IMPACT OF DEMOGRAPHIC VARIABLES OF PROSPECTIVE WORKFORCE ON ORGANIZATIONAL ATTRACTIVENESS
Keywords:
Prospective Workforces, Organisational Attractiveness, Organisational Culture, Working Environment and Benefits, Employment Conditions
Abstract
The aim of the research study is to explore the demographic profile of prospective workforces and to investigate the thoughts of prospective workforces based on demographic variables such as Gender, marital status. In order to feedback of these questions, data was gathered through using self-administered questionnaire. A sample of 300 prospective workforces (Final year B. Tech students of three universities of Haryana, i.e., National Institute of Technology, Kurukshetra, YMCA University of Science and Technology, Faridabad and Deenbandhu Chhotu Ram University of Science and Technology, Murthal) were selected through a stratified random sampling method. Independent sample T- test was implemented to evaluate the data. The result of the study showed that there is a significant difference between male and female prospective workforces (students) with respect to factors of organizational attractiveness (p<.05) but there is no significant difference between married and unmarried prospective workforces (students) with factors of organizational attractiveness (p>.05).
References
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Jiang, T. T., & Iles, P. (2011). Employer-brand Equity, organizational attractiveness and talent management in the Zhejiang Private Sector, China. Journal of Technology Management, 6(1), 97-110.
Joseph, S., Sahu, S., & Khan, K. (2014). Organizational attractiveness as a predictor of employee retention. IOSR Journal of Business and Management, 16(9), 41-44.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50(2), 359-394.
Lievens, F., Hoye, G., & Schreurs, B. (2005).Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context. Journal of Occupational and Organizational Psychology, 78(4), 553-572.
Rentsch, N. R., & McEwen, A. H. (2002). Comparing personality characteristics, values, and goals as antecedents of organizational attractiveness. International Journal of Selection and Assessment, 10(3), 225-243.
Schreurs, B., Druart, C., Proost, K., & De Witte, K. (2009). Symbolic attributes and organizational attractiveness: The moderating effects of applicant personality. International Journal of Selection and Assessment, 17(1), 35-46.
Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: Demography and turnover in top management
groups: An interactionist perspective. Journal of Applied Psychology, 78, 184-193.
Turban, D. B. (2001). Organizational attractiveness as an employer on college campuses: An examination of the
applicant population. Journal of Vocational Behavior, 58, 293-312.
Van Hoye, G., & Lievens, F. (2007). Social influences on organizational attractiveness: investigating when word of
mouth matters. Journal of Applied Social Psychology, 37(9), 2024-2047.
Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-Based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction. Journal of Applied Psychology, 92(6), 1696-1708.
Alnıacık, E., & Alnıacık, U. (2012).Identifying dimensions of attractiveness in employer branding: Effects of age, gender, and current employment status. Procedia-Social and Behavioral Sciences, 58, 1336-1343.
Arachchige, B. J., & Robertson, A. (2013). Employer attractiveness: Comparative perceptions of undergraduate and postgraduate students. Sri Lankan Journal of Human Resource Management, 4(1), 33-48.
Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: Dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151-172.
Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources and value of job seekers employer knowledge during recruitment. In G. R. Ferris (Ed.), Research in Personnel and Human Resources Management. New York: Elsevier Science, 115–163.
Cable, D. M., & Turban, T. B. (2003). The value of Organizational Reputation in the Recruitment Context: A BrandEquity Perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36(2), 414-427.
Gerhart, B., & Rynes, S. (1991). Determinants and consequences of salary negotiations by male and female MBA graduates. Journal of Applied Psychology, 76, 256–262.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986-1001.
Highhouse, S., Lievens, F., & Sinar, E.F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986-1001.
Jiang, T. T., & Iles, P. (2011). Employer-brand Equity, organizational attractiveness and talent management in the Zhejiang Private Sector, China. Journal of Technology Management, 6(1), 97-110.
Joseph, S., Sahu, S., & Khan, K. (2014). Organizational attractiveness as a predictor of employee retention. IOSR Journal of Business and Management, 16(9), 41-44.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50(2), 359-394.
Lievens, F., Hoye, G., & Schreurs, B. (2005).Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context. Journal of Occupational and Organizational Psychology, 78(4), 553-572.
Rentsch, N. R., & McEwen, A. H. (2002). Comparing personality characteristics, values, and goals as antecedents of organizational attractiveness. International Journal of Selection and Assessment, 10(3), 225-243.
Schreurs, B., Druart, C., Proost, K., & De Witte, K. (2009). Symbolic attributes and organizational attractiveness: The moderating effects of applicant personality. International Journal of Selection and Assessment, 17(1), 35-46.
Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: Demography and turnover in top management
groups: An interactionist perspective. Journal of Applied Psychology, 78, 184-193.
Turban, D. B. (2001). Organizational attractiveness as an employer on college campuses: An examination of the
applicant population. Journal of Vocational Behavior, 58, 293-312.
Van Hoye, G., & Lievens, F. (2007). Social influences on organizational attractiveness: investigating when word of
mouth matters. Journal of Applied Social Psychology, 37(9), 2024-2047.
How to Cite
Supriya Dhillon, & Sheenu Arora. (2018). IMPACT OF DEMOGRAPHIC VARIABLES OF PROSPECTIVE WORKFORCE ON ORGANIZATIONAL ATTRACTIVENESS. International Journal of Applied Service Marketing Perspectives, 7(04), 3495-3502. Retrieved from https://asmp.gfer.org/index.php/asmp/article/view/18
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