Abstract
Environmental sustainability is a concept with increasing importance in the way organizations think and outline their cultures, practices, and business strategies to become more attractive. In this sense, the present study aims to understand whether organizations that publish job advertisements regarding sustainable culture and ecological concerns are perceived as more attractive and generate higher intentions to apply. A quantitative study was made with a sample comprising 443 participants. The results suggested that job advertisements with pro-environmental messages generate a higher organizational attractiveness. In addition, organizational attractiveness does not mediate the relationship between the type of advertisement (green vs. non-green) and intentions to apply. Additionally, the results suggested that individuals with greater individual environmental responsibility and intentions of pro-environmental behavior have a greater intention to apply, facing green job advertisements. The role of organizations in adopting green practices to attract and retain the best talent is also discussed, as well as suggestions for future studies.
Highlights
Its focus is on sustainable development based on three pillars most known as the Triple Bottom Line (TBL), which are: economic sustainability, focused on liquidity and profit; social sustainability, orientated to people and society with an ethical concern; and environmental sustainability, related to our planet and its resources [1]
We investigated the importance of pro-environmental messages in job advertisements, their influence on organizational attractiveness, and participants’ intentions to apply
Our results suggested that individual environmental responsibility, when compared to pro-environmental behavior intentions, proved to be more decisive on intentions to apply and the correlations are higher for the group of participants who viewed the green job advertisement (ResAmbInd: r = 0.39, p < 0.01; ICPAmb: r = 0.28, p < 0.01) (Table 1)
Summary
Development Goals (SDGs), which were defined to guide the progress of societies, organizations, and individuals until 2030. We will frame our work on the Green Human Resources Management (GHRM), defined as activities developed by HR to increase employees’ environmentally friendly behaviors [8]. For any organization, becoming “a nice place to work” implies creating the image that the organization is the ideal place to work in the perception of current and future employees To fulfill this goal, they aim to adopt good management practices for their employees through recruitment and selection. Organizations benefit from the external and internal communication of factors that make them desirable, attractive, and different from other organizations, prevailing at the decision-making time by candidates [11] Based on these assumptions, among the existing green human resources practices, this study will focus on the component of recruitment practices, that is, the practices used by organizations to attract and increase the number of qualified candidates [12]. We seek to understand whether individual environmental responsibility and individual pro-environmental behavior influence the intention to apply in an organization that presents itself as environmentally friendly
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