Organizational Attractiveness Research Articles

Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer

In recent times of uncertainty, new post-COVID-19 reality, and fierce competition for talented employees, organizational attractiveness as an appealing employer has emerged as one of the paramount facets, deeply integrated into strategic processes within organizations. However, there are many considerable challenges in understanding employee perceptions and meeting their expectations to become an employer of choice. The aim of the study is to examine Lithuanian employees’ attitudes toward different organizational attractiveness attributes, offering empirical insights for organizations to enhance their organizational attractiveness. To explore the manifestation of organizational attractiveness in Lithuanian organizations, 464 employed residents were surveyed using convenience sampling. Their attitudes were measured through the dimensions of social value, benefit value, development value, engagement value, economic value, management/leadership value, and work-life balance value. Descriptive statistics were used to analyze the questionnaire data. The results indicated that employees emphasized social (M = 7.44), management/leadership (M = 7.05), engagement (M = 6.80), and work/life balance values (M = 6.79), while benefits (M = 6.60), development (M = 6.54), and economic (M = 6.20) values received comparatively lower evaluations. Practical recommendations include promoting social responsibility, providing work opportunities, investing in employee’s development, fostering autonomy, improving leadership skills, and implementing systems for work-life balance and economic incentives. Upholding promises to employees is crucial for organizational credibility. By implementing these recommendations, organizations can enhance their attractiveness to both current and prospective employees. This study underscores the need for further research on sector-specific organizational attractiveness.

Human resources analysis based on ESG approach

The article discusses the use of the ESG approach when analyzing the labor resources of an agricultural organization. The main factors related to social responsibility and human resource management that can be assessed based on the ESG approach are described. The relationship between the sustainable development goals (SDGs) and the directions of ESG-oriented analysis of labor resources is reflected. Discusses the benefits of using an ESG approach to workforce analysis, including improving company reputation, increasing operational efficiency, reducing risk, and improving community relations. It is concluded that it is necessary to transform the accounting and analytical system of agricultural organizations based on the ESG approach in accordance with the needs of the development of rural areas, strengthening social responsibility and increasing the investment attractiveness of agricultural organizations. The proposed methodological approach to analyzing labor resources can be used to assess the level of social development of the workforce when generating non-financial reporting of agricultural organizations.

Anticipated chilly climate for women: the development and validation of a measure

PurposeThis study develops a measure of anticipated chilly climate for women and provides initial evidence of its validity.Design/methodology/approachWe draw on three studies. Study 1 consisted of three focus groups to gain deeper insights into the meaning of the concept for prospective female jobseekers and generate scale items. In Study 2, we pre-tested job post vignettes (N = 203), refined the scale items and explored the factor structure (N = 136). Study 3 aimed to determine the convergent and discriminant validity of the new scale (N = 224) by testing its relationships with organisational attractiveness, person-organisation fit perceptions and gendered language.FindingsThe results show that the anticipated chilly climate is an important concept with implications for applicants’ career decision-making and career growth in the technology industry, where women tend to be underrepresented. Perceptions of anticipated chilly climate comprise expectations of devaluation, marginalisation and exclusion from the prospective employment. The masculine stereotypes embedded in the language of the job posts signalled a chilly climate for both genders, negatively affecting perceptions of fit and organisational attractiveness.Originality/valueMost previous studies have focussed on the actual experiences of chilly climates in organisations. We extend this body of literature to anticipatory climates and draw on social identity threat theory and signalling theory to highlight that job applicants make inferences about the climate they expect to find based on job ads. Specifically, they may anticipate a chilly climate based on cues from job ads signalling masculine stereotypes. Whilst the literature has emphasised women’s perceptions of chilly climates within organisations, our results show that both genders anticipate chilly climates with detrimental consequences for both organisations and prospective job applications.

ORGANIZATIONAL ATTRACTIVENESS: A THEORETICAL REVIEW OF THE MOST RELEVANT EMPIRICAL RESEARCH FROM AN INTERACTIONIST PERSPECTIVE

Purpose: This research aims to analyze and deepen the study of the Organizational Attractiveness construct, identify the main gaps in the field, and propose possible future research in this regard.   Theoretical Framework: The shortage of talent in companies, the growing competition, and the new normality have made attracting talent a strategic but critical element for companies. In this sense, Organizational Attractiveness is recognized by various authors as a relevant construct to understand the attraction. In addition, these authors highlight some academic and empirical problems in this field of study.   Design/Methodology/Approach: The literature review of more than 300 articles from the Scopus, Web of Science, and Google Scholar databases allowed us to analyze the content and identify 12 articles that discuss the measurement of Organizational Attractiveness under the conceptual models and theoretical framework identified.   Findings: This theoretical research process has allowed us to identify four main gaps in this field of study. The gaps found are based on the comprehensive view of the dimensions of Organizational Attractiveness, the approaches to the study of Organizational Attractiveness, the methodology applied, and the sample studied.    Research, Practical & Social Implications: Future research is proposed to resolve the gaps.   Originality/Value: Although attraction and Organizational Attractiveness have proven strategic and critical, there is little research in the literature that acknowledges the gaps in the field of study. Identifying and closing these gaps could help companies better attract talent.

The role of employer branding and internal marketing in talent attraction and retention: an applied study in a Portuguese metallurgical industry

PurposeThis research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these strategies can help companies to overcome the difficulties related to the talent shortage, from the perspective of a SME Portuguese metallurgical industry.Design/methodology/approachThe research resorts to a case study of a qualitative nature, through a semi-structured interview with the head of the human resources (HR) training and development area of the Navarra Group, and quantitative, through surveys to its employees. Based on the literature, a conceptual model was constructed, whose application allowed us to perceive the relationships between the practices of EB and IM; satisfaction, motivation and commitment; attraction and retention.FindingsThe exploratory interview concluded that organizations consider EB and IM essential for an effective talent management strategy. The quantitative results demonstrate that IM and EB practices implemented in the organization contribute to the satisfaction, motivation and involvement of employees, which results in a decrease in the intention to leave. It is also noted that these practices promote an increase in the perception of organizational attractiveness, which represents a positive impact on its ability to attract.Research limitations/implicationsFrom a theoretical perspective, the research contributes to the development of knowledge about IM, EB and talent management, providing relevant data that can help define the best strategies for attraction and retention, from the point of view of IM and EB.Originality/valueThe research presents preliminary insights that can be an auxiliary tool for HR managers and professionals in the context of industrial SMEs.

Do international new ventures have attraction advantages? Insights from a recruitment perspective

This study applies a recruitment lens to examine how the proactive internationalization of new ventures might influence job seeker perceptions of organizational attractiveness. Using signaling theory and person-environment fit theory to develop our hypotheses, we employ a metric conjoint experiment with 209 job seekers (making 3344 decisions). Our multilevel regression results suggest that the international new venture (INV) strategy of proactive internationalization presents an ambivalent recruiting signal to job seekers. However, this effect is positively moderated by job seekers’ personal initiative and international experience. We offer implications for signaling theory in international entrepreneurship, and practical implications for staffing INVs.

Effect of Educational Program about Sustainable Leadership for Nursing Managers on Sustainable Development Behaviors and Organizational Attractiveness

Effect of Educational Program about Sustainable Leadership for Nursing Managers on Sustainable Development Behaviors and Organizational Attractiveness

How Organizational Responses to Sexual Harassment Claims Shape Public Perception

Sexual harassment remains pervasive in the workplace. Complementing past research examining the intra-organizational effects of sexual harassment, this paper investigates its extra-organizational consequences by considering reputational damage organizations can suffer from sexual harassment claims. Four experiments (NTotal  = 1,534) show that even a single sexual harassment claim can damage public perception of gender equality of an organization, which reduces organizational attractiveness. However, an organizational response characterized by proactive consideration of the claimant (compared to no mention of sexual harassment, mention of sexual harassment with no response, or a minimizing response to a sexual harassment claim) fully restores, and sometimes even increases, public perceptions of the organization’s commitment to due process and gender equality. Implications for theory and practice are discussed.

How and Why Commitment-Focused Hospitality Employee Recognitions Attract Growth-Minded Job Seekers: An Inspiration Theory Perspective

Applying inspiration theory, this research contrasts the effect of commitment- versus achievement-focused social media employee recognition on growth- versus fixed-minded job seekers’ perceived organizational attractiveness and job pursuit intentions. Results across two studies show that growth-minded job seekers exhibit significantly higher levels of perceived organizational attractiveness and job pursuit intentions toward commitment-focused (vs. achievement-focused) recognition. In contrast, there was no discernible difference among fixed-minded job seekers. Notably, these effects were moderated by recognized individuals’ organizational status (i.e., employee vs. management) and the recognition reshare party (i.e., recognized individual vs. company). Moreover, the findings observed that the conditional effects were underpinned by the mechanism of inspiration. This research offers valuable insights for the hospitality management literature and provides pragmatic recommendations for hospitality firms and HR professionals aiming to attract growth-minded potential employees.

How does perception of artificial intelligence- user interaction (PAIUI) impact organizational attractiveness among external users? An empirical study testing the mediating variables

The purpose of this paper is to explain how perception of AI- user interaction (PAIUI) impacts organizational attractiveness among external AI users. Moreover, this paper tests the mediating variables that explain this relation among them. The samples include both customers and job applicants who have interacted previously with AI tools. A questionnaire was Developed, tested, and distributed among the AI users. The results of 194 valid questionnaires revealed that perception of AI directly impacts organizational attractiveness only for job applicants. Moreover, it seems from the findings that both fairness and anxiety explain the mediating impacts between perceptions of AI and attractiveness. On the other hand, the results showed that perception of AI doesn't directly impact corporate attractiveness among customers. However, it can impact communication quality dimensions among them. This paper is considered one of the first papers that investigate the impacts of AI among different stakeholders. Moreover, it is one of the limited papers that explain AI-attractiveness relationship.

Modeling corporate social responsibility and organizational attractiveness: the underlying mechanism of organizational trust

Modeling corporate social responsibility and organizational attractiveness: the underlying mechanism of organizational trust

Help yourself before helping others: When corporate social responsibility does not make a company more attractive to job seekers

AbstractThis paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally‐directed CSR activities and job seekers’ perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally‐directed high‐investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally‐directed HIHRS, the positive influence of externally‐directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3).

Attachment and attractiveness towards organizations: reinforcing the intention to stay amidst the “great resignation”

Purpose The motivation for this study is to understand the stressful situations leading to great resignation and evaluate the cognitions of psychological attachment (PA) and organizational attractiveness (OA) to mitigate this crisis, using the attachment theory as the theoretical basis.Design/methodology/approach A cross-sectional study was conducted on individuals employed in Indian organizations (Nifty 50) to identify the most impactful cognitions underlying the dynamics between person–job fit (P-J fit) and the intention to stay (ITS).Findings This study highlighted that a serial mediation relationship between PA (specifically “internalization”) and OA is influenced by the P-J “needs–supplies” fit, particularly during extraordinarily stressful times. Managers must re-emphasize PA and OA as core organizational resources that must be prioritized, maintained and refined to reinforce employees' intent to stay in their organizations.Originality/value No research has studied P-J fit, PA, OA, underpinned by the attachment theory to reinforce the ITS given the context of the great resignation triggered by the pandemic's extraordinarily stressful situation.

Leveraging digitalization and people-centeredness: an investigation of the attractiveness of Italian museums and cultural institutions

PurposeThe evolving visitors' expectations and the unfolding digital transformation compel rethinking on the service offering of museums and cultural institutions. Although digitalization and people-centeredness are widely exploited to enhance the visiting experience, there is limited evidence of their implications on organizational attractiveness. The article investigates this issue, examining the service attributes that entice visitors.Design/methodology/approachThe study collected secondary data from the latest census study by the Italian Institute of Statistics on museums and cultural institutions. Two hierarchical regression models have been run on a sample of large publicly owned organizations (n = 312) to identify the service factors that were most effective in attracting Italian and foreign visitors.FindingsMuseums and cultural institutions undergoing a digital transformation were more effective in attracting visitors. The delivery of virtual tours and online events captivated the Italian audience. Foreigners appreciated the opportunity to use applications augmenting the on-site visit.Practical implicationsDigitalization and people-centeredness improve the attractiveness of museums and cultural institutions. Using digital channels to engage visitors fosters their desire to interact with cultural heritage. Furthermore, digitalization enriches the on-site visit, expanding conventional services with virtuality. However, the adverse effects on cultural heritage should be carefully handled.Originality/valueThis study highlights the service attributes that add to the attractiveness of museums and cultural institutions, enabling them to engage visitors and improve the visiting experience.

Investment attractiveness of the agro-industrial complex: problems and solutions

Relevance. The analysis of trends in the development of the agricultural sector is presented, which makes it possible to interpret the importance of increasing the investment attractiveness of the agricultural sector of the economy.Methods. Within the framework of a systematic approach, methods of economic research were used: systematic, bibliographic, comparative.Results. A number of the most common risks arising in the investment process have been identified. Based on theoretical considerations, it is established that the main disadvantage is the underestimation of the main indicators. The role and importance of methods for assessing the profitability of investments are determined. The most acceptable approaches in this area are highlighted. The mechanisms of adjusting the investment attractiveness of the agro-industrial complex are presented. The features of the study of the effectiveness of socio-economic development of the agro-industrial complex through its supply and creative functions are revealed. The importance of competitiveness factors is pointed out.In order to implement investment projects and programs in this context, it is necessary to develop and use management systems that increase the attractiveness of investments in agricultural enterprises. When evaluating alternatives (investment projects) with respect to essential objective functions, quantitative values (or utility values) are determined. An appropriate scale should be used for each objective function. The type of measurement scale depends on the measurement of the expression of the objective function. They should be presented in the order of levels — starting from the lowest level of measurability. The use of these techniques can significantly improve the quality of investment decision-making. In this study, it is considered that methodologies are particularly useful when creating a system for monitoring the investment attractiveness of organizations.

Passion is key: High emotionality in diversity statements promotes organizational attractiveness.

To attract and retain a more diverse workforce, organizations embrace diversity initiatives, expressed in diversity statements on their websites. While the explicit content of diversity statements influences attitudes towards organizations, much less is known about the effect of subtle cues such as emotions. In three pre-registered studies, we tested the effect of positive emotionality in diversity statements on attitudes towards organizations. Study 1 focused on the degree to which 600 European organizations employed emotionality in their diversity statements, finding that although their statements differed in the level of emotionality, on average, organizations avoided highly emotional words. Study 2 (N = 220 UK participants) tested the effect of original diversity statements on readers' attitudes towards an organization, demonstrating that the level of emotionality in the existing statements did not influence positive attitudes towards the organization. In Study 3 (N = 815 UK participants), we thus modified the diversity statements so that they contained high levels of positive emotionality that triggered more positive emotions and resulted in more positive attitudes towards an organization. Taken together, highly emotional words (e.g. passionate; happy; wholeheartedly) are key in diversity statements if organizations wish to increase their attractiveness among potential employees.

Does Socioeconomic Status Moderate the Relation Between Cultural Wording of Recruitment Information and Organizational Attraction?

Does Socioeconomic Status Moderate the Relation Between Cultural Wording of Recruitment Information and Organizational Attraction?

Attracted to the Hustle? An Impression Management Perspective on Entrepreneurial Hustle in New Venture Recruitment

AbstractResearch has shown that impression management helps entrepreneurs access critical resources, but insights into applying concrete impression management techniques in new venture recruitment remain scarce. This knowledge gap represents a challenge for new ventures facing disadvantages in recruitment. We propose self‐presentations of entrepreneurial hustle as an effective impression management technique for entrepreneurs. Such self‐presentations to applicants increase the perceived competence and thereby the attractiveness of entrepreneurs' new ventures. We introduce applicants' individual entrepreneurial orientation and entrepreneurs' gender as factors influencing the relationship between entrepreneurial hustle and perceived entrepreneurial competence. Employing an experimental vignette methodology across three samples – a main sample drawn from mTurk (N = 613) and two additional samples from Prolific (N = 130) and German management students (N = 188) – we find that perceived competence mediates the relationship between entrepreneurial hustle and perceived organizational attractiveness. While individual entrepreneurial orientation weakens the effect of entrepreneurial hustle self‐presentations on perceived competence, we do not find an influence of entrepreneurs' gender. This research indicates mechanisms and contingencies regarding the effect of entrepreneurial hustle self‐presentations. Our results advance not only research on entrepreneurial hustle but also theory on interviewer‐level impression management and new venture recruitment.

Impact Analysis On Perceived Credibility Of Online Job Advertisement And Employer Branding To Intention To Apply Generation Of Job Seekers With Organizational Attractiveness As Mediating Variable

The current era of technological and industrial development 4.0 has had various impacts on daily life and activities, where the digitalization process has become the basis of competitiveness in the business and industrial environment. One of the areas that are affected is in the field of human resource management and the recruitment process which leads to electronic recruitment. Moreover, one of the challenges for companies today is facing a 'talent war' in the current labor market, which directs them to attract potential talent by creating employer branding and providing relevant vacancy information. This study examines the effect of perceived credibility of online job advertising and employer branding on the intention to apply for a job among Generation Z job seekers in technology start-ups in Indonesia, with organizational attractiveness as a mediating variable. The research respondents were 270 Generation Z job seekers in the Jabodetabek area, and a quantitative research method was used with Structural Equation Model (SEM) analysis

Recruiting For a Better Tomorrow: How Sustainable Practices Are Shaping the Future of Talent Acquisition

Demographic change and the lack of young qualified applicants positions the recruitment process as a core component of an organization and increasingly forces companies to evaluate their attractiveness as employers. A shift in interests among young, qualified applicants raises the question of whether the integration of sustainable values into the business model, strategy, and brand of small and medium sized companies (SMEs) can increase its attractiveness as an employer (Holt, Marques, & Way, 2012). The literature shows that the effects of sustainability on organizational determinants are still in need of further research. Previous studies observe a positive relationship between corporate social responsibility (CSR) and organizational attraction but fail to consider the complex nature of the decision process of applicants by only considering the isolated effect of CSR (Albinger & Freeman, 2000). Furthermore, various studies find different character traits among age groups (Cennamo & Gardner, 2008). This study tests the effects of generational groups on different factors of organizational attraction so companies can e.g. more accurately design their job advertisement. Keywords: CSR, recruiting, policy capturing, generational theory