جستجوی مقالات مرتبط با کلیدواژه "جذابیت سازمانی" در نشریات گروه "مدیریت"

The purpose of this research is to investigate the effect of mentorship and organizational attractiveness on human resource productivity with the mediating role of employee happiness and moderating work-life balance in the health center of Tabriz city. This study is applied in terms of purpose, descriptive-correlative in terms of method, and survey based on structural equation modeling in terms of strategy. The statistical population is 1,200 employees of Tabriz health center. The statistical sample size was estimated to be 291 people using Cochran's correlation and selected by stratified random sampling. The tools of data collection in this research are Jatmiko standard questionnaires (2004) for organizational attractiveness variable, Hersey and Goldsmith questionnaire (2003) for human resource productivity variable, Tius et al. questionnaire (2014) for employee happiness variable, Wong Wuko questionnaire (2009) for variable Work-life balance and Qolipour et al.'s questionnaire (2010) for organizational mentoring variable that has appropriate validity and reliability. Smart Pls software was used to analyze the data. According to the results of the research, mentorship and organizational attractiveness have an effect on the productivity of human resources through the mediation of employee happiness. Also, work-life balance moderates the effect of organizational attractiveness on human resource productivity, and the moderating role of work-life balance on the effect of organizational mentorship on human resource productivity was not confirmed. According to the results of the research, by creating effective programs of mentorship and organizational attractiveness and work-life balance, an effective step can be taken to increase the productivity of human resources.

Nowadays, attracting skilled and talented workforce has become a challenge for many organizations. Identifying and promoting the factors affecting organizational attractiveness to attract talented human resources has a competitive value. The purpose of the present applied research was to determine the effect of dependent and independent information sources on job seekers' perception of organizational attractiveness and recruitment of skilled labor. The research method in this research is descriptive-correlational. The statistical population of this study consisted of students of public, Payame Noor and Azad universities of Zanjan and the sample size of the study was determined by Cochran's formula to be 240 people. The data collection tool was a standard questionnaire that for localization, its validity was again confirmed using content validity and convergent validity and its reliability was confirmed using combined reliability and Cronbach's alpha equal to 0.870. Descriptive findings were extracted using SPSS24 software and the conceptual model of the research and its quantitative data were processed by structural equation modeling using SmartPLS2.6 software. Findings showed that perceived usefulness, ease of use, informational social influence and normative social influence have a significant effect on the perception of organizational attractiveness.

Creating a happy organization is one of the strategic needs for long-term success in today's world considering the challenges facing the organizations. The present study seeks to investigate the role of workplace happiness and vitality on organizational attractiveness considering the mediating role of job engagement in the Asia Insurance Company. The research statistical population is consisted of 1220 managers and employees of Asia Insurance among them, 292 people were selected as sample size according to Cochran formula. The present study is an applied research in terms of the purpose and a descriptive-survey in terms of the method. The questions reliability was confirmed by Cronbach's alpha and hybrid reliability approach and the research hypotheses were tested by structural equation modeling using SPSS and Smartpls3 Software. According to the research findings, other hypotheses were confirmed except the effect of workplace happiness and vitality on organizational attractiveness. The mediating variable of job engagement has a complete and significant role in the effect of workplace happiness on organizational attractiveness; that is, the independent variable of workplace happiness and vitality affects organizational attractiveness by the mediating role of job engagement.

This research in intended to study the relationship between people''s personality and organizational culture with people''s or organization''s fitness، organizational attractiveness، and the possibility of accepting the organization by the candidates. The data was collected from a sample group of 310 subjects who were randomly selected from a 23000 applicants of recruitment at Iranian National Gas Company. The subjects in the sample group answered to NEOPI-FF questionnaire (Costa and Mccrae، 1992)، organizational culture profile (O''reily، et al. 1991)، personal and organizational fitness questionnaire (Smitter، et al. 1993)، and organizational attraction questionnaire. The results of data analysis indicated through correlation coefficient that any of the personal traits، such as extraversion، has a strong relationship with preferring some organizational cultural values، such as dominance، group orientation، and supportiveness. The results also indicated that there is a significant relationship between objective fitness and perceived fitness of person-organization fit with organizational attraction.

In today’s competitive labor markets, the challenge for organizations is to successfully attract and retain talented staff. Employer Brand Equity is the desired outcome of specific employer branding activities, encouraging applicants to apply and existing employees to stay with the company and could be a key factor of competitiveness for a company in labor market. The purpose of this study was to explore the relationship between the employer brand equity and applicant intention to apply for a job offer in employers’ company and also to test empirically whether this relationship is mediated by organizational attractiveness. Required data were collected through a questionnaire survey among 365 undergraduate and postgraduate students from 4 universities as applicants. Structural Equation Modeling and path analysis were used to test the hypothesized model. The results of this study indicate that from the component of employer brand equity, developmental value, economic value and brand trust have significant effect directly on applicants intention and also indirectly through organizational attractiveness. The results also indicate that the effect of social and interest value is mediated through organizational attractiveness.