Employees: The key link to corporate reputation management

Cravens, Karen S.; Oliver, Elizabeth Goad

doi:10.1016/j.bushor.2005.10.006

Cited by 122 publications

(95 citation statements)

References 20 publications

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“…Employee as member of organization represents goals, values, and strategies where he/she works (Cravens and Oliver 2006). Employee, when interacts ISSN 1979-6471 Volume 20 No.…”

Section: Employee's Awareness Of Their Impact On Corporate Reputationmentioning

confidence: 99%

“…It is an assessment of company's past performance (Fombrun and Riel 1997) and is a result of all people within the company (Cravens and Oliver 2006). Arikan et al (2016) said that company needs to leverage the perception with the aim to build competitive advantage since today's environment is highly volatile.…”

Section: Introductionmentioning

confidence: 99%

“…The awareness of employee's impact on corporate reputation (AICR) has to be built since the employee represents the company objectives, values, and strategies (Cravens and Oliver 2006). This research becomes important because as Levia et al (2016) said that corporate reputation has become crucial topic but it is least discussed and it had not been measured properly especially in the business ethic field.…”

Section: Introductionmentioning

confidence: 99%

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Factors Affecting Employee’s Awareness of Their Impact on Corporate Reputation

Primadini

Syaebani

2017

jeb

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This study examines factors that affect employees' awareness of their impact on corporate reputation (AICR). ABSTRAKPenelitian ini mengkaji faktor-faktor yang memengaruhi kesadaran karyawan bahwa tindakan mereka dapat memengaruhi reputasi perusahaan yang bergerak di bidang pelayanan milik pemerintah Indonesia. 161 kuesioner dianalisis menggunakan metode penelitian kuantitatif. Temuan utamanya adalah bahwa kesadaran karyawan bahwa tindakan mereka dapat memengaruhi reputasi perusahaan dipengaruhi secara langsung oleh seberapa bagus persepsi karyawan terhadap reputasi perusahaan tersebut dan komitmen afektif mereka terhadap perusahaan. Namun demikian, pengujian terhadap model menyatakan bahwa persepsi karyawan terhadap reputasi perusahaan memiliki pengaruh terbesar terhadap kesadaran karyawan, oleh karena itu disimpulkan bahwa cara efektif dalam meningkatkan kesadaran mereka adalah dengan membangun reputasi perusahaan yang bagus.Kata Kunci: reputasi perusahaan, komitmen afektif.

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“…Employee as member of organization represents goals, values, and strategies where he/she works (Cravens and Oliver 2006). Employee, when interacts ISSN 1979-6471 Volume 20 No.…”

Section: Employee's Awareness Of Their Impact On Corporate Reputationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Factors Affecting Employee’s Awareness of Their Impact on Corporate Reputation

Primadini

Syaebani

2017

jeb

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“…In fact, their merit in the employer branding literature progress is that they founded theoretically a proactive organizational management of corporate reputations whose perceptions by employee's impact upon the formation and development of their psychological contract. Among the others, Cravens and Goad Oliver (2006) target an important issue claiming that this theoretical bridging could be a channel for competitive advantage 1 Conceptually, this helps to establish a link between personnel investment and business performance in order to measure and manage individual performance against goals. This concept has its roots in the finance literature of upper and lower value bounds on cash flows (Cochrane & Saa-Requejo, 2000;Cochrane, 2001), but has been further developed by HRM.…”

Section: Literature Reviewmentioning

confidence: 99%

Employer Branding Management As A Strategic and Organizational Control Tool

2012

CBR

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The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines (strategic marketing, strategic management, and human resources management). This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research's evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values, goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship's perspective.Keywords: employer branding, organizational control, strategic control IntroductionValentina Della Corte, Gianluigi Mangia, Clelia Cascella, Giuseppina Zamparelli, Andrea Tomo University of Naples "Federico II", Naples, Italy This paper tries to analyze employer branding management as a tool of control, both in strategic and organizational terms. The theme of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge between the studies of strategic marketing and management and that of human resources management and organizational behaviour. In an era, when brand per se seems to have lost its power and meaning, serious and concrete branding strategies that are just the top of an iceberg of firm's investments on high quality services/products and talented human resources, on the contrary, show to be even possible source of strategic competitive advantage (Della Corte, Mangia, 2010;Della Corte, Mangia, Micera, & Zamparelli, 2011).Employer branding is therefore an approach that based on effective strategic organizational resources and a precise employer bra...

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“…According to Milner [18] celebrity is a distinctive form of status in part because it matches the vast scale of modern social organizations and the commodification of mass communications. Cravens and Oliver [19] pointed out that to understand a celebrity CEO; you look at it from the concepts of fame and reputation. Fame is the fleeting condition created by circumstance while reputation is generated by positive or negative media interactions and performance over time.…”

Section: Introductionmentioning

confidence: 99%