Economics and Business
ISSN 2775-9237 (Online)
Published: 29 July 2020
Organizational Attractiveness Dimensions and Workplace Authenticity Relationship
Türker Baş, Ece Ertan
Galatasaray University, Turkey
Download Full-Text Pdf
Keywords: Employer Branding, Organizational Attractiveness, Turkish Business Environment, Workplace Authenticity
Organizational attractiveness is an important subject of employer branding and has five main factors that listed social, market, application, brand and economic value. These are mainly common factors about that which criteria can be more effective on employees. Authenticity at work can be generally defined that being your true self and acting like that. Authenticity is also an important issue for people’s physiological needs at work. Therefore, workplace authenticity and organizational attractiveness dimensions could be related with each other and may authenticity could be a new factor of attractiveness. Because, workplace authenticity affects work engagement and satisfaction in a positive way. In Turkey, there has been no study in this area to provide any empirical evidence about that authenticity is one of the effective factors of organizational attractiveness. This research has focused on to investigate authenticity with its importance level of employees’ perspective. The relevant studies and literature review on organizational attractiveness and workplace authenticity are critically reviewed and analyzed. 235 professionals participated in an online survey from top three big cities which are Istanbul, Ankara and Izmir in Turkey. From the age of 22 to 55, in many different sectors and hierarchical level of professionals were participated in this survey. The results showed that authenticity could be an effective dimension of organizational attractiveness as perceived by professionals. Therefore, authenticity may be a beneficial factor and can be used in employer branding strategies.
Alniacik, E., & Alniacik, U. (2012). Identifying dimensions of attractiveness in employer branding: effects of age, gender, and current employment status. Procedia-Social and Behavioral Sciences, 58, 1336-1343. https://doi.org/10.1016/j.sbspro.2012.09.1117.
Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career development international, 9(5), 501-507. https://doi.org/10.1108/13620430410550754.
Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: dimensions of attractiveness in
employer branding. International Journal of Advertising,, 24(2), 151-172. https://doi.org/doi:10.1080/02650487.2005.11072912.
Bosch, R. v., & Taris, T. W. (2014, February). Authenticity at Work: Development and Validation of an Individual Authenticity Measure at Work. Journal of Happiness Studies, 15, 1-18. https://doi.org/10.1007/s10902-013-9413-3.
Cable, D. M., & Turban, D. B. (2001, December). Establishing the dimensions, sources and value of job seekers’ employer knowledge during recruitment. Personnel and Human Resources Management, 115-163. https://doi.org/10.1016/S0742-7301(01)20002-4.
Cortina, J. M. (1993). What is coefficient alpha? An examination of theory and applications. Journal of applied psychology, 78(1), 98.
Craddock, M. (2004). The Authentic Career: Following the Path of Self-Discovery to Professional Fulfillment. Novato, CA: New World Library.
Edwards, M. R., & Edwards, T. (2013). Employee responses to changing aspects of the employer brand following a multinational acquisition: a longitudinal study. Human Resources Management, 52(1), 27-54. https://doi.org/10.1002/hrm.21519.
Erickson, R. J. (1994). Our Society, Our Selves: Becoming Authentic in an Inauthentic World. Advanced Development Journal, 6(1), 27-39.
Fritz, C. O., Morris, P. E., & Richler, J. J. (2012). Effect size estimates: current use, calculations, and interpretation. Journal of experimental psychology: General, 141(1), 2-18. https://doi.org/10.1037/a0024338.
Gay, P. d., & Morgan, G. (2013). New Spirits of Capitalism?: Crises, Justifications, and Dynamics. Oxford, UK: Oxford University Press.
Goldman, B. M., & Kernis, M. H. (2002). The role of authenticity in healthy psychological functioning and subjective well-being. Annals of the American Psychotherapy Association, 5(6), 18-20.
Gomes, D. R., & Neves, J. G. (2011). Organizational attractiveness and prospective applicants’ intentions to apply. Personnel Review, 40(6), 684-699. https://doi.org/10.1108/00483481111169634.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing theory and Practice, 19(2), 139-152. https://doi.org/10.2753/MTP1069-6679190202.
Hulland, J. (1999). Use of partial least squares (pls) in strategic management research: a review of four. Strategic management journal, 20(2), 195-204. https://doi.org/10.1002/(SICI)1097-0266(199902)20:2%3C195::AID-SMJ13%3E3.0.CO;2-7.
Judge, T. A., & Robert D. Bretz, J. (1992, June). Effects of Work Values on Job Choice Decisions. Journal of Applied Psychology, 77(3), 261-271. https://doi.org/10.1037//0021-9010.77.3.261.
Kerfoot, K. (2006). Authentic leadership. Dermatology Nursing, 18(6), 595-596.
Kernis, M. H., & Goldman, B. M. (2006). A multicomponent conceptualization of authenticity: Theory and research. Advances in Experimental Social Psychology, 38, 283–357. https://doi.org/10.1016/S0065-2601(06)38006-9.
Konrad, A. M., Ritchie Jr., J. E., Lieb, P., & Corrigal, E. (2000). Sex differences and similarities in job attribute preferences: a meta-analysis. Psychological bulletin, 126(4), 593. https://doi.org/10.1037/0033-2909.126.4.593.
Kotler, P., & Armstrong, G. (2011). Principles of Marketing (14. ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic Leadership, Authentic Followership, Basic Need Satisfaction, and Work Role Performance: A Cross-Level Study. Journal of management, 41(6), 1677-1697. https://doi.org/10.1177/0149206312457822.
Llyod, S. (2002). Branding from the inside out. Business Review Weekly, 24(10), 64-66.
Maslow, A. H. (2013). Toward a psychology of being.NY: Simon and Schuster.
May, D. R. (2003). Developing the Moral Component of Authentic Leadership. Organizational dynamics. https://doi.org/10.1016/S0090-2616(03)00032-9.
Ménard, J., & Brunet, L. (2011). Authenticity and well‐being in the workplace: a mediation model. Journal of Managerial Psychology, 26(4), 331-346. https://doi.org/10.1108/02683941111124854.
Metin, U. B., Taris, T. W., Peeters, M. C., Beek, I., & Bosch, R. V. (2016). Authenticity at work: A job demands-resources perspective. Journal of Managerial Psychology, 31(2), 483-499. https://doi.org/10.1108/JMP-03-2014-0087.
Peterson, M. (2004). What men and women value at the workplace: implications for workplace health. Gender Medicine, 1(2), 106-124. https://doi.org/10.1016/S1550-8579(04)80016-0.
Pingle, D. S., & Sharma, A. (2013). External employer attractiveness: a study of management students
in India. Journal of Contemporary Management Research, 7(1), 78-95. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=90299653&site=eds-live.
Reis, G. G., Braga, B. M., & Trullen, J. (2017). Workplace authenticity as an attribute of employer attractiveness. Personnel Review, 46(8), 1962-1976. https://doi.org/10.1108/PR-07-2016-0156.
Reis, G., Trullen, J., & Story, J. (2016). Perceived organizational culture and engagement: the mediating role of authenticity. Journal of Managerial Psychology, 31(6), 1091-1105. https://doi.org/10.1108/JMP-05-2015-0178.
Rogers, C. R. (1965). The concept of the fully functioning person. In Pastoral Psychology (pp. 21-33). CA: Kluwer Academic Publishers. https://doi.org/10.1037/h0088567.
Rosh, L., & Offermann, L. (2013). "Be yourself, but carefully: how to be authentic without oversharing." Harvard Business Review, 91, 135-139. Retrieved from https://hbr.org/2013/10/be-yourself-but-carefully.
Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: a review of research on hedonic and eudaimonic well-being. Annual review of psychology, 52(1), 141-166. https://doi.org/10.1146/annurev.psych.52.1.141.
Siegel, S., & Castellan, N. (1988). Nonparametric Statistics for the Behavioral Sciences. NY: McGraw-Hill.
Sulivan, D. (2004, February 23). The 8 Elements of a Successful Employment Brand. Retrieved November 22, 2019, from Ere Daily: https://www.ere.net/the-8-elements-of-a-successful-employment-brand/.
Villamil, A. M. (2007). Perceptions of diversity management and organizational attractiveness: Exploring the effects of gender, ethnicity, and type of recruitment advertisement. (Doctoral dissertation, University of Kansas). Retrieved from https://search.proquest.com/docview/304859551?accountid=15955.
White, N. J., & Tracey, T. J. (2011). An examination of career indecision and application to dispositional authenticity. Journal of vocational Behavior, 78(2), 219-224. https://doi.org/10.1016/j.jvb.2010.09.015.
Williams, J. K. (2013). Theory of Organizational Attractiveness. In E. H. Kessler (Ed.), Encyclopedia of Management Theory(pp. 862-864). Thousand Oaks, CA: SAGE Publications.
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959. https://doi.org/10.1111/j.1365-2648.2012.06089.x.
Wood, A. M., Linley, P. A., Maltby, J., Baliousis, M., & Joseph, S. (2008). The authentic personality: A theoretical and empirical conceptualization and the development of the Authenticity Scale. Journal of Counseling Psychology, 55(3), 385-399. https://doi.org/10.1037/0022-022.214.171.1245.
Woolson, R. F. (2007). Wilcoxon signed‐rank test. Wiley encyclopedia of clinical trials, 1-3. https://doi.org/10.1002/9780471462422.eoct979.