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This study examined the effect of household structure on utilization of family-friendly benefits in organizations, as well as the impact that family-friendly benefit utilization has on organizational attraction and workplace withdrawal behaviors among Federal government employees with children. Results showed that alternative work arrangements (e.g., compressed and flexible schedules) were popular among all employees who have children. Family-friendly benefit utilization rates were highest among single parent employees and lowest among traditional family employees. Single parent employees were more likely to use flexible schedules, part-time, compressed schedules, telework, and sick and annual leave. Dual income employees were more likely to use flexible schedules, annual and sick leave, telework, and part-time work. Traditional family employees were more likely to use flexible schedules, annual and sick leave, compressed schedules, and telework. Employees utilizing flexible, part-time and job sharing schedules, telework, annual leave, the Federal child care centers and the Dependent Care Flexible Spending Account (DCFSA) showed higher levels of attraction toward the agency. Lower rates of absenteeism were found for employees who utilized compressed and flexible schedules, the Child Care Subsidy Program, and the DCFSA in lower rates of leave behaviors. Lower rates of absenteeism as measured in number of hours of leave taken were found for employees who utilized job sharing. Employees using flexible schedules, job sharing, telework, annual leave, leave without pay, Federal child care centers, the Child Care Subsidy Program, and the DCFSA displayed higher rates of retention. Turnover intentions within an agency were lower for employees utilizing flexible schedules, telework, leave without pay, and Federal child care centers. Turnover intentions to another an agency were lower for employees that utilized flexible schedules, part-time, telework, sick leave, Federal child care centers, the Child Care Subsidy Program, and the DCFSA. Intentions to turnover and leave the Federal government altogether were lower for employees who utilized compressed schedules, flexible schedules, telework, annual leave, Federal child care centers, and the DCFSA. Results demonstrated differences in employees' use of family-friendly programs and that utilization of family-friendly policies is related to organizational attraction and workplace withdrawal behaviors.

PurposeThis study aims to investigate whether organizational image: mediates the relationship between web site attributes and organizational attraction and moderates the relationship between person‐job (P‐J) fit and organizational attraction.Design/methodology/approachA total of 320 observations were collected from 80 senior‐level undergraduates, each half navigating a different set of four actual organizational web sites.FindingsOrganizational image was found to fully mediate the relationship between a web site's aesthetic features and organizational attraction; and moderate the relationship between P‐J fit perceptions and organizational attraction such that the change in organizational attraction was more sensitive to perceptions of P‐J fit when organizational image perceptions were more unfavorable rather than favorable. In addition, intercept differences revealed that individuals with below average P‐J fit were more attracted to organizations having a favorable image than an unfavorable image.Practical implicationsFindings underscore the importance of the positive relationship between organizational image and organizational attraction. In addition, organizations should assess applicant reactions to their web page, as it relates to perceptions and attitudes toward the organization.Originality/valueThis study integrates the web environment with two of the strongest antecedents to organizational attraction, organizational image and perceived P‐J fit.

ÖZET Bu araştırmada Toplam Kalite Yönetimi (TKY) ile işe cezbolma, örgüte bağlılık, örgütsel vatandaşlık davranışı arasındaki ilişkiler incelenmiştir. Araştırmaya konu olan TKY uygulamaları; müşteri memnuniyeti, çalışanların katılımı, yönetici liderliği, takım çalışması, ödül dağılımı, performans değerlendirmesi, sürekli gelişim ve güçlendirmedir. Araştırmanın birinci hipotezinde; TKY uygulamalarının arttıkça, örgüte bağlılık ve örgütsel vatandaşlık davranışının da artacağı, araştırmanın ikinci hipotezinde ise, işe cezbolmanın TKY uygulamaları ile örgüte bağlılık ve örgütsel vatandaşlık davranışı arasındaki ilişkiyi güçlendirdiği öngörülmüştür. Araştırma, TKY uygulayan özel sektörlerden üretim alanında faaliyet gösterenlere uygulanmıştır. Araştırmaya 734 kişi katılmıştır. Yapılan faktör analizi neticesinde yukarıda belirtilen TKY uygulamalarından üç ana faktör belirlenmiştir. Bu faktörler: "Eğitim ve Gelişim", "Güçlendirme" ve "Demokratik Yönetim"dir. Bu üç faktör çerçevesinde TKY uygulamalarının örgüte bağlılık ve örgütsel vatandaşlık davranışına etkisi tartışılmıştır. Yapılan analizlerden elde edilen araştırma bulgularına göre; güçlendirme ile örgüte bağlılık ve örgütsel vatandaşlık davranışı arasında yüksek bir ilişki vardır. En az ilişki ise demokratik yönetimledir. Böylece, araştırmanın birinci hipotezi doğrulanmıştır. TKY uygulamaları ile işe cezbolmanın etkileşiminin örgüte bağlılık üzerindeki etkisi araştırıldığında ise, işe cezbolmanın TKY uygulamaları ile örgüte bağlılık arasındaki ilişkiyi anlamlı bir seviyede etkilemediği, yalnız işe cezbolmanın demokratik yönetim ile örgütsel vatandaşlık davranışı arasındaki ilişkiyi güçlendirdiği görülmüştür. Böylece, araştırmanın ikinci hipotezi kısmen doğrulanmıştır. Araştırmada yaş ve görev süresinin örgüte bağlılığı pozitif yönde ve anlamlı seviyede etkilediği görülmüştür. Sonuç olarak bu araştırma TKY, işe cezbolma, örgüte bağlılık ve örgütsel vatandaşlık davranışı konusunda yapılacak gelecek araştırmalara ışık tutacaktır.ABSTRACTThis study examined the relationship betweeen Total Quality Management (TQM) and job attraction, organizational commitment, organizational citizenship behavior (OCB). The basic criteria of TQM applications used in this research are customer satisfaction, employee involvement, managerial leadership, team work, reward allocation, performance appraisal, continuous improvement and empowerment. The first hypothesis of this research is: "The more applications of TQM increase, the more OCB and organizational commitment increase." The second hypothesis of this research is claimed that job attraction improves the relationship between TQM applications with organizational commitment and OCB. The research is applied to the National Quality Movement participant companies that operate under manufacturing sector. 734 participants have been provided. After factor analysis of TQM applications it is found that three main factors reflect TQM practices mentioned above. These factors are "Training and Development", "Empowerment" and "Democratic Management". According to these three factors, the impacts of TQM applications on organizational commitment and OCB is discussed. According to the analysis of the relationships between TQM with organizational commitment and OCB, it is found that empowerment has a high relation with organizational commitment and OCB. The lowest relation is with democratic management. Therefore, the first hypothesis of this research is supported. When the effect of interaction between TQM applications and job attraction on organizational commitment is investigated, results indicate that job attraction does not have a significant impact on the relation between TQM applications and organizational commitment. Job attraction only facilitates the relation between democratic management and OCB. Therefore, the second hypothesis is partially supported. It is also indicated that there is a positive and significant relationship between age, tenure and organizational commitment. As a result, this study gives some help to future researches about TQM, job attraction, organizational commitment and OCB.