{'fraction_non_alphanumeric': 0.021108179419525065, 'fraction_numerical': 0.006156552330694811, 'mean_word_length': 5.654970760233918, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Organization Attractiveness: How Does Job Seekers’ Situational Context Influence the Evaluation of the Signals Sent by Companies?

Van Hoye et al. (2015) extended the theory of planned behavior by showing that situational context variables, including financial needs and social support, predict job search behavior. However, less is known about the impact of the situational context on the way job seekers are attracted to the signals sent by organizations. Using an exploratory research method made of an ANOVA, an ordinal regression and a multilinear regression, findings from 497 questionnaires collected in Haute-Normandie, France, add to attributes’ preference by showing that financial needs and social support contexts impact the way job seekers evaluate attributes signaling rewards, culture/image of the company and interpersonal relationships. On the other hand, the evaluation of the attributes signaling work life balance, nature of work and job security are not impacted by the situational context. Results can help organizations communicate the most effective strategic signals to differentiate themselves from competitors.