Does business commitment to sustainability increase job seekers' perceptions of organisational attractiveness? The role of organisational prestige and cultural masculinity

This study analyses how recruiting messages showing commitment to sustainability influence job seekers' perceptions of organisational attractiveness. To address a call from prior research, we propose that organisational prestige mediates the positive relationship between commitment to sustainab...

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Bibliographic Details
Published in:Business strategy and the environment Vol. 32; no. 8; pp. 5521 - 5535
Main Authors: Carballo‐Penela, Adolfo, Ruzo‐Sanmartín, Emilio, Sousa, Carlos M. P.
Format: Journal Article
Language:English
Published: Chichester Wiley Periodicals Inc 01.12.2023
Subjects:
Ability
Attraction
between subjects
Business communication
Commitment
cultural masculinity
Culture
Information
Information management
Job hunting
job seekers
Manipulation
Masculinity
Messages
organisational attractiveness
organisational prestige
Perceptions
Prestige
Recruitment
recruitment messages
Social identity
Sustainability
Sustainable development
Work
ISSN:0964-4733, 1099-0836
Online Access:Get full text
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Summary:This study analyses how recruiting messages showing commitment to sustainability influence job seekers' perceptions of organisational attractiveness. To address a call from prior research, we propose that organisational prestige mediates the positive relationship between commitment to sustainability and attractiveness. As job seekers from different cultures can have different responses to companies' information, the moderating role of the masculinity dimension of national culture is also examined. In a study of 412 job seekers from four different countries, experimental manipulation was used to assess perceptions of different recruiting messages containing information on business sustainability. Results support the proposed relationships. Theoretical and practical contributions include the integration of signalling and social identity theories to considering a wide variety of mechanisms which show how individuals are attracted to organisations and useful information for helping managers to recruit young talent. Using a sample of young part‐time job seekers is a limitation of this work.
Bibliography:Funding information
The authors did not receive support from any organization for the submitted work.
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ISSN:0964-4733
1099-0836
DOI:10.1002/bse.3434