Electronic window dressing: impression management with Websites

Winter, Susan J.; Saunders, Carol; Hart, Paul

doi:10.1057/palgrave.ejis.3000470

Cited by 111 publications

(72 citation statements)

References 28 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…As more people (not just in the business world but particularly the younger generation considering their careers) use the internet to access information, corporate websites constitute an increasingly important data source as well as a tool for public relations (Winter et al 2003 , providing an original sample of 241 companies; and (ii) having diversity disclosures on their websites, which reduced the sample to 174. The sample started with a census of the top group of firms in each country, because they are important as employers and leaders of the business environment in their country, and hence we would expect them to be concerned about their legitimacy in terms of…”

Section: Methodsmentioning

confidence: 99%

Diversity statements for leveraging organizational legitimacy

Singh

Point

2009

View full text Add to dashboard Cite

European companies are increasingly putting “diversity statements” on corporate websites. Websites are important because they are used by members of the public, especially the younger generation, to seek information about companies. Legitimacy theory is often cited as one explanation for having good diversity policies, but we found no research in the diversity, HRM or social accounting literature with empirical evidence of different types of legitimacy associated with diversity. We examined on-line diversity statements from 174 top European companies for evidence of legitimacy-enhancing messages, and coded them by type of legitimacy. We show that diversity statements are presented in ways associated with two different types of legitimacy (pragmatic exchange and moral). International differences are also highlighted. These findings will help practitioners to design diversity statements based on a better understanding that legitimacy is a multi-faceted construct, and help them avoid the dangers of empty discourse, i.e. inconsistency between words and reality.

show abstract

Section: Methodsmentioning

confidence: 99%

Diversity statements for leveraging organizational legitimacy

Singh

Point

2009

View full text Add to dashboard Cite

show abstract

“…Nous pouvons tenter d'expliquer cette absence par le fait que ces entreprises possèdent d'ores et déjà un bassin de candidats à la mobilité internationale suffisant en interne, ou encore qu'elles ont une capacité d'attractivité suffisante pour ne pas avoir recours à Internet. Aussi elles n'ont sans doute pas besoin d'Internet pour attirer ces candidats, alors même que cet outil reste incontournable dans une stratégie de marque employeur (Winter, Saunders et Hart, 2003). L'objectif de notre travail n'était pas d'explorer cet aspect, qui toutefois mériterait d'être approfondi lors de recherches futures, non basées sur les sites Internet.…”

Section: Discussionunclassified

“…Internet est progressivement devenu un véritable outil de recrutement pour identifier et attirer les futurs candidats à un emploi (Breaugh et Starke, 2000), voire un outil stratégique d'attraction des talents lorsque les entreprises sont proactives dans son utilisation (Winter, Saunders et Hart, 2003). Au-delà du recrutement, les sites Internet constituent un moyen de communication permettant de transmettre les valeurs et les politiques de l'entreprise.…”

Section: Faire De La Mobilité Internationale Un Levier D'attractivitéunclassified

“…Premièrement, il s'agit de modifier les pratiques de recrutement. Dans cette perspective, Internet joue ici un rôle primordial par rapport à l'image de l'entreprise (Winter, Saunders & Hart, 2003); en termes de recrutement, les impressions générales sont très importantes par rapport à l'image de l'entreprise ou le message délivré (Turban et al, 1998). Les entreprises doivent être attentives à ces messages si elles souhaitent effectivement attirer des jeunes ayant une forte mobilité (Tharenou, 2003).…”

Section: Faire De La Mobilité Internationale Un Levier D'attractivitéunclassified

See 1 more Smart Citation

Explorer la mobilité internationale à travers le discours des grandes entreprises1

Point

Dickmann

Audouard

2012

View full text Add to dashboard Cite

Cet article propose une analyse du discours officiel sur la mobilité internationale, à partir de 67 sites Internet de grands groupes français et allemands. Les messages demeurent très opérationnels, ne mentionnant que très rarement la carrière globale. Avant tout, le système de carrière national reste privilégié : si les groupes français proposent des messages élitistes, les messages allemands insistent sur la motivation des individus autour de l’acquisition de compétences dans une carrière de type fonctionnel. Cette étude propose également des pistes de réflexion permettant d’améliorer l’attractivité de l’entreprise envers les talents globaux, dans une stratégie de marque employeur.This paper concentrates on the official website wordings of companies addressing international mobility. The webpages of 67 German and French top companies were investigated. The results show that most companies focus on operational issues rather than on global careers. There are some evidences that the discourse reflects the national career system. While French MNCs pursued an elite approach, German firms focused on motivated individuals who wanted to build their skills and knowledge in a functional career approach. Lastly, the study suggests ways to improve the official discourse on international mobility for global talent attractiveness and for implementing a corporate branding strategy.Este artículo propone un análisis de los discursos oficiales sobre la movilidad internacional encontrados en 67 páginas de Internet de grandes grupos franceses y alemanes. Los mensajes promovidos son en mayor parte operacionales y mencionan raramente la noción de carrera global. El sistema de carrera nacional es regularmente preferido. Los grupos franceses difunden mensajes elitistas cuando los mensajes de los grupos alemanes hacen hincapié en la motivación de las personas sus habilidades y en una carrera de tipo funcional. Este estudio ofrece igualmente algunas ideas para mejorar las políticas de atracción de talentos globales y las estrategias de marca-empleador

show abstract

“…Another component of impression management is 'impression construction', which describes the mindful and goal-oriented management of external perceptions (Gleasure, 2015). So far has been applied to a range of domains, including health (Leary, Tchividijian & Kraxberger, 1994), sports psychology (Halbert, 1997), social media (Krämer & Winter, 2008) management (Elsbach & Sutton, 1992), tourism (Elsbach & Sutton, 2015) and ecommerce (Winter, Saunders & Hart, 2003). Mehrabian and Russell (1974) suggested that the emotional state of mind of an organism is affected when it receives an environmental stimulus, causing the behavioral response of either approach or avoidance.…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

What is the Affect by Leader Emotion in an Organization? Exploring the Effects of Leader Emotion on Leader Role and Employee Impression

Lin¹

2016

IJBM

View full text Add to dashboard Cite

Because communication media is existence that leads to public figures change public affairs get easier via their speech statement or article. Above lures makes this work considers character of the leader would significant influence to whole enterprise operation. Therefore this work supposes leader emotion maybe positive emotion or negative emotion would affect the relationship between leader role and employee impression. According to the result of statistical analysis reveals emotion that involve with positive emotion and negative emotion of leader is moderator to influence the relationship between leader role and employee impression. If a company would like to create a designate employee impression style could be focus on leader character also employee impression built upon the leader emotion. Thus this work explains rank-and-file employees impression created will be different in positive leader emotion or negative leader emotion. Emotion of leader would deep and far affect a company through employees indirectly.

show abstract

Electronic window dressing: impression management with Websites

Cited by 111 publications

References 28 publications

Diversity statements for leveraging organizational legitimacy

Diversity statements for leveraging organizational legitimacy

Explorer la mobilité internationale à travers le discours des grandes entreprises1

What is the Affect by Leader Emotion in an Organization? Exploring the Effects of Leader Emotion on Leader Role and Employee Impression

Contact Info

Product

Resources

About