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Open Access
Article
Publication date: 7 August 2023

Elvira К. Buitek, Saule A. Kaliyeva, Ardak N. Turginbayeva, Marziya K. Meldakhanova and Aijaz A. Shaikh

Drawing on the contemporary literature and the theory of employer attractiveness, the authors aimed to examine key antecedents and consequences of employer attractiveness by…

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Abstract

Purpose

Drawing on the contemporary literature and the theory of employer attractiveness, the authors aimed to examine key antecedents and consequences of employer attractiveness by proposing functional hypotheses and relationships between some endogenous variables.

Design/methodology/approach

Using the quota-cum-purposive sampling method, the unit of analysis selected for this study was millennials aged 18–35 years and working in the hospitality, travel, tourism and leisure (HTTL) sectors for the last two years. A total of 218 responses were collected in three months (June–August 2022). The data were analysed using partial least squares structural equation modelling (PLS-SEM).

Findings

For young employees, company recruitment behaviour, company image and source credibility are significantly and directly related to company attractiveness. The relationship between company image and employee word of mouth (WOM) was significantly positive. Company recruitment behaviour was found to significantly influence employee commitment. Company attractiveness was found to be directly related to young employees' WOM about the company and commitment to it.

Originality/value

The study establishes the significance of company attractiveness because a company's success largely depends on the company's ability to attract and retain a talented and skilled workforce. Moreover, the present study provides much-needed insights to policymakers and regulators that can help the policymakers define and implement favourable policies to promote and protect the country's job market and offer directions to youth employment.

Details

Asia-Pacific Journal of Business Administration, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 9 March 2012

Mads Mortensen and Jan Arlbjørn

This paper aims to investigate the concept of inter‐organisational supplier development programs and to stress the importance of considering suppliers' interest and motivation…

3385

Abstract

Purpose

This paper aims to investigate the concept of inter‐organisational supplier development programs and to stress the importance of considering suppliers' interest and motivation when implementing development initiatives.

Design/methodology/approach

This paper's theoretical framework is based on an in‐depth literature review that analyses how extant supplier development literature considers an inter‐organisational approach. A single case study of eight inter‐organisational relationships is also included.

Findings

The literature review reveals a lack of focus on inter‐organisational approaches to supplier development, even though the literature mentions it as a missing theme. Customer attractiveness is presented as one approach that takes supplier view and motivation into consideration. This idea is supported by the case study, which indicates that supplier performance is influenced by perceived customer attractiveness.

Research limitations/implications

This paper is based on only a single case study and does not provide the basis for statistical generalisation. A theory on customer attractiveness is under development, and the analysis presented here is based on the theoretical findings.

Practical implications

Because suppliers can have their own strategic agendas, such as prioritising developments with the most attractive customers, buyers should consider suppliers' perspectives and motivations when analysing and implementing supplier development programs.

Originality/value

This paper is among the first to focus on the importance of viewing both parties' interest in a buyer‐supplier relationship when implementing supplier development initiatives. The concept of customer attractiveness as an inter‐organisational approach represents a valuable addition to supplier development literature.

Details

Supply Chain Management: An International Journal, vol. 17 no. 2
Type: Research Article
ISSN: 1359-8546

Keywords

Article
Publication date: 7 November 2008

Mads Hovmøller Mortensen, Per Vagn Freytag and Jan Stentoft Arlbjørn

Companies engage in several business relationships ranging from arm's length to close relationships based on trust and commitment. Several companies have recognized that their…

2818

Abstract

Purpose

Companies engage in several business relationships ranging from arm's length to close relationships based on trust and commitment. Several companies have recognized that their supply chain capabilities give them a competitive edge for delivering what customers want. However, often customers are not a homogeneous group requiring the same physical products and services. From a manufacturer's perspective, this demands that the issue of customer and supplier attractiveness should be considered. How can a company work with a differentiated approach: to be more attractive to selected customers or to suppliers? The purpose of this paper is to address this issue by proposing a process and maturity model for customer attractiveness in supply chains.

Design/methodology/approach

The paper is based on two in‐depth explorative case studies of Danish business‐to‐business manufacturers. The cases report both seller and buyer perspectives on attractiveness.

Findings

The literature review on attractiveness reveals that the explanation of attractiveness has been described differently by a range of authors who are divided into three levels. This challenge calls for the development of a maturity model. Based on the developed maturity model, different sets of managerial implications are deducted. It is found that the parameters used at different attractiveness stages have to differ both in scope and in actual usage.

Research limitations/implications

The research is explorative in nature and rests on two case studies. This does not provide a basis for statistical generalization. Future research should test the maturity model, through both more case studies and more questionnaire surveys.

Practical implications

The maturity model helps companies manage their resources more efficiently. It provides a structured framework showing where to start and a foundation for an assessment of companies' current customer and supplier attractiveness.

Originality/value

The paper is the first to develop a maturity model for customer and supplier attractiveness from a supply chain management perspective.

Details

International Journal of Physical Distribution & Logistics Management, vol. 38 no. 10
Type: Research Article
ISSN: 0960-0035

Keywords

Article
Publication date: 15 August 2022

Faiz Ahamad and Gordhan K. Saini

While the information source is likely to affect job search process, it is still unknown how the information source interacts with the information content and information valence…

Abstract

Purpose

While the information source is likely to affect job search process, it is still unknown how the information source interacts with the information content and information valence. In this study, first, the authors examine the influence of information source, information content, and information valence on employer attractiveness and job pursuit intention; and second, the authors estimate the interaction of information source with content and valence of information on employer attractiveness and job pursuit intention.

Design/methodology/approach

The authors adopted a 2 (information source: company-independent vs company-dependent) x 2 (information content: instrumental vs symbolic) x 2 (information valence: positive vs negative) between-subject factorial design to achieve the study’s research objectives, using a sample of 240 job applicants; and applied multivariate analysis of covariance for estimating the main and interaction effects.

Findings

The authors find a significant interaction of information source with the content and valence of information, indicating a differential effect of content and valence, depending on the information source. The study reveals that the effect of information content (i.e. symbolic vs instrumental) on employer attractiveness varies depending on the source of information (i.e. company-independent vs company-dependent), with the company-independent source having a higher effect than the company-dependent source.

Practical implications

Considering that the information source has a differential effect on job seekers, it would be useful to account for such differences in designing recruitment communications. Results guide managers in deciding the appropriate recruitment information outlet for communicating symbolic and instrumental attributes. The use of symbolic attribute content is recommended for generating favourable evaluations about an employer.

Originality/value

This study is a novel attempt to examine on how information source interacts with information content type and information valence in influencing recruitment outcomes. The authors provide valuable insights to human resource managers or employer brand managers to design effective recruitment communications and leverage the company-independent information sources appropriately.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 4
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 23 May 2018

Adrien Presley, Theresa Presley and Michael Blum

The purpose of this study is to examine whether a company’s sustainability practices affect job seekers’ perceptions of the attractiveness of the company as a potential employer.

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Abstract

Purpose

The purpose of this study is to examine whether a company’s sustainability practices affect job seekers’ perceptions of the attractiveness of the company as a potential employer.

Design/methodology/approach

A survey completed by 259 university students assessed the respondents’ attitudes toward sustainability. Participants were then presented a series of scenarios describing the sustainable practices of hypothetical companies using the triple bottom line factors of sustainability (economic, environmental and social) and were asked how attractive they found the company to be and the likelihood that they would accept a job offer from the company.

Findings

The findings indicate that sustainability as a single concept and each sustainability factor individually influenced the attractiveness of a company to potential employees.

Research limitations/implications

The results of the study add to the body of job choice research, specifically as related to sustainability practices of companies. It furthers the body of work related to signaling theory and job attractiveness.

Practical implications

The results of this study indicate that sustainability performance is an important factor in determining the attractiveness of a company to potential applicants.

Social implications

The research highlights the importance of sustainability to potential job applicants. Companies should be aware that positive sustainability performance can make it more attractive to these applicants. The results reported from this research provides additional motivation for companies to pursue efforts in sustainability.

Originality/value

The research builds upon existing research in the fields of sustainability and job choice. While previous research has looked at many factors regarding applicants and job choice including, no other research was found which explicitly considered the triple bottom line factors of sustainability.

Details

Sustainability Accounting, Management and Policy Journal, vol. 9 no. 4
Type: Research Article
ISSN: 2040-8021

Keywords

Article
Publication date: 6 December 2022

Philipp Schäpers, Talea Stolte and Henrik Heinemann

To increase the share of women in the top management of companies, legal gender quotas are increasingly being introduced worldwide. Their effect, however, especially on perceived…

Abstract

Purpose

To increase the share of women in the top management of companies, legal gender quotas are increasingly being introduced worldwide. Their effect, however, especially on perceived diversity and employer attractiveness, remains unknown. The purpose of this study is to investigate how a gender quota for a company’s executive board affects potential employees’ evaluation of that company as an employer. Drawing on signaling theory and the rationale of diversity attraction, the authors assumed that both the gender composition of a company’s board and the presence of a quota send signals regarding specific factors associated with diversity (i.e. perceived diversity climate, perceived internal motive for gender diversification and perceived competencies of board members). The authors postulated that these signals are perceived by job applicants and used to evaluate the attractiveness of the company as an employer.

Design/methodology/approach

In a scenario study, the authors manipulated the composition of the management board. That is, participants were presented an executive board that was either homogeneously male (Group 1) or had a female representation of 30% (Groups 2 and 3) or 50% (Group 4). The executive board in Groups 3 and 4 was subject to a statutory gender quota of 30%.

Findings

The results showed that a company with a gender-diverse board was perceived as more attractive by potential applicants than an all-male board. Also, a gender quota did not reduce a company’s employer attractiveness. The results suggest that potential applicants attach importance to board diversity but place less value on the causes that led to it.

Originality/value

Against the backdrop of the war for talent, this study contributes to a better understanding of the impact of gender quotas and factors influencing employer attractiveness. The study showed that when a gender quota is in place, applicants assume to a lesser extent that a company staffs its gender-diverse board of directors out of an inner conviction. Nonetheless, the presence of a gender quota does not significantly reduce the perceived diversity climate, nor does a quota have a negative impact on the employer attractiveness. Thus, using a quota as a means to increase gender diversity does not harm the ends.

Details

Gender in Management: An International Journal , vol. 38 no. 3
Type: Research Article
ISSN: 1754-2413

Keywords

Book part
Publication date: 9 August 2017

Francesca Mochi, Rita Bissola and Barbara Imperatori

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a…

Abstract

Purpose

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a recruitment tool and investigates the influence of their perceived usability and attractiveness on job seekers’ attraction and their intention to apply.

Methodology/approach

First, a laboratory experiment involving 171 MBA students compares the effectiveness of three different social recruitment strategies. Second, a survey among 110 job seekers focuses on the most effective strategy in terms of attraction as an employer and the influence of perceived usability and attractiveness of professional SNW pages on job seekers’ intention to pursue the job.

Findings

The laboratory experiment confirms the key role of LinkedIn as an e-recruitment practice. The survey shows that the overall company image, the usability of the LinkedIn page and the interaction between the attractiveness of the page and the overall company image positively influence job seekers’ intention to pursue the job.

Social implications

The research offers insights on job seekers’ reactions to 2.0 Internet-based recruitment. Companies should focus on and invest in professional social medias, paying attention to the usability of their SNWs pages.

Originality/value of the chapter

Recruitment is a strategic HRM practice to attract talents; however, research lags behind practice and little is known about job seekers’ perceptions and reactions to Internet recruitment. This chapter sheds light on the use of social media for recruitment and identifies two features that contribute to an effective e-recruitment strategy.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Article
Publication date: 20 February 2023

Elena Fedorova, Igor Demin and Elena Silina

The paper aims to estimate how corporate philanthropy expenditures and corporate philanthropy disclosure (in general and in different spheres) affect investment attractiveness of…

246

Abstract

Purpose

The paper aims to estimate how corporate philanthropy expenditures and corporate philanthropy disclosure (in general and in different spheres) affect investment attractiveness of Russian companies.

Design/methodology/approach

To assess the degree of corporate philanthropy disclosure the authors compiled lexicons based on a set of techniques: text and frequency analysis, correlations, principal component analysis. To adjust the existing classifications of corporate philanthropic activities to the Russian market the authors employed expert analysis. The empirical research base includes 83 Russian publicly traded companies for the period 2013–2019. To estimate the impact of indicators of corporate philanthropy disclosure on company's investment attractiveness the authors utilized panel data regression and random forest algorithm.

Findings

We compiled 2 Russian lexicons: one on general issues of corporate philanthropy and another one on philanthropic activities in various spheres (sports and healthcare; support for certain groups of people; social infrastructure; children protection and youth policy; culture, education and science). 2. The paper observes that the disclosure of non-financial data including that related to general issues of corporate philanthropy as well as to different spheres affects the market capitalization of the largest Russian companies. The results of regression analysis suggest that disclosure of altruism-driven philanthropic activities (such as corporate philanthropy in the sphere of culture, education and science) has a lesser impact on company's investment attractiveness than that of activities driven by business-related motives (sports and healthcare, children protection and youth policy).

Research limitations/implications

Our findings are important to management, investors, financial analysts, regulators and various agencies providing guidance on corporate governance and sustainability reporting. However, the authors acknowledge that the research results may lack generalizability due to the sample covering a single national context. Researchers are encouraged to test the proposed approach further on other countries' data by using the authors’ compiled lexicons.

Originality/value

The study aims to expand the domains of signaling and agency theories. First, this subject has not been widely examined in terms of emerging markets, the authors’ study is the first to focus on the Russian market. Secondly, the majority of scholars use text analysis to examine not only the impact of charitable donations but also the effect of corporate philanthropy disclosure. Thirdly, the authors provided the authors’ own lexicon of corporate philanthropy disclosure based on machine learning technique and expert analysis. Fourthly, to estimate the impact of corporate philanthropy on company's investment attractiveness the authors used the original approach based on combination of linear (regression), and non-linear methods (permutation importance. The authors’ findings extend the theoretical concept of Peterson et al. (2021): corporate philanthropy is viewed as the company strategy to reinforce its reputation, it helps to establish more efficient relationships with stakeholders which, in its turn, results in the increased business value.

Details

Corporate Communications: An International Journal, vol. 28 no. 3
Type: Research Article
ISSN: 1356-3289

Keywords

Open Access
Article
Publication date: 29 June 2023

Margarida Seara, Teresa Proença and Marisa R. Ferreira

The purpose of this study is to understand the impact that Corporate Social Responsibility (CSR) practices have on the perceived attractiveness of companies in the eyes of their…

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Abstract

Purpose

The purpose of this study is to understand the impact that Corporate Social Responsibility (CSR) practices have on the perceived attractiveness of companies in the eyes of their employees and potential candidates. Moreover, this study assesses the mediation role that Extrinsic (EA) and Intrinsic Attributions (IA) about Corporate Volunteering (CV) have on this relationship.

Design/methodology/approach

Three hundred and five responses were collected in an online questionnaire and a Structural Equation Modelling model was designed to explain the proposed relationships of the variables under study.

Findings

The authors found that the IA that employees/candidates make about CV programs have a direct and positive impact on the company’s attractiveness; it was not possible to conclude the same about EA.

Originality/value

Unlike studies already existing in the area of corporate attractiveness that focus on the perspective of companies and customers, with a high focus on the organizational implementation of CSR and organizational benefits, this study has adopted a different perspective that focuses on the opinion of company employees, as well as the perspective of possible candidates. By not limiting participation to anyone, it covers a wide range of participants, allowing a broader knowledge of the labor market.

目的

本研究的目的是理解“公司社会责任实践项目”(CSR)对员工及潜在员工构成的公司吸引力的影响。其次, 本研究评估“公司志愿服务”(CV)外在归因(EA)与内在归因(IA)在此关系上的中介作用。

设计/方法论

线上问卷收集了305份回复, 并设计了一个结构方程模型来解释研究中变量之间的所设想的关系。

发现

我们发现员工或潜在员工对公司志愿服务项目的内在归因对公司吸引力有直接、积极的影响; 外在归因则不可能。

原创性

与之前在公司吸引力领域已经存在的研究不同, 之前的研究专注于公司和顾客的角度, 尤其关注“公司社会责任实践项目”的组织实施和组织效益。本研究采用了一个不同的角度, 聚焦于公司员工以及未来的员工的看法。本研究不限制任何人的参与, 覆盖了大范围的参与者, 因此有助于对劳动力市场更广泛的了解。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

Keywords

Article
Publication date: 24 January 2023

Maria S. Plakhotnik, Kristina S. Shmaytser and Kirill A. Feofilov

The purpose of this study was to investigate attractiveness of internship advertisements to the prospective applicants through the lens of employer branding. By giving attention…

Abstract

Purpose

The purpose of this study was to investigate attractiveness of internship advertisements to the prospective applicants through the lens of employer branding. By giving attention to internship attractiveness, universities and companies expand current collaborations around internship provision to enhance student internship experiences, satisfaction and employment prospects and to foster long-term sustainability of internship programs.

Design/methodology/approach

The study used a mixed-methods design employing a concurrent triangulation strategy. The authors conducted a content analysis of 94 internship listings published in the largest Russian job portal, HeadHunter, and collected surveys from 274 prospective interns.

Findings

The study shows a mismatch between employer branding strategies and prospective interns' perceptions of employer attractiveness. Companies emphasize economic value and visual identity as well as functional attributes, while prospective interns prioritize development value and symbolic attributes. The findings suggest internship advertisements do not appeal to potential applicants.

Research limitations/implications

The results are limited to business students from specific universities in Russia, so further research is needed to include students with different majors and from other countries. The study is also limited to advertisements available via a large online job portal. A comparative analysis of effectiveness of various communication channels for internship promotion could yield useful results.

Practical implications

Career center advisors, academic program directors and internship coordinators should work with company leaders, human resources and marketing decision-makers, and recruitment specialists to better understand interns' drivers of attraction and audit the internship advertisements. Employers could use the study results to strengthen recruiting messages and, hence, attractiveness of the employer brand to potential interns.

Originality/value

The study contributes by applying the employer branding theory to an understudied population of interns, hence providing new insights into internships as collaboration between universities and companies. By focusing on internship positions, which differ from full-time permanent positions across many aspects, including the positions' duration, pay, supervision and purpose, the study assists in understanding the distinct drivers of attraction of interns, which are missing from published research on the topic.

Details

Education + Training, vol. 65 no. 1
Type: Research Article
ISSN: 0040-0912

Keywords

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