When Linda Hui moved from being Vice President for Human Resources at Pierce & Pierce in Shanghai to her international assignment in New York, she was struck by the difference in perception of Pierce & Pierce as an employer in China and the United States. Pierce & Pierce in China stands for an attractive and popular place to work, as opposed to its image as an employer in the United States, which was one of an unattractive, traditional, and uninspiring place of work. This difference in perception was bothering Linda Hui, because a strong and appealing ’employer brand’ can attract (and retain) talent as denoted by the number of university graduates aspiring to work for companies such as SAS, Google, Cisco, and the Boston Consulting Group.
According to Linda Hui, the drivers of employer attractiveness have evolved into a complex and challenging set in this day and age. Even though she believes that the success of the organization itself is at the cornerstone of being an attractive employer (and Pierce & Pierce is flourishing indeed), she feels that a wide variety of factors contribute to being successful in attracting and retaining talent. “For many employees, being a part of a profitable, thriving corporation is a reward on its own,” she says. “However, this is obviously not enough. Opportunities for empowerment, a feeling of achievement, a substantial compensation package, and a culture of grooming and development also play a major role in the decision making process of today’s young professionals. Job candidates are looking for a career, and not just for a job”.
Linda Hui has hired a graduate student in management from a local university, Timothy Brice, to develop and test a model of employer attraction. The results of Timothy’s study should help Pierce & Pierce to become more popular as an employer in the United States and hence to attract and retain talented young professionals.
Timothy has conducted a literature review and in-depth interviews with graduate students and young professionals who have just started their careers in order to establish the drivers of employer attractiveness. Based on the results of the literature review, he has developed the following model.
To prepare for this Assignment, review the Week 6 Assignment document located in this week’s learning resources. In this exercise, a set of statistical results for a business case analysis is provided.
In an APA formatted Word document, using the Case Study, answer the following questions:
Questions
Discuss the following statement:
One of the most important issues in regression analysis concerns model specification (the determination of which independent variables should be included in or excluded from a regression equation).
Do you like Timothy’s model? Is it, for example, in line with Linda Hui’s ideas? Explain.
What’s the difference(s) between simple regression analysis and multiple regression analysis?
Why can’t Timothy run a series of simple regressions (for instance three or seven) to test the hypotheses of his study?
Provide the equation of Timothy’s model.
A common problem encountered in regression analysis is multicollinearity.
How does multicollinearity affect the estimates of the regression coefficients?
Describe a way you prefer to test for multicollinearity.
Suppose that multicollinearity is a problem in this study. What can Timothy do about it?
Do you expect that multicollinearity is a problem in this study? Explain.
Explain what it means when adjusted R2(R2adj) is much less than R2.
Interpret the results of the regression analysis. Discuss:
the model fit;
the significance of the model;
the constant;
the statistical validity of the beta coefficients;
the face validity of the results.
Provide the properly formatted inferential APA results of this study.
Timothy suggests that Pierce & Pierce should create more exciting jobs to attract more employees since the mean of the independent variable “excitement” is relatively low. Do you agree? Explain.
Linda Hui believes that the gender of potential employees may affect the original relationship between prestige and employer attraction. She asks Timothy to test this idea.
How can Timothy test this idea?
Provide a new equation of the model: include Linda Hui’s ideas about the moderating effect of gender on the relationship between prestige and employer attraction
Note: Questions are also located in the Case Study.
Important Note: Some of the readings found in this course are more than 5 years old. Although we strive to use current references whenever possible, several of the articles/resources found in this course are seminal, or foundational, works.
Bougie, R. & Sekaran, U. (2019). Research methods for business: A skill-building approach (8th ed.). John Wiley & Sons.
Chapter 15: Quantitative Data Analysis (pp. 254-275)
hapter 16: Quantitative Data Analysis: Hypothesis Testing (pp. 279-303)
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