The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers

2020 ◽  
Vol 27 (1) ◽  
pp. 27-48
Author(s):  
Silke Bustamante ◽  
Rudi Ehlscheidt ◽  
Andrea Pelzeter ◽  
Andreas Deckmann ◽  
Franziska Freudenberger
Keyword(s):  
Empirical Studies ◽  
Moderating Effect ◽  
Value Orientations ◽  
Hierarchical Regression ◽  
Job Seekers ◽  
Negative Effect ◽  
Corporate Social ◽  
Individual Value ◽  
Employer Attractiveness ◽  
Adaptive Conjoint Analysis

Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice.

Employee response to CSR in China: the moderating effect of collectivism

2019 ◽  
Vol 48 (3) ◽  
pp. 839-863 ◽  
Author(s):  
Lifang Zhao ◽  
Jiman Lee ◽  
Sungok Moon
Keyword(s):  
Organizational Identification ◽  
Moderating Effect ◽  
Three Dimensions ◽  
Hierarchical Regression ◽  
Content Type ◽  
Multiple Dimensions ◽  
Workplace Attitudes ◽  
Strategic Csr ◽  
Corporate Social ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between employees’ corporate social responsibility (CSR) perception and their organizational identification in a Chinese context. The moderating effect of employees’ collectivist orientation on the relationship between CSR perception and organizational identification is also examined. Design/methodology/approach Data were collected from 308 employees of 7 firms in Zhejiang Province, located in southeast China. Hierarchical regression analyses were utilized to test the hypotheses. Findings The results indicate that all three dimensions of CSR perception in this study, specifically, economic, philanthropic and strategic CSR perception, are strongly and positively related to the organizational identification of employees. Employees’ collectivist orientation positively influences the relationship between strategic CSR perception and organizational identification. In contrast, collectivist orientation negatively influences the relationship between economic CSR perception and organizational identification. However, no moderating effect of collectivism on the relationship between philanthropic CSR perception and organizational identification was found. Research limitations/implications The findings highlight the positive relationship between employees’ CSR perception and their workplace attitudes, shedding particular light on how employees’ personal values influence their responses to CSR in Chinese organizations. Originality/value This study extends the current understanding on the relationship between CSR and organizational identification. Particularly, the authors include multiple dimensions of CSR (economic, philanthropic and strategic CSR) in the research model, demonstrating that the link between CSR perception and organizational identification is influenced by employees’ collectivist orientation.

The influence of corporate social performance on employer attractiveness in the transport and logistics industry

2015 ◽  
Vol 45 (5) ◽  
pp. 486-505 ◽  
Author(s):  
Matthias Sohn ◽  
Werner Sohn ◽  
Thorsten Klaas-Wissing ◽  
Bernhard Hirsch
Keyword(s):  
Impression Management ◽  
Social Impact ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Job Seekers ◽  
Logistics Industry ◽  
Content Type ◽  
Junior Staff ◽  
Corporate Social ◽  
Employer Attractiveness

Purpose – Job markets in the transport and logistics industry are characterized by a scarcity of well-educated junior talent. Employer attractiveness is becoming more important in order to win the most talented junior staff. The purpose of this paper is to investigate how corporate social performance (CSP) profiles of logistics companies influence their attractiveness for job seekers. Design/methodology/approach – In a computerized laboratory experiment, the authors provided 95 students in their final year with job offer data that include general and CSP information about the company, and the job seeker’s potential salary. The authors manipulated how the CSP information was presented and monitored the information accessed during job seekers’ decision-making processes. The authors investigated how information presentation affected choices. Findings – The vast majority of talent acquires CSP information in the pre-decision phase of the judgment, compares this information across companies, and trades off this information with the conditions of employment. The authors find that the ease of comparability of corporate social responsibility (CSR) information, expressed by meaningful indicators of CSP, increased preference for high CSP. Research limitations/implications – The study enriches existing studies of voluntary disclosure, which argue that voluntary disclosing sustainability-related information can be a tool of impression management. Practical implications – Companies with a compelling CSP should push for a broadly accepted methodology to benchmark CSP within industry-specific sectors, such as logistics services. Social implications – Potential employees demand that companies should consider their social impact on individuals and society as a whole. To remain attractive for employees companies in transport and logistics industry have to cope with a broader scope of expectations. Originality/value – The authors provide the first analysis on the relevance of CSP information for employer attractiveness in the transport and logistics industry. This research provides insights into the relevance of CSP criteria, information provision, and comparability processes from the perspective of young job seekers.

scholarly journals Corporate social responsibility and employer attractiveness

2019 ◽  
Vol 9 (2) ◽  
pp. 123-131
Author(s):  
Ana Potskhverashvili
Keyword(s):  
Well Being ◽  
Job Seekers ◽  
Global Competitiveness ◽  
Business People ◽  
The Core ◽  
Long Period ◽  
The World ◽  
Corporate Social ◽  
Employer Attractiveness ◽  
A Company

As the global competitiveness accelerates in the world, it is a major challenge for the companies to attract talents and attain them within the company. The business needs to contribute to the well-being of the community and society they affect. High salary alone is no longer effective tool for the business, people want to work in the company whose values match their own values and that impact contribute to society and environment. For the business is crucial to know what kind of aspects influence on a particular group of stakeholder (job seekers and employees) decision to choose a place of work. The core research statement is, how CSR based factors influence on employer attractiveness and how these factors impact on the choice of employees in choosing a company for working. This study is exploratory, a quantitative approach is applied. Questionnaire examines interest of one of the stakeholders, particularly employees’ or prospective employees’ perception toward company CSR. According to the results, CSR dimensions (economic, social and environment) were measured by the respondents as highly important for an organization. However, at what extent CSR can be considered as the strongest tool for attracting new talents in the organization and keeping them for a long period is difficult to be measured. Taking into consideration other determinants on employer attractiveness, CSR alone can not attract and attain talents in the organization, but can be one strong determinant that could encourage workers to stay committed to the organization.

Do instrumental and symbolic factors interact in influencing employer attractiveness and job pursuit intention?

2018 ◽  
Vol 23 (4) ◽  
pp. 444-462 ◽  
Author(s):  
Shweta Kumari ◽  
Gordhan K. Saini
Keyword(s):  
Recruitment Strategy ◽  
Job Seekers ◽  
Significant Interaction Effect ◽  
Content Type ◽  
Employment Choice ◽  
Career Growth ◽  
Corporate Social ◽  
Changing Demographics ◽  
Employer Attractiveness ◽  
New Generation

Purpose The changing demographics of talent market calls for a better understanding of the expectations of diverse job seekers. However, there is limited research on employer attractiveness (EA) factors which cover the expectations of new generation job seekers. The purpose of this paper is to examine the effect of career growth opportunities (CGO), work–life benefits (WLB) and corporate social responsibility (CSR) reputation on the perceived attractiveness of an organization as an employer and the job pursuit intention (JPI) of job seekers. Design/methodology/approach A 2 (CGO: many vs limited)×2 (WLB: many vs limited)×2 (CSR reputation: high vs low) between-subjects experimental design was used for this study. A total of 240 respondents participated in the study. Findings The results showed that provision of CGO had the highest effect on both EA and JPI. This effect was strong enough to compensate for limited WLB and a low CSR reputation. A significant interaction effect between CGO and CSR reputation revealed that the effect of CSR reputation on EA depends on the availability of many or limited CGO. Originality/value The study contributes and expands literature on attributes relevant in job choice decisions by providing useful insights regarding how job seekers weigh these attributes while making an employment choice. Also, the study offers suggestions for designing organizations’ recruitment strategy for attracting talent.

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

Perceived Employability Moderates Burnout and Depression Among Bank Employees

2016 ◽  
Vol 44 (7) ◽  
pp. 1123-1132 ◽  
Author(s):  
Haishu Qiao ◽  
Yue Xia ◽  
Ying Li
Keyword(s):  
Mental Health ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Negatively Associated ◽  
Perceived Employability ◽  
Bank Employees ◽  
The Relationship

Because bank employees have been found to be especially susceptible to burnout and depression, we explored the relationship between these variables, and examined the moderating effect of perceived employability on the burnout–depression relationship in a sample of Chinese bank employees. As we expected, burnout and perceived employability were, respectively, positively and negatively associated with depression. The results of hierarchical regression and structural equation modeling indicated that perceived employability moderated the relationship between burnout and depression; higher perceived employability was associated with a weaker relationship between burnout and depression. Interventions aimed at developing the perceived employability of Chinese bank employees may help to improve mental health in this group.

scholarly journals Evaluating the Application of CSR in the High-Tech Industry during the COVID-19 Pandemic

Mathematics ◽  
2021 ◽  
Vol 9 (15) ◽  
pp. 1715
Author(s):  
Shih-Chia Chang ◽  
Ming-Tsang Lu ◽  
Mei-Jen Chen ◽  
Li-Hua Huang
Keyword(s):  
Management Practices ◽  
Social Issues ◽  
Empirical Studies ◽  
Multiple Criteria Decision Making ◽  
Sustainable Growth ◽  
High Tech ◽  
High Tech Industry ◽  
Continuous Growth ◽  
Csr Strategies ◽  
Corporate Social

Since its conception, corporate social responsibility (CSR) has seen continuous growth and become a highly discussed issue. In this paper, we propose an evaluation of how the COVID-19 pandemic could impact CSR applications. The pandemic has provided an opportunity for commerce to move on to being more authentic, to offer genuine CSR applications and to contribute toward dealing with pressing environmental and social issues. Hence, this purpose of the research is to obtain a better understanding of whether the integration of environment, social, corporate governance and economic (ESGE) aspects into CSR strategies can support sustainable development toward more sustainable growth during the COVID-19 pandemic. To meet this challenge, we offer a mixture multiple-criteria decision making (MCDM) model. Very few empirical studies have discussed CSR in the high-tech industry and proposed strategies and planning for ESGE efficiency. Using interviews with experts and a literature review, we identify the elements related to actual practices of the high-tech industry’s appraisal and the integrated MCDM techniques to suggest efficient enhancement models. The best worst method (BWM) and modified VIKOR are implemented to estimate the strategic weights and the gaps of the aspiration value. The results are valuable for classifying the priorities of CSR and are therefore helpful for those who are associated with high-tech industry management, practices and implementation.

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