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Purpose The purpose of this paper is to establish the symbolic facet of perceived employer brand image (PEBI) as an antecedent of favourable brand-related identification and employee behaviours, namely, corporate brand identification (CBI) and brand citizenship behaviours (BCB). Design/methodology/approach A standardized questionnaire was used. Data collection occurred at a maximum care hospital in Germany (N = 366). Structural equation modelling was used in the data analysis. Findings A direct link between PEBI and BCB was theoretically derived from social exchange theory and could be empirically confirmed. In addition to a direct relationship, a mediated relationship based on social identity theory was outlined. PEBI influences BCB via CBI. The mediated pathway accounts for 70 per cent of the variance. Practical implications Understanding the impact of symbolic job offerings on favourable brand-related employee attitudes and behaviours should lead practitioners to focus on increasing employees’ perceptions of the employer’s prestige and sincerity, for example, by strengthening employee target group-oriented communications about corporate social responsibility or increasing out-group salience when communicating organizational achievements. Originality/value This paper transfers the concept of organizational attractiveness, organizational identification and favourable employee behaviours to a corporate brand focus. It is the first integration of the symbolic dimension of the instrumental-symbolic framework in an internal branding context.

In a meta-analysis of articles employing clustering methods, we find that little attention is paid to remaining within-cluster heterogeneity and that average values are relatively high. We suggest addressing this potentially problematic "dark side" of cluster analysis by providing two coefficients as standard information in any cluster analysis findings: a goodness-of-fit measure and a measure which relates explained variation of analysed empirical data to explained variation of simulated random data. The second coefficient is referred to as the Index of Clustering Appropriateness (ICA). Finally, we develop a classification scheme depicting acceptable levels of remaining within-cluster heterogeneity.

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This research investigates applicants' preferences in employer choice to identify relevant components of employer image that are best to be communicated in employer branding. Based on the instrumental-symbolic attribute framework assumptions about the relative importance of the organizational characteristics salary, location, flexibility of working hours, task attractiveness, prestige, innovativeness, and corporate social responsibility (CSR), and their interrelations were tested in an empirical setting. Additionally, interindividual differences in career ambition were investigated as a moderating variable. To measure the actual decision behavior of N = 136 ongoing university graduates, Adaptive Choice-Based Conjoint (ACBC) Analysis was used. Based on the respondents' preferences, the importance of each attribute was calculated and set in relation to one another. The results show that moderate attractive instrumental organization attributes form a precondition for symbolic attributes to become relevant at all. There is no evidence for a compensating relationship between instrumental and symbolic attribute classes. Career ambition shows some effects, especially on two-way interactions between instrumental and symbolic attributes. The innovative use of conjoint analysis in the instrumental-symbolic framework allowed to further investigate trade-off effects of attribute classes in the employer decision. The findings provide additional information on relevant elements of employer image and give suggestions for employer branding researchers and practitioners.