Propositions
ข้อเสนอ
An interesting aspect of the EOC strategy is the notion that to some extent employees expect certain benefits and, as such, their presence in the benefits package does not serve as a motivator to recruit or retain an exceptional workforce.
It is conceivable that as a result of coercive isomorphism certain benefits are not only expected, but also demanded, by workers as part of their notion of base salary such that they no longer serve as motivators for attracting and retaining top talent.
Thus, employees would identify some core benefits associated with an EOC program as obvious to a basic compensation package and, therefore, it is only the absence of such benefits that would incite any behavior.
Proposition 1: The absence of an EOC benefits program will be negatively associated with an individual’s desire to become employed or remain employed by a specific employer.
Based on the widely accepted belief that Employer-of-Choice status yields higher qualified applicants, and the assumption that if an organization invests in an EOC strategy that employer emphasizes strategic human resource management,