scholarly journals EMPLOYER BRANDING LITERATURE REVIEW

2021 ◽  
Vol 1 (2) ◽  
pp. 105
Author(s):  
Rajesh Prettypal Singh
Keyword(s):  
Literature Review ◽  
Competitive Advantage ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Business Environment ◽  
Employer Branding

<p>The concept of employer branding has attracted many researchers’ attention in the recent years. In today’s business environment, employer branding becomes one important source of competitive advantage that creates value for all companies. Organizations have identified employer branding as an important tool for attracting and retaining a talented workforce. The aim of this study is to get an understanding of employer branding on a broader spectrum and to examine employee engagement, employee retention, and employee satisfaction as the outcomes of employer branding. The paper focused by clarifying the definitions and the outcomes of employer branding.</p>

The Importance of Knowledge Transfer to Industry

2016 ◽  
Vol 4 (1) ◽  
pp. 1-6
Author(s):  
Emília Madudová ◽  
Keyword(s):  
Literature Review ◽  
Competitive Advantage ◽  
Divergent Thinking ◽  
Business Environment ◽  
Point Of View ◽  
Creative Industry ◽  
Specific Knowledge ◽  
Creative People ◽  
Industry Needs ◽  
Firm Owners

The paper examines the specific knowledge universities transfer to industry, reflecting to creative industry needs. As results shows, the most asked alumni competences should be tacit knowledge and divergent thinking. Divergent thinking influence the creativity. Creativity is often defined as the ability to develop new and useful ideas, but in deep literature review, we can see few irregularities and different definitions of creativity. The paper also evaluates the importance of creativity from business environment point of view and from the creative industry perspective and creative firm owners. As point of view. Another key finding is, that to educate creative people will be one of the key competitive advantage, because mainly the ability to create and disseminate knowledge is often at the heart of the organization's competitive advantage not only in creative industry, but in transport industry as well.

scholarly journals Servant Leadership Style and High-Performance Work System Practices: Pathway to a Sustainable Jordanian Airline Industry

2019 ◽  
Vol 11 (22) ◽  
pp. 6191 ◽  
Author(s):  
Rawan Alafeshat ◽  
Cem Tanova
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Airline Industry ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
High Performance ◽  
Time Lag ◽  
Equation Modeling ◽  
Full Time

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

The Influence of Employer Branding on Employer Attractiveness and Employee Engagement and Retention

2020 ◽  
Vol 11 (4) ◽  
pp. 48-69
Author(s):  
Nasser Fathi Easa ◽  
Ayman Mahmoud Bazzi
Keyword(s):  
Employee Engagement ◽  
Employee Retention ◽  
Empirical Studies ◽  
Main Tool ◽  
Employer Branding ◽  
Topic Analysis ◽  
The Past ◽  
Research Findings ◽  
Employer Attractiveness

This paper aims to review the literature over the past 10 years related to employer branding by shedding light on its role of enhancing employer attractiveness, employee engagement, and retention. The paper offers a better understanding for the literature gap related to the employer branding field. A systematic review of 33 articles published between 2010 and 2019 was conducted in which the reviewed papers were classified depending on electronic databases, namely Emerald, Science Direct, and Business Source Complete. The research findings were analyzed based on two classifications: descriptive and main topic analysis. The majority of the reviewed articles were empirical studies published during the year 2018, revealing the importance of employer branding by creating employer attractiveness, employee engagement, and employee retention, in addition to focusing on employee retention as a main tool for achieving a competitive advantage.

Organizational Agility and HRM Practices: Theoretical Framework and Perspective

2019 ◽  
Vol 118 (12) ◽  
pp. 177-194
Author(s):  
Dr. Mohammad Qwaider Alamro ◽  
Seied Beniamin Hosseini ◽  
Dr. Ayesha Farooq
Keyword(s):  
Literature Review ◽  
Competitive Advantage ◽  
Business Environment ◽  
Organizational Agility ◽  
Hrm Practices ◽  
Research Article ◽  
Comprehensive Literature Review ◽  
The People ◽  
Organisational Agility ◽  
Competent Staff

As a consequence of never-ending changes occurs in the business environment, organisations must ensure that they own proficient people who could adapt themselves to development. An agile organisation is one that possesses the ability to face changes and succeed with the support of competent staff and strategies. This research article emphasises the competitive advantage which organisation offer in turbulent scenario. However,  This study presents a comprehensive literature review to create an apparent link between organisational agility and HRM practices. It provides an abstract landscape that acknowledges rule the people in building of organisations responsive.

Unbundling employer branding, job satisfaction, organizational identification and employee retention: a sequential mediation analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shubhangi Bharadwaj ◽  
Nawab Ali Khan ◽  
Mohammad Yameen
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Competitive Advantage ◽  
Social Exchange ◽  
Organizational Identification ◽  
Employee Retention ◽  
Mediation Model ◽  
Branding Strategy ◽  
Employer Branding ◽  
Content Type

PurposeThis paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.Design/methodology/approachA cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.FindingsThe results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.Practical implicationsThe findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.Originality/valueThe researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

The Entrepreneurial Process in Purified Water System of Indonesia Pharmaceutical Industry Toward Green Business Environment and Sustainable Competitive Advantage

2015 ◽  
Vol 21 (4) ◽  
pp. 700-704
Author(s):  
Mts. Arief ◽  
Rano Kartono
Keyword(s):  
Water Treatment ◽  
Pharmaceutical Industry ◽  
Literature Review ◽  
Competitive Advantage ◽  
Conceptual Framework ◽  
Water System ◽  
Business Environment ◽  
Sustainable Competitive Advantage ◽  
Framework Model ◽  
Green Business

The enterprenurial process in purified water system is typical not just how entrepreneurs whose played in water treatment industry viewed as opportunity, creativity, innovation and leadership, but also need to focused on green business environment and most importantly the sustainability in Indonesian pharmaceutical industry. In addition, pharmaceutical industry in Indonesia is one the rapidly growing industries with a market that continues to grow and the largest pharmaceutical market in the ASEAN region. The aim of this paper is to examine the literature review and conceptual framework model to shown that the entrepernurial process in purified water system of Indonesia pharmaceutical industry will lead to green business environment and sustainable competitive advantage.

Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature

2019 ◽  
Vol 19 (1) ◽  
pp. 85-105
Author(s):  
Bindiya Gupta ◽  
Shweta Mittal ◽  
Vivek Mittal
Keyword(s):  
Literature Review ◽  
Employee Retention ◽  
Careful Analysis ◽  
Review Of Literature ◽  
Employer Branding ◽  
Recruitment And Retention ◽  
Employee Recruitment ◽  
Comprehensive Literature Review ◽  
Long Run ◽  
The Impact

The current recruitment scenario, which is highly dynamic and challenging, calls for the attention of academics and practitioners alike. Recently, several studies were conducted to understand the possible relationship between employer branding and employee retention (Gilani & Cunningham, 2017; Wilden, Gudergan, & Lings, 2010). In the present study, an attempt has been made to explore the impact of employer branding on employee recruitment and retention. A comprehensive literature review of previous studies on this topic was conducted, in an attempt to understand the influence of employer branding on each aspect of recruitment. For this purpose, concepts from signalling theory, person-organisation fit and social identity were considered. Careful analysis of previous studies reveals that employer branding has an impact on an organisation's ability, not only to recruit, but also to retain, desired employees. Further, the organisations which are able to successfully project their images as potential employers of choice are bound to reap benefits in the long run.

Talent Management Practices, Employee Engagement, Employee Retention; Empirical Evidence from Malaysian SMEs

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Fadillah Ismail ◽  
Heng Ka Ka ◽  
NG Wee Fern ◽  
Muhammad Imran
Keyword(s):  
Employee Engagement ◽  
Quantitative Research ◽  
Employee Retention ◽  
Business Performance ◽  
Management Practices ◽  
Talent Management ◽  
Business Environment ◽  
Beneficial Impact ◽  
The Relationship ◽  
Self Administered Questionnaire

The aim of this research is to investigate the relationship between talent management practices, employee engagement, and employee retention in the small and medium-sized enterprises (SMEs) in Malaysia. To assess the current issues in the industry, a researcher performed a study of relevant themes and subjects in the most recent literature. The above research utilizes a framework to analyze the business environment, while also providing insight on how to employee retention and employees engagement. A study on quantitative research was done. A self-administered questionnaire is used in this study. In this study, convenience sampling methods were employed. A total of 55 employee answered the surveys correctly. This research was analyzed using SPSS version 26. According to the findings of the study, talent management practices have a beneficial impact on employee engagement and retention. Talent management practices contribute for 74.3 percent of employee engagement, and it is expected to improve by 92 percent if talent management is indicated. Talent management practices, on the other hand, accounted for 74.3 percent of employee engagement and are projected to grow by 92 percent if talent management is implemented in a business. The relevant conclusion from the study into talent management practices may have a beneficial impact on employee engagement and retention, allowing the organization to achieve business performance.      

scholarly journals Employee Satisfaction vs. Employee Engagement vs. Employee NPS

2018 ◽  
Vol 10 (1) ◽  
pp. 228
Author(s):  
Maya Yaneva
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Human Resources Management ◽  
Business Environment ◽  
Working Environment ◽  
Local Market ◽  
Business Organizations ◽  
Net Promoter Score ◽  
Net Promoter

Human Resources are key for the success of business organizations. The science is focusing on Human Resources Management in times when technical resources are rapidly developing and significantly changing the working environment. The requirements toward the human resources are evolving as well. At the same time, the expectations of the candidates toward the employers are getting more demanding in terms of working conditions and appreciation. Employee profiles and change management are key aspects of HR management while the companies are striving to adjust their learning and development programs, working environment and structures in order to retain and develop their associates. Companies start to measure their employees’ satisfaction, than converting to employee engagement and nowadays more and more organizations are focusing on employee NPS (net promoter score), which is not only promoting the products or services of the company they are engaged in, but also the company as an employer. This paper is focusing on employee satisfaction, employee engagement and eNPS (employee net promoter score). It gives guidance what are the global trends with local impact, presenting results from several surveys on the Bulgarian market of global and local companies executed between 2012 and 2017. The primary focus of the research is to outline which channels and ways of communications are the most beneficial in the attempts of the business organizations to address their employees, boost their enjoyment and motivation and make them ambassadors of the product and services they produce, but also promote them as an employer. Presenting the outcome of the surveys is giving guidance on top drivers for employee satisfaction, engagement and loyalty. It is leading to conclusions that are enlightening the associates’ interpretation of those drivers in the different contexts of business environment. The organizations are conducting internal surveys within their global structures, but also participating in researches on the local market in Bulgaria to cross check the findings and the trends. Local cultural differences are influencing the organizational culture and trends of the business. The paper analyses the results related to the Bulgarian market and provides further recommendations as to how to address the findings resulting from the survey.

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