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.)
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ABSTRACT: Background: Employer branding is one of the most important issues that have been taken in to account by many researchers. An organization is not successful till satisfaction of employer branding is met within organization. Employer branding is not after enticing new customers rather it aims to hunt effective employees in the system. In Other words, it creates a genuine and lean picture of a process with which job seekers may encounter during their job search. Objective. In this study, first, concepts and crucial objectives in human resource management (HRM) are described and then two factors (including physical and psychological factors) are considered for examination. We proposed a framework to investigate the relationships between two mentioned factors and satisfaction of employer branding. In the other words, our research objective is to discuss the effects of these two factors on satisfaction of employer branding. Therefore, according to the topic, a questionnaire is passed through employees of organization and proper questions are set based on elite consultation. Results: Numerical results of the research indicate that these two mentioned factors are crucial for satisfaction and play important roles in organization promotion. Conclusion: In this research, relevant concepts to HRM and its significant objectives have been described. Then, employer branding has been presented in order to consider effective factors on its satisfaction. Considering the effects of satisfaction, a reasonable questionnaire has been set. Applying this questionnaire, physical and psychological factors have been analyzed. seven hypothesis tests have been considered. First two tests (relevant to effects of the two mentioned factors) have been accepted and five others (relevant to other factors such as the effect of age and marital status on satisfaction of employer branding and etc.) are rejected.Journal of Applied Science and Agriculture. 02/2014; 8(7):1086-1091.
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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: 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;