Family Friendly Human Resource Policies, Salary Levels, and Salient Identity as Predictors of Organizational Attraction

Abstract

This study explored the influence of family friendly human resource policies, salary levels, and salient identity on an individual's attraction to a job. According to Stryker (1968), individuals will seek out opportunities to perform in terms of their most salient identities. We hypothesized that individuals with salient family or balance identities would be most attracted to organizations with flexible and dual career paths and policies and that individuals with a salient career identity would be most attracted to organizations with traditional career paths and policies. Participants were 263 MBA alumni and students associated with a major southeastern university. Results indicate that all categories of individuals were attracted to an organization with flexible career paths and policies. However, individuals with different salient identities differed in their attraction to dual and traditional career paths and policies. These results support the value of salient identity as an individual difference that influences career decisions.