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: M. Omidvari[Show abstract] [Hide abstract]
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.
Article: Employer branding in power industry[Show abstract] [Hide abstract]
ABSTRACT: Purpose ‐ The purpose of this study is to examine what kind of motives and practices company has for employer branding in power industry. The objective is to find out the benefits of employer branding and how it is targeted towards potential and current employees. In addition, the aim is to examine whether companies see employer branding as a process and what kind of processes they have for employer branding. Design/methodology/approach ‐ The theoretical perspective of this study is based on literature review, which provides a better understanding of employer branding. The empirical part is a qualitative case study of two large, international companies in the field of power industry. The data was gathered with interviews. Findings ‐ The main motives for employer branding are better employer image, more efficient recruitment and improved job satisfaction. Employer branding efforts are focused according to target group. Recruitment and educational co-operation are the main objects of employer branding towards potential employees, whereas training and development are an essential part of employer branding towards current employees. This article also discovers that there is some kind of process aspect in the background of employer branding. Practical implications ‐ Companies invest in employer branding in order to get good applicants, retain employees and create the image of a great employer. Power industry is an internationally remarkable field of business. Energy and the solutions of power technology are always needed and there exist a major need for new experts in power industry. As limitations, this study includes only two power industry companies and the data is qualitative. Therefore, the results cannot be generalized in larger scale. Originality/value ‐ The competition of talented workforce will increase because of the decrease in working-age population. Employer branding will become more prominent in the future when companies strive to gain competitive advantage.International Journal of Energy Sector Management 01/2013; 7(2):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