What kind of companies do future workers wish?

  1. José-Manuel Comeche-Martínez 1
  2. José-Vicente Pascual-Ivars 1
  1. 1 Universitat de València
    info

    Universitat de València

    Valencia, España

    ROR https://ror.org/043nxc105

Journal:
UCJC Business & Society Review

ISSN: 2659-3270

Year of publication: 2020

Volume: 17

Issue: 3

Pages: 80-129

Type: Article

DIALNET GOOGLE SCHOLAR lock_openOpen access editor

More publications in: UCJC Business & Society Review

Abstract

Companies do not always achieve their goal of attracting, motivate and retain workers with Talent, due to the miss match between what they offer and what employees are seeking for. Our main goal in this paper is to analyse what employees wish based on four factors composed by several items (Relevant and discriminant information, Job characteristics, Professional development and Motivation, Job conditions). Our results show what companies and employees wish, and in a practical sense give companies information about how to attract talent

Bibliographic References

  • Ambler, T. & Barrow, S., (1996). “The employer brand”. Journal of Brand Management, Vol. 4, núm. 3, pp. 185-206.
  • Ambler, T, (2000). Marketing and the Bottom Line. Pearson Education Ltd, UK.
  • Babikova, K. & Bucek, J. (2019). “A model Replication with an Extension of Students’ Perception of Prospective Employer Attractiveness”. Journal of Competitiveness, Vol. 11(2) pp.5-21.
  • Bakanauskeinè, I., et al., (2011a). “The Development and Validation of Questionnaire to Meausure Employer’s Attractiveness in University”. Proceedings of 11th International Scientific Conference Management Horizons in Changing Economic Environment. -Kaunas. Vol. pp. 7-19.
  • Bakanauskienè, I. et al., (2014). “Employer’s Attractiveness: Employees’ Expectations vs. Reality in Lithuania. Human Resources Management & Ergonomics. Vol. VIII. pp. 6-20.
  • Basset-Jones, N., & Lloyd, G. C., (2005). “Does Herzberg’s motivation theory have staying power?” The Journal of Management Development, Vol. 24, núm. 10, pp. 929-943. http://dx.doi.org/10.1108/02621710510627064
  • Bergstrom, A., Blumenthal, D. & Crothers, S., (2002). “Why internal branding matters: the case of Saab”. Journal of Communication Management, Vol. 5, núms. 2/), pp. 133-142.
  • Berry, L.L., (1981) “Perspectives on the retailing of services”, in Stampfl, R.W. & Hirschman, E.C. (eds), Theory in Retailing: Traditional and Non-traditional Sources. Chicago, IL: American Marketing Association, pp. 9–20.
  • Berthon, P., Ewing, M. T. & Hah, L. L., (2005). “Captivating Company: Dimensions of Attractiveness in Employer Branding”. International Journal of Advertising, Vol. 24, núm. 2, pp. 151-172.
  • Botha, A., Bussin, M. & de Swardt, L. (2011). “An employer brand predictive model for talent attraction and retention” Journal of Human Resource Management, 9(1),12 pages.
  • Bullinger, B. & Treish, C. (2015). “Herding cats. Future professionals’ expectations of attractive employers”. Zeitschrift für Personalforschung. Vol. 29(2), pp. 149-177.
  • Cheng, C., (2007). “A Research study of Frederick Herzberg’s motivator-hygiene Theory”. Journal of American Academy of Business, Vol. 12, núm. 1,pp. 186-190.
  • Collins, C.J. & Stevens, C.K., (2002). “The relationship between early recruitment related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment”. Journal of Applied Psychology, Vol. 87, núm. 6, pp. 1121-1133.
  • Ewing, M.T., Pitt, L.F., de Bussy, N.M. & Berthon, P., (2002). “Employment branding in the knowledge economy”. International Journal of Advertising, Vol. 21, núm. 1, pp. 3-22.
  • Gatewood, R.D., Gowan, M.A. & Lautenschlager, G.J., (1993). “Corporate image, recruitment, image and initial job choice decisions”. Academy of Management Journal, Vol. 36, núm. 2, pp. 414-427.
  • Gilly, M.C. & Wolfinbarger, M., (1998) “Advertising’s internal audience”. Journal of Marketing, Vol. 62, núm.1, pp. 69–88.
  • Harpaz, I., (1990). “The importance of work goals: an international perspective”. Journal of International Business, Vol. 21, núm. 1,pp. 75-93.
  • Harris, F. & de Chernatony, L., (2001) “Corporate branding and corporate brand performance”. European Journal of Marketing, Vol. 35, núms. 3/4, pp. 441–451.
  • Highhouse, S., Lievens, F. & Sinar, E. F., (2003). “Measuring Attraction to Organizations”. Educational and Psychological Measurement, Vol. 63, núm. 6, pp. 986-1001.
  • Joo, B. K. & McLean, G. N., (2006). “Best Employer Studies: A Conceptual Model from a Literature Review and a Case Study?”. Human Resource Development Review, Vol. 5, núm. 2, pp. 228-257.
  • Jurgensen, C.E., (1978). “Job preferences (what makes a job good or bad?)”. Journal of Applied Psychology, Vol. 63, núm. 3, pp. 267-276.
  • Levering, R., (2014). “What is a Great Workplace?” (online). Available at: http://www.greatplacetowork.com/our-approach/what-is-a-great-workplace.
  • Lloyd, S., (2002) “Branding from the inside out”. BRW, Vol. 24, num. 10, pp. 64–66.
  • Love, L. F & Singh, P., (2011). “Workplace Branding: Leveraging Human Resources Management Practices for Competitive Advantage Through ‘‘Best Employer’’ Surveys”. Journal of Business and Psychology, Vol. 26, núm. 2,pp. 175-181.
  • Luna-Arocas, R. & Tang, T., (2004). “The Love of Money, Satisfaction, and the Protestant Work Ethic: Money Profiles Among Univesity Professors in the U.S.A. and Spain”- Journal of Business Ethics, Vol. 50, núm. 4, pp. 329-354.
  • Luna-Arocas, R., (2018). Gestión del Talento. De los recursos humanos a la dirección de personas basada en el talento (DPT). Ed. Pirámide. Madrid.
  • Maxwell, R. & Knox, S., (2009). “Motivating Employees to “Live the Brand”: A Comparative Case Study of Employer Brand Attractiveness within the Firm”. Journal of MarketingManagement, Vol. 25, núms- 9–10, pp. 893-907.
  • Matongolo, A., Kasekende, F. & Mafabi, S. (2018). “Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda”. Industrial and Commercial Training, Vol. 50(5), pp. 217-233.
  • Pascual, J.V. & Luna-Arocas, R., (2014). “La importancia del dinero en la elección laboral”. Ciencia y Sociedad. Vol. 39, núm. 3, pp. 477-508.
  • Ritz, A. & Waldner, C., (2011). “Competing for Future Leaders: A Study of Attractiveness of Public Sector Organizations to Potential Job Applicants”. Review of Public Personnel Administration, Vol. 31, núm. 3, pp. 291-316.
  • Soutar, G.N. & Clarke, A., (1983). “Examining business students’ career preferences: a perceptual space approach”. Journal of Vocational Behavior, Vol. 23, núm. 1, pp. 11-21.
  • Tsai, W. C., Yang, J. & Irene, W. F., (2010). “Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness”. International Journal of Selection and Assessment. Vol. 18, núm. 1, pp. 48-63.
  • Vidal-Salazar, M. D., Cordón-Pozo, E., & de la Torre Ruiz, J. M. (2015). “Impacto de los modelos de compensación flexible en la atracción y retención del talento”. UCJC Business and Society Review (formerly known as Universia Business Review), (46). Recuperado a partir de https:// journals.ucjc.edu/ubr/article/view/1312.
  • Wilden, R., Gudergan, S. & Lings, I., (2010). “Employer Branding: Strategic Implications for staff Recruitment”. Journal of Marketing Management, Vol. 26, núm. 1, pp. 56-73.
Data source: Dialnet