Enhancing Employer Attractiveness: the impact of inclusive leadership on prospective employees’ intention to apply

This study delves into the intricate dynamics among inclusive leadership (IL), perceived organizational justice (POJ), person-environment fit, employer attractiveness (EA), psychological empowerment (PE) and intention to apply, highlighting mediating and moderated mediation effects, grounded in Attraction-Selection-Attrition (ASA) and person-environment fit theories. A survey of 420 potential employees in Bangladesh was conducted online; the data were analyzed using structural equation modeling (SEM) to test the proposed hypotheses and use process macro-Model 14 for moderated mediation model with bootstrapped confidence intervals. The outcomes indicate that IL enhances EA through POJ and person-environment fit (P-E fit), which subsequently increases jobseekers’ intention to apply; PE operates as a moderated mediation, indicates that higher levels of PE weaken individuals’ reliance on IL and work environment cues when forming application intentions. The study extends ASA and P-E fit theories to the pre-entry stage by demonstrating a moderated mediation framework. These insights are essential for HR managers and policymakers in Bangladesh to attract top talent by creating compatible working environments.