An integrative review of employer branding and OB theory.
ABSTRACT Purpose -- The purpose of this paper is to review the existing literature linked to the emerging field of employer branding, with a view to adding insight from the perspective of the management of human resources. Design/methodology/approach -- The approach taken entails reviewing books and academic journals from the arm of marketing, organisational behaviour (OB) and business management. The review shows that research and theory from a range of fields can help add to one's knowledge of employer branding; these include areas of research that investigate organisational attractiveness to potential new recruits, research and writing linked to the psychological contract literature as well as work that examines organisational identity, organisational identification and organisational personality characteristics. Research limitations/implications -- The main limitation of the review is that, while different areas and fields of research are being drawn on to help identify useful knowledge that can improve one's understanding of what effective employer branding might involve, the literature and research in each area will be (necessarily) selective. Practical implications -- The review has a number of general practical implications; many of these are highlighted in the propositions set out within each section. Originality/value -- The originality of the review is that it is unique in showing how different areas of literature can be linked to employer branding. The review helps to integrate the existing literature in a way which can help personnel practitioners to immediately see the relevance of theories and research from a range of key academic fields. [ABSTRACT FROM AUTHOR] Copyright of Personnel Review is the property of Emerald Group Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- SourceAvailable from: Greet Van Hoye[show abstract] [hide abstract]
ABSTRACT: Despite the social realities of job seeking, few studies have addressed how and why employment information received by other people affects organizational attraction. This chapter first discusses the characteristics of word-of-mouth as a recruitment source and then provides a systematic review of its determinants and outcomes studied in previous research. An integrative model of word-of-mouth is developed that synthesizes prior research findings and highlights key directions for future research. This model proposes that characteristics of the recipient (e.g., personality), source (e.g., expertise), and organization (e.g., employer brand) can determine the use of word-of-mouth as a recruitment source as well as moderate its effects. The model further suggests that word-of-mouth affects both individual job search outcomes and organizational pre-hire and post-hire recruitment outcomes. The accessibility-diagnosticity model and the source credibility framework are discussed as theoretical perspectives explaining these effects. Finally, several strategies are discussed that organizations can implement for managing word-of-mouth.01/2014: pages 251-268;
Conference Proceeding: A STUDY OF ORGANIZATIONAL PERFORMANCE OF WOMEN ENTREPRENEURS IN NORTHERN DISTRICT[show abstract] [hide abstract]
ABSTRACT: The main objective of the study is to analysis the women entrepreneurs in Northern District and their organizational performance. Secondary literature reviews and primary data collections methods were used to conduct the study effectively. Random sampling method was adopted to select the respondents. The structural equation model was used in this study as well. The results revealed that the sole proprietorship performed very well (59.1 percent) than the family business and partnership. The food items have higher mean value in the profitability, turnover and customer choice than the other products. The paper product has higher mean value in the investment than other products. And pottery product has higher mean value in seasonal sales than other products. Finally customer satisfaction was discussed in this study. The insignificant effect was observed among the customer choice, investment, and seasonal purchase, and customer satisfaction.9th International Conference on Business Management - 2012; 03/2013
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ABSTRACT: This study developed and tested a model exhibiting variable that contributed to employer branding. The hypotheses constructed were based on the influence of transformational leadership, employee engagement and psychological attachment on employer branding. Confirmatory factor analyses (CFA) supported a three factor structure as distinct dimensions. The results of structural equation modelling (SEM), based on data collected from 150 professionals from ten Indian IT companies, supported the hypothesis. The results extended the past line of research on employer branding. The contribution of transformational leader, practices enhancing employee engagement significantly contribute in building employer’s brand image and this leads to and psychological attachment of employees. The practical implications have significant scope for organizations to work on employer branding as the strategic tool to attract, motivate and retain quality workforce in this competitive business environment.Managing Services in Competitive Environment, Indian Institute of Management, Bangalore; 01/2013