N. (2011). To Compete or to Cooperate? Values’ Impact on Perception and Action in Social Dilemma Games, European Journal of Social Psychology, Vol.41, Issue: 1, p.64–77.
Schwartz, S. H. (1992). Universals in the Content and Structure of Values: Theoretical
Advances and Empirical Tests in 20 Countries, Advances in Experimental Social Psychology, Vol.25, p.1–65.
Schwartz, S.H., Caprara, G.V., Vecchione, M. (2010). Basic Personal Values, Core Political Values, and Voting: A Longitudinal Analysis, Political Psychology, Vol. 31, Issue: 3, p.421- 452.
Schwartz, S.H., Cieciuch, J., Vecchione, M., Davidov, E., Fischer, R., Beierlein, C., Ramos, A., Verkasalo, M., Lonnqvist, J., Demirutku, K., Dirilen-Gumus, O., and Konty, M. (2012).
Personality Processes And Individual Differences: Refining The Theory of Basic Individual Values, Journal of Personality and Social Psychology, Vol. 103, Issue: 4, p.663-688.
Shen, H., Jiang, Y., Adaval, R. (2010). Contrast and Assimilation Effects of Processing Fluency, Journal of Consumer Research, Vol. 36, p.876-889.
Spence, M. (1973). Job Market Signaling, Quarterly Journal of Economics, Vol. 87, p.355- 374.
Tsai, W.C., Chen, H.Y., Chen, C.C. (2012). Incremental Validity of Person-Organization Fit Over the Big Five Personality Measures. The Journal of Psychology, Vol. 146, Issue: 5, p.485-509.
Zeithaml, V.A. (1988). Perceptions of Price, Quality, and Value: A Means-End Model and Synthesis of Evidence, Journal of Marketing, Vol. 52, Issue: 3, p.2-22.
