How Perceived Employer Attractiveness Shapes Job Pursuit Intention through Perceived Cultural Fit among Gen Z Job Seekers in the Pre-Hire Stage in UAE

Abstract

This study investigates the cognitive mechanisms driving pre-entry recruitment outcomes for Generation Z candidates in the United Arab Emirates (UAE). Drawing upon psychological contract theory, the research examines the mediating role of Perceived Cultural Fit in the relationship between Perceived Employer Attractiveness and Job Pursuit Intention. A quantitative, cross-sectional design was employed, utilizing survey data collected from a purposive sample of 217 Generation Z respondents residing in the UAE. The mediation framework and proposed hypotheses were empirically tested using Hayes’ PROCESS macro (Model 4) for linear regression and bootstrapping. The analysis revealed a robust positive association between employer attractiveness and job pursuit intentions. Crucially, the results confirmed that Perceived Cultural Fit partially mediates this relationship (β = .609, 95% CI [.092, .258]). External employer signaling significantly shapes internal expectations of cultural alignment, which subsequently drives candidate application behaviors. This research extends psychological contract theory into the pre-hire context. For HR professionals navigating the competitive, heavily standardized UAE labor market, the findings demonstrate that organizational branding must evolve beyond instrumental benefits to authentically communicate distinctive cultural values to successfully secure emerging Gen Z talent.