Showing 6 results for Attractiveness
Volume 5, Issue 1 (4-2015)
Abstract
Transition from the industrial age to the knowledge era has led to a paradigm shift in employer and employee relationship. Paying more attention to talent supply and demand diagram led to more focus on talented personnel in organizations. Winning the war for talent, organizations need to recruit more business for themselves through the creation of an attractive and distinctive brand. Since organizations have problems in creating a distinctive brand, it would be based in the employer's interest. The present study is an attempt to answer the question that how an attractive employer based on the employer's distinctive branding will be created. Based on the existing literature the conceptual model designed and tested in order to answer the above question. Statistical analysis of the results shows that when an employer creates the brand based upon the needs of the target group, differentiated EVP, people strategies, brand consistency, employer brand communication and metrics of employer branding led to the employer attractiveness in all aspects.
Volume 8, Issue 2 (9-2018)
Abstract
Today, attract, retain, and build loyalty in skilled staff is difficult. There are several ways to create brand loyalty in employees' organization or company that can be pointed to corporate citizenship and attractive employer brand. This study examined the impact of corporate citizenship on employer brand attractiveness and employer brand loyalty. The Statistical population was faculty members of University of Mazandaran that their numbers are 350 people. After stratified random sampling, 210 valid questionnaires were collected and data were analyzed through SPSS 22 and LISREL8.8 software. By calculating Cronbach's alpha coefficient of questionnaire reliability and validity through first-order and second-order confirmatory factor analysis were examined. The research hypotheses were tested through path analysis. The results showed that corporate citizenship has a positive and significant effect on employer brand attractiveness (β= 0/44; t= 4/98) and employer brand loyalty (β= 0/51; t= 5/59). Also, employer brand attractiveness has a positive and significant effect on employer brand loyalty (β= 0/39; t= 4/12). Finally, according to the results, recommendations were presented to organizations and companies.
Volume 9, Issue 20 (10-2005)
Abstract
Reviewing literature of the international market attractiveness evaluation and operational practice in Iran demonstrates that two approaches for international market selection are proposed: expansion approack and systematic approach. In expansion approach, firms gradually enter low geographical and cuftural distance markets. But, in systematic approach, by considering some factors and models, firms systematically evaluate and select foreign market(s).
The importance and need for systematically evaluating and selecting potential foreign markets has been stressed by many researchers and several models for selecting international markets had been propos. But, current models do not pass the test of reality, because they are not adapted with exporter decision making process and they are not considered important aspect of reality. So, in this paper, we introduce a comprehensive international market attractiveness model that include demand attractiveness, attainment attractiveness, adaptation attractiveness and competition attractiveness. At last, according to the tested model, a fuzzy decision support system is developed.
Volume 11, Issue 20 (12-2007)
Abstract
Capital markets play important roles in economic development of countries and financial policy makers are very interested to have more information about the stock markets attractiveness for investors. One of the most important questions about the stock markets is about the relationship between the attraction of stock market investments with out-of-stock market investments. This paper aimed at investigating the relationship between the out of stock investments (bank deposits and governmental industrial development bonds investments) with the attractiveness of investing in Tehran Stock Exchange (market liquidity and capitalization). The results, at 95% confidence level, revealed that there is a significant positive association between these two markets (monetary and capital markets). The results also implied that investment in these two markets not only is not competitive but complementary.Accordingly, it is concluded that out-of-stock market investments do not reduce stock market investment attraction. This finding is very important when investors will build up a portfolio investment in Iranian markets.
Volume 13, Issue 4 (1-2024)
Abstract
The purpose of this research is to investigate how the matching of values and empowerment of Bank Melli employees affect the attractiveness of its employer brand and also show the effect of the attractiveness of the employer brand on the employer value proposition in this bank. The research method has been applied and developmental in terms of purpose, and the structural equation method with SMART PLS software has been used for data analysis. This research's statistical population is the National Bank employees, which is determined based on Morgan Table 394. In this research, a questionnaire was used to measure the variables. The reliability of this questionnaire has been confirmed using Cronbach's alpha coefficient. Convergent and divergent methods have also been used in the narrative section. This research shows that catching individual values with National Bank's values makes the employer's brand more attractive to employees. In addition, the results of the alignment of this research with signal theory show that empowered employees are critical resources while participating in the bank, and sending positive signals leads to strengthening the attractiveness of the employer's brand. Another significant result shows that the employees of the National Bank have a higher identity with the internal groups, consider themselves members of the bank's big family, and take measures to improve the bank's performance.
Maryam Ebrahimi, Abbas Mogbel Baerz, Seyed Hamid Kodada Hoseini, Adel Azar,
Volume 20, Issue 3 (7-2013)
Abstract
Job creation, income generation, and natural resources conservation, all are pillars of sustainable development for industries using new technologies. Despite the importance of new technologies, developing countries face many limitations, such as economic and political problems, which make the development and transfer of technologies more difficult. In this study, we focus on development of new technologies in Iran’s petrochemical industry, including nanotechnologies, biotechnologies, and membranes. Solutions are proposed to improve the current unsatisfactory status. For that matter, taking into account experts’ viewpoints, a new technology tree is suggested for Iran’s petrochemical industry. The literature on technology assessment and prioritization is reviewed, and then primary indicators are proposed based on ability, attractiveness, and patent features. Forty industry experts are surveyed and the results are analyzed using face validity, reliability test, and factor analysis, by which the current status of new technologies is assessed.
