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    Dynamics of organisational attractiveness and perceived attributes: Evidence from Turkish construction sector
    (Sciendo, 2024) Pehlivanli, Edib Ali
    This study explores the relationship between organisational attractiveness and perceived organisational attributes, focusing on how job seekers' urgency and long-term orientation (LTO) affect their perceptions, specifically within the construction sector. Using data from 270 participants in Central Anatolia's employment agencies, the research employs analysis of variance (ANOVA) and regression analyses to understand how these motivational states impact views of potential employers. Findings indicate that organisational attractiveness significantly influences perceived organisational attributes, consistent with theories positioning it as crucial in employment decisions. A notable moderation effect emerges with job search urgency: while urgency heightens perceptions of organisational attractiveness and attributes, it weakens the impact of organisational attractiveness on perceived attributes when urgency is high. This suggests that urgent job seekers prioritise immediate benefits like job availability over long-term qualities. Conversely, LTO does not significantly moderate the relationship, implying that immediate concerns overshadow potential long-term engagement for job seekers. These insights suggest tailored recruitment strategies: employers aiming to attract urgent job seekers should highlight immediate benefits and support, while those targeting non-urgent seekers should emphasise stability and long-term career opportunities. This study enhances the understanding of employment dynamics, emphasising the need for nuanced recruitment approaches that consider job seekers' varying priorities and urgencies. It contributes to human resource management discourse by showing how urgency and orientation influence employment preferences and decisions, guiding more effective recruitment practices. These findings have practical implications for the construction industry, suggesting that addressing job seekers' immediate and long-term needs can enhance recruitment effectiveness in a sector often perceived as less attractive due to challenging work conditions.