Gender and helping behavior: A meta-analytic review of the social psychological literature.

Eagly, Alice H.; Crowley, Maureen

doi:10.1037//0033-2909.100.3.283

Cited by 50 publications

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“…Women are often associated with communal traits such as sociability, warmth and relationship orientation, while men are associated with individual traits like competence, independence and achievement orientation (Langford and MacKinnon, 2000). Eagly and Crowley (1986, p. 284) propose that “women are expected to take care of the personal and emotional needs of others, deliver routine forms of personal service, and, more generally, facilitate the progress of others towards their goals”. Thus, men are more likely to anticipate employee brand equity more strongly than women, as they are not subject to gender role expectations for social behaviour.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector

Kaur,

Pingle,

Jaiswal

2024

IJBM

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PurposeThis research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.Design/methodology/approachThe present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.FindingsThe study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.Originality/valueThe originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.

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Section: Theoretical Frameworkmentioning

confidence: 99%

Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector

Kaur,

Pingle,

Jaiswal

2024

IJBM

View full text Add to dashboard Cite

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“…Another popular perspective focuses on the socialization of gender roles across cultures. This orientation suggests that micro, macro, and meso system expectations, opportunities, peer pressure, and conditioning influence a person's development of cis-gendered approaches (Eagly & Crowley, 1986;Rose & Rudolph, 2006;Walters & Carpenter, 2017;Pyke & Johnson, 2008).…”

Section: Gender and Empathymentioning

confidence: 99%

Measuring the self-other interference effect in social contexts

Freud

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Vicarious Experience: Experimentally Testing the Effects of Empathy for Media Characters with Severe Depression and the Intervening Role of Perceived Similarity

McKeever

2014

Health Communication

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Informed by the findings in prior research, the current study experimentally tested the effects of empathy responses to different types of media characters on attitudes and support for people with depression. In a between-subjects experiment, participants (N = 80) were assigned to one of three conditions. Participants in the first condition read an article about a high-similarity character with severe depression, those in the second condition read an article about a low-similarity character with severe depression, and those in the control group did not read an article. Participants in all three conditions were then shown a stimulus website for a faux peer-support organization. The results indicated that the level of empathic responses, positive attitudes, and the likelihood of joining the organization and engaging in supportive behaviors increased for those who read about a socially similar person with depression.

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Gender and helping behavior: A meta-analytic review of the social psychological literature.

Cited by 50 publications

References 0 publications

Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector

Effect of organisational culture on employer branding and resultant employee brand equity in the private banking sector

Measuring the self-other interference effect in social contexts

Vicarious Experience: Experimentally Testing the Effects of Empathy for Media Characters with Severe Depression and the Intervening Role of Perceived Similarity

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