Perceived Job Attributes and Intention to Join Among MBA Students

Authors

  •   Shalini Dubey Research Scholar, Jaypee Business School, Jaypee Institute of Information Technology (JIIT) (Deemed to be University), A-10, Sector-62, Noida - 201 309, Uttar Pradesh
  •   Rajnish Kumar Misra Professor, Jaypee Business School, Jaypee Institute of Information Technology (JIIT) (Deemed to be University), A-10, Sector-62, Noida - 201 309, Uttar Pradesh

DOI:

https://doi.org/10.17010/pijom/2024/v17i1/170159

Keywords:

employer branding

, work-life balance, compensation packages, perceived job attributes, recruiter’s behavior, intention to join

JEL Classification Code

, M12, M50, M54

Paper Submission Date

, October 15, 2022, Paper sent back for Revision, March 1, 2023, Paper Acceptance Date, August 20, Paper Published Online, January 15, 2024

Abstract

Today, with globalization, when companies are trying too hard to “attract and retain the best talent,†the new graduates are searching for preferred attributes in a job/organization. Consequently, when the companies advertise the vacancies, the students prefer to join the company that is closer to what they regard as the “ideal employer.†The present paper proposed to understand the impression of perceived job attributes concerning employer branding perspective from the MBA final year students and discussed its significance in influencing the student’s decisionmaking process. Our study explored the existing literature for perceived job attributes and analyzed them using descriptive research analysis. A theoretical framework was proposed and tested with 411 valid data points. Structural equation modeling (SEM) was used to test the proposed framework. The empirical study revealed that the “perceived job attributes†positively influenced the “intention to join†the company. The implications suggest that MBA graduates are significant assets to a business and have a substantial role in the future growth of the company, therefore, it was important to understand their perspective on choosing the right company associated with numerous benefits.

Downloads

Download data is not yet available.

Downloads

Additional Files

Published

2024-01-01

How to Cite

Dubey, S., & Misra, R. K. (2024). Perceived Job Attributes and Intention to Join Among MBA Students. Prabandhan: Indian Journal of Management, 17(1), 44–59. https://doi.org/10.17010/pijom/2024/v17i1/170159

Issue

Volume 17, Issue 1, January 2024

Section

Articles
Crossref
Scopus
Google Scholar
Europe PMC

References

Agrawal, R. K., & Swaroop, P. (2009). Effect of employer brand image on application intentions of B-School undergraduates. Vision, 13(3), 41–49. https://doi.org/10.1177/097226290901300304

Alves, P., Santos, V., Reis, I., Martinho, F., Martinho, D., Correia Sampaio, M., Souse, M. J., & Au-Yong-Oliveira, M. (2020). Strategic talent management: The impact of employer branding on the affective commitment of employees. Sustainability, 12(23), 9993. https://doi.org/10.3390/su12239993

Behrends, T., Baur, M., & Zierke, L. (2020). Much ado about little: A critical review of the employer branding concept. Mrev Management Revue, 31(1), 1–30. https://doi.org/10.5771/0935-9915-2020-1

Benraïss-Noailles, L., & Viot, C. (2021). Employer brand equity effects on employees wellbeing and loyalty. Journal of Business Research, 126, 605–613. https://doi.org/10.1016/j.jbusres.2020.02.002

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/10.1080/02650487.2005.11072912

Botha, A., Bussin, M., & de Swardt, L. (2011). An employer brand predictive model for talent attraction and retention. SA Journal of Human Resource Management, 9(1), a388. https://doi.org/10.4102/sajhrm.v9i1.388

Burke, R. J., & Ng, E. (2006). The changing nature of work and organizations: Implications for human resource management. Human Resource Management Review, 16(2), 86–94. https://doi.org/10.1016/j.hrmr.2006.03.006

Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand-equity perspective. Journal of Applied Social Psychology, 33(11), 2244–2266. https://doi.org/10.1111/j.1559-1816.2003.tb01883.x

Carless, S. A., & Wintle, J. (2007). Application attraction: The role of recruiter function, work– life balance policies and career salience. International Journal of Selection and Assessment, 15(4), 394–404. https://doi.org/10.1111/j.1468-2389.2007.00398.x

Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: A brand equity approach to recruitment. Journal of Applied Psychology, 87(6), 1121–1133. https://doi.org/10.1037/0021-9010.87.6.1121

Cordes, J., & Vogel, R. (2023). Comparing employer attractiveness of public sector organizations to nonprofit and private sector organizations: An experimental study in Germany and the U.S. Review of Public Personnel Administration, 43(2), 260–287. https://doi.org/10.1177/0734371X211065349

Employer branding in the post-Covid times – New challenges. (2022, April 28). Radancy. https://www.firstbird.com/en/blog/employer-branding-in-the-post-covid-times-newchallenges/

Erbasi, A., & Arat, T. (2012). The effect of financial and non-financial incentives on job Satisfaction: An examination of food chain premises in Turkey. International Business Research, 5(10), 136–145. https://doi.org/10.5539/ibr.v5n10p136

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104

Gomes, D., & Neves, J. (2011). Organizational attractiveness and prospective applicants' intentions to apply. Personnel Review, 40(6), 684–699. https://doi.org/10.1108/00483481111169634

Hair Jr., J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) Using R. Springer. https://doi.org/10.1007/978-3-030-80519-7

Harris, M. M., & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40(4), 765–784. https://doi.org/10.1111/j.1744-6570.1987.tb00623.x

Harsolekar, D. D., & Munshi, J. (2018). An empirical analysis of the perception of management students about their employment. Prabandhan: Indian Journal of Management, 11(9), 21–37. https://doi.org/10.17010/pijom/2018/v11i9/131613

Hartel, C. E. J., Fujimoto, Y., Strybosch, V. E., & Fitzpatrick, K. (2007). Human resource management: Transforming theory into innovative practice (1st ed.) Pearson Australia Group.

Harunavamwe, M., & Kanengoni, H. (2013). The impact of monetary and non-monetary rewards on motivation among lower level employees in selected retail shops. African Journal of Business Management, 7(38), 3929–3935. https://doi.org/10.5897/AJBM2012.1381

Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986–1001. https://doi.org/10.1177/0013164403258403

Jnaneswar, K. (2016). Relationship between work-life balance, turnover intention, and organizational support for work-life balance: A study in the IT industry in Kerala. Prabandhan: Indian Journal of Management, 9(5), 33–44. https://doi.org/10.17010/pijom/2016/v9i5/92569

Johnson, Z. S., Mao, H., Lefebvre, S., & Ganesh, J. (2019). Good guys can finish first: How brand reputation affects extension evaluations. Journal of Consumer Psychology, 29(4), 565–583. https://doi.org/10.1002/jcpy.1109

Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). The Guilford Press.

Mariappanadar, S. (2013). A conceptual framework for cost measures of harm of HRM practices. Asia-Pacific Journal of Business Administration, 5(2), 103–114. https://doi.org/10.1108/17574321311321595

Maurya, K. K., & Agarwal, M. (2018). Organisational talent management and perceived employer branding. International Journal of Organizational Analysis, 26(2), 312–330. https://doi.org/10.1108/IJOA-04-2017-1147

Mishra, A. (2018). Investigating few presumptions regarding the academic performance of students : A study on MBA scholars in Knowledge Park, Greater Noida. Prabandhan: Indian Journal of Management, 11(11), 37–50. https://doi.org/10.17010/pijom/2018/v11i11/138208

Mittal, K., Singh, K., & Sharma, G. (2017). The impact of individual, social and organizational factors on work-life balance: A cross-sectional analysis of manufacturing and service sector. Asian Journal of Management, 8(3), 881–892. https://doi.org/10.5958/2321-5763.2017.00137.8

Myrden, S. E., & Kelloway, K. (2015). Young workers' perception of brand image: Main and moderating effects. Journal of Organizational Effectiveness: People and Performance, 2(3), 267–281. https://doi.org/10.1108/JOEPP-09-2014-0055

Ng, E. S., & Burke, R. J. (2006). The next generation at work – business students' views, values, and job search strategy: Implications for universities and employers. Education + Training, 48(7), 478–492. https://doi.org/10.1108/00400910610705872

Nguyen, M. T., & Huynh, C. M. (2022). The impact of employer branding on job application intention: Evidence from business undergraduates in Vietnam (MPRA Paper No. 112927). Munich Personal RePEc Archive. https://mpra.ub.unimuenchen.de/112927/1/MPRA_paper_112927.pdf

Nisar, S., & Siddiqui, D. A. (2019). A survey on the role of fringe benefits in employee satisfaction – An analysis of organizations of Pakistan. International Journal of Human Resource Studies, 9(1), 232–252. https://dx.doi.org/10.5296/ijhrs.v9i1.14162

Pandita, D., & Ray, S. (2018). Talent management and employee engagement – a metaanalysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185–199. https://doi.org/10.1108/ICT-09-2017-0073

Patra, Y., & Tripathi, S. (2019). Contriving human capital practices which influence organizational commitment: Reimagine future skills of HR. Prabandhan: Indian Journal of Management, 12(10), 20–32. https://doi.org/10.17010/pijom/2019/v12i10/147814

Pfeffer, J. (1994). Competitive advantage through people unleashing the power of the workforce. Harvard Business School Press.

Phillips, C. R., Phillips, A. S., & Cappel, S. D. (1994). Research note: How management students select prospective employers. International Journal of Manpower, 15(1), 55–59. https://doi.org/10.1108/01437729410053581

Pradeep Kumar, D., Subbarayudu, Y., & Nagaraju, E. (2019). Employability skills of management graduates: The comparative status of SC/ST students in Andhra Pradesh. Prabandhan: Indian Journal of Management, 12(3), 50–61. https://doi.org/10.17010/pijom/2019/v12i3/142340

Randstad. (2020). Randstad employer brand research global report 2020. https://workforceinsights.randstad.com/global-employer-brand-research-2020

Rynes, S. L., Bretz Jr, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44(3), 487–521. https://doi.org/10.1111/j.1744-6570.1991.tb02402.x

Sharma, R., & Tanwar, K. (2023). Organization pursuit intention through perceived employer brand, person organisation fit and perceived organisational prestige. Corporate Reputation Review, 26(1), 33–53. https://doi.org/10.1057/s41299-021-00132-6

Smola, K. W., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of Organizational Behavior, 23(4), 363–382. https://doi.org/10.1002/job.147

Srivastava, P., & Bhatnagar, J. (2010). Employer brand for talent acquisition: An exploration towards its measurement. Vision, 14(1–2), 25–34. https://doi.org/10.1177/097226291001400103

Staniec, I., & Kalińska-Kula, M. (2021). Internal employer branding as a way to improve employee engagement. Problems and Perspectives in Management, 19(3), 33–45. https://doi.org/10.21511/ppm.19(3).2021.04

Sutherland, J. (2012). Job attribute preferences: Who prefers what? Employee Relations, 34(2), 193–221. https://doi.org/10.1108/01425451211191896

Tanwar, K., & Kumar, A. (2019). Employer brand, person-organisation fit and employer of choice: Investigating the moderating effect of social media. Personnel Review, 48(3), 799–823. https://doi.org/10.1108/PR-10-2017-0299

Thibault Landry, A., Schweyer, A., & Whillans, A. (2017). Winning the war for talent: Modern motivational methods for attracting and retaining employees. Compensation & Benefits Review, 49(4), 230–246. https://doi.org/10.1177/0886368718808152

Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology, 78(2), 184–193. https://doi.org/10.1037/0021-9010.78.2.184

Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52(1), 24–44. https://doi.org/10.1006/jvbe.1996.1555

Verma, D., & Verma, C. (2015). A study on attractiveness dimensions of employer branding in technical educational institutions. International Journal of Marketing and Human Resource Management, 6(1), 36–43.