Ce mémoire porte sur l’impact des attributs organisationnels sur l’attraction des mains-d’œuvre. Spécifiquement, ce mémoire étudie l’impact de l’offre d’avantages sociaux novateurs, de la formation et développement et de l’éthique sur l’attraction organisationnelle. De plus, il examine l’effet modérateur du genre sur ces relations. Pour ce faire, nous avons formulé différentes hypothèses inspirées de la littérature et des théories recensées. La première hypothèse est subdivisée en trois sous-hypothèses stipulant respectivement que l’offre d’avantages sociaux novateurs, l’offre de beaucoup de possibilités de formation et développement et une organisation où l’éthique est importante augmentent le niveau d’attraction organisationnelle. La deuxième hypothèse avance que l’offre combinée d’avantages sociaux novateurs, de formation et développement et de l’éthique augmente le niveau de l’attraction organisationnelle. Enfin, la troisième hypothèse suggère que le genre modère l’impact des attributs organisationnels sur l’attraction organisationnelle. Notre étude utilise des données d’une enquête quasi-expérimentale effectuée auprès de 340 futurs diplômés provenant de deux universités situées à Montréal. Les résultats montrent que l’offre d’avantages sociaux novateurs et de beaucoup de possibilités de formation et développement ainsi qu’une organisation où l’éthique est importante influencent tous positivement l’attraction organisationnelle. De plus, les résultats montrent que l’offre combinée d’avantages sociaux novateurs avec la situation de peu de possibilités de formation et développement augmente davantage l’attraction organisationnelle ; aussi, que l’offre d’avantages sociaux novateurs dans une organisation où l’éthique est importante contribue à augmenter davantage l’attraction organisationnelle. Enfin, quant à l’effet du genre, les résultats indiquent qu’il joue un rôle modérateur sur une relation entre les attributs organisationnels et l’attraction organisationnelle. Plus précisément, les résultats montrent que chez les femmes, l’offre d’avantages sociaux novateurs attire davantage, que les organisations aient peu ou beaucoup de possibilités de formation et développement ; pourtant, chez les hommes, l’offre d’avantages sociaux novateurs attire davantage seulement en situation de peu de possibilités de formation et développement. L’effet d’interaction des attributs organisationnels sur l’attraction organisationnelle est alors nuancé par le genre. Ce mémoire discute des résultats et propose aux gestionnaires des stratégies pour faire face à une problématique majeure de l’organisation qui est l’attraction de la main-d’œuvre. À la lumière des résultats empiriques, nous pouvons conclure qu’une composante de la rémunération indirecte et que certaines pratiques organisationnelles sont des avantages compétitifs pour attirer les mains-d’œuvre. Enfin, le constat sur l’effet du genre peut servir d’outil aux gestionnaires dans un contexte d’équité en emploi. / This dissertation explores the effect of organizational attributes on the attraction of new talent. Specifically, it examines the impact of innovative perks, training and development opportunities, as well as the presence of strong ethical ideals within an organization. Moreover, the presence of a moderating effect of gender within these relationships is also investigated. In order to carry out the objectives of the study, several different hypotheses were developed in line with the reviewed literature and theoretical frameworks. The first hypothesis, which is divided into three sub-hypotheses, stipulates that the offer of innovative perks, the presence of many training and development opportunities as well as the extent to which an organization emphasizes ethical behavior, each increase organizational attractiveness. The second hypothesis suggests that an organization offering a combination of innovative perks, training and development opportunities, as well as emphasizing strong ethical ideals further increases attractiveness. The final hypothesis suggests that gender moderates the relationship between the three organizational attributes and attractiveness. The current study utilizes data gathered through a quasi-experimental study conducted among 340 future graduates from two universities in Montreal. The results reveal that innovative perks, the presence of many training and development opportunities, as well as strong ethical ideals each positively influence organizational attractiveness. Moreover, the results indicate that organizational attractiveness is further increased when innovative perks are combined with very few training and development opportunities. The effect of innovative perks in combination with the presence of strong ethical ideals also further increases organizational attractiveness. Finally, the results reveal that gender plays a moderating role in the relationship between only one organizational factor and attractiveness. More precisely, the results reveal that for women, the presence of innovative perks leads to increased attractiveness whether organizations have few or many training and development opportunities. For men, however, the presence of innovative perks leads to increased attractiveness only in situations with few training and development opportunities. Thus, the interaction effect of innovative perks on attractiveness is nuanced by gender. This dissertation provides a discussion of the results and suggests strategies that could be implemented by managers to improve workforce attraction, which constitutes a major issue currently faced by organizations. In light of the empirical results found in this study, it can be concluded that the presence of innovative perks, which is part of the indirect compensation an organization offers to its employees as well as two specific organizational practices (training and development and strong ethical ideals) can give organizations a competitive advantage with regard to attracting new talent. Finally, the finding revealing a moderating role of gender can be useful for managers in the context of employment equity.

Ce travail de recherche aborde la question de l’impact des réseaux sociaux numériques professionnels sur l’attractivité organisationnelle. Malgré la complexité et la diversité des études théorique et pratique portant sur la manière avec laquelle les membres des réseaux sociaux professionnels interagissent, les études portant sur l’attractivité organisationnelle et l’identification des membres dans le contexte d’e-recrutement demeurent limitées. Dans ce travail, le champ théorique qui a été mobilisé est la théorie du capital social. Il s’agit de mieux comprendre l'impact de l'identité sociale, la confiance sociale, bouche-à-oreille virtuel, le site des réseaux sociaux et le rôle médiateur de qualité d’information sur l’attractivité organisationnelle en tant qu’un employeur. La thèse propose un cadre d'analyse et conceptuel. En plus de la revue de la littérature, une étude complémentaire a été réalisée sur la base de 8 entretiens semi-directifs auprès de directeurs des ressources humaines afin de connaitre leur avis sur les motivations des entreprises qui intègrent l'utilisation des réseaux dans leurs pratiques de recrutement. Une étude quantitative a été menée à partir de 288 individus résidant en France et au Canada qui sont présents sur les réseaux sociaux numériques professionnels. Le but est de mesurer l’impact des facteurs identifiés dans la première étude qui influencent l’attractivité organisationnelle. Les résultats obtenus ont permis de comprendre l’importance du réseautage social, l’attractivité de site des réseaux sociaux ainsi que l’effet médiateur de qualité d’information sur l’attractivité organisationnelle, le prestige et l’intention des individus pour suivre des offres d’emploi sur ces plateformes. / This research work addresses the impact of professional social networks on the organizational attractiveness as an employer. Despite the complexity and diversity of studies on social networks both theoretical and practical regarding the way the members of professional social networks interact, the studies related to organizational attractiveness and membership identification in the context of e-recruitment is scarce remains limited. In this research, the social capital theory has been considered in order to better understand the impact of social identity, social trust, virtual word of mouth, the social networking platform and the mediating role of information quality on organizational attractiveness as an employer. In addition to the literature review, a first complementary study was carried out on the basis of 8 semi-directive interviews with human resources managers to obtain their opinions on the various stakeholders who integrate the use of these networks in their practices. A quantitative study was carried out on the basis of 288 individuals currently living in France and Canada who are present on professional online social networks in order to measure the impact of identified factors that influence the organizational attractiveness. The obtained results allowed us to understand the importance of social networking, the attractiveness of social networks sites and also the mediating effect of information quality on the organizational attractiveness as an employer, organizational prestige and intention of individuals to pursue job offers on these platforms.

於知識經濟時代中，人才已為組織中最重要的資產之一，然對於許多知識工作者來說，由於其提供的專業知識的替代性較低，也因此在就業市場不再是買方獨大的局面，人才在「求職」的同時，雇主也在「求才」。因此如何使潛在的人才對一組織有更高的組織人才吸引力 (organizational attractiveness)，進而願意投身進該組織服務，便為組織在這個時代的人力資源管理領域一個重要的議題。 會計師事務所所處的產業便為典型的提供客戶專業知識的產業型態，加上產業的人才流動率較高，因此各事務所對於專業人才的需求始終居高不下，許多徵才活動也紛紛推出。然而對於會計系應屆畢業生來說，他們對於事務所真正在意的屬性是甚麼？事務所又是如何才能真正吸引到這些專業人才？本研究欲從此核心問題，參考學者之雇主知識 (employer knowledge)模型進行探討，另外於實務中，多數的應屆畢業生也常透過詢問學長姐或朋友以獲得更多與事務所相關資訊的情形，而在這樣口碑傳播 (word-of-mouth)的脈絡下，傳播者對事務所的了解程度高的是否會產生組織人才吸引力的影響呢？ 本研究結果發現，雇主知識中給足加班津貼的薪資制度之工作資訊及較高的雇主聲望將會正向影響潛在求職者之組織之人才吸引力。建議實務組織可循此方向強化其組織人才吸引力，本研究亦提出後續研究建議，仍賴未來研究者之探索。 / The talents are the most essential assets for the organizations in the era of knowledge economy. For lots knowledge workers, the knowledge they have is less substitutable, so the organizations are not stronger in the labor market anymore. In the mean time the talents seek for the jobs, the employers also seek for the talents. How to increase the organizational attractiveness to the potential job seekers is an important issue in the human resource management. In the industry of the accounting firms especially emphasize on the profession and knowledge. They keep looking for talented employees so eagerly because of the high turnover ratio. For the students of the major in accounting, what do they really care about? How can the accounting firm attract the potential job seekers? In this thesis, we will use the employer knowledge model to discover the effects to the organizational attractiveness. Students also seek for more information about the organizations by asking the seniors or friends. In the context of word-of-mouth, we wonder the expertise of the information senders will affect the organizational attractiveness. In the result of the research, the non-deducted overtime compensation plan and higher employer reputation will increase the potential job seekers’ organizational attractiveness. The accounting firms can improve the attractiveness from these aspects.

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Ce travail doctoral porte sur l'accroissement des investissements directs à l'étranger dans les pays développés par les entreprises des marchés émergents (EMEs) et leur besoin à attirer et retenir les salariés de talents à l'Ouest. Au moyen de deux enquêtes distinctes nous abordons cette question avec trois études différentes mais complémentaires. La première étude se réfère à la théorie de « organization attractiveness » : Les EMEs ont-elles un handicap d'« emergingness » qui réduit leur attractivité en tant qu'employeur ? Dans le deuxième essai, nous nous appuyons de recherche relatif au « capital psychologique » : Les salariés ayant des niveaux plus élevés de capital psychologique sont-ils moins touchés par le handicap d'« emergingness » ? En utilisant la méthode du « policy capturing » le troisième essai répond à la question : Le handicap d'« emergingness » des EMEs a-t-il un impact sur la décision des salariés de talents de quitter leur emploi après une acquisition? Les résultats suggèrent que les EMEs ont une attractivité organisationnelle significativement plus faible que les entreprises des marchés développés et que les salariés ayant des niveaux plus élevés de capital psychologique sont plus attirés par des sociétés multinationales, et cela quel soit leur origine et que les EMEs subiront une perte de personnel post- acquisition plus élevée. Cette recherche met en évidence l'impact négatif du handicap d'« emergingness » rencontré par les EMEs sur les marchés occidentaux. Notre recherche suggère que les gestionnaires des EMEs devraient prendre en compte ce handicap en se concentrant sur les individus ayant des niveaux élevés de capital psychologique. / This doctoral research focuses on emerging market multinational corporations' (EMNCs) increasing outward foreign direct investment into developed countries and their need to attract and/or retain key Western talent. Using two separate surveys we address this lacuna with three research studies. The first essay uses theory from the organization attractiveness literature to answer the research question: Do EMNCs have a liability of emergingness lowering their attractiveness as employers? In the second essay, we draw upon the rising field of psychological capital to address the research question: Are individuals higher in psychological capital less affected by the liability of emergingness bias? Finally, using policy capturing modeled from the merger and acquisition literature stream, the third essay answers the research question: Does EMNC liability of emergingness impact post-acquisition turnover intentions? Findings in the first essay suggest that EMNCs have significantly lower organizational attractiveness than developed market firms. In the second essay, we find individuals higher in psychological capital more attracted to multinational corporations regardless of their origin. The third study suggests that EMNCs will have higher post-acquisition turnover than developed market firms. Theoretically, this research highlights the negative impact of the liability of emergingness faced by EMNCs in Western markets. Our research further suggests that EMNC managers responsible for recruiting and retention should recognize this bias by focusing on individuals with high levels of psychological capital.

I ett ständigt föränderligt samhälle krävs det att organisationer arbetar för att upplevas attraktiva då det kan leda till konkurrenskraft på marknaden. Covid-19 ställer nya krav på arbetsgivaren som i vissa fall fått införa distansarbete för anställda.  Studien syftar till att beskriva anställdas upplevelser av distansarbete under covid-19 och hur fortsatt distansarbete efter covid-19 är en faktor som de anställda upplever påverkar organisationens attraktivitet. Två forskningsfrågor utvecklas:  1. Vad har anställda för upplevelser av distansarbete under covid-19?2. På vilket sätt är distansarbete efter covid-19 en faktor som anställda upplever påverkar  organisationens attraktivitet?  Tolkningsperspektivet präglar studiens syfte och tillvägagångssätt. Studien genomförs fallspecifikt i en global organisation och en induktiv ansats genomsyrar studien då syftet är utforskande. Studien är av kvalitativ karaktär där semistrukturerade intervjuer använts för insamling av empiri. Vidare används en tematisk analys som metodansats. I Forskningsfråga 1 utvecklas temana: Work life balance, Information, kommunikation och interaktion samt Effekten av distansarbetet. Forskningsfråga 2 består av temana: Flexibilitet efter covid-19 och Flexibilitetens indikationer. Förankring med tidigare forskning skapar en större förståelse för empirin. Slutsatsen är att upplevelserna av distansarbete under covid-19 i det specifika fallet varierar och är individuella. Det framkommer att flexibelt distansarbete efter covid-19 ökar organisationens attraktivitet eftersom det signalera på andra attraktiva faktorer däremot krävs vissa förutsättningar från organisationens sida. / In a constantly changing society, there is a demand for organizations to be seen as attractive as they may develop competitiveness on the market. Due to covid-19 newly formed demands are being established for the employer to follow such as working remotely.  The purpose of the study is to describe the employee's experiences of remote work during covid-19 and how organizations will be perceived as attractive by the employees when offering remote work post covid-19. Two research questions have been conducted:  What are the employee's experiences with remote work? In what way do remote work post covid-19 influence the attractiveness of the organization? Interpretivism is conducted as the paradigm of the study to further carve the purpose and approach. The study is developed through a single case study in a global organization with an inductive approach that permeates the investigation of the purpose. The study is qualitative where semi-structured interviews are used as a collection of empirics. Furthermore, a thematic analysis is used. In the first research question the following themes are developed: Work-life balance, Information, Communication and Interaction and The Effect of Remote work. The themes developed through the second research question follow: Flexibility after covid-19 and the Indications of Flexibility. The previous research creates a greater understanding of empirics. The conclusion reveals that the perception of remote work during covid-19 in the specific case varies and is individualistic. Flexibility in remote work post covid-19 emerges as increasing the attractiveness of the organization. This serves as an indication of other attractive elements however some conditions are required.

Bakgrund: På dagens arbetsmarknad råder det en hård konkurrens om kompetent personal. Organisationer har sett potentialen i att utvidga marknadsföringens användningsområde och skapa ett arbetsgivarvarumärke, ett så kallat employer brand(EB). Corporate social responsibility (CSR)-innehåll i en platsannons har visats ha enpositiv inverkan på organisationsattraktivitet, vilket är en dimension av EB. En särskiljning mellan olika aspekter av CSR i en platsannons har dock inte gjorts. Denna uppsats tar således upp denna stafettpinne och undersöker dessutom hur CSR kananvändas i syfte att organisationer ska kunna stärka sitt EB i syfte att attrahera kompetentpersonal. Att finna implikationer gällande generation Y:s preferenser kring CSR i förhållande till val av arbetsgivare anses som ett steg närmare målet att attrahera ung kompetent personal och således även ett steg närmare hållbar human resourcemanagement (HRM). Syfte: Att bidra med en vidare förståelse kring CSR:s betydelse i organisationers arbetemed att stärka sitt EB och på så sätt kunna attrahera kompetent personal i förhållande till individer inom en specifik kohort; generation Y. Metod: Utefter studiens syfte valdes en kvalitativ forskningsmetod med mindre inslag av kvantitativ forskningsmetod. Fyra manipulerade platsannonser togs fram som undersökningsverktyg; en platsannons innehållande en lägre grad av CSR, en platsannons innehållande intern CSR, en platsannons innehållande extern CSR samt en platsannons innehållande en högre grad av CSR. Studien genomfördes med hjälp av tre experimentella fokusgrupper där respondenterna individuellt fick besvara tvåsvarsformulär. Vidare genomfördes en fokusgruppintervju med respektive experimentellfokusgrupp. Slutsats: Attraktiviteten gentemot en organisation ökar när CSR-innehållet ökar. Indikationer på att individer tillhörande generation Y finner intern CSR, i förhållande tillextern CSR, mer attraktivt vid val av arbetsgivare. Vidare indikeras att organisationer kan använda CSR i kampen om kompetent personal, särskilt intern CSR för att differentiera sig som arbetsgivare gentemot konkurrenter och således stärka sitt EB. / Background: In todays labor market, there is hard competition for competent staff. Organizations have seen the potential of expanding the scope of marketing and creatingan employer brand, a so-called employer brand (EB). Corporate Social Responsibility(CSR) content in a job advertisement has been shown to have a positive impact onorganizational attractiveness, which is a dimension of EB. However, a distinctionbetween different aspects of CSR in a job advertisement has not been made. This essayaddresses this lack of research and also examines how CSR can be used in order fororganizations to strengthen their EB, in order to attract competent staff. Findingimplications regarding Generation Ys preferences around CSR in relation to choice ofemployer is considered as a step closer to the goal of attracting young competent staff andthus also one step closer to sustainable human resource management (HRM). Purpose: To contribute to a wider understanding of the importance of CSR in organizations' efforts to strengthen their EB, and thus attract competent staff in relation to individuals of a specific cohort; Generation Y. Methods: In coherence with the purpose of the study, a qualitative research method was chosen with a hint of emphasis on quantitative research methodology. Four manipulatedjob advertisements were presented as a research tool; a job advertisement containing alower degree of CSR, a job advertisement containing internal CSR, a job advertisement containing external CSR, and a job advertisement containing a higher degree of CSR. The study was conducted using three experimental focus groups where respondents individually responded to two response forms. Furthermore, a focus group interview was conducted with each experimental focus group. Conclusion: The attractiveness towards an organization increases as CSR contentincreases. There are indications that individuals of generation Y find internal CSRrelative to external CSR more attractive when choosing an employer. Furthermore, it isindicated that organizations can use CSR in the struggle for competent personnel, especially internal CSR, to differentiate themselves as employers against competitors, thus strengthening their EB.

本研究之目的在瞭解網路招募情境中，具預告真實工作情境（Realistic Job Preview，簡稱RJP）效果的廣告，其負向訊息比例與重要性對組織吸引力之影響，並探討求職者「對工作的期望」與「對組織的信任」在此關係的中介效果以及「求職者知覺的市場競爭力」在此關係的調節效果。本研究採用二因子受試者間實驗設計，所操弄的獨變項為招募廣告負向訊息佔總訊息量的比例，分為10％、20％、30％、40％、50％五種程度；以及負向訊息的重要性程度（高、低），依變項為組織吸引力。 本研究透過網際網路建置虛擬組織的招募網頁，吸引正欲求職的大學四年級及研究所學生經由網路進行實驗，得到466筆有效的實驗資料。研究結果顯示不同負向訊息比例對整體組織吸引力與各分量表的影響有顯著差異，而其在整體組織吸引力、組織正向情感、與工作吸引力有非線性的影響效果，即負向訊息的比例為20%者，其效果最高；負向訊息的高、低重要性程度會對整體組織吸引力與各分量表有不同的影響效果，越重要的負向訊息導致越高的組織吸引力。研究者並以ANCOVA檢驗工作期望的中介效果，結果顯示整體工作期望、工作內容期望、與一般性期望在負向訊息比例與組織吸引力之間有中介效果，組織信任的中介效果則沒有獲得驗證；負向訊息重要性會透過工作內容期望的中介效果影響組織吸引力，但無法確認組織信任有無中介效果。研究者以二因子變異數分析求職者知覺的市場競爭力的調節效果，結果顯示求職競爭力僅在公司期望與組織吸引力之間的關係有顯著的調節效果。研究者分別就結果加以討論，提出可能的解釋，並說明本研究之限制與貢獻。 / The purpose of this study is to empirically examine the effects of proportion and importance of negative information (having the function of realistic job preview with respect to web recruitment advertisements) on organizational attractiveness. The mediation effects of job expectation and trust toward organization on the previous relationships and the moderation effects of perceived job competitiveness on the previous relationships were examined. The independent variables of this study are proportion of the negative information (10%, 20%, 30%, 40%, or 50%) and importance of the negative information (low vs. high). The dependent variable is organizational attractiveness. Totally 466 seniors and graduate students who were hunting for a job joined in the experiment through the fictitious organization recruiting webpage. The result reveals that proportion of negative information has non-linear effect on organizational attractiveness. Recruitment ads with 20% of negative information had the strongest effect on organizational attractiveness. Negative information of higher importance induced more organizational attractiveness than that of lower importance. ANCOVA was used to examine the mediation effects. It shows that the job expectation mediates the relationship between proportion of negative information and organizational attractiveness. However, the mediation effect of trust toward organization on the relationship between proportion of negative information and organizational attractiveness hasn’t been confirmed. Via the mediation effect of job content expectation and trust toward organization, importance of negative information can affect organizational attractiveness.

Offentliga organisationer har ofta begränsade finansiella resurser att förhålla sig till. Med den ökade konkurrensen på arbetsmarknaden om kompetent personal finns ett behov för även offentliga organisationer att arbeta med dess attraktivitet gentemot intressenter. Syftet med studien var att erhålla ökad förståelse för hur attribut värderas av yrkesgruppen sjuksköterskor och således påverkar valet av arbetsgivare. De identifierade attribut som studien undersökte var: ledarskap, lön, stimulans, lojalitet, status, arbetstider, fysisk aktivitet och relationer. Vidare ämnade uppsatsen undersöka om det kliniska basåret, som är ett försök från arbetsgivarens sida att uppnå ökad attraktivitet, har förbättrat organisationens förmåga att attrahera sjuksköterskor till organisationen. Detta gjordes för att erhålla ökad kunskap och förståelse kring vilka attribut som faktiskt anses attraktiva av yrkesgruppen och därmed kan öka de anställdas benägenhet att vilja stanna kvar inom organisationen, och på så vis är önskvärda för arbetsgivaren att ta hänsyn till i arbetet med organisationens employer brand. Studien utgjordes av en deduktiv metod och genomfördes på legitimerade sjuksköterskor och sjuksköterskestudenter som när studien genomfördes gick termin fem och sex. Föreliggande studie bekräftar delar av tidigare forskning och gav indikationer om att de undersökta attributen faktiskt är av betydelse i val av arbetsgivare. Studien gav även indikationer att organisationens attraktivitet är beroende av vad medarbetare och externa aktörer kommunicerar för typ av information om den. De fem högst värderade attributen vid val av arbetsgivare var enligt studien: lojalitet, relationer, lön, arbetstid och stimulans. Studien indikerade att det kliniska basåret inte motsvarar respondenternas förväntningar och inte heller bidrar till organisationens attraktivitet i nämnvärd utsträckning. Som tidigare studier visar kan organisationens attraktivitet utgöra en nyckelvariabel i avgörandet om en potentiell medarbetare kommer intressera sig för organisationen eller inte. / Public organizations often have limited financial resources and need to take them into consideration when managing the establishment. There is a need for public organizations to work with attractiveness towards stakeholders because of the, now, increasing competition for qualified personnel. The purpose of this study is to obtain an increased comprehension of how various attributes are valued by nurses and thus affect the choice of employers. The identified attributes to be examined are the following: Leadership, wages. stimulus, loyalty, status, working hours, physical activity and relationships. Furthermore, this paper aim to investigate whether the introductionprogram ”Kliniskt basår”, which is an employer’s attempt to achieve increased attractiveness, has improved the organization’s ability to attract nurses to their working force. This study is conducted to better understand, and gain knowledge about, which attributes stakeholder and employers take in to consideration when deciding to stay with-in an organization. The result would therefore be desirable for the employer to take into deliberation when designing the organizations employer brand. This study has a deductive approach and was conducted on licensed nurses and nursing students, which had at the end of the study passed semester five and six. The present study confirms parts of previous research and provides indications that the investigated attributes are of importance when choosing employers. The study also provides indications that the organizations attractiveness depends on the employees, and other external stakeholders portrayal of it. According to the study, the five most valued attributes in the choosing of employers are loyalty, relationships, wages, working hours and stimulus. The study indicates that the examined introduction program does not correspond to the expectations of the respondents; neither does it contribute to the attractiveness of the organization. As previous studies show, the appeal attractiveness of the organization may be a key factor in determining whether a potential employee will be interested in the organization or not.