| Abstract [eng] |
In recent years term organizational citizenship is becoming more and more popular, but neither practitioners, nor academics can come across a certain definition of this notion. There were many attempts to come to a common description, but till these days it is unclear where organizational citizenship starts and where it ends and how it could differ from another popular concept, called corporate social responsibility. Some authors believe that organizational citizenship is nothing more than philanthropy, while others state that organizational citizenship possess social actions towards employees and outside parties of the company, which brings attractiveness to the organization as being socially engaged. Since all the companies want to be attractive in order to attract the best candidates and retain current employees, the essence of organizational citizenship is becoming more and more important. It is known that before choosing a place to work, candidates are evaluating how much companies are committed to social actions and what practices they have. By becoming socially engaged companies they turn into attractive employers where new people want to come and current ones do not will to leave. Following this statement, there is a need to know how companies can become attractive employers and how organizational citizenship can help that to happen. Object – the object of the research is the impact of organizational citizenship on employer attractiveness. Purpose – the purpose of this thesis is to clarify the concept of organizational citizenship and determine its impact on employer attractiveness. To fulfill the purpose of this work following tasks are raised: 1) To analyze the essence of organizational citizenship and its manifestation in organization; 2) To disclose the essence of employer attractiveness; 3) To determine the impact of organizational citizenship on employer attractiveness on theoretical basis; 4) To make empirical assessment about the impact of organizational citizenship on employer attractiveness and provide suggestions for improving organizational citizenship and increasing employer attractiveness. Findings – results show that the higher position employee is holding the more attractive employer is perceived. According to age, employer is the least attractive to employees up to 25 years old. Regarding organizational citizenship, employees evaluated legal organizational citizenship dimension as being fulfilled the most in organization. This means, that companies are following law and regulations. Regardless of this, it was found that employees are not satisfied enough with philanthropic actions of organizations. According to tenure, the least time spent in organization employees are the most positive about organizational citizenship. This could be associated with the created image of the organization prior and the beginning of employment. The strongest demonstrated organizational citizenship behavior arises from in-role motivators of employees, while behavior oriented to individual and organization is not that significant. It was discovered that there is a relationship between all organizational citizenship dimensions and employer attractiveness. The strongest relationship was found between perceived economic organizational citizenship and employer attractiveness. |
