Employer Ratings through Crowdsourcing on Social Media: An Examination of U.S. Fortune 500 Companies

Suen, Hung-Yue; Hung, Kuo En; Tseng, Fan Hsun

doi:10.3390/su12166308

Cited by 10 publications

(16 citation statements)

References 40 publications

(71 reference statements)

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“…Hence, full mediation has been proved because paths A and B were significant and path C was insignificant. Crowdsourcing fully mediates the positive and significant relationship between restructuring and employer branding, which is consistent with previous research ( Kashive et al, 2020 ; Suen et al, 2020 ).…”

Section: Data Analyses and Resultssupporting

confidence: 91%

“…But external job candidates can only rely on social media word of mouth from existing workers for information. In such cases, to make it better for employers about what employees feel, encounter, and observe they can understand internal employees’ needs more closely ( Suen et al, 2020 ) and then readjust their restructuring process accordingly. Also, with the development of social sites, many people rely on the opinion of peers and their feedback even on social media platforms like Twitter, Instagram, Facebook, LinkedIn, and YouTube.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

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Restructuring Interlinked With Employer and Corporate Branding Amidst COVID-19: Embodying Crowdsourcing

et al. 2022

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The COVID-19 pandemic is an unprecedented time in history. Surrounding this pandemic are many enormous uncertainties across the globe. Severe consequences have assessed for the incomes of almost 84% of employers and 68% of self-employed who are working and living in countries that are or have went through a phase of closing workplaces. Similarly, the global rate of unemployment is also expected to be increased in the coming years as 54% of employers worldwide are running their businesses in the hardest-hit sectors. All of these clearly show the uneven impact of the Coronavirus crisis (COVID-19) which will remarkably compound already present inequalities, difficulties, and vulnerabilities. The economic ramifications for 186 countries under the crunch of the COVID-19 pandemic is also considered tremendous for Pakistan. The core aim of this research was to test a new conceptual framework depicting the ramifications of restructuring processes carried out by management for their organizations amidst the COVID-19 pandemic on an Institute’s reputation as an employer brand. It also investigates the impact of perceived restructuring on a corporate brand promise made by the university or institute from the viewpoints of other key stakeholders and potential job seekers. The current study had proposed four hypotheses and according to the results of Structural Equation Modeling, the direct hypothesis based upon the relationship between restructuring and employer branding has been rejected. This study shows that restructuring and employer branding has a negative and insignificant effect on each other. The second direct hypothesis of the study that measures the effect of restructuring on corporate branding has been accepted. A corporate brand is a kind of a hub and it considers how an institute treats and deals with all of its stakeholders. It is different from employer brand as the perceptions of employees were the main focus. So, according to the results restructuring did not cause massive damage to the overall outlook of the institute. Furthermore, for the purpose of mediation analysis, the maximum likelihood method by bootstrapping was adopted to test the indirect hypotheses of the study. Crowdsourcing was introduced as a mediator in this study with restructuring, employer, and corporate brand all together in one framework, which is the novel aspect of this study. There are two indirect hypotheses and according to the results both of them did not show any insignificant results. Firstly, the study analyzed mediation among crowdsourcing, restructuring, and employer branding which was fully accepted as the results showed full mediation between these constructs. Secondly, the study analyzed mediation among crowdsourcing, restructuring, and corporate branding which was partially accepted as results showed partial mediation between these constructs.

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Section: Data Analyses and Resultssupporting

confidence: 91%

Section: Hypotheses Developmentmentioning

confidence: 99%

Restructuring Interlinked With Employer and Corporate Branding Amidst COVID-19: Embodying Crowdsourcing

et al. 2022

View full text Add to dashboard Cite

show abstract

“…Luo et al (2016) and Lee and Kang (2017) both note the usefulness of obtaining employee satisfaction data from Glassdoor ratings. Similarly, Karabarbounis and Pinto (2018) and Suen et al (2020) identified the usefulness of Glassdoor ratings to discern employer branding issues.…”

Section: Methodsmentioning

confidence: 97%

“…The authors believe that given the large number of reviews available, the transparency and availability of these reviews and the trend towards other researchers using them, that this choice was appropriate (Karabarbounis and Pinto, 2018;Lee and Kang, 2017;Luo et al, 2016). Landers et al (2019) and Suen et al (2020) have both noted the efficacy of using crowdsourcing panel data collection, similar to Glassdoor ratings, to obtain employee attitudes.…”

Section: Methodsmentioning

confidence: 99%

Attitudes of employees in green companies regarding CSR communication

LaVan

Žilić

Basappa

2022

IJM

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PurposeThe purpose of this study is to discern how the Best Green companies, as identified by Newsweek, communicate about green jobs within their companies.Design/methodology/approachContent analysis using NVivo software on 23 corporate social responsibility (CSR) reports containing 398,000 words and Glassdoor crowdsourced data were analyzed. Descriptive statistics and logistic regression enabled the discernment of relationships.FindingsSeveral models were developed to predict how communication patterns (employee-centered, production or company centered and society centered) are associated with several Glassdoor ratings: The models developed by logistic regression accurately predicted the following: Glassdoor ratings: Overall 65.2%, Benefits 71.4%, Attitudes towards Chief Executive Officer (CEO) 65.2% and Recommend To A Friend 78.3%.Originality/valueIt supports communicating about green jobs in CSR reports and suggests other avenues for communicating, including PR, press releases and career pages of company websites. The hypotheses that were empirically verified include the relationship between employees-centered terms (in the CSR reports) and employee attitudes (Glassdoor measures) and return on assets (ROA) (company financials). These practices have manpower impacts, including recruitment and retention. The study's methodology allows for replication since it used publicly available CSR reports, ROA of public companies and crowdsourcing data from Glassdoor ratings. It has implications for public policy in that understanding the nature of green jobs will improve outcomes for public training programs.

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“…Limited studies are available that consider the idea of employer branding by harnessing crowdsourcing platforms, namely Glassdoor (Dabirian et al, 2017(Dabirian et al, , 2019Kashive et al, 2020;Suen et al, 2020). Yet, a paucity of literature considers the reviews from job posting websites like Indeed.com and the US banking industry.…”

Section: Social Media and Crowdsourcing Platformsmentioning

confidence: 99%

Using text mining and crowdsourcing platforms to build employer brand in the US banking industry

Sajid¹,

Volkova²,

Wilson³

et al. 2022

Glob Bus Org Exc

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Crowdsourcing platforms are a valuable source of information for employees and firms. They have become an essential part of human resource practices, such as recruiting, employee engagement, and the marketing of a company's brand. Crowdsourcing platforms can help enrich an employer's brand, with employee reviews acting as a terra-incognita for the early-stages in the employer branding process. In response to these dynamics, this research explores the employer value proposition preferences and the sentiments of employees in the US banking industry. Approximately 11,000 reviews on the crowdsourcing platform Indeed.com, covering the top 18 banks listed on the Fortune 500, were parsed. The text mining techniques topic modeling and sentiment analysis were carried out using Latent Dirichlet Allocation. The topic modeling analysis revealed work-life balance, management, economic, social, and development values as the most preferred employer value proposition, while brand-image, application, and interest values were the least preferred. Sentiment analysis showed that employees exhibit negative sentiments for management, work stress, work-life balance, and economic values, and show positive sentiments for development, social, and interest values. The paper highlights avenues for future research and discusses the managerial and theoretical implications for managers and HR practitioners.

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Employer Ratings through Crowdsourcing on Social Media: An Examination of U.S. Fortune 500 Companies

Cited by 10 publications

References 40 publications

Restructuring Interlinked With Employer and Corporate Branding Amidst COVID-19: Embodying Crowdsourcing

Restructuring Interlinked With Employer and Corporate Branding Amidst COVID-19: Embodying Crowdsourcing

Attitudes of employees in green companies regarding CSR communication

Using text mining and crowdsourcing platforms to build employer brand in the US banking industry

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