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Journal articles on the topic 'Organizational attractiveness'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

de Waal, André. "Measuring Organizational Attractiveness." International Journal of Management and Applied Research 9, no. 1 (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 pre

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de, Waal André. "Measuring Organizational Attractiveness." International Journal of Management and Applied Research 9, no. 1 (2022): 1–20. https://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 fulfill

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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 (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 (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 enhan

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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 (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 revi

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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 (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 cor

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Hannon, John M. "Organizational attractiveness in Japan:a screening perspective." International Journal of Human Resource Management 7, no. 2 (1996): 489–507. http://dx.doi.org/10.1080/09585199600000139.

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Chehrehgosha, Arezoo, and Dr Hadi Teimouri. "Organizational Health and Employer Brand Attractiveness." International Journal of Scientific Research and Management (IJSRM) 13, no. 05 (2025): 2284–99. https://doi.org/10.18535/ijsrm/v13i05.sh05.

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This study aimed to determine the relationship between organizational health and employer brand attractiveness in FANAP Company. The statistical population of the study consisted of all the managers and experts of Pasargad Arian Information and Communication Technology Company (FANAP), and 325 of them were selected by Stratified random sampling method. The validity of the questionnaire was confirmed by academic experts as well as experts from FANAP Company. Also, with the use of Cronbach’s alpha coefficient, the reliability of the questionnaire was calculated to be 0.86 which indicates the rel

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Ling Chen, Yuan, Hsiow Ling Hsieh, and Yun En Ko. "In The Eyes of Job Seekers: The Impacts of ESG on Organizational Reputation and Attractiveness." International Journal of Arts, Humanities & Social Science 05, no. 03 (2024): 15–20. http://dx.doi.org/10.56734/ijahss.v5n3a2.

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This study aims to explore the relationship between ESG and organizational reputation and attractiveness in the eyes of job seekers covering newly graduates and current employees in Taiwan. Drawing upon signaling theory and social identity theory, we investigate the environmental, social, and governance issues, respectively, and ESG as a whole as the drivers of organizational attractiveness, especially in the eyes of job seekers. To this end, we adopted a deductive approach to finalize the 34-item ESG measurement. Next, we collected data from 106 participants, including 49 students about to gr

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Türker, Baş, and Ertan Ece. "Organizational Attractiveness Dimensions and Workplace Authenticity Relationship." Journal of Economics and Business 3, no. 3 (2020): 1021–31. https://doi.org/10.31014/aior.1992.03.03.258.

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Organizational attractiveness is an important subject of employer branding and has five main factors that listed social, market, application, brand and economic value. These are mainly common factors about that which criteria can be more effective on employees. Authenticity at work can be generally defined that being your true self and acting like that. Authenticity is also an important issue for people’s physiological needs at work. Therefore, workplace authenticity and organizational attractiveness dimensions could be related with each other and may authenticity could be a new factor o

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Schmitz, Anja, Kirsten Wüst, and Lydia Fritz. "Influence of New Work Attributes in Job Advertisements on Perceived Organizational Attractiveness." management revue 32, no. 4 (2021): 318–42. http://dx.doi.org/10.5771/0935-9915-2021-4-318.

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Recruiting suitable talent has become increasingly difficult - including the recruitment of university graduates, members of the so-called millennial generation. Consequently, organizations are looking for ways to increase their organizational attractiveness. Many German companies are currently striving to implement the concept of new work with autonomy, meaningfulness, and self-actualization as its core attributes. While this concept has already drawn a lot of attention in the practitioner field, there is still a lack of controlled research on how these efforts affect organizational attractiv

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Mirzam Arqy Ahmadi, Rahma Ayuningtyas Fachrunisa, Ahmad Baihaqi Esaputra, Fidaus Kurniawan, and M. Ilham Timur Abdillah. "Transforming Human Resources Recruitment: The Impact of Artificial Intelligence (AI) on Organizational Attractiveness and Applicant Intent." Benefit: Jurnal Manajemen dan Bisnis 9, no. 1 (2024): 102–17. https://doi.org/10.23917/benefit.v9i1.6298.

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In today's rapidly evolving technology landscape, this proposal investigates the transformative field of human capital recruiting through the integration of Artificial Intelligence (AI) and its impact on organizational attractiveness and applicant intent. This research aims to explore prospective employees' perceptions of AI-based recruitment processes and their impact on organizational attractiveness, as well as their intentions to apply for job opportunities. A quantitative research approach was used using an online questionnaire distributed via Google Forms, qualitative methods were also ap

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Chang, Wen-Ching, Liang-Chieh Weng, and Song-Bang Wu. "CSR and Organizational Attractiveness: The Impacts of Crisis and Crisis Response." Sustainability 15, no. 4 (2023): 3753. http://dx.doi.org/10.3390/su15043753.

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This study explores whether different sources of CSR information (i.e., the organization itself vs. the third party) and CSR reputation (i.e., leading vs. backward) affect job applicants’ attraction to organizations. This study demonstrates the interaction effects of sources of CSR information and CSR reputation on organizational attractiveness and contributes to the literature by identifying the impact of crisis and crisis management strategies of the organization on its organizational attractiveness. From a Situational Crisis Communication Theory (SCCT), we examined the impacts of the crisis

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Atalay, Davut, Umut Akçıl, and Ali Efdal Özkul. "Effects of Transformational and Instructional Leadership on Organizational Silence and Attractiveness and Their Importance for the Sustainability of Educational Institutions." Sustainability 11, no. 20 (2019): 5618. http://dx.doi.org/10.3390/su11205618.

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Managers are expected to carry various leadership qualities in order to raise the human profiles (professionals) required by society. Leadership becomes even more important when it comes to education as it shapes our future. In educational institutions, especially transformational leadership (TL) and instructional leadership (IL) have a particular importance and play an active role in conveying a classical managerial approach. This as well influences the sustainability of the educational institutions. The managers with these two leadership qualities will contribute to a reduction in their empl

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Martinez-Hague, Paloma. "ORGANIZATIONAL ATTRACTIVENESS: A THEORETICAL REVIEW OF THE MOST RELEVANT EMPIRICAL RESEARCH FROM AN INTERACTIONIST PERSPECTIVE." International Journal of Professional Business Review 9, no. 4 (2024): e0747. http://dx.doi.org/10.26668/businessreview/2024.v9i4.747.

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Purpose: This research aims to analyze and deepen the study of the Organizational Attractiveness construct, identify the main gaps in the field, and propose possible future research in this regard. Theoretical Framework: The shortage of talent in companies, the growing competition, and the new normality have made attracting talent a strategic but critical element for companies. In this sense, Organizational Attractiveness is recognized by various authors as a relevant construct to understand the attraction. In addition, these authors highlight some academic and empirical problems in this field

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Lis, Bettina. "Corporate social responsibility’s influence on organizational attractiveness." Journal of General Management 43, no. 3 (2018): 106–14. http://dx.doi.org/10.1177/0306307017749627.

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While most studies of corporate social responsibility (CSR) have been conducted at the firm level, there is a nascent interest in research at the individual, particularly the employee, level of analysis. However, the extant literature has revealed that the effect of CSR on organizational attractiveness (OA) remains under-examined. Previous studies have overlooked the complex nature of the decisions that potential employees make about job choices while addressing the isolated effect of CSR on OA. Addressing this research gap, the present study aims to answer the question: What will be the resul

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Nadler, Joel, Maya Gann-Bociek, and Brian Skaggs. "Interview support on perceptions of organizational attractiveness." Management Research Review 40, no. 7 (2017): 783–99. http://dx.doi.org/10.1108/mrr-06-2016-0148.

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Purpose The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA. Design/methodology/approach This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant inte

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Ali, Qamar, Muhammad Naveed Aslam, and Sahar Hafeez. "Impact of Online Recruitment on Organizational Attractiveness: An Experimental Study in the Context of Pakistan." iRASD Journal of Management 3, no. 3 (2021): 318–28. http://dx.doi.org/10.52131/jom.2021.0303.0048.

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The purpose of this study is to explore the aesthetical features of corporate recruitment websites, including the website design, style, and color, and to investigate their impact on organizational attractiveness and applicants' intention to apply. By doing so, the study also examines the effects of corporate websites on applicants' perception of the corporate culture and measures the mediating impact of perceptions of organizational culture on organizational attractiveness and applicants' intention to apply for the jobs in the context of Pakistan. The study is based on a laboratory experiment

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Pehlivanlı, Edib Ali. "THE EFFECT OF DECARBONIZATION SIGNAL ON JOB APPLICATION INTENTION: A PARALLEL MEDIATION MODEL." Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 15, no. 29 (2024): 54–75. http://dx.doi.org/10.36543/kauiibfd.2024.003.

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This study examines how including decarbonization signals in job postings influences prospective job seekers' perceptions and intentions. Using an experimental approach with senior students (N=334), the research explored the effects of decarbonization signals on organizational attractiveness, person-organization fit, and intention to apply for a job vacancy. Participants viewed job postings either with or without explicit decarbonization signals from a fictitious company, "Victory Holding". Results confirmed that decarbonization signals significantly enhanced perceptions of environmental sensi

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Onur, Neslihan, Ayse Celik Yetim, Yigit Guven, Ebru Gozen, Derya Ozilhan Ozilhan Ozbey, and Gul Coskun Coskun Degirmen. "Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support." Sustainability 16, no. 13 (2024): 5394. http://dx.doi.org/10.3390/su16135394.

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The primary purpose of this article is to determine the relationship between employer brand attractiveness, which is considered to be critical in achieving sustainable human resource management and organizational commitment, and to reveal the moderating role of perceived organizational support in this relationship. The research was conducted on the employees of 5-star hotels in Manavgat, one of the most popular tourist destinations in Turkey. Data were collected between June and October 2023. The hypothetical model was developed based on the results obtained and was tested using the AMOS progr

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K.E.P, Perera, and Karunarathne R.A.I.C. "The Impact of Non-Financial Rewards on Organizational Attractiveness." Asian Journal of Empirical Research 9, no. 6 (2019): 157–65. http://dx.doi.org/10.18488/journal.1007/2019.9.6/1007.6.157.165.

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The main objective of this study was to examine the impact of nonfinancial rewards on organizational attractiveness. Drawing on the social exchange theory we develop and empirically test a model to explain the role of nonfinancial rewards, i.e. work-life balance, learning opportunities, and career advancement on organizational attractiveness. Following the quantitative research approach we collected data from 88 undergraduate students from 3 main universities in management in Sri Lanka. To test the model we developed one hypothesis. The results of simple linear regression suggested that nonfin

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Akturan, Abdülkadir. "The effects of corporate social irresponsibility on workplace deviant behavior, organizational attractiveness and integrity." Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi 15, no. 2 (2025): 667–84. https://doi.org/10.30783/nevsosbilen.1614120.

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Corporate Social Irresponsibility (CSI) reflects an organization's neglect or indifference toward environmental and community welfare, leading to reputational harm and significant effects on employees. Existing studies highlight CSI’s role in provoking negative behaviors from stakeholders, such as moral outrage and resistance to organizational norms, which can impact the workplace climate. While research on Corporate Social Responsibility and its influence on employees has expanded, the effects of CSI on stakeholders remain underexplored. This paper investigates how CSI influences workplace de

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Sultanova, Faniya R., and Anna B. Leonova. "THE ROLE OF INDIVIDUAL FACTORS IN ASSESSING THE ATTRACTIVENESS OF ORGANIZATIONAL CULTURE." Moscow University Psychology Bulletin, no. 2 (2021): 123–41. http://dx.doi.org/10.11621/vsp.2021.02.07.

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Relevance. Recruitment and organizational culture can be important strategic resources for retaining the most promising employees and reducing organizational turnover. The purpose of the work is to search for predictors of the organizational culture’ attractiveness among individual factors of personnel with access to forecasting staff turnover. Methods and sampling. A comprehensive study of employees of three industrial enterprises was conducted. A total of 131 people, 105 men and 26 women, took part in the study. The package of standardized methods included: “Questionnaire for assessing subje

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Überschaer, Anja, Matthias Baum, Bjoern-Thore Bietz, and Rüdiger Kabst. "The contingencies of person-organization fit perceptions." Journal of Managerial Psychology 31, no. 6 (2016): 1021–39. http://dx.doi.org/10.1108/jmp-09-2014-0266.

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Purpose – The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation. Design/methodology/approach – The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subs

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Story, Joana, Filipa Castanheira, and Silvia Hartig. "Corporate social responsibility and organizational attractiveness: implications for talent management." Social Responsibility Journal 12, no. 3 (2016): 484–505. http://dx.doi.org/10.1108/srj-07-2015-0095.

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Purpose Talent management is a twenty-first-century concern. Attracting talented individuals to organizations is an important source for firm competitive advantage. Building on signaling theory, this paper proposes that corporate social responsibility (CSR) can be an important tool for talent recruitment. Design/methodology/approach Across two studies, this paper found support for this hypothesized relationship. In Study 1, a job advertisement was manipulated to include information about CSR and tested it in two groups of 120 master’s degree students who would be in the job market within the y

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Kalinska-Kula, Magdalena, and Iwona Staniec. "Employer Branding and Organizational Attractiveness: Current Employees’ Perspective." EUROPEAN RESEARCH STUDIES JOURNAL XXIV, Issue 1 (2021): 583–603. http://dx.doi.org/10.35808/ersj/1982.

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Joseph, Sanskrity, Susmriti Sahu, and Khan Abrar Uz Zaman Khan. "Organizational Attractiveness as a predictor of Employee retention." IOSR Journal of Business and Management 16, no. 9 (2014): 41–44. http://dx.doi.org/10.9790/487x-16944144.

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ERDOĞAN, Ali. "EXAMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL ATTRACTIVENESS, ORGANIZAT." International Journal of Education Technology and Scientific Researches 6, no. 16 (2021): 1646–78. http://dx.doi.org/10.35826/ijetsar.408.

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Agnihotri, Arpita, and Saurabh Bhattacharya. "CSR fit and organizational attractiveness for job applicants." Academy of Management Proceedings 2021, no. 1 (2021): 12604. http://dx.doi.org/10.5465/ambpp.2021.12604abstract.

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Gomes, Daniel, and José Neves. "Organizational attractiveness and prospective applicants' intentions to apply." Personnel Review 40, no. 6 (2011): 684–99. http://dx.doi.org/10.1108/00483481111169634.

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Roque Gomes, Daniel, and José Gonçalves Neves. "Do applicants' prior experiences influence organizational attractiveness prediction?" Management Research: Journal of the Iberoamerican Academy of Management 8, no. 3 (2010): 203–20. http://dx.doi.org/10.1108/1536-541011089420.

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Brunner, Christian Boris, and Matthias Baum. "The impact of brand portfolios on organizational attractiveness." Journal of Business Research 106 (January 2020): 182–95. http://dx.doi.org/10.1016/j.jbusres.2019.09.014.

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Kashive, Neerja, and Vandana Tandon Khanna. "Impact of Internal Branding (IB), Brand Commitment (BC) and Brand Supporting Behavior (BSB) on Organizational Attractiveness (OA) and Firm Performance(FP)." International Journal of Human Resource Studies 7, no. 2 (2017): 155. http://dx.doi.org/10.5296/ijhrs.v7i2.11113.

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This paper explores the various dimension of Internal Branding like training, orientation and briefing and its impact on Brand commitment and Brand supporting behavior (like brand allegiance, brand endorsement and brand citizen behaviour).The study shows that training, orientation and briefing of Internal Branding (IB) does impact Brand commitment(BC) and brand supporting behavior(BSB). Internal Branding impact both organizational attractiveness and Firm performance while brand commitment only impact organizational attractiveness. With respect to brand supporting behaviour, brand citizen behav

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Kashive, Neerja, and Vandana Tandon Khanna. "Building Employee Brand Equity to influence Organization Attractiveness and Firm Performance." International Journal of Business and Management 12, no. 2 (2017): 207. http://dx.doi.org/10.5539/ijbm.v12n2p207.

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This paper explores the various dimension of Internal Branding like training, orientation and briefing and Brand supporting behavior (like brand allegiance, brand endorsement and brand citizen behaviour).It further explores impact of Internal branding (IB), Brand commitment (BC) and Brand supporting behavior BSB) on Organization attractiveness (OA) and Firm Performance (FP). The study shows that Internal Branding (IB), Brand commitment (BC) and brand supporting behavior (BSB) impact Organizational attractiveness. While Internal Branding (IB), Brand commitment (BC) and brand supporting behavior

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Joo, Young Ran, Hyoung Koo Moon, and Byoung Kwon Choi. "A moderated mediation model of CSR and organizational attractiveness among job applicants." Management Decision 54, no. 6 (2016): 1269–93. http://dx.doi.org/10.1108/md-10-2015-0475.

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Purpose – The purpose of this paper is to investigate the mediating role of perceived overall justice and the moderating effect of self- and other-centered motives in the relationship between organizational corporate social responsibility (CSR) and organizational attractiveness using a sample of job applicants. Design/methodology/approach – The hypotheses were tested using a 2-by-2 experimental design and a sample of 376 South Korean University students. Findings – The results showed that organizational CSR positively influenced job applicants’ perceived overall justice. Moreover, it was found

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Ilchenko, Svitlana, and Ganna Glushko. "Investment attractiveness of the port industry in crisis conditions." Investment Management and Financial Innovations 14, no. 3 (2017): 251–60. http://dx.doi.org/10.21511/imfi.14(3-1).2017.09.

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Historically, the maritime industry in Ukraine, which previously was subordinated to the Ministry of Transport of Ukraine and whose successor is the Ministry of Infrastructure of Ukraine, was complex of different organizations (shipping companies, ports, ship-repairing and shipbuilding factories and other related and auxiliary enterprises). They had their own organizational structures, goals and tasks and in some way interacted with each other. Such organization was aimed, first of all, at achieving target production indicators formed by the state authorities. In fact, such structure of mariti

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Ganesan, Muruganantham, Suresh Paul Antony, and Esther Princess George. "Dimensions of job advertisement as signals for achieving job seeker’s application intention." Journal of Management Development 37, no. 5 (2018): 425–38. http://dx.doi.org/10.1108/jmd-02-2017-0055.

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PurposeGrounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement (ad) dimensions (message contents) and organizational familiarity on job seeker’s perception of attitude, organizational attractiveness, and application intention.Design/methodology/approachThis paper is a theoretical exploration based on existing literature.FindingsThe presence of instrumental and symbolic attributes in print job advertisement such as job and work characteristics, aesthetics, employee testimoni

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Lee, Kyoung-Joo, and Sun-Yong Choi. "Effects of Organizational Culture on Employer Attractiveness of Hotel Firms: Topic Modeling Approach." Complexity 2022 (May 30, 2022): 1–12. http://dx.doi.org/10.1155/2022/4402673.

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As the acquisition and retention of motivated and skilled employees are key to the high performance of hotel firms, employer attractiveness of hotel firms is a critical factor in achieving competitive advantage. Focusing on organizational culture, this study analyzes how different cultural attributes affect hotel firms’ attractiveness as employers. For the empirical analysis, this study collected 54,040 reviews of 157 large hotel chains and firms from Glassdoor in the United States. This study combines an unsupervised machine learning tool for topic modeling (latent Dirichlet allocation) with

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Leekha Chhabra, Neeti, and Sanjeev Sharma. "Employer branding: strategy for improving employer attractiveness." International Journal of Organizational Analysis 22, no. 1 (2014): 48–60. http://dx.doi.org/10.1108/ijoa-09-2011-0513.

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Purpose – To examine the organizational attributes that attract final-year management students towards organizations. The paper aims to study the already adopted employer branding strategies and the preferred channel through which organizations should promote employer attractiveness. Based on previous studies and current findings, a conceptual model on employer branding process has been developed and presented. Design/methodology/approach – This article is based on semi-structured interviews, survey results and review of academic employer branding models. Findings – It was found that among the

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Greening, Daniel W., and Daniel B. Turban. "Corporate Social Performance and Organizational Attractiveness to Prospective Employees." Proceedings of the International Association for Business and Society 7 (1996): 489–500. http://dx.doi.org/10.5840/iabsproc1996746.

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TURBAN, D. B., and D. W. GREENING. "CORPORATE SOCIAL PERFORMANCE AND ORGANIZATIONAL ATTRACTIVENESS TO PROSPECTIVE EMPLOYEES." Academy of Management Journal 40, no. 3 (1997): 658–72. http://dx.doi.org/10.2307/257057.

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Turban, Daniel B., and Daniel W. Greening. "Corporate Social Performance And Organizational Attractiveness To Prospective Employees." Academy of Management Journal 40, no. 3 (1997): 658–72. http://dx.doi.org/10.5465/257057.

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Chen, Yi-Ching, Chien-Cheng Chen, and Aichia Chuang. "How and When Do Interviewer Characteristics Affect Organizational Attractiveness?" Academy of Management Proceedings 2020, no. 1 (2020): 18347. http://dx.doi.org/10.5465/ambpp.2020.18347abstract.

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Koch-Bayram, Irmela, Chris Kaibel, and Torsten Biemann. "Algorithms in Personnel Selection, Applicants’ Attributions and Organizational Attractiveness." Academy of Management Proceedings 2021, no. 1 (2021): 15008. http://dx.doi.org/10.5465/ambpp.2021.15008abstract.

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Yan, Yu-Hua, and Chih-Ming Kung. "Hospital Image and Compensation/Benefit System on Organizational Attractiveness." Public Health - Open Journal 2, no. 1 (2017): 33–41. http://dx.doi.org/10.17140/phoj-2-118.

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Иванова and O. Ivanova. "Analyzing Factors of Investment Attractiveness of Regions." Economics 2, no. 3 (2014): 38–41. http://dx.doi.org/10.12737/5226.

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Abstract:

The paper considers interrelations between the array of economic, legal, organizational, political and social factors and growth of investments in a given region. Identified components of favorable and unfavorable investment climates, which pose decisive impact on investments dynamics and structure.

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