Most of previous works focused on the relationship between organizational attractiveness as an employer and instrumental attributes of employer image. Potential job seekers were viewed as rational and alone decision makers. However, in addition to objective facts, potential job seekers consider other facts when they make a job decision such as emotional facts and perceived harmony with organization. Furthermore, potential job seekers hold a vague impression on a potential employer. Others¡¦ opinions of potential employers must be their crucial information sources and they may change decision because of others¡¦ opinion. The study add symbolic meaning construct to employer image and research the relationship between it and organizational attractiveness as an employer and found it is significant related to organizational attractiveness as an employer. The mediated effect of the similarity between potential job seekers¡¦ personality and organizations¡¦ personality and others¡¦ opinions are considered here. Both of them don¡¦t significant mediated the relationship between employer image and organizational attractiveness as an employer.

Following the increased competition for organisations to attract and retain young talent, organisation must better adapt to the needs and desires of the labour force. In order to better understand their target groups, Generational Theory has gained track within the field of Human Resources. Now, Generation Z enters the labour market and companies might face new challenges in attracting and retaining this young group of workers. However, the recent entry of Generation Z makes it a relatively unexplored topic, calling for extensive research regarding their needs and behaviour.   Previous research on Generation Z during the time of this study existed through quantitative reports provided by organisations, thus calling for academic research within this subject. As such, the purpose of this study is to investigate how Gen Z include their values in their decision making when looking to join an organisation and how this will impact attraction and retention strategies of organisations.   In order to meet the purpose, a qualitative study have been performed, allowing for an engagement with Gen Z not possible through a quantitative study. Focus groups were held to investigate the values of Gen Z and how these values impact their decision-making about joining an organisation. Semi-structured interviews were performed on Human Resource managers represented at two companies to investigate current attraction and retention strategies. The research followed an abductive approach, where the empirical findings were analysed and compared to Generational Theory, P-O fit theory, and existing research regarding Gen Z.   The empirical findings show that values and needs of Generation Z are not fully met by organisations today and key strategical improvements are suggested as a result of the findings. Furthermore, the study shows some different results in the findings on Generation Z in comparison to previous quantitative reports, thus providing an extended view on Generation Z as well as highlighting the need for further qualitative research within the field.

Companies in the North of Sweden are expressing big difficulties to acquire the right competency and the right people to fill voids in their organization. The purpose of this research paper was to gain an understanding of how companies in the north work with selected contributing factors, affecting their ability to attract talent. Starting off we gained perspective on how companies define talent and which talent management approach they implement. From there we learned to which extent they prioritize people fitting into the company’s identity/values and work with communicating with talents by displaying themselves as an attractive employer. Our attempt was to uncover any underlying behavior or beliefs within this region contributing to why this region, in particular, is experiencing difficulties in attracting talent. To reach these understandings, we conducted a case study holding six in-depth interviews with different companies in various locations within the region “Norrland”. By using the thematic analysis method, we concluded that businesses have attitudes regarding the nature of talent and how it should be managed which limits their view of who is considered as a competent potential employee. Moreover, we found that the majority of businesses operating the north to a relatively high extent prioritize their relationship with their employees. However, they do not work to a high extent with the creation of a strong employer brand, possibly contributing to the situation as it is perceived in the north.

Sexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report less work stress. In addition, I sought to determine if selected personality variables would mediate the relations among critical study variables. The personality variables were internalized homophobia, level of “outness,” and cynicism. Two samples of university students consisting of sexual minorities (n =43) and heterosexuals (n = 67), completed questionnaires online. Results revealed a positive correlation for both groups between organizational climate (i.e., less perceived heterosexism) and job satisfaction, although the correlation for the sexual minority group did not achieve statistical significance, likely due to the small sample size. Due to statistical conditions not being satisfied, partial correlations were performed instead of mediational analyses. Internalized homophobia was found to partially account for the relations between perceived organizational climate and job satisfaction and perceived organizational climate and work stress, respectively. This study encourages further investigation into the role of sexual identity in the workplace, particularly the role of internalized homophobia as possibly influencing sexual minorities to perceive their workplace environment more pejoratively than necessary.

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The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct in a model. A third objective is to explore the role of person-organization fit (P-O fit) and person-job fit (P-J fit) as mediators. Prior research has examined fit a mediator for the K-12 teacher population but it has not been explored in ECEs. The last objective of this study is to investigate distributive justice on career outcomes through P-O fit and P-J fit. Data for the study were collected from a community-based sample. The participants were teachers that worked in the field of early childhood education. Our findings show educators’ motivation and perceptions of organizational justice have a considerable impact on their career outcomes. Our results provide support for the mediation model that we hypothesized. This study can also assist in the selection of early childhood educators by utilizing the intrinsic motivation to work with children to identify which educators are intrinsically motivated and assess their fit as it relates to a specific organization.

abstract: Using a sample of 931 undergraduate students, the current study examined the influential factors on undergraduate students' academic performance, satisfaction, and intentions to persist in their enrolled major. Specifically, the current study investigated the salience of interest-major match in predicting academic success. Interest-major match has been found to be one of the most influential determinants of academic and occupational success. However, support for this relationship has been equivocal and modest at best. The present study was designed to improve upon the current understanding of this relation by examining the moderating effect of gender and employing a longitudinal design to investigate the reciprocal relation between interest-major match and academic outcomes. Correlational results suggested that women reported greater interest-major match and results of the path analyses demonstrated a moderating effect of gender. Although a reciprocal relation was not supported, the findings indicated that a student’s level of academic satisfaction may influence the degree of fit between his or her interest and academic major. The results also highlight the tendency for students further along in their academic tenure to persist to graduation despite poor fit. Implications for educators and administrators are discussed. / Dissertation/Thesis / Doctoral Dissertation Counseling Psychology 2016

Employee satisfaction has been found to have a strong relationship with perceived job security. This study explored job insecurity in an unstable global economy. Specifically, it examined internal attributes of employees, hypothesizing that such attributes would enable employees to better cope with work-related stressors such as job insecurity. Specific attributes of personality and employability were assessed as potential moderators of job satisfaction and security, utilizing the theory of work adjustment and person-environment correspondence as theoretical frameworks. The specific attributes included facets of conscientiousness and neuroticism as well as dispositions of employability including openness to change at work, work and career resilience, work and career proactivity, career motivation, and work identity. Multiple regression tests analyzed the relationship between these internal attributes and both job insecurity and satisfaction on a convenience sample of 100 participants from 2 companies. Participants completed online assessments of the Minnesota Satisfaction Questionnaire; the NEO Personality Inventory, 3rd edition (NEO-PI-3); and the Dispositional Measure of Employability. The findings of this study showed significant relationships between both work and career resiliency and vulnerability and both job satisfaction and perceived job security. Employees, employers, and future researchers may benefit from the findings. Results suggest options for improving the work environment by enabling employees to derive greater satisfaction and security and by providing employers areas for training opportunities. Additionally, future research could explore methodologies, such as mindfulness and cognitive appraisal, which may further increase resiliency and decreasing vulnerability.

本研究探討個人主觀適配與個人與組織適配回饋契合程度的組合（兩者一致或不一致），對網路求職者其主觀組織吸引力知覺的影響。此外，並探討個人對回饋同意程度是否調節前述之關係。本研究以137位大學生為對象，透過紙筆問卷與網路問卷兩階段收集資料。事前單尾獨立樣本t考驗的結果顯示，在個人與組織適配回饋和主觀適配的契合狀況一致時，接收到高適配回饋的受試者其主觀之組織吸引力較高；反之，低適配回饋使受試者的主觀之組織吸引力較低。在個人與組織適配回饋和與主觀適配的契合狀況不一致時，高適配回饋未能提高受試者的主觀組織吸引力知覺，但低適配回饋則使受試者的主觀組織吸引力知覺較低。在個人與組織適配回饋和主觀適配的契合狀況不一致時，個人對適配回饋的同意程度調節個人主觀適配度對組織吸引力的影響，因而造成高適配回饋的效果不顯著；反之，接收到低適配回饋的受試者，其組織吸引力則未因對回饋同意程度的高低而產生差異。此外，在個人與組織適配回饋和主觀適配契合狀況一致時，受試者對回饋的同意程度亦調節個人主觀適配度對組織吸引力的影響。根據本研究之結果，建議企業可在公司網頁中，提供簡單的適配指標，將可協助求職者自我選擇，以減少不適任履歷，並且提高適任者履歷之目的。

Made available in DSpace on 2016-03-15T19:26:46Z (GMT). No. of bitstreams: 1 Edson Luiz Pereira - ADM2006.pdf: 1001249 bytes, checksum: d39d550ba90d536d680924e6e166a325 (MD5) Previous issue date: 2006-09-14 / This work aimed a fit analysis between individual and Organizational Values, and the purpose of search for differences between sub units in an organization. Differently from P-O Fit studies, that use to evaluate fit using a single instrument to measure Personal and Organizational Values, this research added to the analysis the Work Values system and the hierarchy and, used three different instruments, validated to Brazilian culture to the measurement of values ( EVP Personal Values Scale, EVT Work Values Scale and IPVO Organizational Values Scale), all of them are based on the General Values Theory. This work is a descriptive research that used quantitative methodology. The data was collected using a closed questionnaire in a sample of 397 individuals, sub divided in three sub units of a service organization. The results made evident that congruencies vary according to the sub units and that the work values allow us to identify a bigger number of positive or negative congruencies. / Este trabalho teve como objetivo analisar as congruências entre os Valores Individuais e os Valores Organizacionais, com o propósito de verificar diferenças entre subunidades da organização. De forma diversa dos estudos de P-O Fit que avaliam as congruências por meio de um único instrumento para a avaliação dos Valores Pessoais e Valores Organizacionais, esta pesquisa acrescentou à análise o sistema de Valores Relativos ao Trabalho e a hierarquia. Três instrumentos validados para a cultura brasileira foram utilizados para a mensuração de valores (EVP Escala de Valores Pessoais, EVT Escala de Valores Relativos ao Trabalho e IPVO Inventário de Perfis de Valores Organizacionais), todos baseados na Teoria Geral de Valores. Este trabalho caracterizou-se por uma pesquisa descritiva, e utilizou metodologia quantitativa. Os dados foram coletados mediante questionário fechado a uma amostra de 397 sujeitos, subdivididos em três subunidades de uma organização de serviços. Os resultados evidenciaram que as congruências variam de acordo com a subunidade e que os Valores Relativos ao Trabalho permitem a identificação de um maior número de relações de congruências positivas ou negativas.