Organizational Attractiveness for Prospective Applicants: A Person–Organisation Fit Perspective

Abstract

Ca travail s'attache aÁ de terminer lesquelles de quatre dimensions organisationnelles objectives sont aÁ l'origine de l'attirance exerce e par les organisations sur de futurs candidats. Il cherche aussi aÁ pre ciser dans quelle mesure les facteurs de personnalite du Big Five interfeÁ rent avec certaines de ces caracte ristiques organisationnelles. Pour ce faire, 359 e tudiants en fin d'e tudes d'inge nieur et de management (masculins aÁ 71 % et d'un aà ge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient aÁ quatre dimensions organisationnelles, aÁ savoir la taille de l'entreprise, le degre d'internationalisation, les systeÁ mes de re mune ration et le niveau de centralisation. Les e tudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-e valuaient aÁ travers un inventaire de personnalite . Les re sultats montrent que les futurs candidats sont plus attire s par les organisations multinationales, de centralise es, de taille moyenne ou grande. Il est e galement apparu que certaines caracte ristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur``sens des respons-abilite s'' (``conscientiousness'') agit sur l'impact de la taille de l'organisation, les sujets pre sentant un sens des responsabilite s e leve se montrant plus attire s par les grandes organisations. Le facteur``ouverture d'esprit'' modifie les effets de l'internationalisation, les individus haut situe s sur l'ouverture d'esprit e tant davantage se duits par les multinationales.This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organ-isational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective applicants are more attracted to large-sized, medium-sized, decentralised, and multinational organisations. Next, the results indicate that several personality characteristics moderate the effects of organisational characteristics on attractiveness. For instance, the factor conscientiousness moderates the effect of organisational size, with subjects high on conscientiousness being more attracted to large-sized organisations. The factor openness/intellect moderates the effect of internationalisation, with subjects high on openness/intellect being more attracted to multinational organisations.

The Importance of Compensation and Benefits on University Students’ Perceptions of Organizations as Potential Employers

“…Successful employer branding generates a positive effect to impact potential employees' in the decision-making process (Backhaus, 2004;Lievens, Decaesteker, Coetsier, & Geirnaert, 2001;Peter, 1999;S. L. Rynes & Barber, 1990;Sullivan, 2004;Thomas & Wise, 1999).…”

Organizational attractiveness: an empirical study on employees attitudes in lithuanian business sector

“…Instrumental attributes, in order to influence initial assessments of organizational attractiveness, should be visible, salient, manifesting organizational culture and values and, finally, differ across organizations (Lievens et al, 2001). Research on instrumental attributes found empirical evidence that medium-sized and large-sized, multinational and decentralized organizations were more attractive to potential applicants (Lievens et al, 2001); it was also revealed that applicants' attraction to the Belgian Army was mostly related to such instrumental dimensions as team/sports activities, structure and job security . The study by Nadler et al (2010) suggested that work schedule flexibility positively affects potential employees' perceptions of organizational attractiveness.…”

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

“…Literatürde yer alan çalışmalar, bireylerin sahip olduğu değer-lerin uyum konusunda daha çok ön plana çıktığını göstermiştir (Cable & Judge, 1996;Carless, 2005;Judge & Cable, 1997;Lauver & Kristof-Brown, 2001;Rentsch & McEwen, 2002). Bireylerin kişilik özelliklerinin ise genellikle örgütü çekici olarak algılamalarında daha etkili olduğu gözlenmiştir (Arbak & Yeşi-lada, 2003;Lievens et al, 2001;Schreurs et al 2009;Turban & Keon, 1993). Örnek vermek gerekirse, konuyu beş faktör kişilik modeli çerçevesinde inceleyen Lievens ve ark.…”