Employees with the right skills give competitive advantages. It is therefore important to retain existing staff with the right skills but also to attract new talent. In the IT industry, there is currently lack of competence and the need will increase in the future. Companies that create a strong employer brand will perform better when it comes to the war of the talents. With the lack of competence in the labor market, the younger, more technologically skilled generation has developed an unfair attitude towards employers who desperately try to persuade competent people to choose their company through generous job offers. The employers must work on their employer brand to seem more attractive to employees and potential employees in order to attract, retain, develop and motivate them to choose or stay at the company. The purpose of this paper is to create an understanding of motivation, talent acquisition and employee retention in markets where there is a lack of specialized personnel. Motivation is achieved through internal and external attributes, where internal motivation is created by work satisfaction while external motivation is fulfilled by monetary and material motivational factors. Talent acquisition involves a clear recruitment strategy where the company's brand is used as an attraction channel of a certain skill and personality. It also applies to retaining talent within the company through employee retention where a stimulating and evolving employment experience is maintained by the company. The essay shows that young people in the IT industry are well aware of the lack of competence and make their demands accordingly. They want a high level of workplace flexibility to balance jobs and private life, as well as independence in the way they solve tasks. Furthermore, they want the freedom to choose work equipment as this is central to their daily work. Development opportunities such as attending conferences are valued as one of the crucial factors in choosing employers. If the younger generation's personal values as well as sustainability and ethical views do not match the company's actions, it will most likely lead them to leave the company in the long term. / Anställda med rätt kompetens ger konkurrensfördelar. Det är därför viktigt att behålla befintlig personal med hög kompetens men också att attrahera nya talanger. Inom IT-branschen råder det i dagsläget brist på kompetens och behovet kommer öka i framtiden. Företag som skapar starka arbetsgivarvarumärken kommer klara sig bättre än företag med ett svagt när det kommer till kriget om talangerna. Den yngre mer teknologiskt skickliga generationen har i och med kompetensbristen utvecklat en mer illojal attityd mot arbetsgivare som desperat försöker övertala kompetenta personer att välja deras företag genom generösa anställningserbjudanden. Arbetsgivaren måste marknadsföra sig till medarbetare och potentiella anställda för att attrahera, behålla, utveckla och motivera dem att välja eller stanna kvar på företaget. Syftet med uppsatsen är att skapa förståelse för motivation, talent acquisition och employee retention på marknader där det råder brist på specialiserad personal. Motivation uppnås genom inre och yttre attribut, där inre attribut är det som skapas av en personlig arbetsglädje medan yttre attribut innebär monetära och materiella motivationsfaktorer. Talent acquisition innebär en tydlig rekryteringsstrategi där företagets varumärke utnyttjas som attraktionskanal av en viss kompetens och personlighet. Det gäller även att behålla talang inom företaget genom employee retention där en stimulerande och utvecklande anställningsupplevelse ska upprätthållas av företaget. Uppsatsen visar att unga inom IT-branschen är väl medvetna om kompetensbristen och ställer sina krav utefter detta. De vill ha en hög flexibilitet i sitt arbetsschema för att kunna balansera jobb och privatliv, samt självständighet i sättet de löser arbetsuppgifter. Vidare vill de ha friheten att välja arbetsutrustning då detta är centralt för deras dagliga arbete. Utvecklingsmöjligheter som exempelvis att få delta vid konferenser värderas som en av de avgörande faktorerna vid val av arbetsgivare. Om den yngre generationens personliga värderingar samt hållbarhets- och etiska synpunkter inte stämmer överens med företagets agerande kommer det med stor sannolikhet leda till att de lämnar företaget på sikt.

This research thesis has researched about how employer branding and its relationship to person - organization fit. It focuses on personality traits of applicants and how it can impact their attractiveness of the organization advertised in job adverts. The purpose of this research thesis is to explain what relationship employer branding via job advertisements has when it comes to establishing P - O fit. In this case between future business students and organizations. The thesis had a deductive approach a cross - sectional research design was applied. A quantitative research method (logistic regression) was used and came from primary data. The research findings show that employer branding has a positive relationship to creating attractiveness of firms and also has an impact upon person-organization fit. Our findings also indicated that personality characteristics is hard to categorize in order to see what specifically in employer value proposition can attract a specific employee preference. The limitations were the number of respondents, a larger sample unit could have impacted the results more. Also, using a qualitative method in terms of semiotics could give a more detailed output on respondents’ personality traits. The original value of the research thesis is that it focused specifically on business students and to what degree employer value proposition is related to person-organization fit.

This research explored the thesis that organizational personality is related to applicants’ attraction to an organization through a process which involves need motivation, expectancy beliefs, and applicants’ perceptions of person-organization fit. Organizational personality may be defined as a collection of trait-like characteristics that individuals use to describe organizational practices, policies, values, and culture. Specifically, this research investigated the hypothesis that organizational personality information is useful to applicants because it helps individuals to determine their perceptions of fit. A sample of students (N = 198) and working adults (N = 198) participated in an online experiment. Findings indicated that individuals’ beliefs about the instrumentality of desirable work related outcomes are essential to determining their perceptions of fit and organizational attraction. Additionally, organizational personality perceptions interacted with need motivation to affect perceptions of fit and organizational attraction. For instance, perceptions of fit mediated the influence of the interaction between need for achievement and perceptions of innovativeness on organizational attraction. The interaction of need motivation and perceptions of organizational personality helped individuals to better determine their perceptions of fit and subsequent attraction toward organizations.

The evaluation of the transition experiences of veterans to civilian life was conducted. The military to civilian transition (MCT) framework along with theories covering organizational, identity, and systems streams of research situated the study. A mixed methods approach was conducted in two phases: a 28-item survey and 1.5-hour interviews, which helped contextualize and explain survey findings. The multiple regression procedure examined the relationship among three variables: person-organization fit, military identity, and organizational commitment with military identity was included as a moderator. Results indicated a positive relationship between person-organization fit and organizational commitment. Contrariwise, results indicated military identity's relationship between the variables was found to be not statistically significant. Although the moderation effect of military identity was not found to influence the relationships, interviews with veterans indicated a strong connection to their military identity. Veterans shared negative and unpredictable transition stories, positive transition stories, feelings of isolation, and held prevailing military goals, while reporting a lack of backing from support agencies. Veterans perceived differences between the military and civilian environments, veteran turnover and organizational commitment were found to connect and military values and military identity were found to have connections as well. Recommendations for improving military to civilian setting transitions for veterans, civilians, and support agencies are presented. A new system of transition is proposed with the intention of improving the veteran experience as they enter the workforce. Future research and limitations to the research outcomes are also supplied.

本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究，並探究組織承諾在個人與組織適配與組織公民行為之間是否具有中介變項的效果。本研究採用問卷調查法，以苗栗縣共29 所國民中學教師為樣本母群體，採分層隨機抽樣，抽出364位受試者，回收有效問卷286份，所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理，以瞭解國民中學教師個人與組織適配、組織承諾對組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、苗栗縣國民中學教師個人與組織適配屬中上程度，以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度，以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度，以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配與組織公民行為間具有部份中介效果。 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、國民中學校長、教師以及未來研究的參考。 關鍵詞：個人與組織適配、組織承諾、組織公民行為

本研究旨在探討基隆市區公所公務人員「個人與組織契合度」、「工作壓力」與「組織承諾」之關係。透過普查的方式針對基隆市各區公所正式公務人員進行問卷調查，共發出282份問卷，回收271份，扣除廢卷及填答不完整者10份，有效問卷為261份。並運用次數分配、t 檢定、單因子變異數分析、Pearson相關分析及迴歸分析等方法進行統計分析，而研究發現如下： 一、不同「性別」、「年齡」的區公所公務人員在個人與組織契合度及各構面上有顯著差異。 二、不同「性別」、「年齡」和「家庭居住地」的區公所公務人員在工作壓力及各構面上有顯著差異。 三、不同「年齡」、「服務年資」和「婚姻狀況」的區公所公務人員在組織承諾及各構面上有顯著差異。 四、個人與組織契合度與組織承諾之間呈現顯著正相關。 五、工作壓力與組織承諾之間呈現顯著負相關。 六、個人與組織契合度對組織承諾有顯著的正向影響。 七、工作壓力對組織承諾有顯著的負向影響。 最後根據研究發現，分別就「政策」、「組織」和「個人」三層面提出建議，提供其他機關參考，並盼望上級長官能正視區公所公務人員組織承諾之情形，研擬相關因應方式以增強員工對機關之認同與承諾，使員工樂於留任於機關，奉獻其心力。 / This research discusses the relationship between the “Person-Organization Fit”, “Job Stress”, and “Organizational Commitment” of civil servants of the district offices in Keelung City. We handed out surveys to all civil servants of the district offices in Keelung City. A total of 282 questionnaires were handed out, 271 were collected, 10 were invalid or partially answered, resulting in 261 effective surveys. We used frequency distribution, t tests, one-way ANOVA, Pearson correlation analysis, and regressive analysis to conduct statistic analysis. The following are the research findings: 1. Civil servants of different “gender” and “age” displayed major differences in Person-Organization Fit. 2. Civil servants of different “gender”, “age”, and “residential area” displayed major differences in Job Stress. 3. Civil servants of different “age”, “work years”, and “marital status” displayed major differences in Organizational Commitment. 4. Person-Organization Fit and Organizational Commitment displayed positive correlation. 5. Job Stress displayed negative effects toward Organizational Commitment. 6. Person-Organization Fit displayed positive effects toward Organizational Commitment. 7. Job Stress displayed major negative effects toward Organizational Commitment. Finally, we gave suggestions that were related to “policy”, “organization”, and “person” according to the research findings to other institutions for reference. We hoped that the superiors would begin taking notice of the Organizational Commitment of the civil servants, and come up with ways to enhance the employee’s recognition and honor toward their workplace, thus making them want to stay and continue working full heartedly.

Diversity practitioners in the United States have taken steps to implement programs for integration of people in organizations from across the socioeconomic and demographic spectrum. Despite changes in U.S. discrimination laws and work by diversity practitioners, maintaining equitable workplace diversity continues to be a problem in U.S. corporations. This correlational study was conducted to examine differences in life-guiding principles, urban identification, and person-organization fit between urban and suburban residents. A purposive sample of 180 adults was drawn in a voluntary online survey from industries in two U.S. representative counties with a mix of urban and suburban sprawl. This study was also conducted to further examine planned behavior, expectancy, normative social influence, and social impact theories by comparing how the independent variable of participant residence location affected the dependent variables of life-guiding principles, urban identification, and person-organization fit. T-test statistics were used to test mean differences in normally distributed data sets, and the Mann-Whitney U test was used for testing differences in non-normally distributed data sets. Test results revealed that there were differences in the dependent variables with a significant difference in urban identification for urban and suburban residents, confirming the hypothesis. Findings from this study may help diversity practitioners and organizational leaders understand the differences among urban and suburban residents. Study findings may also support organizations' social agenda toward addressing diversity issues and for narrowing career achievement gaps between urban and suburban residents through a better understanding of variations in culture.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

No description available.