Abstract
The purpose of this study is to analyze the influence of the dimensions of the employer brand (work culture, ethics & CSR, diversity and salary & incentives) on person organization fit (PO-Fit). In addition, this study aims to analyze the dimensions of employer brand on employer of choice (EOC) mediated by person organization fit (PO-Fit). Furthermore, this study also aims to analyze the influence of person organization fit (PO-Fit) on employer of choice (EOC) and the role of social media moderation on the relationship of person organization fit (PO-Fit) and employer of choice ( EOC) on students of STIBISNIS Polytechnic. The method of data analysis used in this study was Structural Equation Modeling (SEM) using the SmartPLS application version 3.0. Data obtained through questionnaires distributed to 150 students of STIBISNIS Polytechnic. The first result shows that dimension of employer brand namely work culture and ethics & CSR has no effect on person organization fit (PO-Fit) while the other dimensions of employer brand are diversity and salary & incentives had a positive effect on person organization fit ( PO-Fit). Second result shows that Person Organization Fit (PO-Fit) are able to mediate the dimensions of employer brand (work culture, Ethics & CSR, Diversity and Salary & Incentives) towards employer of choice (EOC). The third result shows person organization fit (PO-Fit) has a positive effect on employer of choice (EOC). And the fourth result of this study shows that social media is able to moderate the influence of person organization fit (PO-Fit) on employer of choice (EOC) on students of STIBISNIS polytechnic from management and accounting program
Highlights
In recent years, organizations around the world have undergone changes or evolutions marked by global competition and increasingly rapid technological developments (Francis and Bessant, 2005)
Based on the data presented in table 5.3 it can be seen that the R-Square values are 0.372 and 0.367, this means that the variable person organization fit (PO-Fit) can be explained by exogenous variables, namely work culture, ethics and CSR, diversity and salaries & incentives of 37.2%
The significance of 0.686 is greater than 5%, meaning that the first hypothesis is that work culture has a positive effect on person organization fit (PO-Fit) or H1 is rejected
Summary
Organizations around the world have undergone changes or evolutions marked by global competition and increasingly rapid technological developments (Francis and Bessant, 2005). Competition for talent has become a challenge in business strategies for organizations to be able to attract and retain quality human resources (Price and Turnbull, 2007). Organizations must look for more qualified human resources (HR). One strategy in order to win the competition to get quality talent is to become the choice of employee organization or employer of choice (EOC) (Hult, 2011; Baker, 2014). According to Herman and Gioa (2000a) in Tanwar (2019) the concept of employee organizational choice (EOC) implies that employees consciously choose to work for that organization over other organizations. EOC is an organization that employees want to work for and an organization that they would recommend as the organization of first choice for a friend looking for work (Hult, 2011)
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