The Mediating Effects of Organizational Reputation in Predicting Job Seekers Attraction from Third-Party Organizational Justice Perspective
Hasnun Anip Bustaman1, Mohammad Nazri Mohd Nor2, Azni Zarina Taha3, Maheran Zakaria4
1Hasnun Anip Bustaman *, University of Technology MARA.
2Mohammad Nazri Mohd Nor, University of Malaya.
3Azni Zarina Taha, University of Malaya.
4Maheran Zakaria, University of Technology MARA.
Manuscript received on November 20, 2019. | Revised Manuscript received on November 28, 2019. | Manuscript published on 30 November, 2019. | PP: 6693-6708 | Volume-8 Issue-4, November 2019. | Retrieval Number: D7858118419/2019©BEIESP | DOI: 10.35940/ijrte.D7858.118419
Open Access | Ethics and Policies | Cite | Mendeley | Indexing and Abstracting
© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: This paper seeks to investigate the stipulation individuals’ perceptions of organizational justice, organizational reputation, and its effects to job seekers’ attractiveness. A total of 327 accounting and finance interns were assumed the role of job seekers. We wanted respondents to assess organizations in which they are currently undergoing internship to increase the likelihood that they had experience during the internship and knowledge gained about the organization; thus, held informed opinions about organizational justice and reputation, and its attractiveness as job seekers. We found each organizational justice dimensions (procedural, distributive, interpersonal and informational justice) influence job seeker attraction while organizational reputation role as mediator is significant. We suggested that organizations pay more attention on the informational justice and distribution justice following the empirical contribution is above than other dimensions either in direct or mediator impact of organizational reputation. Moreover, we else well highlighted the empirically evident that recognized the notion of signaling theory incorporated with social identity theory to publicize a deeper explanation of the job seeker attraction process. This is the first study to show that organizational justice is an instrumental characteristic, organizational reputation is a symbolic characteristic drawn from signaling theory and social identity theory and, this combination is better to comprehend on the job seeker attraction concept.
Keywords: Job seeker Attraction, Third-Party Organizational Justice, Organizational Reputation, Recruitment, Signaling Theory and Brand Equity.
Scope of the Article: Self-Organizing Networks and Networked Systems.