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2 2025

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Motivational factors building the image of an employer in agile organizations

Kocot Maria, Olejko Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2025

z. 215

209--225

Purpose: The aim of the article is to identify key motivational factors that influence the building of employer image in agile organizations and to analyze their significance for the perception of the organization as an attractive place to work. Design/methodology/approach: The research was conducted using a survey method in AprilMay 2023 on a sample of 303 respondents. The collected data was subjected to quantitative analysis, including multivariate correspondence analysis (MCA), to identify relationships between motivational factors and respondents' assessments. Findings: Research results indicate that the key motivational factors in an agile organization are flexible working conditions, opportunities for skill development, recognition and rewards, and health and wellness programs. It has been shown that these determinants significantly affect the perception of the employer as modern, open and caring for the needs of employees. Research limitations/implications: The limitations of the study are the use of one method a survey and a sample limited to 303 respondents, which may affect the generalization of the results. The results are exploratory in nature and constitute a basis for further research using qualitative methods. Practical implications: The obtained results provide organizations with practical tips on how to create effective employer branding strategies. Particular attention should be paid to the integration of activities in the field of work flexibility, support for professional development and building an organizational culture based on trust and innovation. Social implications: Implementing flexible work arrangements, health-promoting activities and a culture of openness helps improve employee well-being and create more responsible and inclusive workplaces. Originality/value: The article brings new value by integrating theoretical and empirical approaches in the study of motivational factors as determinants of employer image in agile organizations. The use of multidimensional correspondence analysis allows for a deeper understanding of the relationships between the analyzed variables and employee expectations.

Employer branding determinants in an agile organization - analysis of own research

Kocot Maria, Wala Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2025

z. 215

227--242

Purpose: The aim of the article is to analyze the determinants of employer branding in agile organizations and to understand their impact on building the image of an attractive employer. The study focuses on identifying key elements, such as flexible forms of work, the use of modern technologies, a culture of openness and quick response to employee needs. Design/methodology/approach: The research was based on a survey conducted in April-May 2023 among 303 respondents. The collected data was analyzed using multivariate correspondence analysis (MCA), which enabled the identification of relationships between individual employer branding determinants and their perception by respondents. Findings: The results of the study indicate that the flexibility of the organization, the use of modern technologies and the culture of openness are key factors influencing the attractiveness of the employer. Employees particularly value flexible forms of work and an innovative approach to management, which has a significant impact on their commitment and satisfaction. Research limitations/implications: The study is limited by the use of only one research tool, which was a survey, and the focus on a sample limited to 303 respondents. Further research could take into account a broader international context and more diverse research methods, such as in-depth interviews or qualitative analysis. Practical implications: The study results provide practical advice for organizations that want to increase their attractiveness as employers. It is recommended to implement flexible solutions, support a culture of openness and use modern technologies in team management. Social implications: Building strong employer branding in agile organizations contributes to improving the quality of the work environment, supports employee development and increases their integration with the values of the organization. Activities in this area can also positively influence sustainable social development by creating more responsible and inclusive workplaces. Originality/value: The article provides an original perspective on employer branding in the context of agile organizations, integrating theoretical perspectives with empirical research results. It is a significant contribution to the development of knowledge on building employer branding in a dynamic business environment.