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 aims to introduce 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, this study uses the Fuzzy Delphi Method to validate key OA factors and the Fuzzy Analytical Hierarchy Process to prioritise them based on experts’ judgements.

Findings

This study identifies 5 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/value

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.

中文翻译：

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解码组织吸引力：一种模糊的多标准决策方法

 目的

高技能员工对于组织的持续竞争优势至关重要。在“人才争夺战”中，组织必须将自己定位为有吸引力的雇主。本研究旨在引入一个统一的框架，以系统地识别和优先考虑组织吸引力 （OA） 组成部分，重点关注航空业的极端环境。

设计/方法/方法

将 OA 视为一种多标准决策 （MCDM） 情况，本研究使用模糊德尔菲法来验证关键的 OA 因素，并使用模糊分析层次结构过程根据专家的判断对它们进行优先级排序。

 发现

本研究确定了 OA 的 5 个标准和 22 个子标准，其中工作特征和个人-工作契合度最为关键。这些要素标志着就业质量和技能与工作之间的一致性，从而减少信息不对称并吸引人才。

 实际意义

这项研究为航空公司管理者提供了一个实用的框架，以识别和优先考虑 OA 的关键方面，以增强他们的价值主张并吸引和留住合格的员工。对于政策制定者来说，应用 OA 框架有助于做出有关就业标准和劳动力发展的明智政策决策。

 原创性/价值

本研究引入了一个模糊的 OA 索引和一个增强 OA 的框架。通过将信号理论纳入模糊 MCDM 方法，它系统地解决了 OA 的关键组成部分，提供了一种促进 OA 的战略方法。