Le rôle modérateur du genre sur l’impact d’attributs organisationnels sur l’attraction organisationnelle une étude quasi-expérimentale
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- Avantages sociaux novateurs
- Formation et développement
- Éthique
- Genre
- Attraction organisationnelle
- Innovative perks
- Training and development
- Ethics
- Gender
- Organizational attractiveness
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Ce mémoire porte sur l’impact des attributs organisationnels sur l’attraction des mains-d’œuvre. Spécifiquement, ce mémoire étudie l’impact de l’offre d’avantages sociaux novateurs, de la formation et développement et de l’éthique sur l’attraction organisationnelle. De plus, il examine l’effet modérateur du genre sur ces relations. Pour ce faire, nous avons formulé différentes hypothèses inspirées de la littérature et des théories recensées. La première hypothèse est subdivisée en trois sous-hypothèses stipulant respectivement que l’offre d’avantages sociaux novateurs, l’offre de beaucoup de possibilités de formation et développement et une organisation où l’éthique est importante augmentent le niveau d’attraction organisationnelle. La deuxième hypothèse avance que l’offre combinée d’avantages sociaux novateurs, de formation et développement et de l’éthique augmente le niveau de l’attraction organisationnelle. Enfin, la troisième hypothèse suggère que le genre modère l’impact des attributs organisationnels sur l’attraction organisationnelle. Notre étude utilise des données d’une enquête quasi-expérimentale effectuée auprès de 340 futurs diplômés provenant de deux universités situées à Montréal. Les résultats montrent que l’offre d’avantages sociaux novateurs et de beaucoup de possibilités de formation et développement ainsi qu’une organisation où l’éthique est importante influencent tous positivement l’attraction organisationnelle. De plus, les résultats montrent que l’offre combinée d’avantages sociaux novateurs avec la situation de peu de possibilités de formation et développement augmente davantage l’attraction organisationnelle ; aussi, que l’offre d’avantages sociaux novateurs dans une organisation où l’éthique est importante contribue à augmenter davantage l’attraction organisationnelle. Enfin, quant à l’effet du genre, les résultats indiquent qu’il joue un rôle modérateur sur une relation entre les attributs organisationnels et l’attraction organisationnelle. Plus précisément, les résultats montrent que chez les femmes, l’offre d’avantages sociaux novateurs attire davantage, que les organisations aient peu ou beaucoup de possibilités de formation et développement ; pourtant, chez les hommes, l’offre d’avantages sociaux novateurs attire davantage seulement en situation de peu de possibilités de formation et développement. L’effet d’interaction des attributs organisationnels sur l’attraction organisationnelle est alors nuancé par le genre. Ce mémoire discute des résultats et propose aux gestionnaires des stratégies pour faire face à une problématique majeure de l’organisation qui est l’attraction de la main-d’œuvre. À la lumière des résultats empiriques, nous pouvons conclure qu’une composante de la rémunération indirecte et que certaines pratiques organisationnelles sont des avantages compétitifs pour attirer les mains-d’œuvre. Enfin, le constat sur l’effet du genre peut servir d’outil aux gestionnaires dans un contexte d’équité en emploi.
This dissertation explores the effect of organizational attributes on the attraction of new talent. Specifically, it examines the impact of innovative perks, training and development opportunities, as well as the presence of strong ethical ideals within an organization. Moreover, the presence of a moderating effect of gender within these relationships is also investigated. In order to carry out the objectives of the study, several different hypotheses were developed in line with the reviewed literature and theoretical frameworks. The first hypothesis, which is divided into three sub-hypotheses, stipulates that the offer of innovative perks, the presence of many training and development opportunities as well as the extent to which an organization emphasizes ethical behavior, each increase organizational attractiveness. The second hypothesis suggests that an organization offering a combination of innovative perks, training and development opportunities, as well as emphasizing strong ethical ideals further increases attractiveness. The final hypothesis suggests that gender moderates the relationship between the three organizational attributes and attractiveness. The current study utilizes data gathered through a quasi-experimental study conducted among 340 future graduates from two universities in Montreal. The results reveal that innovative perks, the presence of many training and development opportunities, as well as strong ethical ideals each positively influence organizational attractiveness. Moreover, the results indicate that organizational attractiveness is further increased when innovative perks are combined with very few training and development opportunities. The effect of innovative perks in combination with the presence of strong ethical ideals also further increases organizational attractiveness. Finally, the results reveal that gender plays a moderating role in the relationship between only one organizational factor and attractiveness. More precisely, the results reveal that for women, the presence of innovative perks leads to increased attractiveness whether organizations have few or many training and development opportunities. For men, however, the presence of innovative perks leads to increased attractiveness only in situations with few training and development opportunities. Thus, the interaction effect of innovative perks on attractiveness is nuanced by gender. This dissertation provides a discussion of the results and suggests strategies that could be implemented by managers to improve workforce attraction, which constitutes a major issue currently faced by organizations. In light of the empirical results found in this study, it can be concluded that the presence of innovative perks, which is part of the indirect compensation an organization offers to its employees as well as two specific organizational practices (training and development and strong ethical ideals) can give organizations a competitive advantage with regard to attracting new talent. Finally, the finding revealing a moderating role of gender can be useful for managers in the context of employment equity.
This dissertation explores the effect of organizational attributes on the attraction of new talent. Specifically, it examines the impact of innovative perks, training and development opportunities, as well as the presence of strong ethical ideals within an organization. Moreover, the presence of a moderating effect of gender within these relationships is also investigated. In order to carry out the objectives of the study, several different hypotheses were developed in line with the reviewed literature and theoretical frameworks. The first hypothesis, which is divided into three sub-hypotheses, stipulates that the offer of innovative perks, the presence of many training and development opportunities as well as the extent to which an organization emphasizes ethical behavior, each increase organizational attractiveness. The second hypothesis suggests that an organization offering a combination of innovative perks, training and development opportunities, as well as emphasizing strong ethical ideals further increases attractiveness. The final hypothesis suggests that gender moderates the relationship between the three organizational attributes and attractiveness. The current study utilizes data gathered through a quasi-experimental study conducted among 340 future graduates from two universities in Montreal. The results reveal that innovative perks, the presence of many training and development opportunities, as well as strong ethical ideals each positively influence organizational attractiveness. Moreover, the results indicate that organizational attractiveness is further increased when innovative perks are combined with very few training and development opportunities. The effect of innovative perks in combination with the presence of strong ethical ideals also further increases organizational attractiveness. Finally, the results reveal that gender plays a moderating role in the relationship between only one organizational factor and attractiveness. More precisely, the results reveal that for women, the presence of innovative perks leads to increased attractiveness whether organizations have few or many training and development opportunities. For men, however, the presence of innovative perks leads to increased attractiveness only in situations with few training and development opportunities. Thus, the interaction effect of innovative perks on attractiveness is nuanced by gender. This dissertation provides a discussion of the results and suggests strategies that could be implemented by managers to improve workforce attraction, which constitutes a major issue currently faced by organizations. In light of the empirical results found in this study, it can be concluded that the presence of innovative perks, which is part of the indirect compensation an organization offers to its employees as well as two specific organizational practices (training and development and strong ethical ideals) can give organizations a competitive advantage with regard to attracting new talent. Finally, the finding revealing a moderating role of gender can be useful for managers in the context of employment equity.
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