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.

Employee Online Communities

2022 ◽  
pp. 425-440
Author(s):  
Shirin Alavi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Online Communities ◽  
Employee Retention ◽  
Mission Statement ◽  
Internal Communication ◽  
Corporate Values ◽  
The Past ◽  
The World

This chapter seeks to impart understanding of the role of employee online communities for enhanced employee engagement and retention in an organization. The highly engaged and motivated employees would contribute more towards accomplishing the organizations goals. The various research studies conducted in the past across the world identify job satisfaction as a major determinant of employee engagement and retention. The role of internal communication through employee online communities of organizations or intranets is theoretically suggested to be a major influencer for the enhancement of employee engagement efforts. This can help to enhance and support culture, corporate values, mission statement, and annual company goals. The purpose of this chapter is to investigate the role that the employee online communities of organizations play in order to support the twin objectives of employee retention and engagement. Engaging employees can be the catalyst for inducing positive change among employees and, as a result, boosting an organization's success.

Employee Online Communities

2018 ◽  
pp. 57-71
Author(s):  
Shirin Alavi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Online Communities ◽  
Employee Retention ◽  
Mission Statement ◽  
Internal Communication ◽  
Corporate Values ◽  
The Past ◽  
The World

This chapter seeks to impart understanding of the role of employee online communities for enhanced employee engagement and retention in an organization. The highly engaged and motivated employees would contribute more towards accomplishing the organizations goals. The various research studies conducted in the past across the world identify job satisfaction as a major determinant of employee engagement and retention. The role of internal communication through employee online communities of organizations or intranets is theoretically suggested to be a major influencer for the enhancement of employee engagement efforts. This can help to enhance and support culture, corporate values, mission statement, and annual company goals. The purpose of this chapter is to investigate the role that the employee online communities of organizations play in order to support the twin objectives of employee retention and engagement. Engaging employees can be the catalyst for inducing positive change among employees and, as a result, boosting an organization's success.

scholarly journals Emotion Regulation Choice: Differences in U.S. and Indian Populations

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Ashish Mehta ◽  
Gerald Young ◽  
Alyssa Wicker ◽  
Sarah Barber ◽  
Gaurav Suri
Keyword(s):  
Emotion Regulation ◽  
Choice Behavior ◽  
Indian Philosophy ◽  
Empirical Studies ◽  
Cognitive Reappraisal ◽  
The Past ◽  
Intensity Images ◽  
Internal And External Factors ◽  
Effective Use

In the past two decades, researchers have conclusively demonstrated that various emotion regulation (ER) strategies give rise to differing consequences. Such findings have prompted an examination of the internal and external factors that contribute to emotion regulation choice. Previous empirical studies modeling ER choice have been limited to Western samples. Based on knowledge of the role of culture in other choice behavior, we sought to test whether culture was a driver of ER choice. For the present studies, we compared ER choices of participants from India, to ER choices of participants from the U.S.A. Research demonstrating a correlation between religiosity and effective use of cognitive reappraisal lead us to anticipate the more religious India showing higher rates of cognitive reappraisal. Based on the incorporation of acceptance themes in Indian philosophy, as well as higher rates of fatalistic outlooks in India, we also expected to see Indian participants more frequently using an acceptance ER strategy. We further expected that difference in choice strategies would be moderated by emotional intensity of the stimuli. To test these hypotheses, we presented high and low-intensity emotion-eliciting images to both samples and recorded ER choice selections. We discovered that as hypothesized, the Indian sample was significantly more likely to use cognitive reappraisal than the U.S. sample, specifically for high intensity images. Contrary to our hypothesis, the choice rate for acceptance was indistinguishable in the Indian and U.S. samples. This research indicates that culture bears considerably on which strategies people choose to employ when regulating emotion in response to negative stimuli.

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 role of affective states in potential applicants’ evaluations of employer attractiveness

2019 ◽  
Vol 33 (4) ◽  
pp. 363-386
Author(s):  
Manfred Auer ◽  
Gabriela Edlinger ◽  
Tanja Petry ◽  
Judith Pfliegensdörfer
Keyword(s):  
Qualitative Data ◽  
Negative Emotions ◽  
Affective States ◽  
Employer Branding ◽  
Job Seeking ◽  
Potential Employer ◽  
Subjective Perceptions ◽  
Concurrent Verbalization ◽  
Employer Attractiveness

What role do emotions play as a job seeker eyes up a potential employer? Our contribution to research into employer attractiveness explores the role that affective states play in potential applicants’ subjective perceptions of companies’ employer attractiveness in the early phase of job seeking. We adopt a concurrent verbalization approach to inquire into qualified potential applicants’ processes of interpreting employer branding material. Based on these data, we provide insights into the neglected role of emotions in research on potential applicants’ assessments of the appeal of an organization. The findings from a multistep qualitative data analysis produce the following four propositions: (1) strong emotions influence the outcome of the opinion-making process; (2) negative emotions play a crucial role in potential applicants’ evaluations of employer attractiveness; (3) some contents of employer information elicit negative emotions, whereas their complementary counterparts do not elicit positive affective reactions; and (4) expectations towards an employer and comparisons among employers influence potential applicants’ sentiments about individual employers.

Gendered Massacres: Examining the Effects of Cultural and Structural Gender Inequality on the Incidence of Mass Public Shootings

2020 ◽  
Vol 35 (6) ◽  
pp. 885-905
Author(s):  
Margaret Schmuhl ◽  
Joel A. Capellan
Keyword(s):  
Empirical Research ◽  
Gender Inequality ◽  
Social Problem ◽  
Empirical Studies ◽  
Cultural Factors ◽  
Future Research ◽  
The Past ◽  
Mass Public ◽  
Gender Hierarchy

With nearly 97% of incidents within the past 40 years committed by men, mass public shootings are a gendered social problem. Yet, empirical research on this phenomenon largely neglects gender hierarchy and cultural factors as predictors, in favor of individual- and event-level characteristics. Despite calls from scholars to place masculinity and threats to patriarchal hegemony at the center of analyses, no empirical studies to our knowledge have examined the role of gender inequality in mass public shootings. The findings indicate that gender inequality, structural and ideological, are important predictors of mass public shootings and that future research should continue to investigate such violence from a gendered lens.

scholarly journals Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes

ETIKONOMI ◽  
2020 ◽  
Vol 19 (1) ◽  
pp. 77-94
Author(s):  
Asif Hussain Samo ◽  
Suman Talreja ◽  
Azeem Akhtar Bhatti ◽  
Syeda Aisha Asad ◽  
Laiba Hussain
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Employee Performance ◽  
Organizational Outcomes ◽  
Equation Model ◽  
Employer Branding ◽  
Intention To Stay ◽  
Mediating Role ◽  
And Performance

Employer branding is an intriguing junction of marketing and human resource management, where the positive intangible perception of the employer makes the organization a valuable. It is antecedents and outcomes have been tried and tested. However, there is a need to empirically test how employer branding lures the employees to perform well and to remain loyal to the employer. This study aimed to find the mediating impact of employee engagement between the relationships of employer branding and performance of the employees and their intention to stay in the companies. By using the structural equation model (SEM), the results revealed the full mediation role of employee engagement in between employer branding and employee performance and their intention to stay. This study implies that the bank needs to induce employees to remain engaged, as, with this, the performance and talent retention will yield.JEL Classification: D23, M31How to Cite:Samo, A. H., Talreja, S., Bhatti, A. A., Asad, S. A., & Hussain, L. (2020). Branding Yields Better Harvest: Explaining The Mediating Role of Employee Engagement in Employer Branding and Organizational Outcomes. Etikonomi: Jurnal Ekonomi, 19(1), 77 – 94. https://doi.org/10.15408/etk.v19i1.12320.

scholarly journals The role of HRM practices in retaining employees: evidence from the banking sector

2021 ◽  
Vol 7 (4) ◽  
pp. 232-247
Author(s):  
Muhammad Daniyal ◽  
Mrestyal Khan
Keyword(s):  
Performance Appraisal ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Training And Development ◽  
Working Environment ◽  
The Past ◽  
Convenience Sampling ◽  
And Performance

Banking is one of the fastest-growing sectors because of its contribution to the economy, however, today employee retention is demurring for banks and they are striving to fulfil this challenge. It has been observed from the past few years that it is due to the lack of knowledge related to the proper implementation of HR practices in the commercial banks. The main purpose behind conducting the research is to understand the effect of compensation (C), working environment (WE), training and development (T&D), and performance appraisal (PA) on employee retention (ER). The study used convenience sampling with a sample size of 200 and data was collected from the employees of different commercial banks located in Islamabad and Rawalpindi. The empirical results showed that WE, PA, and COM have a significant positive relationship with the ER whereas T&A has the insignificant one.

scholarly journals Unraveling the Interconnections Between Statistical Learning and Dyslexia: A Review of Recent Empirical Studies

2021 ◽  
Vol 15 ◽  
Author(s):  
Sonia Singh ◽  
Christopher M. Conway
Keyword(s):  
Statistical Learning ◽  
Empirical Studies ◽  
Learning Ability ◽  
Human Cognition ◽  
Future Research ◽  
Research Findings ◽  
Adults And Children ◽  
Structured Information ◽  
Learning Impairment

One important aspect of human cognition involves the learning of structured information encountered in our environment, a phenomenon known as statistical learning. A growing body of research suggests that learning to read print is partially guided by learning the statistical contingencies existing between the letters within a word, and also between the letters and sounds to which the letters refer. Research also suggests that impairments to statistical learning ability may at least partially explain the difficulties experienced by individuals diagnosed with dyslexia. However, the findings regarding impaired learning are not consistent, perhaps partly due to the varied use of methodologies across studies – such as differences in the learning paradigms, stimuli used, and the way that learning is assessed – as well as differences in participant samples such as age and extent of the learning disorder. In this review, we attempt to examine the purported link between statistical learning and dyslexia by assessing a set of the most recent and relevant studies in both adults and children. Based on this review, we conclude that although there is some evidence for a statistical learning impairment in adults with dyslexia, the evidence for an impairment in children is much weaker. We discuss several suggestive trends that emerge from our examination of the research, such as issues related to task heterogeneity, possible age effects, the role of publication bias, and other suggestions for future research such as the use of neural measures and a need to better understand how statistical learning changes across typical development. We conclude that no current theoretical framework of dyslexia fully captures the extant research findings on statistical learning.

Who benefits from benefits?

2017 ◽  
Vol 16 (3) ◽  
pp. 117-124
Author(s):  
John Gerard Fisher
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Employee Benefits ◽  
Content Type ◽  
Specific Research ◽  
Commercial Practice ◽  
Annual Basis ◽  
The Past ◽  
Practical Implications

Purpose This paper aims to review the role of benefits within the employee engagement mix of activities and products and provide three areas for strategic improvement. Design/methodology/approach The paper examines surveys and some well-known models for the inclusion of benefits in employee remuneration and draws on any insights that study uncovers. Findings The findings are that employee benefits should be critically appraised on an annual basis, not simply added to because they seem popular or are “in the news”. Research limitations/implications No specific research was undertaken, as this was a viewpoint of current commercial practice. Practical implications Employers should recognize that spend-to-get benefits require participants to spend their own money and therefore represent a cost to employees rather than a benefit. Employers need to research benefits take-up and participant opinions if the value of introducing them is to be fully realized. Communicating the features of benefits is usually poorly done by internal HR teams. Social implications Better scrutiny of the benefits basket and a closer eye on their effectiveness are required. Originality/value This is a considered view taken from the experience of running a number of commercial engagement programmes in the past 12 months with a view to helping practitioners avoid costly mistakes in future.

Sign in / Sign up

Export Citation Format

Share Document