This study distinguishes itself from existing organizational culture studies by investigating the relatively under-studied theoretical relationship between organizational culture and employer attractiveness. To capture the holistic nature of organizational culture theory, this study adopts configurational analysis, which contrasts resourceful cultural attributes (collaborative, employee development, and fair-compensation cultures) with demanding attributes (result-oriented, overworked, and job-insecurity cultures). This study proposes three configurational propositions of employer attractiveness and employs review-based topic modeling and fuzzy-set quality comparative analysis (fsQCA) to overcome the limitations of traditional survey-based measurement and regression analysis. For the empirical analysis, this study constructs an industry-wide dataset comprising 2209 quarterly samples from 157 hotels over six years, utilizing 54,889 employee reviews posted on Glassdoor in the United States. Topic modeling analysis adopting Latent Dirichlet Allocation extracts the probabilities of six cultural attributes. Finally, the fsQCA generates three groups of 13 configurations, leading to employer attractiveness: a fully resourced culture, a resourced and low-demanding culture, and a fairly compensated overwork culture. The findings confirm the core concepts of configurational analysis in contrast to regression analysis and present novel theoretical, methodological, and practical implications.

中文翻译：

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美国酒店组织文化的足智多谋和苛刻属性的配置：一种使用主题建模和 fsQCA 的创新方法


本研究通过调查组织文化和雇主吸引力之间相对较少的理论关系，与现有的组织文化研究区分开来。为了捕捉组织文化理论的整体性，本研究采用了配置分析，将足智多谋的文化属性（协作、员工发展和公平薪酬文化）与要求属性（以结果为导向、过度工作和工作不安全文化）进行对比。本研究提出了雇主吸引力的三个配置命题，并采用基于评论的主题建模和模糊集质量比较分析 （fsQCA） 来克服传统基于调查的测量和回归分析的局限性。为了进行实证分析，本研究构建了一个全行业数据集，其中包括六年内来自 157 家酒店的 2209 个季度样本，利用了美国 Glassdoor 上发布的 54,889 条员工评论。采用潜在狄利克雷分配的主题建模分析提取了 6 个文化属性的概率。最后，fsQCA 生成了三组 13 种配置，从而产生了雇主吸引力：资源充足的文化、资源丰富且要求低的文化以及补偿公平的过度工作文化。与回归分析相比，这些发现证实了构型分析的核心概念，并提出了新的理论、方法和实践意义。