Attracting millennial talent: a signal theory perspective

Madan, Anishya Obhrai; Madan, Srishti

doi:10.1108/ebhrm-01-2018-0009

Cited by 8 publications

(4 citation statements)

References 66 publications

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“…Importantly, both internal and external communication activities should be run simultaneously on a regular basis, not just for an extraordinary occasion. Effective communications regarding the company matters and successes are likely to strengthen the reputation and attractiveness, and influence outsiders, particularly millennial job applicants, in the recruitment process (Madan and Madan, 2019;Saks, 2005). This is consistent with what Cable and Turban (2003) argue that employees are willing to pay a premium in the form of lower wages to join a company with a more positive reputation.…”

Section: Practical Implicationssupporting

confidence: 63%

Millennials’ intention to stay and word-of-mouth referrals

Dechawatanapaisal

2019

EBHRM

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Purpose The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals. Design/methodology/approach Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention. Research limitations/implications The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization. Practical implications The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals. Originality/value This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

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Section: Practical Implicationssupporting

confidence: 63%

Millennials’ intention to stay and word-of-mouth referrals

Dechawatanapaisal

2019

EBHRM

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“…Recruitment is a vital function for any organization to maintain and improve their competitive advantage in the fierce competitive era (Muduli et al, 2016). It functions as a channel of discovering potential candidates and attracting them to make the right selection (Barber, 1998;Breaugh and Starke, 2000;Madan and Madan, 2019). In a study of graduate recruitment, Internet-based social media sites such as Facebook, Twitter and LinkedIn were used by recruiters to attract talents by sharing the company culture and career opportunities-related information (Alf, 2013).…”

Section: Introductionmentioning

confidence: 99%

Social media recruitment: the role of credibility and satisfaction

Muduli

Trivedi

2020

EBHRM

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PurposeThe increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social media recruitment from the recruiter's perspective. Influenced by the diffusion of innovation theory, the study measures the usefulness of social media recruitment through various prehire and posthire recruitment outcomes. The study also used the media richness theory to examine the role of credibility and satisfaction as a mediating variable.Design/methodology/approachData has been collected from the recruiters in the public and private sector of India. Available literature is studied to develop survey instrument validated through experts from industry and academia. Pilot study was conducted to test for any construct weaknesses. Data is analyzed using AMOS.FindingsThe study result proved that social media recruitment is significantly related to both prehire outcomes and posthire outcomes. The result also proved the mediating effect of credibility and satisfaction and suggests recruitment practitioner to emphasize on disseminating credible, relevant and sufficient information through suitable communication mode.Practical implicationsHR professional to be careful about the information provided through a social media recruitment method. Practitioner to establish credibility of the information to create a sense of satisfaction by the applicants toward the information. Thus, as the information becomes more credible, the attraction to the organization also increases, which in turn results in more applicants applying for the job.Originality/valueThis is the first quantitative study to examine effectiveness of social media recruitment under the influence of mediator – credibility and satisfaction considering the data from the recruiters.

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“…In addition to salary, there are several other criteria, including career development, search for meaning and purpose in life, and work-life balance. Salary is also proven to be the main reason for prospective employees to apply for a job, followed by the location of the company (Madan & Madan, 2019). In addition, another research related to HR management also proves that salary and job security are important to increase employees' motivation (Jiang, Lepak, Hu, & Baer, 2012).…”

Section: Introductionmentioning

confidence: 98%

Proceedings of the International Conference of Applied Business and Management (ICABM2020)

Borges¹

2020

Proceedings of the International Conference of Applied Business and Management (ICABM2020)

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Firms investment is a relevant element in economic growth. Therefore, it is important to consider the factors that influence it. In this context, the tax variable has a high impact on the investment decision. The purpose of this paper is to discuss how investing in intangible assets makes the computation of the effective corporate income tax rate especially complex. Methodology:The methodology applied is based on the method designated "legal research", in the legal-fiscal and accounting aspects. In this method, the analytical discussion of tax and accounting rules relevant to a given phenomenon allow us to assess the potential impact of a certain legal framework on business decisions.Originality: Economic models have traditionally incorporated the tax variable corresponding to the nominal rate of income tax for corporations. However, in the Portuguese tax legal framework there is a wide range of situations in which the tax framework differs from the accounting rules. When this happens, the nominal tax rate does not adequately capture the impact of the tax policy on investment results. This consideration is particularly relevant if the analysis focuses on investments that strongly integrate intangible elements into their composition Findings: Economic methodologies relating to investment and taxation will gain by specifying further the relationship between the nominal tax rate and the effective tax rate, particularly in the area of investments largely composed of intangible assets. Hypotheses of empirical investigation may follow from this study.Practical implications: At the corporate or macroeconomic level, the tax variable is increasingly complex in its determination. In fact, under corporate income tax, and for intangible assets, deductions to income, collection and other benefits can significantly create distance between nominal tax rate and effective tax rate. Research limitations:It is an analytical approach, which does not develop empirical studies, but leaves clues of statistical investigation.

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Attracting millennial talent: a signal theory perspective

Cited by 8 publications

References 66 publications

Millennials’ intention to stay and word-of-mouth referrals

Millennials’ intention to stay and word-of-mouth referrals

Social media recruitment: the role of credibility and satisfaction

Proceedings of the International Conference of Applied Business and Management (ICABM2020)

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