Evaluating the reliability and validity of the measurement model of employer attractiveness

Abstract

Employer attractiveness is an important concept that has attracted the attention of many scholars in the fields of human resource management and organizational behavior over the years. Several studies have been conducted in order to develop and activate conceptual connotations. Since it was first published in 2005 by Berthon, Ewing & Hah (2005), many authors have expanded and measured the scale under many different aspects. Inheriting from Reis, Braga & Trullen (2017), we have tested the model of measuring employer attractiveness with the addition of the authenticity component of the workplace. This study was designed through two phases to assess the reliability and validity of the employer's attractiveness scale with an updated and expanded version of Reis et al. (2017). In phase 1, a study with a sample of 204 employees working in different enterprises aimed to assess the reliability and validity of the components in the scale. In stage 2, the scale continues to be evaluated through a specific situation (survey samples are collected at a media company) to evaluate and compare the reliability and validity of the components when applying the scale to a hypothetical real-world situation. The results of the two-phase study show that the components of the employer’s attractiveness scale are reliable and valid.