M.A. / This research study is focused on the influence that racial stereotypes have on South African students’ perceptions of the work environment. A multi-factorial experiment was conducted by randomly assigning 90 male Accounting students (mean age = 22.4 years) to three groups. All participants viewed identical information about a fictitious organisation. In the two experimental groups the race of the manager was manipulated by means of a picture. No picture was displayed in the control group. The hypothesis (which was based on research of traditional stereotypes) was disconfirmed. The highest ratings of organisational attractiveness were provided by participants in the control group, and the lowest ratings by those who viewed the white manager, χ2 (5) = 29.48, p < .05. Further, both black and white participants showed in-group bias on the Loyalty scale, χ2 (5) = 12.11, p < .05. The results are discussed in terms of racial stereotypes, the emergence of a new form of racism, and the prominence of in-group bias.

Human resource is a kind of organization competition; it may be a key part for organization to survive in the market. For job seekers, what are the contents that they would most like to know and what kinds of factors will influence their willing toward their jobs? This research focuses on the social freshmen, utilizes the method of Analytic Hierarchy Process to get the organizational attractiveness for the job seekers, and to get the main point for social freshmen for their first job. In this research, through analyzing the data of the questionnaires, the results are as below: 1.Most social freshmen consider that whether or not their interests match with the job contents. 2.Social freshmen put the compensation in the first place. 3.Social freshmen who want to be in Service Industry expected for the salary. For male, they care more about the system of rewards as compared with female that the system benefits will influence their willing. 4.Social freshmen who want to be in Financial Industry, both male and female, think the salary is the chief job consideration. Moreover, male freshmen take the scale of the organization as a key factor for their job choice as compared of female take whether the job stable or not will influence their willing. 5.Social freshmen who want to be in High-Technical Industry, excepted for the compensation. Male want to the job to be matched with their interests and female depend on the job contents.

Abstract The reason why organizations attract potential employees has been studied for a long time, excellent human resources are relatively limit under tight labor market. Therefore businesses compete with each other at recruiting these employees, but only to increase the attractiveness of organization itself ultimately keeping advantage of appeal of talented people. Talking about organizational attractiveness, corporate reputation and image first come to people¡¦s mind. The reputation index conduct by CommonWealth magazine annually influences corporate reputation and image of the public. As the development of globalization, businesses have to concern more while making an important decision.Such as ethical, legal and discretionary concerns, so called corporate citizenship. This study is intended to find relationship between corporate citizenship image, reputation and organizational attractiveness. 19 businesses are selected out form CommonWealth magazine 2006 corporate citizenship survey, 340 graduating master or bachelor students as responds. Results show that corporate citizenship image positively influence organizational attractiveness and there is a significance between high and low corporate citizenship image groups in reputation and organizational attractiveness.

Most of previous studies done on publicity were mainly focused on the positive and negative publicity. However, for the job applicants, while it is important to consider positive and negative publicity when making career choices, it is also important to note that there are other variables of publicity that should be considered when making these decisions. According to previous studies, publicity might play an important role in helping the job seekers to choose which company to work for. Based on these studies, a study was conducted to determine whether or not publicity has an impact on the attractiveness of an organization to the job seekers. Moreover, in this study, I also tried to explore the effects of publicity¡¦s impressiveness (which can be categorized into timeliness and coverage) and publicity¡¦s relatedness (which can be categorized into the level of concern and familiarity) on the organization¡¦s attractiveness to the potential job seekers. In this study, a scenario-based experiment was conducted mainly on 240 Business graduate students; those who were enrolled in part-time master program were excluded from this study. The results of the experiment indicated that publicity has significant impact on the attractiveness of the organization to the job seekers. The results of the study also supported that the publicity¡¦s impressiveness (both the timeliness and coverage) can influence, to a certain extent, the attractiveness of the organization. Moreover, with regards to publicity¡¦s relatedness (categorized into the level of concern and familiarity), the results have revealed that the level of concern does have a significant influence on the attractiveness of the organization to the job seekers whereas familiarity doesn¡¦t.

The purpose of this study is to discuss the relationship among company characteristics, brand traits and organizational attractiveness. Most of previous studies about organizational attractiveness are mainly focus on job information, industry and organization performance. Therefore, this study is seeking to understand the influence of company characteristics and brand traits to organizational attractiveness during the job seeking period. This study selects 30 Taiwanese local companies with stock release from the research of Cheers Magazine ¡u2011 The most attractive company for the new generation- Top 100 ¡vand 460 MBA students as questionnaires. By adapting the hierarchical linear model to analyze the data and obtain the result. The study found out that company characteristics and brand traits both have positive influence on organizational attractiveness. Besides, there are also influence between the company characteristics and brand traits.

In the age of knowledge-based economy, company need to hire talented people who possess leading knowledge and skill to keep its competitive advantages. Taiwan located in crucial position of Asian market, but lost competitive advantages in attracting talented people when comparing the policies and environmental conditions with neighboring countries like South Korea, Singapore and the raising China This study chooses case company which is successful in attracting global talent in Taiwanese electronic technology industry. To investigate the factors that make firm attractive to talented people. The finding show that company should build up international recruitment network and good reputation, thus job applicant will have positive perception to company. Providing long-term development opportunity to talented people to satisfy their need. Besides, company should provide social support actively, to help talented people get used to unfamiliar environment, thus talented people will contribute to company more effectively.

Under the wave of globalization and liberalization, all enterprises face vigorous competition. The enterprises must adjust their resources and strategy to survive. Human resource is the most valuable and prominent property to a company.The recruit is the foundation of all the Human ResourceManagement. Quality Human Resource can increase the total benefits of the enterprise. And corporate reputation is recognized as a critical factor of competitive advantage for firms in the labor market.The recruiting effective in the process is very important. The purpose of this study was to examine the possible impact of the corporate reputation¡Brecruiting channel¡Brecruiting effective and view on organizational attractiveness. Therefore, this research bases on the survey of the High Tech Company in Taiwan.By statistic analysis method get some findings as follows: 1.Corporate reputation, Recruit channel are significant affect to Recruit effectiveness. 2.Corporate reputation, Recruit channel are significant affect to Organizational attractiveness. 3.Corporate reputation, Recruit channel, Recruit effectiveness, Organizational attractiveness are significant affect to different character of Corporate.

Current study is based on literature of Employer Brand studies. This research is conducted by implementing questionnaire. By using ¡§the most admired entrepreneur¡¨ from a renowned, quality business magazine in Taiwan, author has looked into the perception of college and post graduate senior students (NCCU, NCTU, FJU, TKU, NKUAS, NUTN) regarding CEO celebrities and their companies. The study has showed that most dimensions of Cable and Turban study have positive effect on Organization Attractiveness and potential employee¡¦s job hunting attempt. The result of current research has proven CEO celebrity¡¦s positive effect on human resource the corporate can recruit.

In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees’ perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color’s attractiveness to an organization and likelihood to pursue a job (Study 2).

Under the global background, more and more companies realize that if want to acquire outstanding talent, must set up unique employer brand in the specific area of the human resources market to be able to effectively attract, motivate and retain talented and obtain sustainable competitive advantage. Therefore, raise ¡§employer brand concept¡¨ for the potential job applicant to attractiveness and employee stay. It is meaning the employer brand to attract, motivate and retain of competency of employee. To combine of human resource management system to explore of the establishment and implement of human resource management system for enterprises to retained sustainable competitive advantage of the impact.