تحلیل تأثیر علامت‌دهی بر جذابیت سازمان برای متقاضی؛ تبیین نقش نگرش و هویت‌یابی متقاضی

ابراهیمی, الهام; نجاتی کریم آباد, الناز; شجاع, علی

تحلیل تأثیر علامت‌دهی بر جذابیت سازمان برای متقاضی؛ تبیین نقش نگرش و هویت‌یابی متقاضی

نوع مقاله : مقاله پژوهشی

نویسندگان

¹ گروه اقتصاد و مدیریت، پژوهشگاه علوم انسانی و مطالعات فرهنگی، تهران،ایران

² گروه مدیریت، دانشکده مدیریت دانشگاه علامه طباطبایی، تهران،ایران

³ گروه مدیریت ، دانشکده مدیریت دانشگاه خوارزمی، تهران،ایران

چکیده

نظریه علامت‌دهی (سیگنالینگ) که منشأ اقتصادی دارد، به بررسی عدم تقارن اطلاعات بین دو طرف می‌پردازد و به علائم ارسال‌شده برای تعدیل این اطلاعات نامتقارن اشاره می‌کند. این مفهوم، اخیراً وارد ادبیات مدیریت منابع انسانی شده و در بحث جذب و استخدام از آن بهره گرفته می‌شود. هدف پژوهش حاضر، استفاده از این مفهوم در ایجاد جذابیت سازمان برای کارجویان است. بدین‌منظور، تأثیر متغیر علامت‌دهی (متشکل از دو بعد علائم سطح فردی و علائم سطح سازمانی) بر نگرش متقاضی نسبت به سازمان به‌عنوان متغیر میانجی و تأثیر آن بر جذابیت سازمان بررسی شد. نقش تعدیلگر هویت‌یابی در رابطه میان علامت‌دهی و نگرش متقاضی نسبت به سازمان نیز تبیین شد. این پژوهش ازلحاظ هدف، کاربردی و ازنظر نحوه گردآوری داده‌ها توصیفی- پیمایشی است. جامعۀ هدف شامل تمامی کارجویان شرکت‌کننده در نمایشگاه کار سال 1397 بودند. روش تحلیل داده‌ها، مدل‎سازی معادلات ساختاری ﺑﺎ روﻳﻜﺮد حداقل ﻣﺮﺑﻌﺎت ﺟﺰﺋﻲ و نرم‎افزار Smart PLS2.6 بود. نتایج آزمون فرضیه‌های پژوهش نشان داد، علائم سطح فردی و علائم سطح سازمانی تأثیر معنی‌داری بر نگرش متقاضیان به سازمان دارند. تأثیر نگرش متقاضیان به سازمان بر جذابیت سازمان برای آنان نیز تأیید شد. نقش تعدیل‌گری هویت‌یابی سازمانی در رابطه میان علائم سطح سازمانی و نگرش کارجویان به سازمان تأیید شد، اما این متغیر، تعدیل‌گرِ معنی‌داری در رابطه میان علائم سطح فردی و نگرش متقاضیان به سازمان نبود.

کلیدواژه‌ها

20.1001.1.82548002.1398.11.4.6.2

عنوان مقاله [English]

Application of Signaling Theory in Creating Organizational Attraction for Job Applicants: Explaining the role of Attitude and Identification of Applicant

نویسندگان [English]

Elham Ebrahimi ¹
Elnaz Nejati Karim Abad ²
Ali Shoja ³

¹ Corresponding author: Assistant Professor, Faculty of Economy and management Institute for Humanities and Cultural Studies, Tehran, Iran

² MSc. in Public Management, Faculty of Management University of Allame Tabatabaie, Tehran, Iran

³ MSc. in Business Management, Faculty of Management University of Kharazmi, Tehran, Iran

چکیده [English]

Signaling theory, with economic origin, addresses information asymmetry between two sides and refers to the signs sent to moderate these information. This concept has recently entered the literature of human resource management and is employed in selection and recruitment. The purpose of this study is to apply this concept for creating organizational attractiveness for jobseekers. Therefore, the effect of signaling variable, consisting of signals at individual and organizational levels, on the attitudes of jobseekers as a mediating variable and its effect on jobseekers’ attractiveness are studied. The moderating role of organizational identity in the relationship between signaling and jobseekers’ attitudes are also investigated. This is an applied research in terms of purpose and a descriptive-survey one in terms of data collection method. The statistical population consists of all employees participating in the work exhibition in 2018. Structural equations modeling through partial least squares approach and Smart PLS2.6 software were employed for data analysis. The results signified that signals at personal and organizational levels significantly affected the attitude of the applicants toward organization. The effect of applicants’ attitudes on the attractiveness of the organization was also confirmed. The moderating role of organizational identity was significant in the relationship between signals at organizational level and employees' attitudes toward organizations; however, this variable did not significantly moderate the relationship between signals at individual level and the attitude of the applicants toward the organization.

کلیدواژه‌ها [English]

Signaling theory
Organizational attractiveness
jobseekers’ attitudes

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