Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

Abstract

This study contributes to research on organizational attractiveness and human resource management (HRM) by drawing on image theory to examine the effect of organizational characteristics (foreign vs. domestic company country‐of‐origin, HRM practices, organizational culture, and work environment) on organizational attractiveness perceptions by host country national (HCN) employees. Drawing on person–organization fit theory, we also examine the moderating effects of HCNs' demographic characters (age and gender), work‐related skills (English proficiency and international experience), and value orientations (individualism and risk aversion) between the relationship of these organizational characteristics and organizational attractiveness. A between‐subject scenario‐based experiment with 800 HCN employees in Japan suggest that not the company country‐of‐origin, but the local adaptation of organizational culture, HRM practices, and work environment influence HCNs' organizational attractiveness perceptions. HCNs' demographic characteristics, work‐related skills, and value orientations had moderating effects between these organizational characteristics and organizational attractiveness perceptions.

Corporate social responsibility, corporate reputation and intention to apply for a job: evidence from students in an emerging economy

“…The globalization and integration process has created significant changes in the demand and supply of the labour market. More and more foreign companies and multinational corporations have entered these economies to establish their businesses, leading a keen competition to attract high-quality labour force among public, private and foreign companies as well as between small and large enterprises (Damoah, 2013; Peltokorpi et al , 2019; Tarique and Schuler, 2010; Wang et al , 2007). Individuals, especially those with high-skill and better educational attainment, have been reckoned to have more choices in selecting their employers (Story et al , 2016).…”