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Organizational Attractiveness (organizational + attractiveness)

Distribution by Scientific Domains

Psychology	50%

Selected Abstracts

Organizational Attractiveness of Foreign-Based Companies: A country of origin perspective

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 3 2010
Fabian Jintae Froese
Attracting high-quality applicants is a crucial activity for the success of an organization. In today's globalized world, multinational enterprises need to attract talent not only in the domestic market but also in overseas markets. This exploratory study introduces the country of origin image framework from marketing literature to the context of recruitment in order to examine why foreign companies are (not) attractive to local job seekers, exemplified by the case of Japanese and US companies in Vietnam. Survey results of more than 300 participants confirmed the robustness of our postulated framework. Symbolic images such as the technological development and images of people of a country predicted the attractiveness of foreign companies above and beyond instrumental images of job characteristics. Detailed explanations and practical implications are provided. [source]

Symbolic Attributes and Organizational Attractiveness: The moderating effects of applicant personality

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2009
Bert Schreurs
The present study examined the moderating influence of the Big Five personality factors in the relationship between five symbolic, trait-based inferences about organizations (Sincerity, Excitement, Competence, Prestige, and Ruggedness) and organizational attractiveness. Drawing on the similarity-attraction paradigm, six hypotheses were formulated, stating that the relationship between trait-based inferences and organizational attractiveness would be stronger for persons who perceive the organization as similar to them. Results of moderated regression analyses on data from a sample of 245 prospective applicants for the Belgian military revealed two significant two-way interactions, showing that Sincerity was positively related to organizational attractiveness only for individuals high on Conscientiousness, and that the relationship between Excitement and organizational attractiveness is more positive for individuals high on Openness to Experience. Practical implications, strengths and limitations, as well as directions for further research are presented. [source]

Organizational Attractiveness for Prospective Applicants: A Person,Organisation Fit Perspective

APPLIED PSYCHOLOGY, Issue 1 2001
Filip Lievens
This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective applicants are more attracted to large-sized, medium-sized, decentralised, and multinational organisations. Next, the results indicate that several personality characteristics moderate the effects of organisational characteristics on attractiveness. For instance, the factor conscientiousness moderates the effect of organisational size, with subjects high on conscientiousness being more attracted to large-sized organisations. The factor openness/intellect moderates the effect of internationalisation, with subjects high on openness/intellect being more attracted to multinational organisations. Ca travail s'attache a` de´terminer lesquelles de quatre dimensions organisationnelles objectives sont a` l'origine de l'attirance exerce´e par les organisations sur de futurs candidats. Il cherche aussi a` pre´ciser dans quelle mesure les facteurs de personnalite´ du Big Five interfe`rent avec certaines de ces caracte´ristiques organisationnelles. Pour ce faire, 359 e´tudiants en fin d'e´tudes d'inge´nieur et de management (masculins a` 71 % et d'un âge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient a` quatre dimensions organisationnelles, a` savoir la taille de l'entreprise, le degre´ d'internationalisation, les syste`mes de re´mune´ration et le niveau de centralisation. Les e´tudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-e´valuaient a` travers un inventaire de personnalite´. Les re´sultats montrent que les futurs candidats sont plus attire´s par les organisations multinationales, de´centralise´es, de taille moyenne ou grande. Il est e´galement apparu que certaines caracte´ristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur "sens des responsabilite´s" ("conscientiousness") agit sur l'impact de la taille de l'organisation, les sujets pre´sentant un sens des responsabilite´s e´leve´ se montrant plus attire´s par les grandes organisations. Le facteur "ouverture d'esprit" modifie les effets de l'internationalisation, les individus haut situe´s sur l'ouverture d'esprit e´tant davantage se´duits par les multinationales. [source]

Symbolic Attributes and Organizational Attractiveness: The moderating effects of applicant personality

Using Attributions to Understand the Effects of Explanations on Applicant Reactions: Are Reactions Consistent With the Covariation Principle?,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 2 2005
Robert E. Ployhart
Research has shown that explanations for selection decisions may influence a variety of applicant perceptions and behavior, but an understanding of how and why this occurs remains largely unknown. This study attempts to understand the effects of explanations by adopting Kelley's (1967, 1972) covariation model of the attribution process. Specifically, explanations that vary on consensus, distinctiveness, and consistency covariation information should produce predictable effects on applicant perceptions and attributions. Results from 2 studies, the first a laboratory study and the second a field study with actual applicants, support the utility of the covariation model for understanding the influence of explanations for selection decisions on locus attributions, fairness, self-perceptions, and organizational attractiveness. These results suggest that the covariation model may be a useful means to construe the explanation-attribution-perception relationship, and thus provide a number of theoretical and practical implications. [source]

The Roles of Gender and Affirmative Action Attitude in Reactions to Test Score Use Methods,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 9 2000
Donald M. Truxillo
The present study explored the effects of 2 variables, affirmative action (AA) attitude and gender, on reactions to 3 test score use (TSU) methods: top-down selection. banding with random selection, and banding with preferences. In a study of 94 upper-division and graduate business students, AA attitude was associated with different reactions to TSU methods in terms of fairness and organizational attractiveness. Moreover, women with negative AA attitudes and men rated banding with preferences lower than the other two methods, but women with positive AA attitudes did not Results are discussed in terms of applicant reactions models, implications for organizations and future research. [source]