Decoding organisational attractiveness: a fuzzy multi-criteria decision-making approach

Abstract

Purpose- High-skilled employees are crucial for sustained competitive advantage of organisations. In the "war for talent", organisations must position themselves as attractive employers. This study introduces a unified framework to systematically identify and prioritise Organisational Attractiveness (OA) components, focusing on the extreme context of the airline industry.

Design/methodology/approach- Treating OA as a Multi-Criteria Decision Making (MCDM) situation, the study employs the Fuzzy Delphi Method (FDM) to validate key OA factors and the Fuzzy Analytical Hierarchy Process (FAHP) to prioritise them based on experts’ judgements. Findings- The study identifies five criteria and 22 sub-criteria for OA, with job characteristics and person-job fit as most critical. These elements signal employment quality and skill-job alignment, reducing information asymmetry and attracting talent.

Findings- The study identifies five criteria and 22 sub-criteria for OA, with job characteristics and person-job fit as most critical. These elements signal employment quality and skill-job alignment, reducing information asymmetry and attracting talent. Practical implications- This research provides a practical framework for airline managers to identify and prioritise key aspects of OA to enhance their value proposition and attract and retain qualified employees. For policymakers, applying the OA framework supports informed policy decisions on employment standards and workforce development. Originality- This research introduces a fuzzy OA index and a framework that enhances OA. By incorporating signalling theory into a fuzzy MCDM approach, it systematically addresses key OA components, offering a strategic method to boost OA.