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The main objective of this paper is to explore job seekers’ perception of an organisation’s corporate social performance (CSP) credentials as a plausible consideration in the employment decision-making process as suggested by existing literature. Similarly, the paper provides a contextual extension of previous studies that were conducted in differe...
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Citations
... Third, this study expands past research on talent attraction that demonstrated the relationship between CSR perceptions and organizational attractiveness but did not consider the salient underlying process through which such a relationship might occur (e.g. Belinda et al., 2018;Mazingi and Samuel, 2019). Overall, this may be one of the pioneering studies to explore the mediating function of organizational trust in a pre-employment scenario, with the goal of establishing a critical bridge between potential applicants' perceptions about a firm's social responsibility orientations on the one hand and their attraction to the firm on the other. ...
... Therefore, it is reasonable to examine the indirect effect of CSR perceptions on organizational attractiveness in our research model (Shin et al., 2016). Furthermore, given that job seekers tend to receive available information as hints to develop their perceptions and identify themselves with a particular community or organization (Mazingi and Samuel, 2019;Younis and Hammad, 2020), the integration of the signaling and social identity theories suggests a possible connection between CSR perceptions and organizational attractiveness through organizational trust. Another rationale for investigating the indirect effect of CSR perception in our model is based on the notion that if A affects B and B affects C, then the effect of A on C via B should be significant (Hayes, 2018). ...
... The study findings are congruent with the findings of Zhang et al. (2020), Waples and Brachle (2020), Mazingi andSamuel (2019) andBohlmann et al. (2018), who demonstrated a significant association of CSR perceptions with organizational attractiveness using survey data. Additionally, this study provides some important insights into the existing literature in the related field. ...
... Third, this study expands past research on talent attraction that demonstrated the relationship between CSR perceptions and organizational attractiveness but did not consider the salient underlying process through which such a relationship might occur (e.g. Belinda et al., 2018;Mazingi and Samuel, 2019). Overall, this may be one of the pioneering studies to explore the mediating function of organizational trust in a pre-employment scenario, with the goal of establishing a critical bridge between potential applicants' perceptions about a firm's social responsibility orientations on the one hand and their attraction to the firm on the other. ...
... Therefore, it is reasonable to examine the indirect effect of CSR perceptions on organizational attractiveness in our research model (Shin et al., 2016). Furthermore, given that job seekers tend to receive available information as hints to develop their perceptions and identify themselves with a particular community or organization (Mazingi and Samuel, 2019;Younis and Hammad, 2020), the integration of the signaling and social identity theories suggests a possible connection between CSR perceptions and organizational attractiveness through organizational trust. Another rationale for investigating the indirect effect of CSR perception in our model is based on the notion that if A affects B and B affects C, then the effect of A on C via B should be significant (Hayes, 2018). ...
... The study findings are congruent with the findings of Zhang et al. (2020), Waples and Brachle (2020), Mazingi andSamuel (2019) andBohlmann et al. (2018), who demonstrated a significant association of CSR perceptions with organizational attractiveness using survey data. Additionally, this study provides some important insights into the existing literature in the related field. ...
Purpose
Drawing on signaling and social identity theories, the main objective of this paper is to suggest and validate a research framework to investigate the association of corporate social responsibility (CSR) perceptions with organizational attractiveness by uncovering the underlying mechanism of organizational trust.
Design/methodology/approach
By conducting regression analysis, the study hypotheses were tested with the data collected from a snowball convenient sample of 318 potential job seekers.
Findings
The study results revealed that prospective applicants' perceptions about a company's CSR undertakings are significantly associated with their trust in and attraction to the company. Noticeably, organizational trust partially mediated the direct relationship between CSR perceptions and organizational attractiveness.
Research limitations/implications
Based on the study results, some specific theoretical advancements and helpful insights have been highlighted for human resources (HR) practitioners in today's competing organizations. The paper ends by outlining key research drawbacks and directions for possible work in the future.
Originality/value
Despite the plausible underlying role of organizational trust in the link between CSR and organizational attraction, empirical studies of this theoretical phenomenon are still lacking in the context of pre-hire recruitment literature. This may be the first study that identifies organizational trust as a salient psychological factor through which job seekers' CSR perceptions become more instrumental in influencing their attraction to a firm.
... However, the empirical findings did not confirm this hypothesis. This result does not support the findings of the prior research (e.g., Mazingi and Samuel 2019;Knox and Freeman 2006;Taylor and Bergmann 1987) indicating that job attributes as well as brand of employer could affect intention to apply for a job. ...
The "Talent War" has been going on for a while. This has prompted businesses to create strong employer brands that project a positive impression to potential job applicants to draw in the best-qualified ones. Although numerous researchers are interested in employer brand, however, little attempts have sought to comprehend how the two generations X and Y perceive the characteristics of an employer brand and how it affects their intention to apply for a job. Therefore, this paper seeks to understand the impact of employer brand attributes on generation X and Y attitudes and intention to apply for a job. It also examines the moderating influence of values congruence and social media on the connection between employer brand and intention to apply for a job, along with the role of belonging to generation X or Y, business sector, and experience level. Conducting a quantitative approach, 272 questionnaires were collected and analyzed. Using AMOS-SEM, the empirical findings revealed that employer brand positively affected job-seeking attitudes; however, there is no significant link between employer brand and intention to apply for a job. Additionally, the findings confirmed the interaction role of both values congruence and social media on the association between employer brand and intention to apply for a job. In addition, by conducting a multigroup analysis (MGA), we found no empirical support for the significant effect of experience and business line. Nevertheless, the positive and significant effect of belonging to generation X was revealed. This paper holds outstanding theoretical and managerial contributions for concerned scholars and employers, respectively.
... Going beyond a company's obligation to abide by the framework of legal requirements, a corporate ethical policy can increase JPI (Katsanou, 2020;Maurice, 2019;Samuel & Mazingi, 2019). Likewise, Samuel and Mazingi (2019) confirm the positive association between the applicant's perceived ethical responsibility of a company and their attraction to the company. ...
... Going beyond a company's obligation to abide by the framework of legal requirements, a corporate ethical policy can increase JPI (Katsanou, 2020;Maurice, 2019;Samuel & Mazingi, 2019). Likewise, Samuel and Mazingi (2019) confirm the positive association between the applicant's perceived ethical responsibility of a company and their attraction to the company. Applicants are hesitant to join a company that is notorious for unethical and immoral behaviors such as unethical and unfair labor relation practices, sexual or racial discriminatory employment policy, environmental pollution, and the other concerning ethical violations. ...
As the Industrial Revolution 4.0 is spreading its wings all over the world and, therefore, also in Vietnam, the logistics industry in Vietnam is facing a severe shortage of human resources in both quantitative and qualitative terms. The role of human resources management (HRM) becomes extremely important. Recruitment is considered the first major function of HRM practices and is the cornerstone of successful in business. In order to improve the recruitment strategy, recruiters need to better understand job pursuit intentions (JPI) of job seekers. Therefore, this study investigates how four dimensions of corporate social responsibility (CSR) affect JPI among employees working in the logistics sector in Vietnam. The secondary data are from previous studies and published newspaper articles. Meanwhile, the primary data are collected from consultation with 10 experts and through five in-depth structured interviews with 30 randomly-selected employees as well as 288 survey questionnaires returned from employees in the logistics companies in Vietnam. The findings show that economic citizenship, legal citizenship and ethical citizenship are positively related to JPI of job seekers, where economic citizenship appears to be the most influential factor. The limitations of the study and an agenda for further research are put forward.
Signaling theory, with economic origin, addresses information asymmetry between two sides and refers to the signs sent to moderate these information. This concept has recently entered the literature of human resource management and is employed in selection and recruitment. The purpose of this study is to apply this concept for creating organizational attractiveness for jobseekers. Therefore, the effect of signaling variable, consisting of signals at individual and organizational levels, on the attitudes of jobseekers as a mediating variable and its effect on jobseekers' attractiveness are studied. The moderating role of organizational identity in the relationship between signaling and jobseekers' attitudes are also investigated. This is an applied research in terms of purpose and a descriptive-survey one in terms of data collection method. The statistical population consists of all employees participating in the work exhibition in 2018. Structural equations modeling through partial least squares approach and Smart PLS2.6 software were employed for data analysis. The results signified that signals at personal and organizational levels significantly affected the attitude of the applicants toward organization. The effect of applicants' attitudes on the attractiveness of the organization was also confirmed. The moderating role of organizational identity was significant in the relationship between signals at organizational level and employees' attitudes toward organizations; however, this variable did not significantly moderate the relationship between signals at individual level and the attitude of the applicants toward the organization.
Signaling theory, with economic origin, addresses information asymmetry between two sides and refers to the signs sent to moderate these information. This concept has recently entered the literature of human resource management and is employed in selection and recruitment. The purpose of this study is to apply this concept for creating organizational attractiveness for jobseekers. Therefore, the effect of signaling variable, consisting of signals at individual and organizational levels, on the attitudes of jobseekers as a mediating variable and its effect on jobseekers' attractiveness are studied. The moderating role of organizational identity in the relationship between signaling and jobseekers' attitudes are also investigated. This is an applied research in terms of purpose and a descriptive-survey one in terms of data collection method. The statistical population consists of all employees participating in the work exhibition in 2018. Structural equations modeling through partial least squares approach and Smart PLS2.6 software were employed for data analysis. The results signified that signals at personal and organizational levels significantly affected the attitude of the applicants toward organization. The effect of applicants' attitudes on the attractiveness of the organization was also confirmed. The moderating role of organizational identity was significant in the relationship between signals at organizational level and employees' attitudes toward organizations; however, this variable did not significantly moderate the relationship between signals at individual level and the attitude of the applicants toward the organization.
