The primary aim of this study is to analyse the impact of the dimensions of the Employer Brand on a candidate’s intention to pursue an employer. Secondly, the focus is on analysing the mediation effect of Perceived Organisation Prestige (POP) between the independent variable (Employer Brand) and the dependent variable (organisation pursuit intention), followed by an evaluation of the moderating effect of Person–Organisation Fit (POF) between POP and Organisation Pursuit Intention (OPI). Data for this study was collected from 419 final year students of engineering at various Central and State universities of Delhi, India, as per the approved list of Institutions by the University Grant Commission (UGC). Exploratory Factor Analysis (EFA), followed by Confirmatory Factor Analysis (CFA), has been applied to validate the adopted scales in the current context. Structural Equation Modelling (SEM) has been used to analyse the underlying relationship between the dimensions of Employer Brand and OPI, along with the mediating effect of POP and the moderating effect of POF in this context. This study finds a significant relationship between independent variables (career enhancement opportunity, work culture, company reputation, salary and other incentives and CSR and ethics) and organisation pursuit intention (independent variable). Furthermore, perceived organisation prestige was found to mediate the respective relationship of career enhancement opportunity (complete mediation), corporate reputation (partial mediation) and Salary and other incentives (partial mediation) with the candidate’s pursuit intention. Also, the POF (moderator) was found to have a significant impact on the relationship between the POP and the organisation pursuit intention. This is the first study of its kind to investigate the dimensions of Employer Brand that determine the intentions of a candidate to pursue an organisation for employment. Also, past research studies have highlighted the concept and importance of employer attractiveness in the international context with a focus on management graduates and working executives. However, the current study elaborates the analysis of the pursuit intentions of final year students of engineering in India, who aspire to secure a job in the near future. In addition, previous studies have not focused much on the mediating effect of an organisation’s prestige between the Employer Brand and OPI. Lastly, some studies have investigated POF as a mediator but this study explains its effect as a moderator between the POP (mediator) and the candidate’s pursuit intentions (dependent variable).

本研究的主要目的是分析雇主品牌的维度对求职者追求雇主意愿的影响。其次，重点分析感知组织声望（POP）在自变量（雇主品牌）和因变量（组织追求意向）之间的中介作用，然后评估个人-组织契合（POF）的调节作用) POP 和组织追求意图 (OPI) 之间。根据大学拨款委员会 (UGC) 批准的机构清单，这项研究的数据是从印度德里各中央和州立大学的 419 名工程专业的最后一年级学生那里收集的。探索性因素分析 (EFA)，然后是验证性因素分析 (CFA)，已被应用于验证当前上下文中采用的量表。结构方程模型 (SEM) 已被用于分析雇主品牌和 OPI 维度之间的潜在关系，以及在此背景下 POP 的中介作用和 POF 的调节作用。本研究发现自变量（职业提升机会、工作文化、公司声誉、薪酬等激励和企业社会责任和道德）与组织追求意愿（自变量）之间存在显着关系。进一步发现，感知组织声望在职业提升机会（完全中介）、企业声誉（部分中介）和薪酬等激励（部分中介）与求职者的追求意图之间起中介作用。还，研究发现POF（主持人）对POP与组织追求意向的关系有显着影响。这是同类研究中第一次调查雇主品牌的维度，这些维度决定了候选人寻求组织就业的意图。此外，过去的研究强调了国际背景下雇主吸引力的概念和重要性，重点是管理专业毕业生和在职高管。然而，目前的研究详细分析了印度工程专业最后一年学生的追求意图，他们渴望在不久的将来找到一份工作。此外，先前的研究并没有过多关注组织声望在雇主品牌和 OPI 之间的中介作用。最后，