An Empirical Investigation of the Higher Educational Institutions’ Attractiveness as an Employer

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-04-19 DOI:10.1177/23220937221078118

C. Prakash, R. Yadav, A. Singh, Aarti

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引用次数: 3

Abstract

In this competitive global market, where organisations struggle to attract the best talent, providing a unique employer value proposition (EVP), educational sector does not lag behind other sectors. In this study, the researchers tried to identify the dimensions of employer brand attractiveness among higher educational institutions’ potential faculty members. Furthermore, this study compares higher educational institutions’ attractiveness dimensions as employers among potential faculty members based on gender. A sample of 250 potential faculty members of higher educational institutions has been drawn from the national capital region (NCR), India. Confirmatory factor analysis and independent-sample t-test has been used to attain the objectives of the study. The study highlighted that economic value, social value, developmental value, interest value and application value significantly contribute to higher educational intuitions’ employer attractiveness. Furthermore, the independent sample t-test showed a significant difference among male and female potential employees of higher education institutions based on application value. The remaining dimensions, namely economic, social, developmental and interest, do not significantly differ. The study will help the management of higher educational institutions frame their unique EVP to attract quality academic talent.

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高等院校雇主吸引力的实证研究

在这个竞争激烈的全球市场中，组织努力吸引最优秀的人才，提供独特的雇主价值主张(EVP)，教育部门并不落后于其他部门。在本研究中，研究者试图在高等教育机构潜在教师中识别雇主品牌吸引力的维度。此外，本研究还比较了不同性别的高等教育机构作为雇主对潜在教师的吸引力。从印度国家首都地区抽取了250名高等教育机构潜在教员的样本。采用验证性因子分析和独立样本t检验来达到研究目的。研究强调，经济价值、社会价值、发展价值、兴趣价值和应用价值对高等教育机构的雇主吸引力有显著影响。此外，独立样本t检验显示，基于应用价值的高校潜在员工男女之间存在显著差异。其余的方面，即经济、社会、发展和利益，没有显著的差别。这项研究将有助于高等教育机构的管理层制定其独特的EVP，以吸引优质的学术人才。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.