An integrative review of employer branding and ob theory pdf

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an integrative review of employer branding and ob theory pdf

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Employer Branding

Employer branding literature — both scholarly and practitioner — has seen many attempts to define employer branding and this variety, albeit enriching, involves terminological ambiguity and therefore calls for elaboration on this term as well as its theoretical framing. Therefore, this paper brings the discussion about theoretical underpinnings upon which employer branding research could be based. Specifically, the theory of psychological contract, the concept of brand equity, signaling theory, literature of organizational ecology and organizational attractiveness construct are linked, reviewed and integrated for better understanding of employer branding. The undersigned Author s of the above-mentioned Paper here transfer any and all copyright-rights in and to The Paper to The Publisher. The Author s warrants that The Paper is based on their original work and that the undersigned has the power and authority to make and execute this assignment. It is the author's responsibility to obtain written permission to quote material that has been previously published in any form. The Publisher recognizes the retained rights noted below and grants to the above authors and employers for whom the work performed royalty-free permission to reuse their materials below.

An integrative review of employer branding and OB theory

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. The approach taken entails reviewing books and academic journals from the area 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. 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. The review has a number of general practical implications; many of these are highlighted in the propositions set out within each section. 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.

Employer branding is an intriguing junction of marketing and human resource management, where the positive intangible perception of the employer makes the organization a valuable. It is antecedents and outcomes have been tried and tested. However, there is a need to empirically test how employer branding lures the employees to perform well and to remain loyal to the employer. This study aimed to find the mediating impact of employee engagement between the relationships of employer branding and performance of the employees and their intention to stay in the companies. By using the structural equation model SEM , the results revealed the full mediation role of employee engagement in between employer branding and employee performance and their intention to stay. This study implies that the bank needs to induce employees to remain engaged, as, with this, the performance and talent retention will yield.

In the digital age, organizations need to reinvent themselves at a structural level and to become agiler. Digital maturity of human resources management implies a shift from traditional paradigm on workplace towards engagement, learning and development of employees and search for talent. This paper focuses on identifying the major trends and strategies concerning talent management programs and development of digital skills for employees and managers. At present, in order to obtain a business value, one of the major challenges that HR needs to face is the development of digital skills for managers and employees. App, S.


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.


Employer Branding Impact on Employee Behavior and Attitudes Applied Study on Pharmatecual in Egypt

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DOI Attracting and retaining talented employees and gaining competitive advantage are important for organizations around the world. This study identifies and operationalizes the components of employer attractiveness from the perspective of potential employees. The study tests the employer attractiveness scale EmpAt by identifying the attractiveness dimensions of an employer brand among business students in the Czech Republic through exploratory factor analysis. We also search for similarities and differences among employer attractiveness dimensions through a cross-cultural comparison based on the results of previous studies.

This chapter explores the intersection between employer branding and talent management. In considering this intersection, it reflects upon the phenomenon of human resources HR practice differentiation in the context of both employer branding and talent management. In particular, it considers some similarities between brand management programs that are likely to differentiate HR practices based on perceived talent versus employer-brand segmentation that is more likely to differentiate HR practices on the basis of employee needs and wants. Keywords: employer branding , talent management , HR differentiation , employer-brand segmentation , justice and equity , talent , workforce differentiation.

An integrative review of employer branding and OB theory

This chapter explores the intersection between employer branding and talent management.

Employer Branding

Employer branding literature — both scholarly and practitioner — has seen many attempts to define employer branding and this variety, albeit enriching, involves terminological ambiguity and therefore calls for elaboration on this term as well as its theoretical framing. Therefore, this paper brings the discussion about theoretical underpinnings upon which employer branding research could be based. Specifically, the theory of psychological contract, the concept of brand equity, signaling theory, literature of organizational ecology and organizational attractiveness construct are linked, reviewed and integrated for better understanding of employer branding. The undersigned Author s of the above-mentioned Paper here transfer any and all copyright-rights in and to The Paper to The Publisher. The Author s warrants that The Paper is based on their original work and that the undersigned has the power and authority to make and execute this assignment.

Темнота коридора перетекла в просторное цементное помещение, пропитанное запахом пота и алкоголя, и Беккеру открылась абсолютно сюрреалистическая картина: в глубокой пещере двигались, слившись в сплошную массу, сотни человеческих тел. Они наклонялись и распрямлялись, прижав руки к бокам, а их головы при этом раскачивались, как безжизненные шары, едва прикрепленные к негнущимся спинам. Какие-то безумцы ныряли со сцены в это людское море, и его волны швыряли их вперед и назад, как волейбольные мячи на пляже. Откуда-то сверху падали пульсирующие стробоскопические вспышки света, придававшие всему этому сходство со старым немым кино.

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