Employer branding and CSR communication in online recruitment advertising

Puncheva‐Michelotti, Petya; Hudson, Sarah; Jin, Gewen

doi:10.1016/j.bushor.2018.04.003

Cited by 70 publications

(47 citation statements)

References 27 publications

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“…Also, previous research warns against too appealing RecW (Dineen et al, 2007). In our study, the inspiration order is Michelotti, Hudson, & Jin, 2018). These empirical glimpses show that participants' prior experiences feed into their critical capacity.…”

supporting

confidence: 47%

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Pernkopf

Latzke

Mayrhofer

2020

Human Res Mgmt Journal

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Traditional recruiting activities are marked by information asymmetry and organisational information control, leading to uncertainty among applicants about employer attractiveness. New technologies profoundly change the picture. Recruiting websites provide more thorough, yet controlled information; online employer reviews offer employee-generated information mostly out of organisational control. While this diminishes information asymmetry, applicants have to handle incongruent information. It remains largely unclear how so-called 'mixed signals' affect employer attractiveness and how applicants interpret them. To address the issue, we developed an integrated theoretical framework based on signalling and convention theory to better understand how applicants interpret and evaluate signals about employers. We then conducted a mixed-method study to examine how congruent and mixed signals influence perceived employer attractiveness. Our results show that while congruent signals increase employer attractiveness and mixed-signal situations reduce it, distinct evaluative patterns emerge when potential

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supporting

confidence: 47%

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Pernkopf

Latzke

Mayrhofer

2020

Human Res Mgmt Journal

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“…Research by Becker‐Olsen, Cudmore, and Hill (2006); Vallaster, Lindgreen, and Maon (2012) reported that consumers do not support the products and offerings of organizations they perceive as irresponsible. Another recent study also suggested that creating a linkage between the brand and stakeholders is the prime purpose of branding (Puncheva‐Michelotti, Hudson, & Jin, 2018). They offered the branding law of CSR, which states that “the importance of CSR to any organization is directly related, and rises in proportion, to the value of the firm's global brand” (Werther Jr & Chandler, 2005, p. 321).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Corporate social responsibility and brand passion among consumers: Theory and evidence

Gilal

Channa

Gilal

et al. 2020

Corp Soc Responsibility Env

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Adopting a social identity theory perspective, this research aims to examine the impact of customers' perceptions associated with corporate social responsibility (CSR) on brand attachment and brand trust and, consequently, consumer brand passion. Additionally, it delves into the mediating roles of brand attachment and brand trust. To this end, a survey entailing a sample of N = 266 young consumers living in Pakistan was used, and exploratory factor analysis, confirmatory factor analysis, and mediation analysis techniques were employed as methods to assess the hypothesized relationships among variables using both AMOS 24.0 and SPSS 24.0. Our findings delineate that customers' perception of a firm's CSR activities significantly increases brand attachment and brand trust; brand attachment and brand trust, and consumer perception of CSR, affect consumer brand passion, and brand attachment and brand trust play a fully mediating role in these relationships. Theoretical and managerial implications are discussed.

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“…Works on EB focus mainly on the CSR environmental and philanthropic dimensions currently viewed as the main motivational factors (Maslow, 1943, Deci and Ryan, 1985, 2008 of qualified employees and Y-generation (e.g. Cycyota, Ferrante and Schroeder, 2016;Puncheva-Michelotti, Hudson and Jin, 2018). Although the content analysis shows the importance of these two CSR dimensions, the introduction of CSR philanthropic and environmental dimensions into the daily life of an organization does not make the organization socially responsible.…”

Section: Csr and Hrm Practices (Rq 4)mentioning

confidence: 99%

“…limited to education and volunteering) or no promotion of CSR activities, even for organizations with the reputation of socially responsible employers. For most employers, this means random practices without any continuity of presenting themselves as socially responsible employers (Puncheva-Michelotti, Hudson and Jin, 2018). According to Puncheva-Michelotti, Hudson and Jin(2018) and Ayshath Zaheera, Khan and Senthilkumar (2015), in the long term, the organization must adopt an appropriate strategic approach for socially responsible EB.…”

Section: Csr and Eb (Rq 6)mentioning

confidence: 99%

A Contemporary Approach to Managing Social Responsibility in Relation to Employees as Perceived in Academic Papers

Jarkovská

2020

ERIES Journal

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Corporate Social Responsibility (CSR) plays a significant role in Human Resource Management (HRM), especially when it comes to stipulating desired employee performance or behaviour, such as work performance, job satisfaction, organizational commitment or retention. However, the academic literature offers very fragmented or partial answers to questions addressing this issue, as many scholars focus exclusively on e.g. one-country or one-industry based sample only. Therefore, the objective of this paper is to summarize the current "state-of-the-art" trends in academic literature and thereafter, based on the findings, propose a broader contemporary conceptual approach to managing CSR in relation to employees. The results suggest a positive causal relationship between CSR and desirable employee behaviour, with job satisfaction often playing the function of a mediator. The findings also suggest that adding CSR to HRM practices could improve employees' work attitudes. In doing so, full compatibility with other concepts and principles across the organization is a premise.

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Employer branding and CSR communication in online recruitment advertising

Cited by 70 publications

References 27 publications

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Effects of mixed signals on employer attractiveness: A mixed‐method study based on signalling and convention theory

Corporate social responsibility and brand passion among consumers: Theory and evidence

A Contemporary Approach to Managing Social Responsibility in Relation to Employees as Perceived in Academic Papers

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