Abstract
With the burgeoning “war for talent”, attracting the right workforce has become a major key checkpoint for a firm’s sustainability. The main purpose of this study was to predict prospective employees’ organizational attraction by integrating person–organization (P–O) fit perceptions and the theory of planned behavior (TPB) into a single framework. Although many studies have reported inconsistent results for the impact of subjective norms and self-efficacy on intention in the TPB framework, adequate empirical research on applicant attraction for this theoretical phenomenon is still unavailable. This may be the first study that examined the mechanism of how and when the TPB model becomes more instrumental with subjective P–O fit perceptions. With a sample of 335 young job seekers in Bangladesh, the study examined the research hypotheses related to the TPB and P–O fit using path analysis with AMOS, a structural equation modeling (SEM) program. The results showed that P–O fit partially mediated the relationship between self-efficacy and job search intentions. Observably, P–O fit significantly moderated the relationship between subjective norms and job search intentions in such a way that the impact of subjective norms was stronger for individuals with a lower level of P–O fit but slightly weaker for those with a higher level of P–O fit. In line with the research findings, some notable theoretical contributions and practical implications for HR professionals have been discussed.
Highlights
Employer branding, a marketing strategy to create an attractive brand for potential candidates, can serve as a key competitive advantage when recruiting, hiring, and retainingMillennials [1,2]
Given that the effect of fit perceptions on individual attitudes varies with generations [17], Millennial job seekers who view themselves as competent are likely more intrinsically motivated to engage in job searches through an increased P–O fit perception
The exploratory factor analysis (EFA) results from the principal component analysis with varimax rotation extracted four components, having item loadings ranged from 0.65 to 0.86, considerably over the threshold of 0.50
Summary
A marketing strategy to create an attractive brand for potential candidates, can serve as a key competitive advantage when recruiting, hiring, and retaining. Our study makes several significant contributions to the growing body of knowledge in the related field It extends the previous research, using two core constructs of the TPB (i.e., self-efficacy and subjective norms) and P–O fit in a single framework. This study is not comparative, the theoretical implications of the influence of P–O fit on the TPB support a new approach for how employers should meet their potential employees’ career needs at the stage of pre-entry beyond the merely reactive mind-set of hiring Through this understanding of situations in which the TPB core variables achieve their improved explanatory power, this study can provide an important foundation for further research into the job-searching process of young job seekers who continue to enter the workforce
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