Employer Attractiveness of Chinese, Indian and Russian Firms in Germany: Signaling Effects of HR Practices

Holtbrügge, Dirk; Kreppel, Heidi

doi:10.1057/crr.2015.12

Cited by 17 publications

(13 citation statements)

References 101 publications

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“…In other words, Western applicants do discriminate against Chinese and Russian companies by being more attracted towards US companies as future employers. Consequently, our findings are in line with Thite et al's (2012), Alkire (2014), Holtbrügge & Kreppel (2015), and Tung (2007) who found that EMNEs are confronted with major HR challenges when attracting applicants in developed markets. Yet, these 29 studies either were based on other theories, e.g.…”

Section: Discussionsupporting

confidence: 92%

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Held

Bader

2016

The International Journal of Human Resource Management

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In developed markets, Emerging Market Multinational Enterprises' (EMNEs) organizational attractiveness may crucially depend on applicants' country and corporate character images. Applying image and signaling theory, this study compares the influence of these images on the organizational attractiveness of Chinese, Russian, and US companies in Germany. Employing data from 287 German business students, findings show that applicants prefer US over Chinese and Russian companies as future employers, confirming the existence of the liability of emergingness. Moreover, findings indicate gender differences in applicants' attraction towards EMNEs. In particular, female applicants are less attracted to EMNEs with a bad corporate character image than male applicants are.

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Section: Discussionsupporting

confidence: 92%

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Held

Bader

2016

The International Journal of Human Resource Management

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“…When selecting our participants, we ensured variation through criteria that differentiated between organisations – such as industry (Holtbrügge and Kreppel, 2015), organisational size (Botero, 2014), employer attractiveness (Lievens and Slaughter, 2016) and employer familiarity (Baum and Kabst, 2014) – to get insights from professionals working for a variety of organisations that also differ in the extent to which they are affected by digital transformation. Our sampling strategy focussed on pre-digital organisations, but we also included four born-digital organisations through the sampling criteria mentioned above to compare pre-digital and born-digital organisations’ experiences.…”

Section: Methodsmentioning

confidence: 99%

Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation

Gilch

Sieweke

2020

German Journal of Human Resource Management: Zeitschrift für Pe

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Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.

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“…Besides, EB research mainly focuses on developed countries (Zhu et al, 2014;Lee et al, 2018), thus some papers have also placed EB in a German context (e.g. Baum & Kabst, 2013;Holtbrügge & Kreppel, 2015;Sommer et al, 2017;Steckl et al, 2019). Yet, a broad identification of employer attractiveness factors of Gen Y in Germany, in particular in a retail context, is still missing.…”

Section: Employer Brandmentioning

confidence: 99%

“…However, among German business administration students Franke (2000) proofed the latter to be the most important determinant of employer selection. A further survey (N total = 726, N Millenias = 705) revealed that in Germany, compensation, job security and good work-life-balance in particular play a crucial role in the perceived attractiveness of employers (Holtbrügge & Kreppel, 2015). Nevertheless, this perception differs across the various industries (Ibid.…”

Section: Factors Affecting Employer Attractiveness (Erp-theory)mentioning

confidence: 99%

Millenials’ Employer Brand Perception in a German Retail Context

Daniel¹,

Siegfried²,

Michel³

2020

JHRSS

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Employer Attractiveness of Chinese, Indian and Russian Firms in Germany: Signaling Effects of HR Practices

Cited by 17 publications

References 101 publications

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation

Millenials’ Employer Brand Perception in a German Retail Context

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