A safe haven in times of crisis: The appeal of family companies as employers amid the COVID-19 pandemic

Family firms often struggle to recruit skilled non-family employees. Applying a mixed-method strategy, this article investigates the changing perception of family firms as attractive employers in the context of the COVID19 pandemic. Experimental results indicate that family firms benefit from a greater popularity amid crises owing to perceptions that they offer greater job security and compensation. Qualitative findings expand on these results by identifying new attractiveness-relevant factors that only come into play amid crises-specifically, multifaceted conceptions of family firms' crisis responses and their importance for local communities and economies contribute to their situational appeal.

How the hotel industry attracts Generation Z employees: An application of social capital theory

Post pandemic, the hotel industry is facing a significant labor shortage. This study investigates how the hotel industry attracts the Gen Z workforce through CSR activities during COVID-19. The study develops a framework based on social capital theory. A total of 407 online surveys were collected, and PLS-SEM was performed to test the proposed model. Results indicate that the person-organization fit increases cognitive trust and affective trust, subsequently affecting hotels' organizational attractiveness. COVID-related knowledge only moderates the relationship between cognitive trust and organizational attractiveness. Moreover, affective trust is weighed heavier by Gen Zs who were currently unemployed, while cognitive trust exerts more influence on those who were currently employed. The study findings provide valuable insights and meaningful implications for hotel managers to attract and retain Gen Z talents. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Surviving Covid-19: what museums and cultural institutions can do to attract cultural tourists and get through the pandemic

The upsurge of the Coronavirus disease (Covid-19) pandemic highlighted the vulnerability of cultural tourism to unprecedented crisis constraining the individual freedom to travel. Museums and cultural institutions have been prompted to reconfigure their organizational structures and service offering to survive the backlash of the pandemic. However, literature does not agree on the initiatives which are most effective in augmenting their viability in the post-Covid-19 era. This study captures evidence from initiatives undertaken by a large sample (n = 2,968) of Italian museums and cultural institutions to thrive amidst the Covid-19 pandemic. A regression analysis was designed to investigate how innovations in the service offering influence the organizational attractiveness of museums and cultural institutions. Social networking enabled organizations to maintain meaningful exchanges with the audience amidst the pandemic. Initiatives aimed at enriching the service offering and emphasizing the authenticity of the cultural heritage boosted the museums and cultural institutions' organizational attractiveness.

A Safe Haven in Times of Crisis: The Appeal of Family Companies as Employers Amid the COVID-19 Pandemic

Family firms often struggle to recruit skilled non-family employees. Applying a mixed-method strategy, this article investigates the changing perception of family firms as attractive employers in the context of the COVID-19 pandemic. Experimental results indicate that family firms benefit from a greater popularity amid crises owing to perceptions that they offer greater job security and compensation. Qualitative findings expand on these results by identifying new attractiveness-relevant factors that only come into play amid crises—specifically, multifaceted conceptions of family firms’ crisis responses and their importance for local communities and economies contribute to their situational appeal.

Frontline nurses’ appraisal of organizational attractiveness and the role of management support, interdepartmental collaboration climate and service quality of care

Purpose>This paper aims to examine the factors related to organizational attractiveness (OA), a concept originating in the strategy of employer branding. Previous research on OA has predominantly adopted the perspective of external applicants. In contrast, the present study takes the perspective of internal and current employees, extending further the scope of studies on OA.Design/methodology/approach>Quantitative data were collected from a survey consisting of a sample of 164 nurses, all employees of public hospitals. Confirmatory factor analysis and structural equation modeling were used to analyze the data. Furthermore, the indirect effects were tested by mediator analysis.Findings>Interdepartmental collaboration climate, management support and service quality of care were shown to have a positive effect on OA, with the three factors explaining 45% (R2 = 0.45) of OA. The relationship between management support and OA was found to be mediated through the interdepartmental collaboration climate, and that between the interdepartmental collaboration climate and OA was found to be mediated through the service quality of care.Originality/value>This study contributes to an understanding of OA from a current employee perspective. Specifically, it reveals how the three factors of interdepartmental collaboration climate, management support and service quality of care influence and shape the perception of current employees (nurses) toward the attractiveness of their organization.