Relevant bibliographies by topics / Organizational attractiveness

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organizational attractiveness'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 May 2024

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Journal articles on the topic "Organizational attractiveness"

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de Waal, André. "Measuring Organizational Attractiveness." International Journal of Management and Applied Research 9, no. 1 (April 25, 2022): 1–20. http://dx.doi.org/10.18646/2056.91.22-001.

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The war for talent has returned after the Covid pandemic. One way for organizations to win this war is by becoming more attractive than other organizations on the labor market. Previous research has shown that by becoming a high performance organization (HPO), an organization will be seen as ‘a winning team’ for which people like to work. This research evaluates whether organizational attractiveness can be measured by the objective ‘average bottleneck vacancies fulfillment time’ measurement, which measures the time between posting a vacancy on the job market and fulfilling that vacancy. In preparation for a webinar, organized by the Flemish Department of Employment on the attractiveness of organizations, registered respondents were send a survey with which they could indicate the high-performance level of their organization and how long it took for their organization to fulfill its bottleneck vacancies. With a statistical analysis the data was processed to evaluate whether a relationship could be found between the two variables. The research results show that there exists a linear and positive relationship between being an HPO and the time it takes for such a company to fulfill its bottleneck vacancies: increasing the high-performance level of a Flemish for-profit company organization decreases the time it takes to fulfill its bottleneck vacancies.
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Nadler, Joel T., Nicole L. Cundiff, Meghan R. Lowery, and Stacy Jackson. "Perceptions of organizational attractiveness." Management Research Review 33, no. 9 (August 6, 2010): 865–76. http://dx.doi.org/10.1108/01409171011070297.

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Turban, Daniel B., and Thomas L. Keon. "Organizational attractiveness: An interactionist perspective." Journal of Applied Psychology 78, no. 2 (1993): 184–93. http://dx.doi.org/10.1037/0021-9010.78.2.184.

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Bendaravičienė, Rita, and Tomas Vitkauskas. "Unveiling organizational appeal in Lithuania: A study on employee perceptions of organizational attractiveness as an employer." Problems and Perspectives in Management 22, no. 2 (May 7, 2024): 182–96. http://dx.doi.org/10.21511/ppm.22(2).2024.15.

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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.
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Bakanauskiene, Irena, Rita Bendaravičienė, and Laima Barkauskė. "Organizational attractiveness: an empirical study on employees attitudes in lithuanian business sector." Problems and Perspectives in Management 15, no. 2 (June 7, 2017): 4–18. http://dx.doi.org/10.21511/ppm.15(2).2017.01.

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Measurement of employer’s attractiveness has been given much attention in many countries all over the world, but there was no extensive research performed in Lithuania so far, providing empirical evidence to define the landscape of organizational attractiveness in Lithuanian business sector. The aim of this study (N = 1020 respondents) is to identify which dimensions make organizations attractive as employers in Lithuanian business sector. The article employs a research approach based on a postpositivistic perspective. The relevant literature on organizational attractiveness is critically reviewed, analyzed, compared and generalized. Addressing research aim, a scale to measure organizational attractiveness as an employer was developed and administered in Lithuanian business sector in such a manner. Existing methodologies measuring organizational attractiveness were analyzed composing a list of 67 dimensions. Using content validity, scale comprising 30 dimensions was developed to measure organizational attractiveness of companies in Lithuanian business sector. A telephone interview survey method for data collection was used. Descriptive statistics (means, standard deviations, and frequencies) is used to analyze the data of the survey. 30 dimensions of organizational attractiveness were rank-ordered according to their means in descending order from most important to least important drivers of employer’s attractiveness. Specifically, the results suggested that good working atmosphere, adequate salary and interesting job are key to the attractiveness as an employer of business companies in Lithuania as perceived by their employees. The article also discusses the implications of the findings.
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Takagi, Hiroto, and Masahiro Ishida. "The effects of organizational characteristics on perceived organizational attractiveness." Proceedings of the Annual Convention of the Japanese Psychological Association 81 (September 20, 2017): 1C—016–1C—016. http://dx.doi.org/10.4992/pacjpa.81.0_1c-016.

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Takagi, Hiroto, and Masahiro Ishida. "The effects of organizational characteristics on perceived organizational attractiveness." Proceedings of the Annual Convention of the Japanese Psychological Association 82 (September 25, 2018): 2PM—012–2PM—012. http://dx.doi.org/10.4992/pacjpa.82.0_2pm-012.

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Takagi, Hiroto, and Masahiro Ishida. "The effects of organizational characteristics on perceived organizational attractiveness." Proceedings of the Annual Convention of the Japanese Psychological Association 83 (September 11, 2019): 2A—007–2A—007. http://dx.doi.org/10.4992/pacjpa.83.0_2a-007.

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Strobel, Maria, Andranik Tumasjan, and Isabell Welpe. "Do Business Ethics Pay Off?" Zeitschrift für Psychologie / Journal of Psychology 218, no. 4 (January 2010): 213–24. http://dx.doi.org/10.1027/0044-3409/a000031.

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The ability to attract highly qualified employees constitutes a significant competitive advantage, and is ultimately linked to an organization’s economic success. Creating and maintaining organizational attractiveness is therefore crucial to organizations. While previous research has demonstrated that an organization’s ethical conduct (e.g., corporate social responsibility) enhances its attractiveness for potential employees, there is no empirical evidence on whether the ethical behavior of an organization’s leaders can also affect organizational attractiveness. Using both experimental and correlational data we investigate the influence of leader ethical behavior on organizational attractiveness and examine the underlying mechanisms behind this relationship. In line with our hypotheses, ethical leader behavior leads to significantly higher ethical leadership ratings and to significantly higher ratings of organizational attractiveness. Furthermore, higher ethical leadership ratings were associated with stronger intentions to pursue employment with the respective organization. This effect was simultaneously mediated by organizational prestige and the general attractiveness of the organization.
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Hannon, John M. "Organizational attractiveness in Japan:a screening perspective." International Journal of Human Resource Management 7, no. 2 (May 1996): 489–507. http://dx.doi.org/10.1080/09585199600000139.

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Dissertations / Theses on the topic "Organizational attractiveness"

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Geil, Rachel. "The Effect of Pet-Friendly Policies on Organizational Attractiveness." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier151595670058544.

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Bendaravičienė, Rita. "Employer brand development measuring organizational attractiveness in higher education institutions." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20141202_085348-39588.

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Dissertation offers a methodological contribution to empirical studies on employer branding in higher education, exploring a framework for employer brand development. The Organizational Attractiveness Extraction Scale (OAES) was developed and a national study of organizational attractiveness as an employer in 19 Lithuanian higher education institutions (N = 1105) was carried out allowing: to identify the prevailing model of human resource management systems in HEIs; to extract unique employment experience attributes, or an organizational attractiveness mix; to unfold employee expectations of benefits provided by work at a particular HEI; to diagnose the health of HEI’s unintentional employer brand; to discover the gaps of factual and desirable employment experience, indicating the perceived employment experience quality and possible areas for improvement; to differentiate types of attitudinal employee segments; to determine the type of institution’s employment-based identity; to predict affective commitment based on employment experience inputs; to gain generational competence to apply market segmentation approach to employer branding. Based on the synthesis of empirical results, an analytical and typological framework for employer brand development was designed employing OAES methodology, enabling the organizations to strategically build their employer brands, facilitate organizational attractiveness and to differentiate from their competitors in the labor market.
Ši disertacija siūlo metodologinį pagrindimą empirinėms darbdavio ženklodaros aukštajame moksle studijoms, taikant kompleksišką požiūrį į darbdavio ženklo formavimą. Disertacijoje sukurta Organizacinio patrauklumo vertinimo skalė (OPVS) ir atliktas nacionalinis organizacijos, kaip darbdavio, patrauklumo tyrimas 19 Lietuvos aukštųjų mokyklų (N = 1105) leido: identifikuoti vyraujantį darbo santykių modelį aukštojo mokslo institucijose (AMI); išgryninti unikalias AMI darbinės jausenos charakteristikas, sudarančias jų organizacinio patrauklumo kompleksą; atskleisti darbuotojų lūkesčius konkrečios AMI atžvilgiu; diagnozuoti nesąmoningai kuriamo darbdavio ženklo įvaizdį; nustatyti neatitikimus tarp suvoktos esamos ir suvoktos laukiamos darbinės jausenos, įvertinant darbinės jausenos kokybę ir tobulintinas sritis; nustatyti darbuotojų darbinių jausenų segmentus; nustatyti AMI organizacinio patrauklumo tipus; remiantis darbinės jausenos vertinimu prognozuoti emocinį darbuotojų įsitraukimą; įvertinti kartų lūkesčius ir taikyti rinkos segmentavimo požiūrį kartų kontekste darbdavio ženklodaroje. Gautų empirinių tyrimo rezultatų sintezės pagrindu disertacijoje sukurta tipologinė darbdavio ženklo formavimo sistema naudojant parengtą OPVS metodiką, kuri įgalina organizacijas atskleisti ir strategiškai valdyti darbdavio ženklą, didinti organizacinį patrauklumą ir išskirtinumą bei sėkmingiau konkuruoti darbo rinkoje.
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Feole, Meghan. "Do Safety-related Fields Change Organizational Attractiveness and Job Pursuit Intentions When Drug-testing for Selection?" Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10685553.

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Drug-testing for employment is still a controversial topic decades after being widely implemented by organizations as experts on both sides of the debate cite ethical and legal concerns among others. The public’s attitudes toward drug-testing, specifically Organizational Attractiveness (OA) and Job Pursuit Intentions (JPI), have predominantly been negative, although when there is a safety element to the job the view towards drug screening is more positive. The aim of this study was to examine if attitudes changed if safety-related jobs were involved. The participants were 106 students at a Midwestern university. Participants took either a pencil and paper or an online version of the survey, both which included job ads and follow up questionnaires testing OA, JPI, and attitudes toward drug-use. A 2x2 MANOVA found that participants had more OA toward organizations that did not drug-test for employment that toward those that did. Other hypotheses were not supported. Opportunities for additional research and possible limitations of the study are discussed.

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Кобушко, Ігор Миколайович, Игорь Николаевич Кобушко, Ihor Mykolaiovych Kobushko, and O. Ihnatenko. "Improvement tools of organizational and economic evaluation of investment attractiveness of the region." Thesis, Sumy State University, 2016. http://essuir.sumdu.edu.ua/handle/123456789/45279.

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Developing innovative model of national economy of Ukraine in the regions and industries is a strategically important task, the solution of which depends not only the economy but also its economic growth. Assessment of investment attractiveness of regions (IAR) dedicated their scientific work such well-known domestic and foreign scholars as: Blank I.A, Gomel V.V, Vasilieva T.A, Gritsenko L.L, Kuzmenko V.V, Stechenko V.M., Chernyavska T.A and others who have made outstanding contributions to the development of theoretical bases of assessment IAR, identified a number of factors influence the conditions to ensure its preservation.
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Olsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.

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Scholars suggest that organizational diversity management (DM) programs are useful not only to satisfy legal requirements or social demands, but also to further the achievement of business objectives. However, much is still to be learned about the effects of such programs on individuals' perceptions of the organization. After reviewing the relevant literature on organization-level DM programs, I present a theoretical framework using recent literature that takes a strategic perspective on DM. This research classifies organization-sponsored DM programs into qualitatively different categories. Using the typology, I develop a model that proposes person-organization fit perceptions and attributions as mechanisms driving the relationship between DM programs and organizational attractiveness. I describe two experimental studies designed to test the proposed relationships between organizational diversity perspectives and applicants' perceptions of organizations. The first follows a two-phase between-subject design, while the second uses a within-subject policy-capturing methodology. Results, implications, and conclusions are discussed.
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Mendizabal, Martell Raquel. "THE IMPACT OF DIVERSITY RELATED CORPORATE SOCIAL RESPONSIBILITY ENGAGEMENT AND PERSON-ORGANIZATION FIT ON ORGANIZATIONAL ATTRACTIVENESS AND JOB CHOICE." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1685.

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In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees’ perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color’s attractiveness to an organization and likelihood to pursue a job (Study 2).
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Andrade, Alexia Leigh de. "A atratividade do empregador : estudo da escala Empat - Employer Attractiveness Scale e dos seus diferentes fatores." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/17295.

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Mestrado em Gestão de Recursos Humanos
A escolha de tema para este caso de estudo advém essencialmente dos desafios enfrentados no mundo da gestão de recursos humanos, especificamente no que diz respeito à atração e retenção de talento. Desta forma, para esta dissertação, procurou-se perceber quais os fatores que tornam uma organização mais atrativa na perspetiva dos seus colaboradores, fornecendo assim uma fotografia das suas aspirações profissionais e aquilo que é valorizado num empregador. O objetivo final é que os resultados desta análise possam contribuir para a definição de estratégias de employer branding para a organização em estudo. Este levantamento foi realizado com base no Employer Attractiveness Scale (EmpAt) desenvolvido por Berthon, Ewing & Hah (2005) que, segundo as componentes identificadas e operacionalizadas, permite apurar fatores de atratividade organizacional. O estudo foi inspirado noutros estudos internacionais no campo de employer branding que aplicaram o EmpAt Scale (Berthon, et al., 2005; Alniaçik & Alniaçik, 2012; Arachchige & Robertson, 2011; Reis & Braga, 2016; Roy, 2008, Tuzuner & Yuksel, 2009; Tanwar & Prasad, 2017), uma vez que é considerada uma ferramenta válida para a gestão de recursos humanos naquilo que diz respeito à mensuração da atratividade organizacional (Tanwar & Prashad, 2017). Para este efeito, foi implementado um inquérito por questionário junto de 182 colaboradores de uma organização no setor de auditoria e consultoria, de forma a aferir que fatores determinam um empregador atrativo e se estes fatores variam consoante a idade, antiguidade, literacia e género dos colaboradores.
The choice of theme for this case study stems essentially from the challenges faced in the world of human resource management, specifically within regard to attraction and retention of talent. For this dissertation, we sought to understand what factors make an organization attractive from the perspective of its employees, thus providing a picture of their professional aspirations and what is valued in an employer. The final goal is that the results of this study can contribute to the definition of employer branding strategies for the organization under analysis. This investigation was carried out based on the Employer Attractiveness Scale (EmpAt) developed by Berthon, Ewing & Hah (2005), which according to the components identified and operationalized, allows to determine factors of organizational attractiveness. The study was inspired by other international investigations in the field of employer branding which used the EmpAt Scale (Berthon, et al., 2005; Alniaçik & Alniaçik, 2012; Arachchige & Robertson, 2011; Reis & Braga, 2016; Roy, 2008, Tuzuner & Yuksel, 2009), due to the fact that it is considered to be a valid tool for human resources management in relation to the measurement of organizational attractiveness (Tanwar & Prashad, 2017). For this purpose, a questionnaire survey was carried out through 182 employees of an organization in the auditing and consulting industry to determine which factors define an attractive employer and whether these factors vary according to age, seniority, literacy and gender.
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Keith, Kayla. "The Effect of Color on Organizational Attraction." Xavier University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1468915053.

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McClure, Ryan M. "Rolling with the Changes| How Marijuana Testing Policies Affect Job Seekers' Organizational Attractiveness, Job Pursuit Intention, and Corporate Social Responsibility Perceptions." Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10807794.

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In recent years, marijuana use has become an increasingly prominent concern for Human Resource professionals. Policy makers for organizations are scrambling to understand how individual state legalization in the United States will affect their businesses. This study investigated job applicant perceptions of organizational attractiveness, job pursuit intention, and corporate social responsibility of organizations as potentially affected by marijuana testing policy. Marijuana use was studied as a potential moderator. Results suggest that marijuana use and drug-testing policy both play a role in shaping job applicant perceptions. While perceptions for non-marijuana users were relatively unaffected by drug-testing policy, marijuana user perceptions were affected. An interaction effect of marijuana use and drug-testing policy was found for organizational attractiveness, and main effects of marijuana use and drug-testing policy were found for job pursuit intention. There were no significant results for corporate social responsibility. Additional research on work-related marijuana use and attitudes towards marijuana in the workplace was conducted and reported. Future research and practical implications are included.

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Quarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support." Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.

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The interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability and utilization of organizational W/NW practices and employees' perceptions of organizational attractiveness in a sample of full-time employees. In addition, the study examined the roles of five variables: perceived organizational support (POS), perceived organizational non-work support (PONS), perceived supervisor non-work support (PSNS), W/NW enhancement, and W/NW interference. Three hundred eighty-four participants, recruited through Amazon's Mechanical Turk, completed questionnaires related to their current work experiences. The results supported all but one of the hypotheses. Most importantly, the availability and utilization of W/NW practices were both positively related to employee attraction. Participants who reported higher percentages of practice availability or utilization were significantly more attracted to their current employer than participants who reported lower percentages of practice availability or utilization. In addition, POS, PONS, PSNS, and W/NW enhancement partially mediated these relationships, such that the availability and utilization of W/NW practices led to increased employee attraction through increased POS, PONS, PSNS, and W/NW enhancement. Implications for future research and practical applications are discussed.

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Books on the topic "Organizational attractiveness"

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Naumov, Vladimir. Markets information and communication technology and sales organization. ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/21026.

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In the textbook sets out the basic information about the structure of markets, information and communication technologies (ICT), the methods of their research, assessing the attractiveness and forecasting, criteria and methods of segmentation. Deals with the organization of the sales Department of an IT company, involving analysis of organizational forms, population division, methods of remuneration and non-material incentives for experts dealing with sales of ICT products. Sets out the methodology for strategic sales of complex IT solutions, the technique of negotiation and the basics of neurolinguistic programming. The textbook pays attention to the peculiarities of the sales and promotion of ICT products through the Internet, the possibilities of the use of CRM systems. The principles of the organization of partnerships with clients. This methodical approaches to the assessment of the efficiency of the sales Department of an IT company and its sales staff. Discusses the economic evaluation of the project implementation in selling IT solutions. The textbook is prepared in accordance with the requirements of Federal state educational standard of higher education of the last generation. Designed for students enrolled in training 38.03.05 "Business-Informatics", but it can be useful to students from other disciplines and practitioners working in the field of information and communication technologies.
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Plaskova, Nataliya. Economic analysis and evaluation of the effectiveness of the organization's investment activities. ru: INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1907632.

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The textbook contains theoretical, methodological and practical issues related to the formation of a reliable information and analytical base for managing the investment process at enterprises in the real sector of the economy. A set of methods of economic investment analysis is presented, which in business management practice make it possible to assess project risks and economic benefits at the stages of preparing investment projects to expand production activities, re-equip it with modern technologies and equipment, ensuring the strengthening of the competitiveness of project-building enterprises, increasing their investment attractiveness and contributing to sustainable business development. Along with the issues of investment financial and economic design, the textbook reveals methods and techniques for retrospective assessment of the use of investment objects in the life of an enterprise. Meets the requirements of the federal state educational standards of higher education of the latest generation. For master's degree students studying in the fields of Economics, Management, Finance and Credit, State and Municipal Management, Economic Security, and a number of other areas, the curricula of which provide disciplines that reveal the basics of investment activities of enterprises, investment design, assessment of investment risks associated with capital investments.
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Lang, Gunnar. Macro Attractiveness and Micro Decisions in the Mutual Fund Industry: An Empirical Analysis. Springer, 2016.

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Lang, Gunnar. Macro Attractiveness and Micro Decisions in the Mutual Fund Industry: An Empirical Analysis. Springer London, Limited, 2013.

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Lang, Gunnar. Macro Attractiveness and Micro Decisions in the Mutual Fund Industry: An Empirical Analysis. Springer, 2013.

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Murphy, Kevin R. Discrimination in Employment Settings. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.17.

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Discrimination involves treating people differently in the workplace because of some characteristic that is either relevant to their role in organizations (e.g., promoting someone because he or she possesses required knowledge and skill) or irrelevant (e.g., gender, attractiveness). Discrimination based on characteristics that are not relevant to roles in organization is potentially unfair and illegal. This chapter explores a number of potential explanations for unfair discrimination in organizations and highlights the way the need to make decisions under uncertainty increases the likelihood of discrimination. It also explores differences in the perspectives of organizational decision-makers and job applicants and incumbents. It further discusses studies and models of discrimination that suggest the operation of a mix of legitimate and illegitimate causes for workplace discrimination.
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Viscusi, Gianluigi, and Christopher L. Tucci. Three’s a Crowd? Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198816225.003.0003.

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According to conventional wisdom on crowdsourcing, the number of people defines the crowd and maximization of this number is often assumed to be the goal of any crowdsourcing exercise. However, some structural characteristics of the crowd might be more important than the sheer number of participants. These characteristics include (1) the growth rate and its attractiveness to members, (2) equality among members, (3) density within provisional boundaries, (4) goal orientation of the crowd, and (5) “seriality” of the interactions between members. Therefore, a typology is proposed that may allow managers to position their companies’ initiatives among four strategic types for driving innovation: crowd crystals, online communities, closed crowds, and open crowds. Incumbent companies may prefer closed and controlled access to the crowd, limiting the potential for gaining results and insights from fully open crowd-driven innovation initiatives. Thus, the effects on industries and organizations by open crowds are still to be explored.
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Mathews, Chris. Modern Satanism. Praeger Publishers, 2009. http://dx.doi.org/10.5040/9798400686870.

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“In 1966, Anton LaVey introduced to the world the Church of Satan, an atheistic religion devoted to the philosophy of individualism and pitilessness often associated with Satan. Modern Satanism offers a comprehensive survey and analysis of the church that LaVey built. Satanism has been an open religion for forty years now and operates successfully in its self-created countercultural niche. Given the provocative nature of its name, contemporary Satanism is only superficially understood as an alternative religion/ideology, and all-too-frequently seen as a medieval superstition and associated with rumors of obscure rituals, perverse hedonism, cult-like behavior, and tales of ritual abuse and murder. These may be misconceptions, but the truth behind the unenviable reputation is no less dramatic. Satanism generally eschews supernatural beliefs and embodies a staunchly individualistic, pitiless, anti-egalitarian creed. If there is anything fundamentally diabolical about modern Satanism, it stems more from the echoes of Nazism in its theories than from its horror-comic trappings. Modern Satanism covers the history, ideology, personalities, and practices of the decentralized international movement that contemporary Satanism has become. The work addresses the various beliefs and practices espoused by those who follow it: the ideal of Satan as a rebellious emblem; Satanism’s occult, literary, and philosophical influences; the history of the Church of Satan and other Satanic organizations; the ideology of Satanism; Satanism’s frequent flirtations and strong parallels with neo-Nazism and other forms of extremism; Satanism in the media and popular culture; and the reasons for Satanism’s continuing attractiveness to new converts. Though the tone of the work attempts to remain neutral when discussing historical matters, it is by necessity critical of the subculture’s extremist rhetoric and recurring associations with the far right and racialist extremism.”
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Book chapters on the topic "Organizational attractiveness"

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Rosanas, Josep Maria. "Effectiveness, Attractiveness, and Unity." In Decision-Making in an Organizational Context, 153–66. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137324153_10.

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Jonnergård, Karin. "The Witchcraft of Professionalism: The Attractiveness of Ideal Types of Professions." In Organizational Olympians, 184–94. London: Palgrave Macmillan UK, 2008. http://dx.doi.org/10.1057/9780230583580_19.

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Su, Lijuan, and Svetlana Stepchenkova. "The Impact of Crisis Characteristics and Media Coverage on the Public’s Attitude Toward Tourism Organization Expressed on Sina Weibo." In Information and Communication Technologies in Tourism 2021, 302–7. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65785-7_28.

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AbstractTourism and hospitality crises that are extensively discussed online are damaging to organizational image and reputation; therefore, choosing effective response strategies is of paramount importance for service providers. The online discussions data from six hospitality and tourism related crises were used to test which crisis and media coverage characteristics significantly affected the public’s emotional and behavioral reactions to crises. With reference to the attribution theory and the situational crisis communication theory, this study identified the potentially influential crisis characteristics, hypothesized their relationship with variables describing consumer reactions to crises, and then tested those relationships in a series of ANOVA and hierarchical regression analyses. Results indicated that the locus of control, crisis stability, attribution of organizational responsibility, and organizational response strategy affected the public’s cognitive and emotional responses to crises most strongly. The attractiveness and goodwill of media sources also had an effect, as well as the quality and fairness of messages. This study makes a methodological contribution to tourism research by training machine-learning classifiers prior to conducting hypothesis testing. Identifying the most influential factors affecting the public’s response to crises can serve as guidelines for tourism and hospitality organizations in monitoring the spread of online crisis discussions and developing the most appropriate response in order to minimize consumers’ negative emotions that affect online and off-line behavior toward the organization and its brand.
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Le Coent, Philippe, Roxane Marchal, Cécile Hérivaux, Jean-Christophe Maréchal, Bernard Ladouche, David Moncoulon, George Farina, Ingrid Forey, Wao Zi-Xiang, and Nina Graveline. "Can NBS Address the Challenges of an Urbanized Mediterranean Catchment? The Lez Case Study." In Water Security in a New World, 269–96. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25308-9_14.

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AbstractThe Lez catchment is characterized by a rapid urbanization, due to the attractiveness of the city of Montpellier, and is exposed to a typical Mediterranean weather with high risk of flash flood and other emerging issues, such as air pollution, heat island effects and biodiversity losses. We present the evaluation of two types of NBS to address these challenges, (i) urbanization strategies that have an impact on the conservation of agricultural and natural land and (ii) a network of green infrastructure (GI), with a focus on the economic analysis. Our results reveal that our most ambitious GI strategy can reduce up to a 20% of the mean annual damages due to annual flood damages. The largest share of the economic value of our NBS however lies in the co-benefits they generate. Overall, the two GI strategies present a positive cost-benefit analysis. We finally identify a pathway towards implementation in terms of financing and organizational challenges.
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Zwicklhuber, Thomas, and Mario Kaufmann. "EURIS (European River Information Services System) – The Central European RIS Platform." In Lecture Notes in Civil Engineering, 850–56. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-6138-0_75.

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AbstractThe development and implementation of the River Information Services (RIS) concept started in the end 1990s with various research projects followed by national or regional implementation projects in the first decade of this century. The resulting national RIS systems haven’t been able to exploit the full potential of RIS when it comes to cross-border data exchange and interoperability. To overcome these gaps the concept of RIS Corridor Management was established aiming at linking the fragmented services together on a corridor to supply RIS along the complete route or network. The concept of RIS Corridor Management was taken up by the CEF (Connecting Europe Facility Programme) co-funded multi-beneficiary project RIS COMEX (www.riscomex.eu) with the goal to implement harmonized RIS services on European level. Within the RIS COMEX project the consortium of 13 countries realized a common and centralized single access point to Inland Waterway Information, the European River Information Services (EuRIS) System. EuRIS acts as European RIS platform fulfilling a great variety of information needs of inland waterway stakeholders like skippers, vessel and infrastructure operators, logistics and authorities. The system gathers relevant RIS information from the national systems in order to provide optimized fairway-, infrastructure- and traffic-related services in a single point of access for the users enabling reliable route- and voyage planning and sharing as well as traffic- and transport management on pan-European level. EuRIS provides access to its services via a user-friendly Graphical User Interface (GUI) or machine-readable Open Application Programming Interfaces (API).In order to guarantee sustainable operation of EuRIS a legal, organizational and financial framework has been setup by the partners. The core aspects concern the joint governance of the system operation as well as the legal basis for RIS data exchange and usage. The full operation and further development of EuRIS is a major milestone in the sector enhancing attractiveness and competitiveness of Inland Waterway Transport in Europe and setting the basis for connectivity to other transport modes and synchro modal logistic operations.
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Abdel-Latif, Hatem, Khaled Elaraby, Alsayed Alsobky, and Amr Mohamed. "Car-Pooling Attractiveness Modeling in Greater Cairo Organizations – A Case Study." In Lecture Notes of the Institute for Computer Sciences, Social Informatics and Telecommunications Engineering, 21–30. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-93710-6_3.

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Zhang, Yanling, Duo Du, and Jiao Ge. "When Virtual Influencers are Used as Endorsers: Will Match-Up and Attractiveness Affect Consumer Purchase Intention?" In HCI in Business, Government and Organizations, 487–96. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-35969-9_33.

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Tafoya, Dennis W. "The Emerging Crisis and the Phenomenon of the Stakeholder Swarm: Stakeholder Influence on a Stakeholder’s Network Equilibrium, Brand Attractiveness, and Crisis Management Efforts." In Organizations in the Face of Crisis, 89–111. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137313973_6.

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Hebl, Mikki. "Increasing Diversity, Equity, and Inclusion in Employee Attraction." In Working Together, 150–60. Oxford University PressNew York, 2024. http://dx.doi.org/10.1093/oso/9780197744383.003.0013.

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Abstract Organizational diversity, equity, and inclusion (DEI) depends heavily on the people who apply to join the organization. In other words, equitable and inclusive recruitment or attraction of people from diverse backgrounds is necessary to support DEI in organizations. This chapter offers a set of recommendations based on extensive scientific studies on organizational recruitment. After reviewing existing recruitment tools and strategies, organizations can pursue strategic recruitment opportunities, project authentic DEI optics, explicitly and implicitly communicate about DEI, and offer policies that are appealing to a wide and diverse applicant pool. Careful attention to the ways that DEI intersects with the recruitment process in its broadest sense—the process of increasing the attractiveness of the organization to potential employees—is critical for organizations.
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Pinto, Jonathan, and Hans Christian Garmann Johnsen. "Metaphors and Valence—do They Have It? Do They Need It?" In The Oxford Handbook of Metaphor in Organization Studies, 391–404. Oxford University Press, 2024. http://dx.doi.org/10.1093/oxfordhb/9780192895707.013.24.

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Abstract Valence is the affective quality referring to the attractiveness/“good”-ness (positive valence) or averseness/“bad”-ness (negative valence) of something: for example, an event or an object. This chapter explores two questions: (1) do metaphors have a fixed intrinsic valence?; and if not, (2) do they need to have it? These questions are explored by drawing on the main philosophical approaches to language and metaphor. The authors also analyze nine organizational metaphors: one, contemporary—that is, organization as Icehotel (Pinto 2016)—whose valence is explicit; and eight, classic images of organization (Morgan 1986), whose valences are unspecified and ambiguous. The authors conclude that metaphors neither have a fixed valence nor is it necessary that they do. However, a valence lens could be a useful analytical device that would facilitate a richer, more nuanced analysis of organizational metaphors and of organizations themselves.
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Conference papers on the topic "Organizational attractiveness"

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Mazin, Aleksandr, Aleksandr Egorshin, Irina Guskova, and Anna Troitskaya. "Attractiveness of the organization for highly qualified employees: indicator and key organizational factors." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.asvb5574.

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The article is devoted to the analysis of organizational factors that affect the attractiveness of an employing organization for employees with a high level of professional qualification. Such employees must not only be attracted initially, but also be retained further, which requires their desire to cooperate with the employer for a long time. As an indicator of attractiveness, the authors consider the willingness (or unwillingness) of employees, who rated the level of their own professional skills by 4 or 5 points out of 5, to change their current job. Using econometric calculations based on polls conducted by the authors in 2011 and 2018 among employees of organizations in the Nizhny Novgorod region, authors have identified factors that have a statistically significant effect on the indicator of an organization’s attractiveness, and have formulated conclusions and proposals on possible adjustments to the organization’s personnel policy, depending on whether the organization has problems with some of these factors.
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Han, Jia-Xuan, and Min-Yuan Ma. "A Study of Stationers Attractiveness Factors." In 2017 International Conference on Organizational Innovation (ICOI 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icoi-17.2017.4.

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Kicheva, Tatyana. "Enhancing Organizational Attractiveness for Young Talents Through Employer Branding." In 2019 International conference on Creative Business for Smart and Sustainable Growth (CREBUS). IEEE, 2019. http://dx.doi.org/10.1109/crebus.2019.8840085.

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Singh, Jasbindra, Renato Borbajo, Behrooz Bashokooh, Aisha Sariri, Said Riyami, Bahjat Haddad, Al Anood Al Breiki, et al. "Working the Agile Way to Fast Track the Hydrocarbon Maturation Process." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/211180-ms.

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Abstract The "Agile Development" process utilises fast track evaluation of discovered hydrocarbon reservoirs and fields using the analogue based evaluation, capitalizing on existing organizational know-how in development of existing assets. It provides flexibility in the process to be able to adapt any changes happening during the span of the evaluation. The scope of the process covers the technical evaluation and the assurance events leading to a decision-based roadmap forming the basis of final investment decisions. The fast-tracking "Agile Development" process has been designed to evaluate opportunities from appraisal to development phase based on the analogue data and the concepts. The process is utilised to characterize several different steps, starting from framing the opportunity to the delivery of the field development plan. Analogue assessment typically involves identifying the analogue[s], understanding the development concepts and utilising them for the estimating the production from the project development and the associated costs to evaluate the economic attractiveness. The assurance of the evaluation process has also been adapted to specific needs in project evaluation process. There are different tools - all developed in-house within the organisation - available for screening the analogues and then finally, selecting the analogue suitable for the evaluation of the project development planning. The outcome is also benchmarked on several parameters to ensure the project robustness. The process has been implemented in several projects involving depletion and waterflood flood recovery mechanisms. The approach has resulted in reducing the time saving by over 50% as compared to normal process of opportunity evaluation. The quality of the product is similar to the FDPs delivered using the standard processes. The process may bring in additional value as it accelerates the delivery of the FDP in a much shorter time while providing flexibility to adapt to any changes experienced during the evaluation process. This is a fast-tracking approach of evaluating the attractiveness of the discovered opportunities by implementing the experience and learnings from the development of similar reservoirs. The process is still maturing and has the potential to reduce the evaluation time further by additional 50% for the projects using similar recovery mechanisms. The approach can further be extended for testing and/or implementing in EOR process specifically polymer flooding methods.
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Stan, Oana mara. "ASSESSING CORPORATE INDUCTION BY ELEARNING: OCULARCENTRISM AND IMPACT." In eLSE 2018. Carol I National Defence University Publishing House, 2018. http://dx.doi.org/10.12753/2066-026x-18-248.

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This study outlines methods to measure the impact of e-learning initiatives in the field of organization-driven induction training programs. Induction is a ‘make or break’ experience in a new employee’s life, in terms of performance, trust and long-term retention. New learning environments are projected to bridge a gap in new staff integration in a critical interval wherein lack of adequate socialization and information dissemination leads to soaring premature attrition rates. Furthermore, the article intends to investigate the adaptation and customization of content topics and pedagogical methods to the new online learning context, within a milieu that elicits enhanced learners’ experience by means of emerging technological innovation. The study relies on a practical perspective on e-learning impact assessment that makes use of method triangulation, using surveyed trainees’ feedback, LMS (learning management system) platform reports and critical discourse analysis to depict new staff’s interactions, expectations and perceived challenges or encountered hurdles in reference to e-learning induction programs. Software applications facilitate big data management and make online training output visible and readily available for data analysis. Theorists and practitioners strive to evaluate the impact of gamification strategies (e.g. awarding coins for correct answers or participation to interactive quizzes) on the perceived KPIs (key performance indicators) of online training that include attractiveness, interest, credibility, usefulness and applicability. In reference to the challenge of measuring innovative training platforms by means of beneficiaries’ feedback, the study draws on practical know-how related to the construction and update of such e-learning modules. Hence, it features showcases of employee induction e-training across new learning environments using online technologies such as LMS platforms. Case studies involve the comparative analysis of four e-training induction programs, implemented in retail and private healthcare. Empirical data were collected concerning the thematic area coverage, including table of contents and the organization of structural units of content, i.e. main chapters, sub-chapters and sections such as company history, strategy, mission statement, vision and values, organizational charts, customer benefits, product and service portfolio and social involvement through CSR projects. Another explorative dimension involves the design and layout style, using visual analysis tools that streamlines the ocularcentric perspective by which today’s public is mostly composed of viewers rather than readers. The third investigative dimension refers to a critical discourse analysis of employees’ testimonials and success stories through the lens of recurring trends and sociolinguistic self-expression tools that emerge across communicative patterns. Synthetic conclusions and practical implications envision updated strategies for development of employee induction training and blended learning solutions.
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Sontaite-Petkeviciene, Migle. "Employer reputation management: creating employer attractiveness in it sector." In Research for Rural Development 2022 : annual 28th international scientific conference proceedings. Latvia University of Life Sciences and Technologies, 2022. http://dx.doi.org/10.22616/rrd.28.2022.030.

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This paper focuses on employer reputation management as an approach for the creation of employer attractiveness. Specifically, this paper analyses employer reputation management in IT sector. The aim of this paper is to answer the question how employer reputation is built and managed in IT sector for the creation of employer attractiveness. In pursuance to reach the aim, this paper employs scientific literature analysis and synthesis in the field of employer reputation management, as well as field analysis and expert interviews. Results of this research prove that employer reputation management is a very important tool for creating employer attractiveness and is commonly used by organizations in IT sector to attract talents. Thus, the most important advantage of building and managing good employer reputation for IT organizations is a possibility to reach a better competitive position over other IT organizations in nowadays global marketplace while attracting greatly demanded talented IT specialists.
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Adam, Muhammad, Hendra Syahputra, and Benny Gunawan. "Industry Attractiveness and Knowledge Management on the Formulation of Competitive Strategy and Parternership and Its Implication on Coffee Company Performace in Aceh." In 3rd International Seminar and Conference on Learning Organization. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/isclo-15.2016.38.

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Mauger, Yohann. "Organization Attractiveness: How Does Job Seekers’ Situational Context Influence the Evaluation of the Signals Sent by Companies?" In 3rd International Conference on Business, Management and Finance. ACAVENT, 2021. http://dx.doi.org/10.33422/3rd.icbmf.2021.03.120.

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Ishmukhamedov, Bakhtiyor. "Attracting Foreign Investment in The Development of the Economy of Uzbekistan through the Organization of Free Economic Zones." In International Conference on Eurasian Economies. Eurasian Economists Association, 2018. http://dx.doi.org/10.36880/c10.02147.

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The article analyzes the role of free economic zones in Uzbekistan and the investment attractiveness of the country and further improvement of this area. Factors affecting the volume of foreign investment entering free economic zones. The concept of integrating science and production, the organization of scientific laboratories in regional small economic zones, the processes of their development. Strategic plans for the development of the national economy, the introduction of the experiences of developed countries, the formation and renewal of foreign economic relations. Also, current barriers were carefully studied, relevant conclusions and recommendations for the further development of this sector were presented.
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LUO, SHU-YUN, and JUN-TAO XIAO. "MARKETING STRATEGY RESEARCH IN CONSUMER PSYCHOLOGY." In 2021 International Conference on Management, Economics, Business and Information Technology. Destech Publications, Inc., 2021. http://dx.doi.org/10.12783/dtem/mebit2021/35651.

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As individuals lead their lives, they purchase different items and services to fill various needs. customer psychology has made efforts to investigate why individuals buy things using cognitive ideas to comprehend the elements that impact their practices. Understanding their psychology will explain the elements that influence shoppers’ conduct concerning inspiration and emotional cycle while giving organizations the knowledge of why individuals choose to purchase such particular product. Moreover, comprehending consumers’ reasons and impulses to consume certain products helps producers make more efficient marketing strategy to attract their target consumers more easily. This research indicates how understanding consumer psychology helps more efficient and attractive marketing strategy in some ways and how such marketing psychology amplifies its attractiveness and influence through social media in recent days.
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Reports on the topic "Organizational attractiveness"

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Stadnyk, Vаlentyna, Pavlo Izhevskiy, Nila Khrushch, Sergii Lysenko, Galyna Sokoliuk, and Tetjana Tomalja. Strategic priorities of innovation and investment development of the Ukraine's economy industrial sector. [б. в.], October 2020. http://dx.doi.org/10.31812/123456789/4471.

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The problem of determining the investment priorities of the national economy development has been actuated. It has been argued that the formation of institutional preferences for activation of industry investment processes should be carried out taking into account the potential ability of each sectoral group enterprises to increase the added value. The scientific and methodical approach for sub-sectors investment attractiveness assessment has been formed on the example of the Ukrainian food industry. It has been recommended to use for this substantiated set of relative performance indexes which are duplicated in aggregate statistical state surveys based on the enterprise’s financial statements. It has been formed the recommendations for the investment priorities of food industry development in Ukraine which are based on the appropriate calculations made by the TOPSIS and CRITIC methods. Methods of economic-statistical and comparative analysis were used for structural and dynamic characteristics of the Ukraine industrial enterprises activities. Given that innovation processes should also cover small and medium-sized industrial enterprises, whose resource opportunities are mostly limited, it is proposed to expand them within the framework of a strategic partnership. Graphic modeling methods have been used to visualize the process of building the business structures resource potential on the basis of their strategic partnership. The influence of the motivational environment on the value of organizational relations within the partnership has been formalized.
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Sarofim, Samer. Developing an Effective Targeted Mobile Application to Enhance Transportation Safety and Use of Active Transportation Modes in Fresno County: The Role of Application Design & Content. Mineta Transportation Institute, July 2021. http://dx.doi.org/10.31979/mti.2021.2013.

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This research empirically investigates the need for, and the effective design and content of, a proposed mobile application that is targeted at pedestrians and cyclists in Fresno County. The differential effect of the proposed mobile app name and colors on the target audience opinions was examined. Further, app content and features were evaluated for importance and the likelihood of use. This included design appeal, attractiveness, relevance, ease of navigation, usefulness of functions, personalization and customization, message recipients’ attitudes towards message framing, and intended behaviors related to pedestrian, cyclist, and motorist traffic safety practices. Design mobile application features tested included image aesthetics, coherence and organization, and memorability and distinction. Potential engagement with the mobile app was assessed via measuring the users’ perceived enjoyment while using the app. The behavioral intentions to adopt the app and likelihood to recommend the app were assessed. The willingness to pay for purchasing the app was measured. This research provided evidence that a mobile application designed for pedestrians and cyclists is needed, with high intentions for its adoption. Functions, such as Safety Information, Weather Conditions, Guide to Trails, Events for Walkers and Bikers, and Promotional Offers are deemed important by the target population. This research was conducted in an effort to increase active transportation mode utilization and to enhance the safety of vulnerable road users. The public, city administrators, transportation authorities, and policy makers shall benefit from the results of this study by adapting the design and the features that are proposed in this research and were found appealing and useful for the target vulnerable road user groups. The need of the proposed mobile application and its main functions are established, based on the results of this research, which propagates further steps of implementation by city administrators and transportation authorities.
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