Job Attractiveness Research Articles

Supervisor’s Organizational Embodiment, Organizational Dehumanization and its Relation with Job Attraction as Perceived by Nurses

Supervisor’s Organizational Embodiment, Organizational Dehumanization and its Relation with Job Attraction as Perceived by Nurses

Older and younger job seekers' attention towards metastereotypes in job ads.

Building on social identity theory and cognitive models on information processing, the present paper considered whether and how stereotyped information in job ads impairs older/younger job seekers' job attraction. Two eye-tracking experiments with older (Study 1) and younger job seekers (Study 2) investigated effects of negatively metastereotyped personality requirements (i.e., traits) on job attraction and whether attention to and memory for negative information mediated these effects. Within-participants analyses showed for both older and younger job seekers that job attraction was lower when ads included negative metastereotypes and that more attention was allocated towards these negative metastereotypes. Older, but not younger job seekers, also better recalled these negative metastereotypes compared to not negative metastereotypes. The effect of metastereotypes on job attraction was not mediated by attention or recall of information. Organizations should therefore avoid negative metastereotypes in job ads that may capture older/younger job seekers' attention and lower job attraction.

Organizational learning programs to fulfilling basic needs at work: significance for work attractiveness and turnover in strained sectors

Purpose This study aims to explore whether participation in employer-provided skills and learning programs can strengthen older workers’ abilities to carry out their work in a meaningful way so that it increases work attractiveness and a willingness to remain in the current job position. Design/methodology/approach A survey was distributed to assistance nurses, nurses and teachers, aged 55 years and older in a Swedish City (n = 1,342), analyzed descriptively and with structural equation modeling. Findings This paper showed positive relationships between active participation in organizational learning programs (OLPs) and autonomy, relatedness, competence and also attractive work. Associations are observed between participation in learning programs, e.g. mentorship, through the strengthened basic needs at work with work attractiveness and lower intention to leave, but not prolonged retirement preference. Research limitations/implications The cross-sectional quantitative design restricts drawing causal conclusions about associations. Practical implications OLPs at work may be seen as potential measures to strengthen work conditions, fulfilling basic psychological needs at work and increase work attractiveness in strained welfare sectors. Social implications There are some welfare sectors that – more than others – are strained by challenges to maintain, sustain and develop quality, knowledge and staff due to poor economic and social resources with regard to sustainability, e.g. in the educational and caring sectors. Strengthening organizational measures is needed to support sustainable development. Originality/value This study applies advanced statistical methods, in a large empirical sample, and shows the importance of skills and learning programs for job attractiveness among older workers in female-dominated, strained welfare sectors.

Resource rents, ethnic fractionalization and redistributive public sector employment

The resource curse literature often posits that public employment in resource-rich economies tends to be large, driven by motivations beyond public goods provision. One set of theories attributes this phenomenon to (ethnic) clientelism, but lacks robust empirical support. Another set of theories challenges the notion of (ethnic) clientelism, suggesting that the expansion of public sector employment serves as a form of social insurance in the absence administrative tools to redistribute income. This study diverges from the conventional story of an invariably positive association between resource abundance and public sector employment. Instead, I show that the positive correlation between resource abundance and public sector employment only holds when ethnic fractionalization is low. In countries with high levels of ethnic fractionalization, the relationship weakens and can even reverse. This is because an increase in public sector employment tends to dilute public sector wages, diminishing the attractiveness of public sector jobs as clientelist rewards. The empirical analysis supports this claim: when ethnic fractionalization is low, more resource rents correspond to higher public sector employment and lower (or even negative) public sector wage premiums; when ethnic fractionalization is high, the opposite holds: more resource rents correspond to fewer public sector jobs but larger public sector wage premiums.

Heterogeneous effects of monetary and non-monetary job characteristics on job attractiveness in nursing

We apply a novel methodological approach described by Chernozhukov et al. (2018), to analyze preference heterogeneity regarding non-monetary job characteristics and trade-offs between wage and non-monetary job characteristics. Using this approach, we can describe preference heterogeneity more concise than with subgroup analysis. Analyzing data from a self-conducted factorial survey experiment on nurses, we find significant effect heterogeneity regarding non-monetary job characteristics and their trade-off with wages. We also find positive interaction effects between wage and other job characteristics. We further analyze which factors are associated with effect heterogeneity. Working hours and gender appear to be the main drivers of these effects. We also find differences regarding the sources of a nurse’s motivation to initially choose the nursing occupation. Differentiation of job characteristics (job offers) to fit different preferences can therefore be a more effective and efficient way to attract workers than a “one size fits all” solution.

Job Attractiveness and Distance as Predictors of Willingness to Move

The aim of this paper is to find out whether young and educated people are willing to move for an attractive job and if so, whether the willingness to move will change with increasing distance from their place of residence. The survey found that college students (N = 690) are most willing to move for attractive work within the county (region) in which they currently reside. A smaller proportion is also willing to move within their home country, but in the case of labour migration abroad the declared willingness decreases significantly. The willingness to move decreases with increasing distance from the current place of residence. Statistically significant differences in willingness to move were also found between full-time and part-time students, with a statistically significantly lower willingness in the case of part-time students. In the case of international mobility, students declare that they would prefer temporary mobility to permanent mobility. However, employers need to offer competitive remuneration as well as career development opportunities, and local governments need to pay attention to factors that contribute to satisfaction with living and living arrangements.

17. Synthesis: Renewal of labour force and job attractiveness a key issue for the future of livestock farming

17. Synthesis: Renewal of labour force and job attractiveness a key issue for the future of livestock farming

Seeking a “Supportive” Leader: Gendered language in leadership job postings and women’s leadership identification

Evidence suggests that women are underrepresented in leadership positions in Canada (MacDougall et al., 2021). While past research has shown that masculine wording reduces job attractiveness for women, few scholars have examined the effect of gendered language in a leadership context. First, we conducted a directed content analysis to assess the prevalence of gendered language in existing Canadian leadership job postings. This revealed that gendered language exists in job postings at expected levels, with masculine language occurring more frequently, especially in male-dominated industries. Second, we explored how gendered language impacts women’s intentions to apply for leadership positions and the potential roles of stereotype threat and perceived self-efficacy. Results indicated that, for women with lower self-efficacy, feminine language in job advertisements leads to greater application intentions through its effect on leadership identification. These findings suggest that more inclusive, feminine language in leadership job advertisements may encourage more women to apply

Which job attributes attract individuals high in public service motivation and self‐efficacy to a public service job?

AbstractWhich job attributes attract prospective high‐performing individuals to a job in the public sector? Research shows that the particular attributes of a job influence perceptions of job attractiveness. Moreover, public service motivation (PSM) and self‐efficacy are valuable individual‐level traits for public service performance. This article examines how variation within particular job attributes that are generic to many public service jobs may attract (or discourage) potential workers high in PSM and self‐efficacy—i.e., prospective high‐performers. We focus on eight job attributes encompassing total compensation, performance‐based incentives, job performance assessment, diverse service recipient characteristics, overtime commitments, and key job tasks. Using data from a pre‐registered conjoint survey experiment among 1501 US residents, we show how individuals higher in PSM and self‐efficacy (relative to their counterparts with lower levels of these traits) exhibit distinct reactions to the job attributes of performance‐based pay, service recipients’ resources and racial demographics, and key job tasks.

Are rural firms left behind? Firm location and perceived job attractiveness of high-skilled workers

Abstract We conduct a discrete choice experiment to investigate how the location of a firm in a rural or urban region affects the perceived job attractiveness for university students and graduates and, therewith, contributes to the rural–urban divide. We characterize the attractiveness of a location based on several dimensions (social life, public infrastructure and connectivity) and vary job design and contractual characteristics of the job. We find that job offers from companies in rural areas are generally considered less attractive, regardless of the attractiveness of the region. The negative perception is particularly pronounced among persons of urban origin and singles. In contrast, for individuals with partners and kids this preference is less pronounced. High-skilled individuals who originate from rural areas have no specific regional preference at all.

Reward Management Culture as Correlate of Job Attraction of Business Educators in Colleges of Education in Nigeria

The Study investigates reward management culture as correlate of job attraction of Business educators in Colleges of Education in Edo and Delta States. The main purpose of the study was to ascertain the extent to which reward management culture correlate job attraction of Business educators in Colleges of Education in Edo and Delta States. To guide this study, two research questions were raised while two hypotheses were formulated and tested at 0.05 level of significance. The research design adopted for the study was a correlational survey. The study population comprised 133 Business educators in the public Colleges of Education in Edo and Delta States. There was no sampling because the population was manageable. The instrument used for data collection was a structured questionnaire. The instrument was validated by three experts of measurement and evaluation all from the University of Benin, Benin City. The reliability of instrument was established using Cronbach alpha statistics that yielded total alpha value of 0.80. Pearson product moment correlation was used to analyzed both the research questions and the hypotheses at 0.05 level of significance. The results revealed that the correlation coefficient between career development culture and job attraction is -.497 which is negative/inverse but moderate. It also showed that the coefficient value obtained for remuneration culture and job attraction indicates positive and high relationship. On testing the hypotheses, it was discovered there is a strong link between career development, remuneration and business educators' job attraction in Edo and Delta States. Sequel to the conclusion it was recommended among others, that Colleges of Education should strive to invest in the training/development of business educators as this will help maintain their core competencies and also enhance their job satisfaction and attraction of Business educators

The interplay of entrepreneurial motivations, job attractiveness and family-owned SMEs growth: evidence from China Pakistan Economic Corridor region

PurposeThe purpose of this study is to provide a nuanced explanation of the linkage between entrepreneurial motivations, job attractiveness and growth of family-owned small and mid-sized enterprises (SMEs) using expectancy and institutional theories.Design/methodology/approachThe data was collected from small family business owners and job seekers in the same companies during interview time using a simple random technique.FindingsThe study found that three EMs among small business owners play a pivotal role in family SME business growth in underdeveloped trade regions like China–Pakistan Economic Corridor. These firms are interested in investing in seaport-related commerce, restaurants or hotels and real estate business.Practical implicationsThe government, small family business owners, universities and regional youth can use this applied research for their benefits alike.Originality/valueThe study contributes in multiple ways. First, the authors brought a unique context in the emerging economies context of an informal economy like Pakistan. Second, the authors have uniquely tested the moderating role of job attractiveness in the least developed regions. Finally, the authors have integrated family SMEs’ expectancy theory and institutional perspective.

Pay-for-performance, job attraction, and the prospects of bureaucratic representation in public organizations: evidence from a conjoint experiment

ABSTRACT Does pay-for-performance – a hotly debated compensation scheme for incentivizing public service efficiency – induce inadvertent heterogeneity in job attraction that is counteracting the prospects of bureaucratic diversity and representation? Using data from a pre-registered conjoint experiment among US residents (n = 1,501), we examine whether pay-for-performance (compared to fixed pay) affects attraction to a public service job differently across race, gender, and age. Contrary to theoretical expectations, we find that pay-for-performance does not diminish attraction to a public service job within or between demographic groups. In fact, we find indications that pay-for-performance may enhance job attractiveness among individuals identifying with minority racial groups.

‘It’s a match!’: a discrete choice experiment on job attractiveness for public service jobs

ABSTRACT What makes public service jobs attractive to citizens? We address this question by studying several attributes simultaneously, categorizing the signals sent by each attribute as instrumental or symbolic, and clarifying the role of PSM. Using a conjoint experiment on a sample of citizens in Catalonia (Spain), the results show that citizens prefer stable, well-paid and public sector jobs in organizations pursuing public values. The influence of public values, a symbolic attribute, strengthens as PSM increases, but citizens with high PSM are equally responsive to the appeal of other attributes. The discussion addresses the findings and provides directions for future research.

Deserted Local News: Exploring News Deserts From a Journalistic Recruitment Perspective

An emerging body of research addresses how news deserts cause democratic deficits. This literature is mostly concerned with the closure of local news outlets. The present study was carried out in Norway, a country characterised by rich local media infrastructure. However, recruiting skilled and trained journalists to staff this infrastructure is challenging. Based on qualitative interviews with editors and journalism students (<em>N</em> = 21), this article explores the lack of skilled local journalists at small local newspapers, through a job attractiveness lens, and exposes how economic, geographic, and professional prestige factors contribute to labour deficits, identified as a brain drain threat in local journalism. The study expands the news desert research beyond the closure of local newspapers to encompass journalist labour deficits in an otherwise stable and diverse local media environment and discusses professional, societal, and political implications of the recruitment problem.

The Effect of Job Security and Job Attractiveness on Intention to Leave: the Mediation Role of Employee Engagement

Purpose: This study aim to examine the influence of job security on employee engagement, examine the influence of job security on employee intention to leave through employee engagement, examine the influence of job attractiveness on employee engagement, examine the influence of job attractiveness on employee intention to leave and examine and analyze the influence of job attractiveness on employee intention to leave through employee engagement at MSMEs in Sasirangan, South Kalimantan. Theoretical Framework: The factors that encourage the intention to leave employees such as job security. The term job security in this study is called job security. Job security is a person's expectations about continuity in a work situation that relates to employees' feelings of losing their job or losing desired job features such as lack of promotion opportunities, current working conditions, as well as long-term career opportunities. Design/Methodology/Approach: This research adopts the philosophy of positivism in its methodology. Therefore, a quantitative survey methodology was chosen. The research design uses explanatory research, which is to examine the effect related to the effect of job security and job attractiveness on the intention to quit employees through employee work involvement. The method used in this research is the path analysis method with SEM modeling using Smart PLS. The research population, namely, employees who work in the sasirangan fabric industry registered with the Department of Industry and Trade of the City of Banjarmasin, South Kalimantan, Indonesia totaled 39 industries with 273 workers. The determination of the sample using the Slovin formula with an error of 5%. So the study sample involved 162 workers with a random sample from a total population of 273 workers. Findings: The research findings provide evidence that job security has a positive effect on employee leave intentions as well as the mediating role of employee job involvement. Positive perceptions of employees about job security have a positive impact on engaging with their work in the organization. Further findings that job attractiveness has a positive effect on employees' intention to leave, as well as the mediating role of employee job involvement. Research, Practical & Social implications: Businesses must continue to struggle with global dynamics to remain competitive and grow in the long term by emphasizing the importance of companies managing and retaining employees. The results of research on job security and job attractiveness have a positive effect on employees' intention to leave as well as the mediating role of employee job involvement. Originality/Value: Findings of this research has contribution to MSMEs in Indonesia, especially in South Kalimantan. Management team of MSMEs could develop their business or maintain the existence by using suggestion that given in this study.

Voicing perceptions of local job seekers and employees toward workforce nationalization and employment

PurposeThis study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization literature in Gulf Cooperation Council countries. It also unpacks the factors that attract or discourage local job seekers and employees when considering a new job.Design/methodology/approachData were collected through in-depth interviews with 28 local job seekers who were either currently unemployed or employed and seeking another job at the time of the interviews.FindingsThe data revealed that nationals perceive Qatarization as a means to replace expatriate employees with nationals, particularly in the public sector and leadership positions. This misinterpretation of the strategy leads to complications, such as the waithood phenomenon and a sense of entitlement for guaranteed employment. The findings also provide insights into nationals' attitudes toward employment, including job attraction and discouraging factors.Research limitations/implicationsThe results provide policymakers with insights into the misinterpretation surrounding nationals' perceptions of workforce nationalization and remedies for better implementation of the strategy.Originality/valueThe study addresses two clear gaps in the workforce nationalization literature: (1) examining how nationals perceive the workforce nationalization strategy and (2) unpacking the factors that make employment attractive or unfavorable for nationals.

Аnalysis of the psychosocial climate in the pharmacy workforce and prospects for its improvement

Aim. To analyze the state of the psychosocial climate in the workforce of a pharmacy institution and develop ways to improve it.
 Materials and methods. The methods used by the authors to measure the psychosocial climate in the pharmacy workforce include questionnaires, the method for determining value-orientational unity, the method of O. S. Mikhalyuk and A. Yu. Shalyto, the psychometric test of C. E. Seashore, the method for studying the job attractiveness, the method for studying the level of satisfaction of pharmacy employees with working conditions, the method “The schematic map of the psychological and pedagogical characteristics of the group”. In the expert survey 697 respondents took part. The study was conducted between March 2021 and January 2022.
 Results. Using the method of O. S. Mikhalyuk and A. Yu. Shalyto it was determined that 45.01 % of the respondents surveyed liked working in a pharmacy; 41.86 % of respondents expressed no desire to change their place of work. A negative psychosocial climate was observed in 11.38 % of the pharmacy institutions studied; 51.6 % of labor groups were characterized by a low level of organization.
 Conclusions. Using valid methods the psychosocial climate state in the workforce of the pharmacies under research, the needs of employees in material and social security, mutual relations in the team, communication and the level of group cohesion have been studied. Directions for improving the psychosocial climate in the pharmacy workforce have been proposed, namely: strict compliance with the rules of conduct adopted in the pharmacy institution; involvement of organizational psychologists; team cohesion based on joint projects, informal events; conducting social and psychological trainings; development of the corporate culture; the optimal placement of the personnel, etc.

The Disadvantaged Home Care Personal Support Worker: Differences in Job Characteristics, Unionization, Pensions, Participation, and Wages by Care Sector in Canada.

Personal Support Worker (PSW) supply is struggling to match the rising demand within many countries, particularly in the home and community (HC) sector. Although care demand projections are often sector-specific, our understanding of sector discrepancies on the PSW labour supply side is limited. This paper compares PSW job characteristics by means, proportions, and tests of significance across HC, nursing and long-term care home (LTC), and hospital sectors utilizing a sample of Canadian PSWs (1996-2010). Compared to LTC and hospital sectors, HC PSWs had significantly lower average wages, labour participation levels, permanent positions, job duration, and unionization rates. Relative wage distribution graphs showed how sector wage discrepancies existed across the wage distribution. These distinctions made the comparatively disadvantaged HC PSW position particularly salient, with important labour supply implications by sector. The relative attractiveness of HC sector jobs will become more critical as the rise in HC demand is projected to continue.

Evidence of Greenwashing in Talent Attraction: Can Job Seekers Successfully Detect Deceptive Job Advertisements?

This research explores the effects of greenwashing on employer branding and job pursuits. Through the lens of signaling theory, we specifically examine the interaction of deceptive green marketing and perceived green organization image, aiming to highlight the conditions under which talents disregard the authenticity of job advertisements. Across four field experiments, using a total of 941 actual job seekers, we found that genuine green marketing leads to the highest attraction scores. However, when the perceived green identity of a company is low, green marketing can lead to an even lower number of applications than no green marketing. Thus, green marketing does not increase job attraction per se. It is rather a function of identity and ad campaign design. We also found that among participants with high environmental attitudes, the negative effects of greenwashing are amplified, resulting in even lower job pursuit intentions. On the contrary, job seekers with high person-organization fit appear to be unaffected by deceptive marketing. We are among the first studies to incorporate the notion of inauthentic green employer branding in job advertising and, in doing so, provide a new theoretical viewpoint of how talent’s perceptions of employers are built and modified. Our results aim to show to employers that providing misleading information harms job attraction and to provide insights on how to reduce greenwashing practices in the recruitment domain.