Job seeker attraction to organizational justice mediated by organizational reputation

Abstract

This paper seeks to examine the stipulation individuals' perceptions of organizational justice, organizational reputation, and its effects to organization attractiveness. A total of 327 accounting and finance interns were assumed the role of job seekers. We wanted participants to evaluate organizations in which they are currently undergoing internship to increase the likelihood that they had experience during the internship and knowledge gained about the organization; thus, held informed opinions about organizational justice and reputation, and its attractiveness as a job seeker. We found the organizational justice influences job seeker attraction to an organization, even more intriguing as the relationship associated with organizational reputation. Moreover, organizations have to pay more attention particularly to the informational justice and distribution justice as the most influential variables of organizational justice to organizational reputation, in turn affects job seeker attraction. This study also empirically recognized the notion of signaling theory incorporated with brand equity to publicize a deeper explanation of the job seeker attraction process. This is the first study to show that organizational justice is an instrumental characteristic, organizational reputation is a symbolic characteristic, understanding from signaling theory and brand-equity approach and, the combination plays a substantial role in job seeker attraction concept.

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

“…This finding implies that, when individuals identify that they are going to work for a reputable firm, many others will also seek such prestigious employment. This study result is in line with previous work by Chaudhary (2019) and Bustaman et al (2020).…”