Journal Screenshot

International Journal of Academic Research in Economics and Management Sciences

Open Access Journal

ISSN: 2226-3624

A Conceptual Framework for Organizational Attractiveness among Malaysian Millennial Jobseekers Aimed at the Aftermath of COVID-19

Fariha Anjum Hira, Harcharanjit Singh, MD Moshiul Alam, Ahmad Ishtiak Nahid

http://dx.doi.org/10.6007/IJAREMS/v10-i1/8871

Open access

Attracting superior talent from the job market is a crucial task for the organization. Due to the technological paradigm-shifting in the direction of Industrial revolution 4.0, tech-savvy millennials are the organization's dominant priority to gain a competitive advantage. Scholars predict that the ongoing COVID-19 is likely to change millennial's job preferences. On the other hand, in this economic climate, where young people are at an amplified risk of being jobless, organizations must play a vital role in providing jobs and attract young entry-level millennial jobseekers. Millennials have unique expectations from employers, thus selective about organizations to join. Understanding the millennial job seeker's perception is imperative for the organization to create an "attractive employer" image. However, very little is known about the factor attracting entry-level millennial jobseekers towards an organization from literature. Consequently, the present study identifies four factors, corporate social responsibility, perceived work environment, individual value, and organizational reputation, which have organizational attractiveness. The study develops a conceptual model of organizational attractiveness utilizing social identity theory and signaling theory. Further, this concept will empirically be tested and validated in the future.

Abdullah, Z. (2020). Higher Retirement Age? Trend And Growth Analysis Of Labour Market In Malaysia. 583–591. https://doi.org/10.15405/epsbs.2020.12.05.63
Appel, L. (2014). CSR as a factor in the war for talents (Master's thesis, University of Twente).
Appel - Meulenbroek, H. A. J. A., Vosters, S. M. C., Kemperman, A. D. A. M., &
Arentze, T. A. (Accepted/In press). Workplace needs and their support; are millennials different from other generations?. 1-14. Paper presented at Twenty fifth annual Pacific Rim Real Estate Society conference (PRRES 2019), Melbourne, Australia.
Arentze, T. A. (2019). Workplace needs and their support; are millennials different from other generations?. In Pacific Rim Real Estate Society conference (PRRES 2019).
Arumugam, N., Thayalan, X., Dass, L. C., & Maniam, M. (2014). Unemployment among graduate nurses in Malaysia: a case study. Asian Social Science,10(9), 227.
Calk, R., & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139.
Caraher, L. (2015). Millennials and management. The essential guide to making it work at work. Brookline: Bibliomotion.
Catano, V. M., & Morrow Hines, H. (2016). The influence of corporate social responsibility, psychologically healthy workplaces, and individual values in attracting millennial job applicants. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement, 48(2), 142.
Cho, J. (2015). Employer Branding through CEO's Message: Individual valueestigation of CEO's Social Media Use's Effects on Organizational Images and Job Pursuit Intentions among Millennials. ?????, 19(2), 74- 95.
CoreNet Global. (2015). The essential guide to Corporate Real Estate. Atlanta, Georgia.
Cox, J. (2020a). Jobless claims soar past 3 million to record high. CNBC. Retrieved from https://www.cnbc.com/2020/03/26/weekly-jobless-claims.html.
Cox, J. (2020b). Coronavirus job losses could total 47 million, unemployment rate may hit 32%, fed estimates. CNBC. Retrieved from: https://www.cnbc.com/2020/03/30/ coronavirus-job-losses-could-total-47-million-unemployment-rate-of-32percent-fed-says.html.
Chapola, J. (2016). An empirical analysis of job seekers' perception of corporate social performance as a measure of organisational attractiveness (Doctoral dissertation).
de Haas, M., Faber, R., & Hamersma, M. (2020). How COVID-19 and the Dutch 'intelligent lockdown'change activities, work and travel behaviour: Evidence from longitudinal data in the Netherlands. Transportation Research Interdisciplinary Perspectives, 6, 100150.
Deloitte, I. (2017). Predicciones sobre tecnología, medios y telecomunicaciones: https://www2. deloitte.com/content/dam/Deloitte/cr/Documents/technology-media- telecommunications/estudios. TMT-Predictions-2017-spanish. pdf.
Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K., & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66(4), 935-973.
Hanapi, Z., & Nordin, M. S. (2014). Unemployment among Malaysia graduates: Graduates' attributes, lecturers' competency and quality of education. Procedia-Social and Behavioral Sciences, 112, 1056-1063.
Hendriks, M. (2016). Organizational reputation, organizational attractiveness and employer branding: clarifying the concepts(Master's thesis, University of Twente).
Ibrahim M, Aslina N, and Wan Mohd Zaifurin WN (2016). Projek keusahawanan sosial dapat memenuhi keperluan penduduk miskin dan miskin tegar. International Journal of Business and Technopreneurship, 6: 147-165.
INTERNATIONAL LABOUR OFFICE. (2017). Global Employment Trends for Youth 2017: Paths to a better working future. International LABOUR Office.
Ibrahim, D. H. M., & Mahyuddin, M. Z. (2017). Youth Unemployment in Malaysia: Developments and Policy Considerations. Outlook and Policy, Annual Report.
]Ismail, M., & Lu, H. S. (2014). Cultural values and career goals of the millennial generation: An integrated conceptual framework. Journal of International Management Studies, 9(1), 38-49
Ismail, N. H., & Seng, L. C. (2016). The bold initiatives of the Ministry of Higher Education Malaysia in preparing Millennial learners to enter the workforce. International Journal of Advanced Engineering and Management Research, 1(3), 241-255.
Jerome, A., Scales, M., Whithem, C., & Quain, B. (2014). Millennials in the workforce: Gen Y workplace strategies for the next century. E-Journal of Social & Behavioural Research in Business, 5(1), 1.
Jones, D. A., Willness, C. R., & Madey, S. (2014). Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms. Academy of Management Journal, 57(2), 383-404.
Jones, D. A., Willness, C. R., & Heller, K. W. (2016). Illuminating the signals job seekers receive from an employer's community individual valueolvement and environmental sustainability practices: Insights into why most job seekers are attracted, others are indifferent, and a few are repelled. Frontiers in psychology, 7, 426.
Kaygin, E., & Gulluce, A. C. (2013). The relationship between career choice and
individual values: A case study of a Turkish University. International journal of humanities and social science, 3(3), 119-134.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and psychological measurement, 30(3), 607-610.
Kinash, S., L. Crane, M.-M. Judd, and C. Knight. 2016. "Discrepant Stakeholder Perspectives on Graduate Employability Strategies." Higher Education Research and Development 35 (5): 951–967.
Lievens, F. (2017). Organizational image/reputation.
Linden, S. J. (2015). Job expectations of employees in the millennial generation.
Moore, K., & Khan, M. H. (2020). Signalling organizational commitment to employability through job advertisements: the communication of HRD practices to young inexperienced job seekers. Human Resource Development International, 23(1), 25-45.
Martin, T. N., & Ottemann, R. (2016). Generational workforce demographic trends and total organizational rewards which might attract and retain different generational employees. Journal of Behavioral and Applied Management, 16(2), 1160.
Nachiappan S, Hock KE, Zabit MNM, Sukri NA, Suffian S, and Sehgar SC (2018). The analysis of career choice factors and ways to address unemployment problems among youths at the Perak State Youth Council. Development, 7(3): 14-25.
Parks-Leduc, L., Feldman, G., & Bardi, A. (2015). Personality traits and personal values: A meta-analysis. Personality and Social Psychology Review, 19(1), 3-29.
Premand P, Brodmann S, Almeida R, Grun R, and Barouni M (2016). Entrepreneurship education and entry into self- employment among university graduates. World Development, 77: 311-327. https://doi.org/10.1016/j.worlddev.2015.08.028
Ramli, S. F., Firdaus, M., Uzair, H., Khairi, M., & Zharif, A. (2018). Prediction of the unemployment rate in malaysia. International Journal, 1(4), 38- 44.
Rudolph, C. W., & Zacher, H. (2020). COVID-19 and careers: On the futility of generational explanations.
Spence, M. 1973. "Job Market Signaling." The Quarterly Journal of Economics 87 (3): 355–374.
Shehzad, K., Xiaoxing, L., & Kazouz, H. (2020). COVID-19's disasters are perilous than Global Financial Crisis: A rumor or fact?. Finance Research Letters, 36, 101669.
Slade, C. P., Ribando, S. J., & Fortner, C. K. (2016). Faculty research following. merger: a job stress and social identity theory perspective. Scientometrics, 107(1), 71- 89
Sohlman, M. (2016). Employees' perspectives of the current work environment at the JAMK School of Health and Social Studies.
Stari?eca, O. (2015). Employer brand role in HR recruitment and selection. Economics and Business, 27(1), 58-63.
Su, W., Peng, M. W., Tan, W., & Cheung, Y. L. (2016). The signaling effect of corporate social responsibility in emerging economies.Journal of business Ethics, 134(3), 479-491.
Tajfel,H.,& Turner,J.C.(1979).An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 33-47). Monterey, CA: Brooks/Cole.
Taylor, P. (2016). The next America: Boomers, millennials, and the looming generational showdown. Hachette UK.
Toh, b. (April 18, 2017). Unemployment a serious issue in Malaysia — MIER. From www.theedgemarkets.com/article/unemployment-serious-issue-malaysia-—-mier.
Tomlinson, M. 2007. "Graduate Employability and Student Attitudes and Orientations to the Labour Market." Journal of Education and Work 20 (4): 285–304.
Weeks, W. A., Rutherford, B., Boles, J., & Loe, T. (2014). Factors that influence the
job market decision: The role of faculty as a knowledge broker. Journal of Marketing Education, 36(2), 105-119.
Xie, C., Bagozzi, R. P., & Meland, K. V. (2015). The impact of reputation and identity congruence on employer brand attractiveness.Marketing Intelligence & Planning, 33(2), 124-146.
Youn, H., Lee, K., & Lee, S. (2018). Effects of corporate social responsibility on employees in the casino industry. Tourism Management, 68, 328-335.
Yi, L. T., Liu, B. B., Li, J., Luo, L., Liu, Q., Geng, D., ... & Wu, D. (2014). BDNF signaling is necessary for the antidepressant-like effect of naringenin. Progress in Neuro-Psychopharmacology and Biological Psychiatry, 48, 135-141.
Yüksel, M. (2015). Employer Branding and Reputation From A Strategic Human Resource Management Perspective. Communications of the IBIMA, 2015, 1.

In-Text Citation: (Hira et al., 2021)
To Cite this Article: Hira, F. A., Singh, H., Alam, M. M., & Nahid, A. I. (2021). A Conceptual Framework for Organizational Attractiveness among Malaysian Millennial Jobseekers Aimed at the Aftermath of COVID-19. International Journal of Academic Research in Economics and Managment and Sciences, 10(1), 18-30.