Impact of employer branding on organization’s performance

Aldousari, Abdullah A.; Robertson, Alan; Yajid, Mohd Shukri Ab; Ahmed, Zafar U.

doi:10.1080/15475778.2017.1335125

Cited by 38 publications

(22 citation statements)

References 39 publications

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“…Similarly, Ergun and Tatar (2018) revealed about the mediating impact of person-organization fit in an association between employer branding and OCB. Another research conducted by Aldousari et al (2017) found that organisational factors, i.e. organisational leadership, organisational communication and organisational image have an effect on employer branding.…”

Section: Mediating Role Of Job Satisfactionmentioning

confidence: 99%

Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

Kaur

Malhotra

Sharma

2020

Asia-Pacific Journal of Management Research and Innovation

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Considering social exchange theory, the current research aimed to examine the mediating impact of job satisfaction in the relationship between internal branding and organisational citizenship behaviour. The data was collected from 187 employees in the private banking sector of Chandigarh, India. The results discussed that employer branding positively impacted job satisfaction and organisational citizenship behaviour. The results also suggested that internal branding impact organisational citizenship behaviour directly and indirectly.

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Section: Mediating Role Of Job Satisfactionmentioning

confidence: 99%

Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

Kaur

Malhotra

Sharma

2020

Asia-Pacific Journal of Management Research and Innovation

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“…They focus on creating visibility in the target talent markets through a multifaceted approach including a well-designed website, compensation practice, and career opportunities. Aldousari et al (2017) and Theurer (2018) argue that effective branding will help not only to attract candidates and raise their profile as an employer of choice but also to improve companies' performance and competitiveness. The Society for Human Resources Management or SHRM (Maurer, 2017) highlights that HR uses the employer brand for several important reasons including achieving optimum person-organization fit, positive outcomes for recruiting, and retaining talent.…”

Section: Literature Review Employer Brandingmentioning

confidence: 99%

Employer brand attractiveness: the effect of demographic variables on career goals

Kismono

Rahayu

2021

JSB

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Purpose: This research aimed to observe the differences between respondents’ characteristics based on their career goals as part of employer brand, and to identify effective employer branding. It was important since many businesses failed to attract the best talent due to limited knowledge on organizational attractiveness and employer branding strategy. Design/methodology/approach: The data were collected through self-administered questionnaire. There were 16 items used to represent career goals attributes in employer branding. The data was ordered based on the characteristics’ relative importance and assigned points accordingly (the first rank is scored the highest = 6) and analyzed using a K-related samples test and weighted-mean average computation with ANOVA tables. K-independent samples and a One-Way ANOVA test to identify the differences of career goals preferences. Findings: Results showed that there were various significant different across respondents’ characteristics such as gender, marital status, academic achievement, work experience, and economic background. The differences between each group for the most and the least important career goals can still be observed. The findings for career goals items are generally consistent with the known theories of organizational attraction. Research limitation/implications: The data were collected from business school students. It is limited in that it may not have captured the reflections of potential employees groups in Indonesia whose characteristics combinations of experience and attitudes toward employer brand differed from the sample used. Applying these research findings should be done meticulously. Practical implications: This research offered an interesting insight on the relations of employer brand's attractiveness dimensions, career goals, and individual differences. Based on this research findings, organizations may consider emphasizing on the attributes that are attractive to high-achievers or to one specific gender. Originality/value: This research contributed to identifying how respondents perceive the dimensions ranking of employer brand attractiveness and analyzing the detail characteristics attractiveness (career goals) based on demographic variables. Keywords Employer branding, career goals, gen

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“…EB is a tool that builds an organizations' image (Maheshwari et al, 2017), wherein employees perceive it as a better place to work. A positive image is an outcome of a satisfactory environment where providing employee value propositions (EVPs) helps an organization to earn loyalty and commitment from its employees (Aldousari et al, 2017). The EVPs are the unique employment offerings that are based on the premise that value-in-exchange will be tied to the value-in-use (Lusch, Vargo and O'Brien, 2007).…”

Section: Literature Reviewmentioning

confidence: 99%

University brand as an employer: demystifying employee attraction and retention

Yameen

Bharadwaj

Ahmad

2020

XJM

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Purpose This study aims to unveil the determinants of employer branding (EB) that attracts and retains the employees working in the Indian higher education sector using the factor-analytic approach. Design/methodology/approach The study is cross-sectional, and the data were collected from 141 employees working in the higher education sector. Exploratory factor analysis and independent t-test were deployed to analyze the data. Findings The results of independent samples t-test explicate that perception of male and female university employees pertaining to EB factors of employee attraction (EA) and employee retention (ER) is congruent. Further, the perception of employees in public and private universities on EB factor is similar for ER and non-similar for EA. Originality/value The present research is an effort to unveil the employee attraction and retention factors that play a vital role in showcasing an employer as a great place to work in the Indian higher education sector.

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Impact of employer branding on organization’s performance

Cited by 38 publications

References 39 publications

Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

Employer brand attractiveness: the effect of demographic variables on career goals

University brand as an employer: demystifying employee attraction and retention

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