Organizational Attractiveness Research Articles

The Signaling Effect of Biophilic Job Posts: Do Applicants Trade Green for Green?

ABSTRACTContemporary job postings increasingly rely on visual content to attract applicants through social media platforms, calling for scholarly attention to organizational aesthetics in recruitment. This study accordingly examines the signaling function of biophilic workspace design conveyed in job posts. We integrate theorizing on organizational aesthetics and biophilia with signaling theory to posit that biophilic job posts serve a dual signaling role as both a stimulus of signal attention by eliciting a visceral response and as a signaled source of credible information by evoking an evolutionary disposed cognitive interpretation. More specifically, we model pleasure and arousal as an indicator of stimulated attention, organizational attraction and the willingness to trade pay as evaluated responses to the signal, and attributions of communal organizational traits as an intervening interpretation of the signal—consistent with the role of symbolic attributes in prospective applicant evaluation of organizations. Three primary experiments largely support our predictions. Overall, this research extends the function of aesthetic signals to organizational signaling, validates organizational aesthetics as a stimulus of directed evaluation, and expands the scope of biophilic theory in organizational research. Findings also inform the practical question of whether biophilic job posts function as a non‐pecuniary differentiator in recruitment.

Does communicating measurable diversity goals attract or repel historically marginalized job applicants? Evidence from the lab and field.

Many organizations struggle to attract a demographically diverse workforce. How does adding a measurable goal to a public diversity commitment-for example, "We care about diversity" versus "We care about diversity and plan to hire at least one woman or racial minority for every White man we hire"-impact application rates from women and racial minorities? Extant psychological theory offers competing predictions about how historically marginalized applicants might respond to such goals. On one hand, measurable diversity goals may raise belongingness concerns among marginalized group members who are uncomfortable with being recruited and hired based on their demographics. On the other, measurable goals might increase organizational attraction by signaling that marginalized group members are more likely to be hired. In a preregistered field experiment (n = 5,557), including measurable diversity goals in job advertisements increased application likelihood among marginalized group members-women and racial minorities-by 6.5%, without sacrifices to candidate quality. These field effects were primarily driven by White women, who were 10.5% more likely to apply after seeing a measurable diversity goal. Follow-up studies with women (total n = 893, preregistered) and racial minorities (total n = 865, preregistered) suggest that although measurable diversity goals signal a more instrumental approach to diversity, they also increase perceived strategic benefits and beliefs that the organization's commitment is genuine among both groups, which in turn are tied to increased willingness to apply. We discuss the tensions marginalized group members face when evaluating organizational diversity initiatives. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

The role of masculine and feminine gender enactment in hospitality leadership

Purpose The stereotypical assumptions of what it means to be hegemonically masculine and to be a leader are aligned in current society, potentially creating role incongruity for anyone who does not fit into this definition. The purpose of this study is to investigate whether masculine and feminine leadership traits of men and women hospitality managers affect employees’ intention to trust leaders and organizational attractiveness. Design/methodology/approach Explanatory mixed methods were used. First, two experiments (Study 1 = woman manager, n = 137; Study 2 = man manager, n = 117) were conducted with current hospitality employees to test the interaction of masculine versus feminine enactment and the leadership gender composition (3%, 23% or 53% women) on organizational attractiveness and intent to trust the leader. Results did not align with the theories; therefore, three focus groups were held with 13 current hospitality employees. Findings Results indicate a shift toward the preference for communal (feminine) characteristics in hospitality leadership with a balance of masculine traits. Research limitations/implications The influence of managers’ gender-related behaviors on trust and organizational attractiveness goes beyond their physical gender traits, indicating that gender plays a more crucial role than previously understood. Originality/value By using role congruity theory and hegemonic masculinity, this study offers a nuanced understanding of masculine and feminine gender enactment and broadens leadership theory by including the perspectives of nonhegemonic men and assertive women.

When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions

When and why do employer sponsored egg freezing benefits relate to organizational attraction? The role of HR attributions

Increasing the Effectiveness of Job Advertisements: How the Use of Imagery Language Impacts Perceived Organizational Attractiveness

Although effective job advertisements play a critical role in generating sufficient interest in potential applicants to actively pursue further relations with a public organization, insights on how such job advertisements need to be formulated in order to impact organizational attractiveness are limited. Therefore, this study examines if and how the use of imagery language in mission statements embedded in job advertisements is a valuable pathway to increase the effectiveness of job advertisements. The focus on mission statements is motivated by the fact that the service and society-oriented focus of public organizations is a distinguishing characteristic that can be a strength in a competitive job market. Based on two randomized survey-experiments using the same design (196 bachelor and 703 final-year students), we found that imagery language in mission statements initiates an underlying motivational process in which person-organization fit and mission valence are reinforced, resulting in higher levels of perceived organizational attractiveness.

Industry Image Perceptions and Organizational Attractiveness: Results of an International Survey

ABSTRACTExtending the research on corporate brand image and recruitment, this study investigates the influence of industry image on organizational attractiveness in a cross–national context. Drawing from signaling theory and the application of the instrumental‐symbolic image framework, we apply an experimental vignette design in the renewable energy industry (REI) and the oil and gas exploration and production industry (OGI) with potential job applicants in France, Germany, and the United Kingdom. We conceptualize national context as collective signaling environments. Results from 550 respondents indicate that the REI and OGI differ in most of the instrumental and symbolic image dimensions. The instrumental image dimension of pay and the three symbolic image dimensions of sincerity, innovativeness, and prestige predict organizational attractiveness. Moreover, sincerity, innovativeness, and prestige carry a mediating effect in the link between industry affiliation and organizational attractiveness. Findings also demonstrate that image perceptions of the REI and OGI vary across countries such that the already more favorable image perceptions regarding the REI are for the most part even more pronounced in France. Implications for theory and tailored recommendations for practice are provided.

CORPORATE SOCIAL RESPONSIBILITY IMPACT ON ORGANIZATIONAL ATTRACTIVENESS- AN INVESTIGATIVE STUDY

After the covid-19 there is a huge change in the human perspective towards society. People are drifting towards environmentally cautiousness. People started understanding all these pandemics are the result of pollution and global warming. Accordingly, people started supporting environmentally friendly products. Employees are not exception for this phenomenon, employees also preferring the organizations which are more concern about the environment. At the same time there is a leaping demand for healthcare professionals and India witnessed a flood of migration in healthcare sector due to rise in demand for skilled professionals across the globe. In this context current research examined the corporate social responsibility impact on organizational attractiveness in employee perspective. KEYWORDS: Corporate Social Responsibility, Organizational Attractiveness, Global Warming, Employee Migration.

ORGANIZATIONAL ATTRACTIVENESS IN THE HEALTHCARE ORGANIZATIONS: A STUDY ON THE SELECT HEALTHCARE ORGANIZATIONS IN MEERUT, UTTAR PRADESH, INDIA

Research into organizational attractiveness in the healthcare sector is essential for tackling significant workforce challenges, including staff shortages and high turnover. In this sector, organizational attractiveness refers to how appealing an organization is to current and potential employees, influenced by factors like reputation, compensation, culture, and opportunities for development. A strong organizational brand can aid in attracting qualified professionals, which is especially critical in a field where skilled talent is both scarce and in high demand due to increasing patient needs and the growing role of digital healthcare. By strengthening their organizational attractiveness, healthcare organizations can create a competitive advantage in the labor market, ultimately enhancing patient care through a more motivated and stable workforce. In this context current article focusses on measuring the organizational attractiveness of healthcare organizations in the study area. KEYWORDS: Organizational Attractiveness, Workforce Challenges, Reputation, Compensation, Culture.

Nurses' Perceptions of Organisational Attractiveness and Related Factors in Health Care: A Mixed Methods Systematic Review.

To identify and integrate the best evidence on nurses' perceptions of organisational attractiveness and related factors in health care. A mixed methods systematic review. The review followed the Joanna Briggs Institute Mixed Methods Systematic Review methodology and a convergent segregated approach which involved separate qualitative and quantitative syntheses followed by integration in a narrative form. A systematic search was conducted in August 2023 with no time or geographical limits in CINAHL, PubMed, Finnish database Medic, Scopus, ProQuest, Web of Science, MedNar and EBSCO databases. Studies published in English, Finnish and Swedish were included. Eleven studies (three qualitative, eight quantitative) were identified and studied further. The results indicated that key themes of organisational attractiveness in health care were the dimensions of patient and professional work well-being, opportunities for professional growth and the responsibilities of the organisation. Patient and work well-being for nurses have a considerable effect on organisational attractiveness. Organisations play a notable role in enabling nurses' professional growth. Responsibilities of the organisation extend to higher political decision-making as well as to managers of the healthcare organisations. Organisational attractiveness covers the entire organisation, its patients, professionals and managers. Enhancing multi-professional cooperation, implementing effective management practices and branding of the organisation can contribute to increased organisational attractiveness. Organisations should consider nurses' wishes, develop strategies to improve competencies, leverage social media to develop their brand, extend the orientation to all levels of the organisation and increase interdepartmental and external collaboration. Future research on organisational attractiveness is necessary in health care and the views of healthcare professionals on a wider scale. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines were used when reporting the results. There was no patient or public contribution. The protocol was registered in the PROSPERO database of the National Institute of Health Research (CRD42023451680).

The role of employees' perceptions of corporate social responsibility in the relationship between organizational reputation and organizational attractiveness. Evidence from Italy

AbstractRecruitment success or failure hinges on organizational reputation (OR), encompassing both internal and external perceptions, as well as corporate social responsibility (CSR) activities. While existing literature underscores the direct positive impact of formalized CSR on OR and organizational attractiveness (OA), it remains unclear whether personal perceptions of CSR consistency with organizational behavior influence the OR–OA relationship. This study aims to bridge this gap by examining the interplay of CSR in the relationship between OR and OA. Employing a self‐administered survey, data is collected from a diverse sample comprising postgraduate students and working professionals. The findings from this empirical investigation aim to shed light on the nuanced dynamics between CSR, OR, and OA, thereby contributing to the scholarly discourse and informing HR practitioners' decision‐making processes.

Digital Marketing and Its Impact on Organizational Attraction: An Analytical Study of the Opinions of a Sample of Administrative Leaders in the Public Telecommunications and Information Technology Company

The main purpose of this research is to understand the role of digital marketing in the Public Telecommunications and Information Company by exploring its four dimensions (communication channels, social media, digital relations, and digital technologies) in enhancing its organizational attractiveness. The problem of the research, the company is struggling how to cover all consumer needs and preferences, comprehend their behavior, and set specific objectives to improve organizational attraction, whether to increase subscribers or enhance interactions with other companies. Digital marketing requires sustained time and effort for long-term success, which is why this research aims to provide a set of marketing mechanisms to address the problem, potentially through electronic platforms or social media. To achieve objective of the research, the descriptive-analytical approach was used. A questionnaire was the main tool used to collect data and information was distributed to a sample of the company's middle management leaders (119) in the Public Telecommunications and Information Company. the researchers employed a series of descriptive statistical techniques that included the arithmetic mean, standard deviation, coefficient of variation, and simple regression coefficient by using the statistical program (SPSS. V.26). The results confirmed the significant impact of digital marketing on enhancing the leaders' ability to increase organizational attractiveness, enabling them to execute their assigned activities and tasks more effectively. Paper type: Research paper.

Hierarchy as a signal of culture and belonging: Exploring why egalitarian ideology predicts aversion to hierarchical organizations

Variation in people's ideological preference for the maintenance of inequality between social groups (i.e., social dominance orientation; SDO) predicts important sociopolitical outcomes, such as endorsement of different social policies, institutions, and belief systems. We argue that SDO may also inform people's engagement with work organizations. Specifically, we propose that SDO may impact attraction to different organizational structures. Across 6 experiments (N = 3034), we find that people with relatively egalitarian values are less attracted to organizations with much (vs. little) managerial hierarchy; this gap in attraction is attenuated for relative anti-egalitarians (Studies 1a-b). These effects are not moderated by whether dominant vs. subordinate group members occupy positions of power in hierarchical arrangements (Study 2a-b) and are driven by signals concerning likelihood of organizational belonging that egalitarians (vs. anti-egalitarians) derive from managerial hierarchy (Studies 3a-b). We discuss implications for social dominance theory and research connecting ideology to organizational attraction.

The effects of candidates’ negative attitudes toward cybervetting on organizational attractiveness: the role of gender

PurposeThis study aims to investigate the effects of candidates' perceptions of cybervetting – the evaluation of social media profiles by employers – on the perceived attractiveness and prestige of organizations and the role of gender as a moderator in these relationships. Three perceptions – perceived injustice, privacy invasion and surface validity – are used to evaluate candidates' attitudes about cybervetting.Design/methodology/approachThe sample is comprised of third- and fourth-year undergraduate students at a university in Ankara, Türkiye. A survey technique was used to collect research data. The survey form was prepared on an online platform.FindingsSurvey results revealed that negative perceptions of cybervetting significantly affected perceived organizational attractiveness, prestige and intention to pursue the organization. Still, no significant difference was found between the women and men groups in this effect. Men candidates are more concerned about the validity and fairness of cybervetting.Originality/valueThe research's findings are anticipated to shed significant light on how cybervetting is conceptualized, specifically whether feelings of injustice, privacy invasion and validity constitute core components of cybervetting. Besides, the findings are expected to reveal whether candidates' attitudes toward cybervetting affect their perceptions regarding the general attractiveness and prestige of the organizations.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

Well-being policies and applicant attraction: The mediating role of employer brand personality

Increasingly, (potential) employees take their well-being into account when choosing or quitting jobs. However, we do not yet know whether and how organizations can influence applicant attraction by communicating their well-being policy within recruitment materials. Based on signaling theory, we hypothesize that a well-being policy functions as a signal through which potential applicants make inferences about employer brand personality (organizational warmth and competence), ultimately increasing organizational attractiveness and application intentions. Moreover, we examine whether the content of the well-being policy matters and compare (a) prevention versus promotion policies and (b) individual-level versus organizational-level policies. Two experimental studies among samples of Belgian employed potential applicants showed that a well-being policy increased organizational attractiveness and application intentions, while organizational warmth served as an explaining mechanism. Organizational-level well-being policies elicited higher application intentions compared to individual-level well-being policies, which was mediated by organizational warmth and competence. Moreover, we found that even in the presence of another strong signal (salary information), a well-being policy is still linked to increased applicant attraction. Lastly, a well-being policy increases organizational attractiveness especially when salary is average in comparison to when salary is above average.

Fairness in E-Recruitment: Examining Procedural Justice Perceptions and Job Seekers’ Intentions

Corporate websites are crucial in recruitment, as the prospective applicants’ experiences in digital recruitment may influence their intentions. Therefore, understanding how opportunity-to-perform perceptions (OPP) integral to procedural justice experienced by potential applicants while visiting a corporate recruitment website impact their reactions towards the company can be key. This study aims to elucidate the influence of OPP on applicants’ intentions to apply (ITA) via corporate websites. Specifically, it explores the indirect relationship between OPP during recruitment and ITA one month after visiting a company website, mediated by organizational attractiveness and ITA measured immediately after and one week after the website visit. This multi-wave study collected 260 cases from master’s students in psychology who completed a questionnaire across waves. Hypotheses were tested using the PROCESS macro in SPSS. The findings highlighted a serial mediation pathway, wherein the indirect connection between OPP and ITA after one month was mediated through organizational attractiveness, ITA immediately after, and one week after website visits. The results highlight the importance of enhancing procedural justice corporate websites to influence applicants’ perceptions and intentions positively and improve recruitment outcomes. Future research should explore the effect of long-term justice perceptions as a basis for a sustainable employee–employer relationship.

Employer Branding: Through the Lens of Career Growth and Organizational Attractiveness

Employer Branding: Through the Lens of Career Growth and Organizational Attractiveness

Enhancing organizational attractiveness through CSR consistency: Examining the impact of corporate hypocrisy, conceptual fluency, and proactive communication in HR recruitment

AbstractIncorporating corporate social responsibility (CSR) into organizational strategies has become essential, demonstrating a dedication to ethical conduct and sustainable practices. This paper investigates how consistency in CSR practices impacts organizational attractiveness. Drawing upon the theory of the continuum model of impression formation, two separate studies were undertaken to investigate the influence of CSR consistency (both consistent and inconsistent CSR) on the appeal of organizations. Besides, these studies aimed to evaluate the mediating roles of conceptual fluency and perceived corporate hypocrisy in this relationship, as well as the moderating effect of two corporate communication strategies (proactive and passive). The study found that perceptions of corporate hypocrisy played a significant mediating role in the link between inconsistent CSR practices and the appeal of an organization. This mediating effect was diminished by the use of proactive communication strategies. In contrast, conceptual fluency was identified as a key mediator in the relationship between consistent CSR practices and organizational attractiveness, with its mediating effect being enhanced by proactive communication strategies. This study makes a novel contribution by focusing on the temporal stability of CSR initiatives and broadens the understanding of whether sustained engagement in CSR activities over time confers greater organizational attractiveness than occasional or random initiatives. This study extends the theory of the relationship between perceived CSR and job seekers and provides guidance and recommendations for CSR activities and HR recruitment practices for companies in the post‐epidemic era.

Examining the Characteristics and Effectiveness of Online Employee Reviews

Employee reviews on platforms like Glassdoor and Indeed significantly influence organizational attractiveness of millions of prospective applicants. To deepen our understanding of this phenomenon, we examined the effects of employee review characteristics on perceived helpfulness – a proximal indicator of adopting shared information. Specifically, we investigated the relationship between the sentiment of organic Glassdoor reviews (ranging from positive to negative attitudes) and their helpfulness ratings. Additionally, we explored the moderating roles of overall corporate ratings and employee status in shaping the impact of employee reviews.Employing automated text analysis with Latent Dirichlet Allocation (LDA) and Structural Topic Modeling, we further delved into employee review content to extract the topics discussed and how their attributes (e.g., the extent to which the topic is discussed) influence perceived helpfulness. Drawing insights from an extensive analysis of 24,687 Glassdoor reviews, our findings revealed that negative reviews of lower rated organizations tend to receive higher helpfulness ratings, particularly when provided by former employees. The topics identified through LDA encompassed both instrumental and symbolic aspects of organizations, with their extent of discussion uniquely interacting with sentiment. Our study sheds light on the profound impact of employee satisfaction on the perceived helpfulness of online reviews. By presenting a comprehensive analysis of online reviews, this research offers valuable insights for businesses to enhance their organizational attractiveness and better understand the dynamics of online reputation management.

It's just a game! Effects of fantasy in a storified test on applicant reactions

AbstractThere is increasing attention to storification of assessments (i.e., embedding a storyline into a non‐storified assessment) in research and practice and to gamified and game‐based assessment in general. However, there is a surprising lack of agreement and of recommendations regarding what level of fantasy of the storyline one should choose for the storification from the perspective of applicant reactions. A distinction is typically made between fantasy (e.g., fighting aliens) and realistic (e.g., workday simulations) storylines, with both choices having their advantages and disadvantages. In this study, a sample of 195 participants was shown either a storified realistic test, a storified fantasy test, or a non‐storified test. Afterwards, they rated various applicant reaction measures. Both storified assessments were rated equally positively on perceived modernity of the organization and enjoyment but the storified realistic test was superior to the storified fantasy test in terms of perceived job‐relatedness, procedural fairness, organizational attractiveness, and clarity of work activity. Thus, the level of fantasy of a storyline in a storified assessment plays an important role for applicant reaction variables, whereby the overall pattern of results showed that the storified realistic test was rated most favorably, followed by the non‐storified test, and the storified fantasy assessment.