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Thematische Bibliographien / Employer organisations / Zeitschriftenartikel

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Zeitschriftenartikel zum Thema „Employer organisations“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 29. Juli 2025

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1

Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support

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Pokhrel, Shree Krishna, Sudha Bhujel, and Laxman Pokhrel. "Employer Branding as a Promoter of Employees’ Organisational Commitment." Journal of Business and Social Sciences Research 8, no. 1 (2023): 1–16. http://dx.doi.org/10.3126/jbssr.v8i1.56574.

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The purpose of the study is to investigate the role of employer branding (EB) on employee organisational commitment (OC) among employees of various service sectors such as banking and financial institutions and health. The paper employed a cross-sectional survey research design consisting of a self-administrated questionnaire for collecting data from 260 employees. Data were collected using purposive sampling. A Partial Least Squares Structural Equation (PLS-SEM) was used to test the hypotheses. The findings show that EB positively and significantly affects affective commitment (AC), continuou

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Chawla, Poonam. "Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit." Industrial and Commercial Training 52, no. 1 (2019): 35–49. http://dx.doi.org/10.1108/ict-06-2019-0063.

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Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement

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Pinková, Aneta. "Employer Organisations and Business Groups in the Czech Republic." Politics in Central Europe 11, no. 1 (2015): 75–90. http://dx.doi.org/10.1515/pce-2015-0002.

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Abstract This article is a case study focusing on employer organisations and business organisations in the Czech Republic. In legal terms, employer organisations are a specific type of interest group with special regimes of registration and record keeping. Unlike business groups, they are endowed with certain privileges and, in particular, can participate in collective bargaining. This study analyses the relations between these two types of groups. The database originates from a questionnaire-based survey undertaken in 2010 among 91 groups representing businesses and employers. The analysis fo

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Gupta, Bindiya, Shweta Mittal, and Vivek Mittal. "Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature." Marketing Review 19, no. 1 (2019): 85–105. http://dx.doi.org/10.1362/146934719x15633618140792.

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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 employ

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Aanchal and Heena Atwal. "Perceived Employer Branding, Employee Engagement and Employee Outcomes: A Proposed Mediation Model." Colombo Business Journal 14, no. 2 (2023): 32–56. http://dx.doi.org/10.4038/cbj.v14i2.156.

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This paper develops a conceptual framework to understand the relationship between perceived employer branding, employee engagement, and desirable attitudinal and behavioural outcomes. This conceptual framework proposes employee engagement as a mediator between perceived employer branding and different attitudes and behaviours such as job satisfaction, organisational commitment, turnover intention, task performance, and organisational citizenship behaviour in accordance with social exchange theory and the job-demand resources model. The paper expanded the research on employer branding by presen

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Zolak Poljašević, Branka. "EMPLOYER BRAND PROMOTION: DOES IT REALLY MATTER IN TRANSITION COUNTRIES?" SCIENCE International Journal 3, no. 1 (2024): 167–73. http://dx.doi.org/10.35120/sciencej0301167z.

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The employer brand refers to the reputation that an organisation has as an employer. The employer brand can be influenced by all the information that the organisation puts out about itself, as well as by all the actions it takes. A positive and strong employer brand has a direct impact on the attraction of quality candidates, their engagement, and retention of current employees. That is why contemporary organisations use all available communication channels to promote their employer brand, i.e. their values and unique culture. In contemporary business environment, the internet and social media

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Demougin, Philippe, Leon Gooberman, Marco Hauptmeier, and Edmund Heery. "Employer organisations transformed." Human Resource Management Journal 29, no. 1 (2018): 1–16. http://dx.doi.org/10.1111/1748-8583.12222.

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Farooq, Baziga, Nabila Mushtaq, Peerzada Munaqib Naseer, and Iqbal Ahmad Hakim. "Impact of Employer Branding on Job Satisfaction: A Conceptual Framework." Asian Journal of Economics, Business and Accounting 24, no. 8 (2024): 87–97. http://dx.doi.org/10.9734/ajeba/2024/v24i81443.

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Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers publish

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Nath, Pramath. "Perspectives on the Changing Face of Employee Development." NHRD Network Journal 15, no. 3 (2022): 337–44. http://dx.doi.org/10.1177/26314541221092253.

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Employee development is arguably the most critical variable impacting organisational effectiveness. It has a direct correlation with the culture of the organisation. It thrives in farsighted organisations whose credo is to develop talent and help them grow. Traditionally, the responsibility of the employer has been to deploy appropriate interventions for developing the skills and shaping the behaviours of the employees. Of late, the paradigm has shifted. It is increasingly becoming incumbent upon the employees to take control of their development and career. The paradigm has shifted from train

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Gilani, Hasan, and Shabana Jamshed. "An exploratory study on the impact of recruitment process outsourcing on employer branding of an organisation." Strategic Outsourcing: An International Journal 9, no. 3 (2016): 303–23. http://dx.doi.org/10.1108/so-08-2015-0020.

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Purpose This paper aims to focus on “Recruitment Process Outsourcing” (RPO) as a key element of improvement in corporate brand of organisation through using the talent and capabilities of employees. This research explores the linkages and interconnection between the concepts of RPO and its contribution towards the employer branding process. The review of the literature on RPO and employer branding identifies an emergence of conceptual framework based around outsourcing effectiveness and its impact on employer branding. Design/methodology/approach Exploratory research was carried out using case

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Stachowska, Sylwia, and Justyna Wontora. "Employer Branding as a Modern Form of Building the Employer’s Image – Students’ Perspective as Future Employees." Olsztyn Economic Journal 16, no. 2 (2021): 263–77. http://dx.doi.org/10.31648/oej.8154.

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Under the conditions underlying the contemporary work market, the brand of an organisation as an attractive employer, especially in the opinion of young, talented people, can be a key factor leading to the success of the company in a longer perspective. From this standpoint, the concept of employer branding is gaining importance as a modern way of creating an image of an employer among the current and future employees. The aim of this study has been to evaluate the effectiveness of employer branding activities implemented by organisations operating on the labour market in the eyes of stu

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Chawla, Poonam. "Impact of Employer Branding on Employee Engagement in BPO Sector in India With the Mediating Effect of Person-Organisation Fit." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (2020): 59–73. http://dx.doi.org/10.4018/ijhcitp.2020070104.

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With human capital emerging as a sustainable source of strategic advantage organisations are focusing on developing employee value propositions which consistently engage their workforce so that they can proactively contribute towards the achievement of organisational goals. This research investigates the impact of employer branding strategy (a mechanism used by organisations to engage competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organization (P-O) fit. The study analyses a sample of 296 employees working in the BPO sector (offshore cal

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Traxler, Franz. "Employers and employer organisations: the case of governability." Industrial Relations Journal 30, no. 4 (1999): 345–54. http://dx.doi.org/10.1111/1468-2338.00130.

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Varghese, John, and R. Deepa. "Gamification as an Effective Employer Branding Strategy for Gen Z." NHRD Network Journal 16, no. 3 (2023): 269–79. http://dx.doi.org/10.1177/26314541231170438.

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This study explores the effectiveness of gamification as an employer branding strategy on applicant engagement, talent attraction and candidate selection in the Gen Z workforce. Specifically, through a comprehensive literature review, the research identifies person-organisation (P-O) fit and organisational identification as intervening mechanisms for the above outcomes. A pilot study was conducted on 40 Gen Z postgraduate students who had undergone a gamified assessment in their placement process. The participants were asked to rank the top 10 attributes they perceive their organisation to sta

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Sutherland, M. M., D. G. Torricelli, and R. F. Karg. "Employer-of-choice branding for knowledge workers." South African Journal of Business Management 33, no. 4 (2002): 13–20. http://dx.doi.org/10.4102/sajbm.v33i4.707.

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Attracting knowledge workers is recognised as a critical success factor by organisations. In order to succeed in the war for talent many organisations realise they need to brand themselves as employers of choice. This research established the factors knowledge workers regard as important organisational attributes when seeking an employer and what communication channels signal these attributes to knowledge workers.This was a two-phase study involving 274 knowledge workers. Qualitative research identified the organisational attributes desired and the communication channels used. Quantitative res

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K.Chandhana and David Easow Dr. "STUDY ON THE CAUSE FOR INCREASING ATTRITION RATE IN LOGISTICS SECTOR." International Journal of Marketing & Financial Management 2, no. 9 (2014): 58–64. https://doi.org/10.5281/zenodo.10806957.

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<strong>Abstract</strong> <em>                     An organisation`s strength is its resource. Resource can be categorised into many segments among which human resource is the most valued and an essential element of an organisation. The paper is based on “increased attrition rate in Logistics sector”. This paper would enable to understand the importance and the necessary of a company to retain its human resource which has become a serious issue in the current scenario. This paper int

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John, Anjali, and Jagathy Raj V. P. "Employer Branding." International Journal of Knowledge-Based Organizations 10, no. 3 (2020): 23–40. http://dx.doi.org/10.4018/ijkbo.2020070103.

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The interest in employer branding has increased tremendously over last few decades among practioners and academicians. Organisations have identified employer branding as an important tool for attracting and retaining a talented workforce. It has moved into the heart of the board room and has become a significant strategy for the endurance and sustainability of the organisation in this competitive market. Employer branding has the potential of building relationships across the organisation, but academic works in this area are very limited and little is known about the relationship outcomes of e

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Pandey, Neeraj. "Future of Employer Branding in the Era of Bard, ChatGPT, Metaverse and Artificial Intelligence." NHRD Network Journal 16, no. 3 (2023): 258–68. http://dx.doi.org/10.1177/26314541231170434.

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There is a war for talent among organisations. Today current and prospective talented employees have multiple forms of employment opportunities. In such a scenario, employer branding becomes critical for acquiring skilled talent for the growth of any organisation, including for startup firms. The new age platforms like Bard, ChatGPT, metaverse and artificial intelligence provide opportunities for practising employer branding in novel and immersive ways. The study proposes a framework for organisations to help them align with the futuristic employer branding activities using these latest tools

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Sthapit, Arhan, and Bikash Shrestha. "Dimensions of Attractiveness in Employer Branding for Employee Retention in Nepalese Hospitality Industry." Nepalese Journal of Hospitality and Tourism Management 1, no. 1 (2020): 13–27. http://dx.doi.org/10.3126/njhtm.v1i1.44400.

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The topic of employer branding and employee retention is attracting great attention of management researchers and practitioners. Employer branding is one way that increases value of organisations, which integrates two significant organisational fields of branding and human resources, and together they give an adjusted view on the most proficient way to pull in and retain required employees. In this regard, the present study aims at investigating the major dimensions of attractiveness in employer branding for human resource retention in Nepalese hospitality industry. The study employed a cross-

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Vnoučková, Lucie. "Practices of Talent Management in Organisations in the Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 64, no. 2 (2016): 701–9. http://dx.doi.org/10.11118/actaun201664020701.

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As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate stat

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Tiwari, Vivek. "Trust: The Bedrock of Nations, Societies and Organisations—A Talent Imperative." NHRD Network Journal 18, no. 1 (2025): 70–76. https://doi.org/10.1177/26314541251325705.

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Numerous studies worldwide have highlighted the significance of trust in all aspects of life. Whether it is a nation, society or organisation, the importance of trust-building is unquestionable. Studies have established a linkage between trust and economic prosperity, and organisations recognise the importance of instilling and communicating trust to all their stakeholders to create long-term value. However, the growing depletion of trust in institutions and individuals in leadership capacities is a cause for concern. Findings from the Edelman Trust Barometer and other renowned organisations r

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Maheshwari, Vishwas, Priya Gunesh, George Lodorfos, and Anastasia Konstantopoulou. "Exploring HR practitioners’ perspective on employer branding and its role in organisational attractiveness and talent management." International Journal of Organizational Analysis 25, no. 5 (2017): 742–61. http://dx.doi.org/10.1108/ijoa-03-2017-1136.

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Purpose The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture. Design/methodology/approach This study

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Rajan, Soumya G. "Inversion of Control in Employee–Employer Relation: Multiple Case Study of Generational Cohorts from State Government Sector." NHRD Network Journal 15, no. 2 (2022): 231–45. http://dx.doi.org/10.1177/26314541221077145.

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The article embarks upon its investigation with the help of multiple case analysis to benefit some perspectives on organisational control. It studies certain generational cohorts of employees who engage with organisations that do not represent the usual spectrum of economic interests namely government organisations. The cases belong to generations that temporally lie closer to each other and the employees have retired from service. The case analyses the perception of evolving nature of control on employees. Direction, evaluation and discipline being the three areas that are increasingly discus

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Kryger Aggerholm, Helle, Sophie Esmann Andersen, and Christa Thomsen. "Conceptualising employer branding in sustainable organisations." Corporate Communications: An International Journal 16, no. 2 (2011): 105–23. http://dx.doi.org/10.1108/13563281111141642.

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Arthur-Mensah, Nana. "Bridging the industry–education skills gap for human resource development." Industrial and Commercial Training 52, no. 2 (2020): 93–103. http://dx.doi.org/10.1108/ict-11-2019-0105.

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Purpose The purpose of this study is to describe one advanced manufacturing company’s efforts to build a channel of skilled workforce by developing an apprenticeship programme with high schools. Design/methodology/approach Using a qualitative case study approach, the authors interviewed the members of the organisation to gain insights into opportunities and challenges they faced in addressing their skills needs. Findings The analysis showed that the collaboration and commitment of stakeholders were essential to the success of the programme. Furthermore, flexibility in employer’s expectations t

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Urbancová, Hana, Lucie Vnoučková, Zdenek Linhart, et al. "Impact of Age Management on Sustainability in Czech Organisations." Sustainability 12, no. 3 (2020): 1064. http://dx.doi.org/10.3390/su12031064.

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Age management is becoming an increasingly important part of strategic human resources management practices and can ultimately lead to a competitive advantage. Research results confirmed that a strategic focus on the efficient use of all age categories of employees yields retention, the successful achievement of organisation goals, development, and, ultimately, a competitive advantage. The aim of this article is to identify and evaluate approaches to age management practices in organisations in 1271 organisations in the Czech Republic. Quantitative research was carried out in selected organisa

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Dua, Kavita, and Rajwanti Sharma. "Employer branding: A Systematic Review on changing perspective from then and now." RESEARCH REVIEW International Journal of Multidisciplinary 7, no. 7 (2025): 173–84. https://doi.org/10.31305/rrijm.2022.v07.i07.026.

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From the last three decades, employer branding emerges as a key driver for the organisations. As a result, the topic employer branding has been rapidly growing. This paper discusses, main definitions of employer branding and its related concepts & their evolution over time and the constructs of the employer branding through a systematic review of the literature. After searching for academic publications on Google scholar, 50 papers have been included in the study. Results showed that the definition of employer branding has changed a lot according to the growing pertinence of time. We used

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Traxler, Franz. "Employers and employer organisations in Europe: membership strength, density and representativeness." Industrial Relations Journal 31, no. 4 (2000): 308–16. http://dx.doi.org/10.1111/1468-2338.00167.

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Bera, Agata. "In Search of Outcomes of a Psychological Contract in Public Organisation." International Journal of Contemporary Management 57, no. 2 (2021): 9–18. http://dx.doi.org/10.2478/ijcm-2021-0005.

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Abstract Background Sustainable development of employees is based primarily on practices oriented towards caring for the relationship between the employer and employee. In this approach, the employee's and the employer's perception of mutual obligations, the employee's belief in the conditions for the exchange of mutual experiences with the employer, and mutual obligations resulting from establishing an employer-employee relationship become important factors and elements of the sustainable development strategy of employees. A growing number of soundscape studies involve a psychological contrac

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Carino, James, Philip Taylor, and Damian Morgan. "REVIEW OF WORKPLACE-RELATED GUIDANCE PRESENTED BY ORGANIZATIONS DEALING WITH DEMENTIA OR MILD COGNITIVE IMPAIRMENT." Innovation in Aging 6, Supplement_1 (2022): 124. http://dx.doi.org/10.1093/geroni/igac059.495.

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Abstract A range of organisations in English-speaking countries have prepared guidance materials for individuals who are facing concerns regarding dementia while employed. Some of these organisations have also prepared guidance materials for employers to assist them in engaging employees facing this condition. These are available on organisation websites and may be presented as a downloadable booklet, guide or one or more web pages, aiming to inform about the issues that need to be considered. Information of this type is becoming more important in assisting both parties as dementia is being de

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Basher, Fariha. "The Impact of HRM Practices on Organisational Commitment and Employees’ Intention to Stay: A Comprehensive Analysis." International Journal of Business and Technopreneurship (IJBT) 15, no. 2 (2025): 175–90. https://doi.org/10.58915/ijbt.v15i2.1490.

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Human Resource Management (HRM) practices are one of the crucial issues in today's dynamic business environment that help organisations develop their productivity. This study looks into the effects of some HRM practices, namely, compensation, work-life balance, job security, and supervisor support, on employees' intention to stay with their organisations. Employee retention is an important concern for businesses, as it directly impacts any organisation’s performance, growth, and overall success. The research targets employees with at least two years of experience in Bangladesh's business and f

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Khonjelwayo, Mthunzi, and Thandeka Ellenson. "Change management and employee engagement as a possible turn around strategy." International Journal of Research in Business and Social Science (2147- 4478) 13, no. 8 (2024): 102–6. https://doi.org/10.20525/ijrbs.v13i8.3681.

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The purpose of this study is to explore the concept of change management, and employee engagement as a possible organisational turnaround strategy. This is owing to Organisations exist to deliver their strategic goal and objectives, this would amongst others ensure both technical and tactical strategical success. When organisations strategy is in shape there is a high rate of employee retention and recruitment of the best talent in the market. However, the organisations always faces a conundrum of having to tap in their organisational turnaround strategy which in most cases is marred with resi

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Attipoe, Verlinda, Ifeoluwa Oyeyipo, Damilola Christiana Ayodeji, et al. "Economic Impacts of Employee Well-being Programs: A Review." International Journal of Advanced Multidisciplinary Research and Studies 5, no. 2 (2025): 852–60. https://doi.org/10.62225/2583049x.2025.5.2.3907.

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This review paper examines the economic implications of employee well-being programs in modern workplaces. It synthesises existing literature to analyse the costs and benefits of implementing such programs, exploring their potential to enhance organisational performance and foster a positive workplace culture. Key findings reveal that well-being initiatives can lead to increased productivity, reduced absenteeism, and improved employee morale, resulting in significant cost savings and financial returns for organisations. Moreover, investing in employee well-being confers a competitive advantage

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Tanwar, Karnica, and Asha Prasad. "Employer brand scale development and validation: a second-order factor approach." Personnel Review 46, no. 2 (2017): 389–409. http://dx.doi.org/10.1108/pr-03-2015-0065.

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Purpose The purpose of this paper is to conceptualise, develop and validate a scale to measure the employer brand from the perspective of existing employees. Design/methodology/approach The methodology entailed the compilation of a literature review and conduction of qualitative interviews to generate items. Five employer brand dimensions have been derived through exploratory factor analysis and further validated through confirmatory factor analysis by using a separate data of 313 employees. Also, the employer brand has been specified as a second-order factor that is determined by five first-o

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Sierocka, Iwona. "The Issue of Representativeness in the Lights of the Amended Trade Unions Act." Acta Universitatis Lodziensis. Folia Iuridica 95 (March 30, 2021): 39–50. http://dx.doi.org/10.18778/0208-6069.95.04.

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The subject of the deliberations are issues regarding the representativeness and size of workplace trade union organisations after the changes introduced in the Trade Unions Act in 2018. According to the obligatory provisions, the “representativeness” of a trade union organisation is traditionally conditional on its size, but not only the employees, but also other categories of the employed are taken into account. It is, inter alia, about persons providing work under a contract of mandate or a specific work contract and sole proprietors. By expanding the full rights of coalition onto persons p

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Eden, M., J. Higgerson, K. Payne, W. Whittaker, and S. Verstappen. "AB1603 EVIDENTIAL REQUIREMENTS FOR DECISION-MAKING ABOUT WORKPLACE INITIATIVES TO MITIGATE THE IMPACT OF RHEUMATIC AND MUSCULOSKELETAL DISEASES: QUALITATIVE INTERVIEWS WITH REPRESENTATIVES OF UK ORGANISATIONS." Annals of the Rheumatic Diseases 82, Suppl 1 (2023): 2036.1–2036. http://dx.doi.org/10.1136/annrheumdis-2023-eular.3911.

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BackgroundDecisions about whether to invest in RMD-related workplace initiatives/adaptations can be made by determining, from the relevant perspective, if benefits outweigh the costs of implementation. Little is known about what information organisations need to facilitate these decisions.ObjectivesThis study aimed to explore motivations and evidential requirements for employers to invest in workplace health initiatives.MethodsSemi-structured online interviews with representatives of large UK-based (not-for-profit and for-profit) organisations were audio-recorded. For each organisation, a line

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Barik, Smita, and Sourabh Jain. "Impact of Employer Branding on Employee Retention During COVID-19: An Empirical Study on Private Academic Institutions." IIMS Journal of Management Science 14, no. 1 (2023): 85–106. http://dx.doi.org/10.1177/0976030x221118176.

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In the present scenario of COVID-19 pandemic, where employability and job security are at stake, employees are interested to work in an organisation with high brand value so that their future is secured enough to deal with the economic situation of the country. Be it in India or any other country, employee always want to get attached to a brand so that their self-market value increases. It is believed that employee attached to a bigger brand is in more demand when it comes to recruiting candidates for an organisation. Likewise, bigger brands having diversified businesses are less prone to fluc

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Vinayak, Poonam C., Bilal Mustafa Khan, and Mukesh Chand Jain. "Employer Branding: Sustainable Competitive Advantage for Organisations." International Journal of Emerging Research in Management and Technology 6, no. 3 (2017): 41–44. http://dx.doi.org/10.23956/ijermt/v6n3/127.

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Sinčić Ćorić, Dubravka, and Anja Špoljarić. "The origins of internal communication and employer branding in marketing theories." Communication Management Review 06, no. 01 (2021): 30–45. http://dx.doi.org/10.22522/cmr20210163.

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Internal communications and employer branding are recognized as important tools for achieving an inspirational working environment, which is both an aim and a means of differentiation between organisations. A growing number of studies demonstrate a connection between internal communication and employee identification with the organisation they work for, as well as with their perception of employer’s brand. The aim of this theoretical paper is to identify and elaborate theoretical foundations that contributed to the development of these two concepts. For that purpose, marketing schools of thoug

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Ms., Monika Makhija*1 &. Dr. Shweta S. Kulshrestha2. "A QUALITATIVE STUDY ON IMPACT OF WHISTLE-BLOWERS ON PERFORMANCE OF THE ORGANISATION." INTERNATIONAL JOURNAL OF ENGINEERING SCIENCES & RESEARCH TECHNOLOGY 7, no. 2 (2018): 596–602. https://doi.org/10.5281/zenodo.1184017.

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In current challenging environment, where organisations are going extremes to achieve top positions, and the employees pushes hard to perform at the best level, there is always a scope of doing things which may be unethical or illegal. This provides an opportunity to member of the organisation to disclose such unethical or suspicious events. This is known as whistleblowing. As per company act 2013 “The Company shall establish a vigil mechanism for directors and employees to report concerns about unethical behaviour, actual or suspected fraud or violation of the company's code of cond

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Lockwood, Graeme, Claire Henderson, and Stephen Stansfeld. "An assessment of employer liability for workplace stress." International Journal of Law and Management 59, no. 2 (2017): 202–16. http://dx.doi.org/10.1108/ijlma-10-2015-0053.

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Purpose This study aims to examine workplace stress in a random sample of litigated cases heard in UK courts. The majority of claims related to clinical depression. The alleged causes of workplace stress most commonly cited in the litigation included excessive workload, followed by poor management practices; organisational, economic or technical changes; aggressive management style; and bullying by co-workers. Design/methodology/approach The term claimant is used to refer to the worker who made the original complaint of workplace stress, and the term defendant refers to the employing organisat

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Na-Nan, Khahan, Peerapong Pukkeeree, Ekkasit Sanamthong, Natthaya Wongsuwan, and Auemporn Dhienhirun. "Development and validation of counterproductive work behaviour instrument." International Journal of Organizational Analysis 28, no. 3 (2019): 745–63. http://dx.doi.org/10.1108/ijoa-04-2019-1748.

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Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to

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Stevens, Tony. "How to be an adaptable employer." Children and Young People Now 2022, no. 4 (2022): 40. http://dx.doi.org/10.12968/cypn.2022.4.40.

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Miller, Jill. "The well-being and productivity link: a significant opportunity for research-into-practice." Journal of Organizational Effectiveness: People and Performance 3, no. 3 (2016): 289–311. http://dx.doi.org/10.1108/joepp-07-2016-0042.

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Purpose The purpose of this paper is to position well-being as a necessary component of the productivity debate and highlights the need for a deeper understanding of the nature of such a link. It first considers productivity at the national level in order to show how this affects both the climate and the economic policies within which organisations operate. Design/methodology/approach The paper presents an overview of current research and practice in the area. It treats the organisation as the primary level of analysis, and before highlights some of the apparent challenges in conceptualising w

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Santiago, Joanna. "The relationship between brand attractiveness and the intent to apply for a job." European Journal of Management and Business Economics 28, no. 2 (2019): 142–57. http://dx.doi.org/10.1108/ejmbe-12-2018-0136.

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Purpose The purpose of this paper is to understand the relation between the dimensions of employer brand (EB) attractiveness and the intention to submit a job application to the organisation. An increase of competitiveness in the business world has resulted in an increased effort by organisations to improve the processes of recruitment and retention of talented professionals, as the human capital of organisations is extremely important for their growth and sustainability. Regardless of an organisation’s size, the difficulties faced in recruiting and retaining highly qualified human capital are

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De Clercq, Dirk, Inam Ul Haq, and Muhammad Umer Azeem. "Why happy employees help." Personnel Review 48, no. 4 (2019): 1001–21. http://dx.doi.org/10.1108/pr-02-2018-0052.

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Purpose Drawing from conservation of resources theory, the purpose of this paper is to investigate the relationship between employees’ job satisfaction and helping behaviour, and, particularly, how it may be moderated by two personal resources (work meaningfulness and collectivistic orientation) and one organisational resource (organisational support). Design/methodology/approach Quantitative data were collected from a survey administered to employees and their supervisors in a Pakistani-based organisation. Findings The usefulness of job satisfaction for stimulating helping behaviour is greate

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Shortland, Susan, and Stephen J. Perkins. "What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research." Career Development International 27, no. 2 (2022): 274–97. http://dx.doi.org/10.1108/cdi-08-2021-0209.

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PurposeThe purpose of this paper is to report on trends in the deployment of minority expatriates, review organisational interventions to increase expatriate diversity and to consider the challenges facing employers in widening expatriate diversity through a review of practitioner publications published by relocation management companies/consultancies.Design/methodology/approachA review of 109 practitioner publications on organisational international assignment policy and practice was conducted to identify trends across three decades in minority expatriation and employer interventions to widen

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Szőke, Brigitta, Eszter Ilona Tóth, and Péter Vanó. "The Links between Human Resources Management and Corporate and Human Resources Strategy." Acta Carolus Robertus 12, no. 1 (2022): 85–95. http://dx.doi.org/10.33032/acr.2878.

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The macroeconomic environment has a significant impact on the economic performance of organisations, and therefore has a significant impact on the management of human resources and the need to manage them. The legal regulation of the labour market is carried out by the parliament, the government and local government bodies. All these legal regulators have a major impact on human resource management by setting the conditions of employment and dismissal, the rights of workers and employers. Employee organisations are involved in both the employer and the employee as the representative of the emp

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Arun Kumar, Arti. "Work Values, Organisational Commitment and Job Satisfaction in Relation to Employee Career Stages in Information Technology Organisations." Ushus - Journal of Business Management 18, no. 2 (2019): 66–79. http://dx.doi.org/10.12725/ujbm.47.5.

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The booming Information Technology sector in India has changed the employee-employer relationship. This article investigates the relationship between career stages and work values, organisational commitment and job satisfaction of employees to gain new insights. 190 employees at various career stages were administered three standardised reliable and valid questionnaires on work values, organisational commitment and job satisfaction. A significant difference in cognitive, affective, and instrumental values was seen across career stages. In addition, career stages were found to have no impact on

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