What are job seekers attracted to? Examining the importance of organizational attributes across four types of job seekers in Poland and France

Abstract

PurposeThe current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).Design/methodology/approachFirst, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).FindingsThe CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.Originality/valueMost past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.

Does business commitment to sustainability increase job seekers' perceptions of organisational attractiveness? The role of organisational prestige and cultural masculinity

“…When this role is examined (Behrend et al, 2009;Jones et al, 2014Jones et al, , 2016, studies have mainly focused on a single culture and have been conducted in developed countries in North America, such as Canada (Jones et al, 2014) or the United States (Behrend et al, 2009). As job seekers and employees' perceptions can be shaped by cultural beliefs (Mauger & Bryant-Lees, 2022;Saifulina et al, 2023;Zeng et al, 2022), further research is needed to analyse if job seekers from different cultures have similar or different responses to companies' information on business sustainability, including developed and emerging countries (Ushie et al, 2023).…”