The Dimension of Employer Branding: Attracting Talented Employees to Leverage Organizational Competitiveness

Purusottama, Ambara; Ardianto, Ari

doi:10.21776/ub.jam.2019.017.01.13

Cited by 12 publications

(9 citation statements)

References 18 publications

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“…Celami EB mogą być również między innymi rekrutacja, retencja i produktywność (Buttenberg, 2012;Kucherov, Zamulin, Tsybova, 2019), pozytywne wpływanie na obecnych oraz przyszłych pracowników (Adler, Ghiselli, 2015;Purusottama, Ardianto, 2019), a także stworzenie spójnego i pozytywnego wizerunku pracodawcy również wśród innych interesariuszy (Kubiak, 2014). (Saini i in., 2013).…”

Section: H Rosethorn 2009unclassified

Facebook jako narzędzie wspierające osiąganie celów z zakresu employer brandingu na rynku IT

Figiel

Czajkowska-Sowa

2021

Zarz. Mediami

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Facebook as a Tool Supporting the Achievement of Employer Branding Goals on the IT Market Due to the demand of IT specialists, it is necessary to apply appropriate employer branding activities. To achieve set goals, social media such as Facebook, are used and specific values for stakeholders and strong employer brand are created as well as specialists are encouraged to join or stay in a given organization. What’s more, offered products and services are promoted and the organization presents its own and employees’ development, as well as cooperation process and activities in the field of CSR. Information on events and the celebration of special occasions are also disseminated, and organization presents i.a. workplace culture and recruitment processes, educate recipients and introduce entertainment elements. Due to the above, qualitative research was conducted in the form of an analysis of the content of posts published on Facebook in the period from January 1st to December 31st, 2020, as well as other publications on the discussed phenomenon. The research sample consisted of 4 organizations that took the highest places in the Great Place to Work ranking in the Best Workplaces in Poland 2020 category with over 500 employees, i.e. Cisco Poland, Sii Polska, Hilti (Poland) Sp. z o.o., and Akamai Technologies Poland. The subject of the study was the use of social media in employer branding, and its purpose was to compare the indicated implementation among organizations operating on the IT market. The research problem was the identification of employer branding activities with the use of Facebook among organizations operating on the IT market.

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Section: H Rosethorn 2009unclassified

Facebook jako narzędzie wspierające osiąganie celów z zakresu employer brandingu na rynku IT

Figiel

Czajkowska-Sowa

2021

Zarz. Mediami

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“…Employer branding has been introduced from the marketing discipline to the realm of human resource management (HRM) (Stokes, 2015;Stokes et al, 2016;Valle, 2016;Meyer and Xin, 2017;Theurer et al, 2018;Deepa and Baral, 2019;Purusottama, 2019). Employer branding has two dimensions: the first is a source of attraction for new employees and the second is a source of motivation for incumbents to stay with the employer in the long run (Theurer et al, 2018;Deepa and Baral, 2019).…”

Section: Introductionmentioning

confidence: 99%

The Relationship Between Internal Employer Branding and Talent Retention: A Theoretical Investigation for the Development of a Conceptual Framework

et al. 2022

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The focus of this paper is to develop a comprehensive conceptual framework for the relationship between internal employer brand image and talent retention. An extensive and semi-systematic literature review identified a number of antecedents and consequences that have been empirically tested in various cutting-edge research studies that were conducted around the world. The existing literature is reviewed using a topical approach, and 66 research studies, most recent from various repositories, were carefully chosen and reviewed based on the criteria. Such studies have been discerned and synthesized in order to establish a complete and accurate understanding of the phenomenon. Finally, a comprehensive and relatively rich conceptual framework has been proposed for future empirical explanations in various social settings via prospective research.

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“…In a similar vein, Francois (2000) argues that public sector job candidates with a preference for a specific public good may be more likely to be altruistic and willing to provide unobservable and unpaid effort (Brekke & Nyborg, 2008). From the perspective of the organisation, much of the work in job seeker attraction centres on the importance of employer branding and corporate social responsibility (CSR) as important attractors (Stockman et al, 2020) while reputational issues are examined by Alnıaçık et al (2014) and Purusottama and Ardianto (2019). Other notable work in this area concentrates on organisational reward strategies and work life balance factors to attract skilled job seekers (Sen & Bhattacharya, 2019; Stich, 2020; Z. Wang & Chang, 2019).…”

Section: Introductionmentioning

confidence: 99%

The effectiveness of role autonomy in influencing job pursuit intentions of customer‐oriented frontline job seekers

O'Brien

O’Toole

2021

Psychology and Marketing

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Attracting customer‐oriented frontline employee (FLE) job seekers is important for many service organisations, particularly in competitive environments. It is widely accepted that FLEs' customer‐focused behaviours are instrumental in organisational success. Numerous studies demonstrate that autonomy plays an important role in supporting FLEs' self‐efficacy and in helping to reduce stress attributed to job demands. While autonomy is recognised as a key resource for FLEs, its influence over job pursuit intentions of tertiary‐educated FLE job seekers has received little empirical attention. Based on a sample of 120 undergraduates in their final year and postgraduate students in an Irish university we address this question and the possible impact of perceived job complexity on job pursuit intentions of this particular cohort. In addition, we investigate whether the individual difference characteristic of customer orientation (CO) affects the extent to which autonomy influences job pursuit intentions. Results support the importance of autonomy however, the findings suggest that autonomy's effect on job pursuit intentions is influenced by job seekers' individual CO. The results indicate that autonomy has a stronger effect on job pursuit intentions of FLE job seekers (educated to undergraduate level and beyond) with high versus low CO.

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The Dimension of Employer Branding: Attracting Talented Employees to Leverage Organizational Competitiveness

Cited by 12 publications

References 18 publications

Facebook jako narzędzie wspierające osiąganie celów z zakresu employer brandingu na rynku IT

Facebook jako narzędzie wspierające osiąganie celów z zakresu employer brandingu na rynku IT

The Relationship Between Internal Employer Branding and Talent Retention: A Theoretical Investigation for the Development of a Conceptual Framework

The effectiveness of role autonomy in influencing job pursuit intentions of customer‐oriented frontline job seekers

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