טכניון מכון טכנולוגי לישראל
הטכניון מכון טכנולוגי לישראל - בית הספר ללימודי מוסמכים  
M.Sc Thesis
M.Sc StudentDinur Alon
SubjectOrganization Attraction in the Global World: The Effect of
Individual's Global Identity on Organization
Attraction
DepartmentDepartment of Industrial Engineering and Management
Supervisor Professor Emeritus Erez Miriam
Full Thesis textFull thesis text - English Version


Abstract

            This research examines the different perceptions individuals have on global and local organizations. Firstly, by using the "organization personality perceptions" scale, we measured dominance, innovativeness and thrift perceptions individuals have on global, local and glocal organizations. Secondly, we investigated factors related to organizational attraction as an employer. The organizational attributes of type of ownership and organizational culture in organizational descriptions were manipulated creating global, local and glocal organizations types in order to measure the difference in organizational attraction. We adopted a person-organization fit (P-O Fit) perspective to investigate how individual differences in individual's global and local identities moderated the effects of different organization types on attractiveness.

            The results show that the first hypothesis was partly supported as the personality perception of dominance was found to be higher for global organizations than local ones. The thrift perception was found to be higher for local organizations than global ones. Not according hypothesis, there was no difference in the innovativeness perception of organizations. The second Hypothesis was fully supported, as individuals with high global Identity were more attract to global organizations than individuals with low global Identity. The same was found regarding individual's local Identity and local organizations.   

            These results provided support for the person-organization fit perspective in that differences in global and local identities moderated the effects on organizational attraction. Moreover, the results added to the literature on global identity, and have practical implications to the recruiting efforts of organizations in the global context.