Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness

Tsai, Wei‐Chi; Yang, Irene Wen-Fen

doi:10.1111/j.1468-2389.2010.00488.x

Cited by 72 publications

(57 citation statements)

References 68 publications

(86 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Corporate employment image determines the attractiveness of organisations for job seekers across industries (Cober et al 2003;Tsai and Yang 2010;Turban 2001) and is vital to increase job seekers' application intentions, particularly among highly-qualified candidates (Kim et al 2011;Lemmink et al 2003). Previous research also reveals a close relationship between a company's ethicality and corporate employment image (Riordan et al 1997).…”

Section: Corporate Employment Imagementioning

confidence: 88%

“…Researchers and practitioners alike should consider that such signalling outcomes may go beyond job seekers' application behaviour, given that corporate employment image is widely recognised as an important correlate of company attractiveness or overall corporate reputation (e.g. Cober et al 2003;Kim et al 2011;Lemmink et al 2003;Tsai and Yang 2010;Turban 2001). Companies that display ethical certifications in job advertisements and that are supported in social media for their good ethical conduct may enjoy long lasting benefits not only for an enhanced corporate employment image, but also for the good overall corporate reputation that these signals build.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

See 1 more Smart Citation

Entrepreneurship from an Islamic Perspective

2014

View full text Add to dashboard Cite

Whilst previous studies indicate perceived company ethicality as a driver of job seekers' job-pursuit intentions, it is poorly understood how and why ethical market signals actually affect their application decisions. Perceptions of company ethicality result from market signals that are either within the control of the company (e.g. ethical certifications) and from market signals that are beyond the company's control (e.g. ethical eWoM). Building on communication and information processing theories, this study therefore considers both types of ethical market signals, and examines the psychological mechanisms through which they affect job seekers' intention to apply for a job. The results from a controlled online experiment show that both types of ethical market signals increase job seekers' job-pursuit intentions. These relationships are mediated by applicants' attitude towards the job advertisement, their perceptions of corporate employment image and self-referencing. Consequently, the present study alerts practitioners to consider the effects of company-controlled and non-company-controlled ethical market signals, particularly when aiming to recruit highly-qualified millennial candidates.

show abstract

Section: Corporate Employment Imagementioning

confidence: 88%

Section: Theoretical Contributionsmentioning

confidence: 99%

Entrepreneurship from an Islamic Perspective

2014

View full text Add to dashboard Cite

show abstract

“…However, this has not always been the case in this domain. Although several measures were developed under the label of employer image/employer brand (e.g., Maxwell & Knox 2009, Srivastava & Bhatnagar 2010, Tsai & Yang 2010, these scales often confounded employer and organizational images. Clearly, construct clarity should prevail in the development of future measures.…”

Section: Wwwannualreviewsorg • Employer Image and Employer Brandingmentioning

confidence: 99%

Employer Image and Employer Branding: What We Know and What We Need to Know

Lievens

Slaughter

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

272

307

View full text Add to dashboard Cite

In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspective (i.e., overall ratings of organizational attractiveness). Second, we discuss the effects of favorable organizational images, including better recruitment outcomes, more differentiation, stronger emotional bonds, and financial returns. Third, we review the antecedents and formation of image with a focus on organizational (e.g., recruiters) and nonorganizational sources [e.g., word of mouth (WOM)]. Fourth, we discuss the theoretical mediating mechanisms responsible for image effects and the moderators of image-outcome relationships. Finally, we address practical implications in the form of employer brand management and provide future research suggestions.

show abstract

“…Thomas ve Wise (1999) adayların iş özellikleri yerine örgüt özel-liklerini daha çok dikkate aldığını öne sürmüştür. Bu bağlamda, örgüt çalışanlarının dış imajının (Tsai & Yang, 2010), ağızdan ağı-za yayılan pozitif yöndeki reklamın (van Hoye & Lievens, 2005) ve kurum imajının (Güler, 2015) adayların örgütün çekiciliğine ilişkin algılarını etkileyerek işe başvurma niyetlerinde belirleyici olduğu saptanmıştır (Gomes & Neves, 2011;Jiang & Iles, 2011).…”

Section: Introductionunclassified

Organizational attraction and perceived person-organization fit: a study among university students

Büyükgöze¹,

Erçetin²

2017

HIG

View full text Add to dashboard Cite

ÖzBu araştırmada, üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile algılanan birey-örgüt uyumu ilişkisine odaklanılmıştır. Çalışmaya, 161 kadın ve 92 erkek olmak üzere 253 üniversite öğrencisi katılmıştır. Katılımcıların yaş aralığı 19 ile 28 arasında değişmektedir (aralık = 9, x = 21.26, Ss= 1.619). Katılımcıların 106'sı (%41.9) 3. sınıf öğrencisi ve 147'si (% 58.1) ise dördüncü sınıf öğrencisidir. Üniversite öğrencilerinin örgütsel çekicilik algılarını ölçmek üzere Rau ve Hyland'ın 'Örgütsel Çekicilik Ölçeği' kullanılmıştır. Katılımcıların algılanan birey-örgüt uyumu ise Cable ve DeRue'nun ' Algılanan Birey-Örgüt Uyumu Ölçeği' ile incelenmiştir. Çalışma kapsamında kullanılan veri toplama araçlarının güvenirliği Cronbach alfa iç tutarlılık katsayısı ile geçerliği ise LISREL yazılımında gerçekleştirilen doğrulayıcı faktör analizi ile incelenmiştir. Bulgular, katılımcı üniversite öğrencilerinin lisans eğitiminin ardından çalışmak istedikleri kuruma ilişkin örgütsel çekicilik algıları ile birey-örgüt uyumu algıları arasında orta düzeyde aynı yönlü bir ilişki olduğunu göstermiştir (r = .615). Öğrencilerin çalışmak istedikleri kuruma yönelik birey-örgüt uyumu algılarının, o kuruma yönelik örgütsel çekicilik algılarındaki varyansın %38'ini açıkladığı gözlenmiştir. Çalışma sonucunda, öğrencilerin çalışmak istedikleri kurum ile aralarında olduğuna inandıkları uyumun, o kuruma ilişkin algıladıkları çekiciliğin anlamlı bir yordayıcısı olduğu belirlenmiştir. Araştırma sonuçları, ilgili kuramlar ve literatür çerçevesinde tartışılmıştır. Anahtar Sözcükler: Örgütsel çekicilik, Algılanan birey-örgüt uyumu, Üniversite öğrencisi ABSTRACTThe current study focuses on the relationship between organizational attraction perceptions and perceived individual-organization compatibility of university students toward the organizations they would like to work after university graduation. The participants consisted of 253 university students including 161 females and 92 males. Participant age ranged from 19 to 28 years (range = 9, X = 21.26, SD = 1.619). Of the participants, 106 were juniors (41.9%), and 147 were senior year students (58.1%). The ' Applicant Attraction Instrument' of Rau and Hyland was used to measure the organizational attraction perceptions of the university students. Participants' perceived individual-organization compatibility was assessed with the 'Perceived Person-Organization Fit Instrument' developed by Cable and DeRue. While the reliability of the scales used in the study was examined by the calculation of Cronbach alpha internal consistency coefficients, the validity was investigated by conducting confirmatory factor analysis on LISREL software. Findings indicated a positive and moderate correlation between organizational attraction perceptions and perceived individual-organization compatibility among university students toward the organizations they would like to work after graduation (r = .615). Further, participants' organizational attract...

show abstract

Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness

Cited by 72 publications

References 68 publications

Entrepreneurship from an Islamic Perspective

Entrepreneurship from an Islamic Perspective

Employer Image and Employer Branding: What We Know and What We Need to Know

Organizational attraction and perceived person-organization fit: a study among university students

Contact Info

Product

Resources

About