THE EFFECT OF PERSON-ORGANIZATION FIT ON ORGANIZATIONAL ATTRACTIVENESS: A STUDY IN KONYA ORGANIZED INDUSTRIAL ZONE

2019 ◽  
Vol 5 (16) ◽  
pp. 445-453
Author(s):  
Rabia YILMAZ
Keyword(s):  
Industrial Zone ◽  
Organizational Attractiveness ◽  
Person Organization Fit

Linking employer labels in recruitment advertising, governance mode and organizational attractiveness

2019 ◽  
Vol 34 (3) ◽  
pp. 5-26
Author(s):  
Chloé Guillot-Soulez ◽  
Sylvie Saint-Onge ◽  
Sébastien Soulez
Keyword(s):  
Listed Companies ◽  
Organizational Attractiveness ◽  
Publicly Traded ◽  
Governance Mode ◽  
Job Candidates ◽  
Recruitment Advertising ◽  
Person Organization Fit

To attract talent, companies might use employer labels (e.g. ‘ Great Place to Work’ and ‘ecologically responsible’) in their recruitment advertisements. This study investigates whether the resulting attractiveness of organizations to job candidates might be (1) moderated by the organization’s governance mode (cooperative vs publicly traded) and (2) mediated by candidates’ perceptions of the organization’s prestige and person–organization fit. A survey of 320 respondents shows that, regardless of governance mode, communicating a ‘ Great Place to Work’ label improves organizational attractiveness to candidates, by increasing their perceptions of its prestige and person–organization fit. Furthermore, listed companies that communicate this label are more attractive than those that rely on an ‘ Ecological’ label.

Organizational attractiveness of firms in the People's Republic of China: A person–organization fit perspective.

2001 ◽  
Vol 86 (2) ◽  
pp. 194-206 ◽  
Author(s):  
Daniel B. Turban ◽  
Chung-Ming Lau ◽  
Hang-Yue Ngo ◽  
Irene H. S. Chow ◽  
Steven X. Si
Keyword(s):  
People’S Republic Of China ◽  
People's Republic Of China ◽  
Organizational Attractiveness ◽  
Republic Of China ◽  
Person Organization Fit

Effects of person-organization fit objective feedback and subjective perception on organizational attractiveness in online recruitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jui-Chieh Huang
Keyword(s):  
Subjective Perception ◽  
Organizational Attractiveness ◽  
Content Type ◽  
Feedback Information ◽  
Assessment Feedback ◽  
Objective Feedback ◽  
Business Administration Students ◽  
Research Findings ◽  
Online Recruitment ◽  
Person Organization Fit

PurposeThis study applies a person-environment fit (PEF) framework to examine the extent to which organizational attractiveness may be influenced by person-organization fit (POF) feedback and person-job fit (PJF) feedback in web-based recruitment. Furthermore, the potential mediating roles of subjective POF and subjective PJF perceptions were examined.Design/methodology/approachSenior undergraduate business administration students participated in a two-stage experiment by completing a paper-and-pencil survey during a campus career fair and then reviewing a recruitment website.FindingsResearch findings showed that online assessment feedback on PJF was positively related to organizational attractiveness. The higher the level PJF, the more organizational attractiveness participants reported. Second, both POF and PJF feedback information can affect organizational attractiveness indirectly through subjective POF and PJF perceptions, respectively. Fresh graduates were more sensitive to PJF feedback in deciding organizational attractiveness.Originality/valueThis study contributes to the recruitment literature in at least three ways. First, online recruitment messages concerning can affect organizational attractiveness. Second, in support of the PEF framework, fresh graduates can distinguish subjective POF perceptions from subjective PJF perceptions. Third, fresh graduates are more sensitive to PJF information and perceptions in deciding organizational attractiveness.

IMPACT OF PERSON-ORGANIZATION FIT ON JOB CRAFTING: EXAMPLE OF KONYA ORGANIZED INDUSTRIAL ZONE

2021 ◽  
Vol 6 (11) ◽  
pp. 403-414
Author(s):  
İlknur ÇEVİK TEKİN
Keyword(s):  
Regression Analysis ◽  
Simple Random Sampling ◽  
Demographic Variables ◽  
Job Crafting ◽  
Industrial Zone ◽  
Data Set ◽  
Correlation And Regression Analysis ◽  
Package Program ◽  
Person Organization Fit ◽  
Job Competence

The importance given to human resources in organizations is increasing day by day. It is the desired behavior in all organizations for employees to be compatible with the organization and be competent in their work. Employees are attracted and selected by organizations similar to them. In cases where employees work in harmony and exhibit similar characteristics with their organization, the effect of employees' person-organization fit on job crafting has been investigated. For this purpose, data were collected by simple random sampling method from 453 participants working in Konya Organized Industrial Zone and 416 survey data were used within the scope of the research. SPSS 24.0 package program was used in the analysis of the data obtained. For the purpose of the study, frequency analysis, reliability analysis, difference tests (t test and One Way Anova) correlation and regression analysis were applied to the data set. As a result of the study, significant differences (gender, marital status, age, working time and position) were determined in the perceptions of employees' personal-organizational harmony and job competence according to some demographic variables. With correlation analysis, a positive and significant relationship was found above the middle in the variables of person-organization fit and job crafting, and as a result of the regression analysis, a positive and significant effect of person-organization fit on job crafting was found.

Influence of New Work Attributes in Job Advertisements on Perceived Organizational Attractiveness

2021 ◽  
Vol 32 (4) ◽  
pp. 318-342
Author(s):  
Anja Schmitz ◽  
Kirsten Wüst ◽  
Lydia Fritz
Keyword(s):  
Empirical Evidence ◽  
Business Students ◽  
University Graduates ◽  
New Work ◽  
Organizational Attractiveness ◽  
Job Seekers ◽  
Positive Effects ◽  
Job Advertisements ◽  
Self Actualization ◽  
Person Organization Fit

Recruiting suitable talent has become increasingly difficult - including the recruitment of university graduates, members of the so-called millennial generation. Consequently, organizations are looking for ways to increase their organizational attractiveness. Many German companies are currently striving to implement the concept of new work with autonomy, meaningfulness, and self-actualization as its core attributes. While this concept has already drawn a lot of attention in the practitioner field, there is still a lack of controlled research on how these efforts affect organizational attractiveness for job seekers. This paper thus empirically investigates how millennials’ perception of organizational attractiveness is affected by the implementation of new work attributes in job advertisements. 214 business students participated in this experimental, randomized, preregistered two-group between-subjects design study. The results support the hypotheses that new work attributes in job advertisements significantly improve millennials’ appraisal of the perceived organizational attractiveness measured by perceived general attractiveness, intention to pursue and prestige of the organization. As expected, the effect was mediated by perceived person-organization fit. The study’s contribution lies in providing first empirical evidence for the positive effects of new work attributes on perceived organizational attractiveness.

Telewerk en organisatieattractiviteit: een persoon-organisatiefitbenadering

2005 ◽  
Vol 18 (4) ◽  
Author(s):  
Mieke Heymans ◽  
Greet Van Hoye
Keyword(s):  
Graduate Students ◽  
Big Five ◽  
Personality Factors ◽  
Big Five Personality ◽  
Organizational Attractiveness ◽  
Big Five Personality Factors ◽  
Person Organization Fit

Telework and organizational attractiveness: a person-organization fit perspective Telework and organizational attractiveness: a person-organization fit perspective Mieke Heymans & Greet Van Hoye, Gedrag & Organisatie, Volume 18, August 2005, pp. 199-209 This study examined whether offering telework in recruitment advertisements can influence organizational attractiveness to potential applicants. From a person-organization fit perspective, we further examined whether the Big Five personality factors moderate the effect of telework on organizational attractiveness. To this end, 201 Belgian economy graduate students evaluated a recruitment advertisement that either mentioned the possibility of telework or not. The results showed that potential applicants generally were attracted more to organizations offering telework than to organizations that did not. Furthermore, we found that participants scoring high on altruism rated organizations offering telework as more attractive than participants scoring low on altruism.

Creating person-organization fit for the generations

2010 ◽  
Author(s):  
Lauren S. Harris ◽  
Karl W. Kuhnert
Keyword(s):  
Person Organization Fit
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