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We used meta-analysis and semipartial correlations to examine the relative strength and incremental variance accounted for by 7 categories of recruiting predictors across multiple recruitment stages on applicant attraction. Based on 232 studies (250 samples, 3,518 coefficients, n = 108,632), we found that characteristics of the job, organization, and recruitment process, recruiter behaviors, perceived fit, and hiring expectancies (but not perceived alternatives) accounted for unique variance in applicant attraction at multiple stages. Perceived fit was the strongest relative and unique variance predictor of applicant attraction albeit a nonsignificant predictor of job choice. Although not among the largest zero-order predictors, recruiter behaviors accounted for substantial incremental variance at the first 2 stages. Organizational characteristics are more heavily weighed by applicants when maintaining applicant status as compared to the stage of application, and recruitment process characteristics are weighed progressively more as the recruitment stages advance. Job characteristics accounted for the greatest unique variance in job choice decisions. Job characteristics are more predictive in field studies, whereas recruiter behaviors, recruitment process characteristics, hiring expectancies, and perceived alternatives produced larger effect sizes in the laboratory. Results are discussed in terms of their theoretical and practical implications with future research suggestions.Demographic and economic changes over the past 30 years have led to a competition for qualified candidates referred to as a "war for talent" (Michaels, Handfield-Jones, & Axelrod, 2001). In light of recent economic setbacks, recruiting and retaining the right talent to meet organizational

SummaryResearch on the unique effects of different types of perceived fairness on citizenship behavior that benefits individuals (organizational citizenship behavior (OCB-I) and organizations (OCB-O) has produced mixed results. We assert that how OCB-O and OCB-I are conceptualized affects the patterns of results, and we hypothesize that, when OCB is conceptualized appropriately, an agent-system model is supported (interactional and procedural justice are the strongest unique predictors of OCB-I and OCB-O, respectively). We also hypothesize that shared variance among the justice types explains additional variance in OCB. Analyses of semipartial correlations conducted on meta-analytic coefficients supported our hypotheses. Theoretical and practical implications are discussed.

Although perceived fairness and job satisfaction predict organizational citizenship behaviors (OCB), researchers have pondered the conceptual relationships among these constructs. Using path analysis on meta-analytically derived coefficients, the authors compared four models: full mediation (job satisfaction mediates fairness-OCB relationships), partial mediation, independent effects, and a spurious effects model (the job satisfaction—OCB relationship is spurious because perceived fairness is a common cause). The authors found greatest support for the independent effects model: Job satisfaction and different types of perceived fairness accounted for unique variance in OCB dimensions. The article discusses implications for research and practice, and offers suggestions to advance theory in this area.

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