Relevant bibliographies by topics / Generation Z Employer Branding

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  1. Journal articles
  2. Dissertations / Theses
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  5. Conference papers

Academic literature on the topic 'Generation Z Employer Branding'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Generation Z Employer Branding"

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Rzemieniak, Magdalena, and Monika Wawer. "Employer Branding in the Context of the Company’s Sustainable Development Strategy from the Perspective of Gender Diversity of Generation Z." Sustainability 13, no. 2 (2021): 828. http://dx.doi.org/10.3390/su13020828.

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Applying the principles of sustainable development is an element of building the image of an organisation as an employer. The opinions of young people commencing their professional career in this regard may prove important for companies. The aim of this article is to identify a dependence between generation Z’s opinions on employer branding measures based on sustainable development taken by companies and the respondents’ gender. The article presents the results of primary research conducted on a sample of 291 students of higher education institutions in Poland. The methods include questionnair
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Rakhmad, Andro Agil Nur, Dediek Tri Kurniawan, Ooji Futari II, and Yesiana Ihda Kusnayain. "How Employer Branding Attract the Generation Z Students to Join on Start-up Unicorn." JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 7, no. 2 (2021): 33–47. http://dx.doi.org/10.21070/jbmp.v7i2.1531.

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The development of the world revolution has changed the paradigm and stigmas of organizational quality to increase competitiveness from various human resource perspectives. Increasing global challenges have made the employer branding strategy a concern for global research. This study examines the effect of employer branding on Generation Z students' attractiveness and employer choices at unicorn start-ups in Indonesia. This study uses the Structural Equation Model Partial Least Square (SEM-PLS). This study got a total of 200 respondents who fit the criteria. This study's dimensions of employer
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Fodor, Mónika, Katalin Jäckel, Tibor Pál Szemere, and Bernadett Almádi. "The Practical Aspects of Employer Branding in the Light of the Findings of Qualitative Primary Research." Journal of Intercultural Management 11, no. 3 (2019): 66–86. http://dx.doi.org/10.2478/joim-2019-0018.

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Abstract Objective: Our study presents the partial results of the research with the Z generation, which aims to get acquainted with and explore the specific features of selecting Human Resources Professionals (HR) in order to increase employment, especially through the applicability of the tools of employee branding. Our main objective is to explore the tools that can be implemented in the branding process for the potential employees of the Z generation and to demonstrate the practical applicability of these elements to improve investment. In addition, we aim to explore the generational-specif
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Șupeală, Doru. "Inspire to Hire and Win the War for Talents." Marketing – from Information to Decision Journal 1, no. 2 (2018): 54–66. http://dx.doi.org/10.2478/midj-2018-0010.

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AbstractIn the context of a highly dynamic labour market, with the entry of the Y and Z generations in the active workforce and the shift of power balance from employers to employees, the corporate employer brand becomes a strategic element and part of the non-material capital that each company can use to attract and retain top talents and, consequently, to get business performance. This paper proposes a modern vision of leadership and talent management, in which collaboration, empathy, democratization of decisions, development of emotional connections and increasing the level of freedom for e
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Gajanova, Lubica. "Challenges of external personnel marketing." SHS Web of Conferences 92 (2021): 02018. http://dx.doi.org/10.1051/shsconf/20219202018.

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Research background: In the long term, employees are without a doubt the most important success factor for any company. Due to the demographic change, numerous companies are increasingly confronted with a shortage of skilled workers and are therefore facing the increased competition in gaining of the qualified employees. This challenge is exacerbated by a globalization, digitization and the change from an industrial society to a service one as well. In addition, the Slovak and worldwide labor market in the coming years will be characterized by a change of generation, which will form the majori
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Drury, Pauline. "Employer branding." Human Resource Management International Digest 24, no. 3 (2016): 29–31. http://dx.doi.org/10.1108/hrmid-02-2016-0015.

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Purpose The purpose of this paper is to examine the effects of employer branding on company attractiveness to younger workers. Design/methodology/approach The paper analyzes the relative importance attached to symbolic and functional company attributes using a survey conducted at a large North American university. It considers the impact of differing levels of work experience on responses to employer branding. Findings The best employers get nearly twice as many job applications compared with other organizations. So when they are recruiting, they can pick and choose from a bigger talent pool a
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Reis, Germano Glufke, and Beatriz Maria Braga. "Employer attractiveness from a generation perspective: Implications for employer branding." Revista de Administração 51, no. 1 (2016): 103–16. http://dx.doi.org/10.5700/rausp1226.

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Bejtkovský, Jiří. "Factors influencing the job search and job selection in students of Generation Y in the Czech Republic in the employer branding context." Management & Marketing 13, no. 3 (2018): 1133–49. http://dx.doi.org/10.2478/mmcks-2018-0028.

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Abstract The factors influencing job search and job selection are related to employer branding, employer’s position and employer attractiveness on labour market. These factors make employer branding. A conception of employer branding is hot issue not only in scientific research area. The employer branding can be divided into internal and external branding. The main goal of this article was to discover the factors influencing the job search and job selection based on the gender of the respondents and the type of faculty in the employer branding context. The students of Generation Y introduced a
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Junge, Ralf. "Employer Branding mithilfe von Social Media." Wirtschaftsinformatik & Management 5, no. 5 (2013): 32–41. http://dx.doi.org/10.1365/s35764-013-0342-z.

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Ruchika and Asha Prasad. "Untapped Relationship between Employer Branding, Anticipatory Psychological Contract and Intent to Join." Global Business Review 20, no. 1 (2017): 194–213. http://dx.doi.org/10.1177/0972150917713897.

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In the ever-changing business environment and fluctuating expectations of current generation from its employer, employer branding has become an important tool for organizations to establish themselves as the employer of choice amongst prospective employees. It is serving as the strategic tool for all the sectors to attract and retain the right pool of employees to gain strategic advantage and edge over competitors. The purpose of this article is to identify the dimensions of employer branding and its impact on the formation of anticipatory psychological contract (APC) and final intent of a can
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Dissertations / Theses on the topic "Generation Z Employer Branding"

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Andersson, Ida, and Nellie Lindéen. "Fängsla oss annars Zzzz... : En kvalitativ studie om hur generation Z föredrar att arbetsgivare arbetar med intern employer branding." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95697.

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Titel: Fängsla oss annars Zzzz… Författare: Nellie Lindéen och Ida Andersson Institution: Linnéuniversitetet, Ekonomihögskolan  Program: Human Resource Management  Kurs: Företagsekonomi III – Organisation, Examensarbete  Handledare: Jasmina Beharic  Examinator: Mikael Lundgren Problemformulering: Hur föredrar medarbetare tillhörande generation Z att arbetsgivare arbetar med intern employer branding för att generationen ska vilja stanna i en organisation?                     Syfte: Syftet med studien är att öka förståelsen för hur arbetsgivare kan arbeta med intern employer branding för att få
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Blomkvist, Annie, and Sundman Ida Borén. "Generation Z och Employer Branding : Hur generation Zs syn och förväntningar på arbetslivet skiljer sig från tidigare generationer och hur detta i sin tur kan påverka arbetsgivarens employer branding." Thesis, Karlstads universitet, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-78970.

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En helt ny generation är på väg att göra intåg på arbetsmarknaden, och inte vilken generation som helst - utan generation Z. Generation Z är den yngsta och största generationen på arbetsmarknaden just nu och kommer därav prägla arbetsmarknaden i många år framöver. Frågan vi ställer oss är om och i så fall hur arbetsgivare bör bygga upp sitt arbetsgivarvarumärke, eller sitt så kallade employer brand för att matcha de krav och förväntningar generation Z har på sitt arbetsliv. Tidigare forskning visar att generation Z skiljer sig från äldre generationer när det kommer till värderingar och uppfatt
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Gimbergsson, Evelin, and Sandra Lundberg. "Work values of Generation Z : A quantitative study explaining different groups of Generation Z’s work values." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53506.

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Course/ Level: 2FE21E, Bachelor thesis Authors: Evelin Gimbergsson & Sandra Lundberg Tutor: Viktor Magnusson Examiner: Åsa Devine Title: Work values of Generation Z: A quantitative study explaining different groups of Generation Z’s work values. Purpose: The purpose of this research is to explain how the work values differ within different groups of Generation Z. Hypotheses: H1: Depending on major individuals value different work values. H2: Depending on gender individuals value different work values. Theory: Intrinsic, Extrinsic, Altruistic, Status-associated and Social work values. Metho
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Wismar, Gunnar, and Per Nyman. "Work war Z." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23711.

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Tidigare forskning, både i Sverige och internationellt, har visat på en ökad rörlighet på arbetsmarknaden och att det råder brist på kvalificerade medarbetare, talanger. Denna konkurrenssituation benämns även som War for talent. Många arbetsgivare försöker att bemöta detta genom att stärka sitt arbetsgivarvarumärke, genom att skapa en attraktiv organisation och försöka möta de olika kravställningar som talangerna har på sin nuvarande eller framtida arbetsgivare. Dessa kravställningar kan variera beroende på många faktorer men denna studie vill belysa utifrån generationsskillnader och då fokuse
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Kaburek, Philip, Alex Wahlberg, and Andreas Kilit. "How Employer Branding is Affected by Country-of-Origin : And its effect on Employee Retention of Generation Z." Thesis, Jönköping University, IHH, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52876.

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Employer branding is becoming increasingly important, but the literature on the subject lacks vital elements. First, Country of Origin (COO) has been shown to affect employer branding, but this process is very poorly understood. Second, employee retention, although proven to have multiple benefits and to be impacted by employer branding, is underrepresented in employer branding research. Third, despite the importance of cultural context being well documented in literature, current employer branding research takes little consideration for this, especially in regards to Generation Z, who are bec
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Josefsson, Rebecca, and Persson Timmy Le. "Kampen om rätt medarbetare: En studie om generation Z." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85635.

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Titel: Kampen om rätt medarbetare. En studie om generation Z. Frågeställning: Vilka HR-strategier använder organisationer för att attrahera och behålla generation Z? Syfte: Uppsatsen syfte är att identifiera vilka HR-strategier organisationer använder för att attrahera och behålla medarbetare och hur de anpassar dem till generation Z. Studien kan komma att bidra till att ge dagens organisationer förutsättningar för hur de ska attrahera och behålla generation Z. Metod: Studien har en deduktiv ansats med en kvalitativ forskningsstrategi. Data utgår från sju strukturerade intervjuer. Slutsats: Or
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Holgersson, Emelie, and Emelie Ahlén. "Work in to work out : En studie om hur små- och medelstora företag (SMF) kan stärka sitt employer brand hos medarbetare tillhörande generation Z." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158476.

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Bakgrund: Strukturförändringar har präglat den svenska arbetsmarknaden vilket resulterat i en ökad konkurrens bland arbetsgivare. Ett aktivt employer branding-arbete blir därmed viktigare eftersom det är en möjlig konkurrensfördel. Tidigare forskning inom ämnesområdet har främst studerat en kontext av stora bolag, detta trots att de allra flesta svenska företag är SMF. Generation Z blir en allt större del av arbetskraften vilket skapar en ökad efterfrågan av mjuka, icke finansiella, värden hos arbetsgivare. Således är det avgörande att förstå hur SMF ska arbeta med sitt employer brand för att
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Bruhn, Magdalena, and Jessica Persson. "Regioner, framtidens arbetsgivare? : Hur studenter uppfattar framtida karriärer inom regional verksamhet." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84898.

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Syftet med studien är att identifiera studenters uppfattningar och värderingar i valet av framtida arbetsgivare, för att skapa bättre förutsättningar att som arbetsgivare attrahera studenter. En kvantitativ studie med deduktiv ansats. För insamling av empiri utfördes en enkätundersökning på studenter inom specifika inriktningar. Studien visar att studenter har skilda uppfattningar om Region Kalmar län som arbetsgivare, beroende på vilken studieinriktningar de har. De studenter som har mer kontakt med arbetsgivare i form av exempelvis praktik, visar en större benägenhet att söka
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Jarl, Mathilda. "WHAT ATTRACTS GEN Z? : A thesis about how companies strategically are attracting generation Z with IT/digital related competence through their Employer Branding." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-37441.

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With a new generation entering the labour market, HR departments struggle to stay attractive. The talents are hard to attract and even harder to maintain. The importance of employer branding is therefore essential for both the employer and the seekers, in order to become a match. The generation Z desires to make a change and it is up to the employer to give them the opportunity to influence and make an impact.
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N, Lysén Kajsa, and Isabelle Vildbaek. "Generation Z:s uppfattning om företags attraktivitet utifrån tre aspekter." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48520.

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Den rådande klimatdebatten har resulterat i att människor ställer högre krav på företag i att inte enbart vara vinstdrivande utan även fokusera på vad företag kan göra för att bidra till ekonomisk, social och miljömässig hållbarhet. Samtidigt som det ställs högre krav på företagen i att agera hållbart, existerar även en utmaning för företag i Sverige att attrahera framtida arbetskraft, som nu utgörs av Generation Z. Företags agerande inom hållbarhetsaspekter har visats ha en positiv relation för företags attraktivitet. Det leder fram till syftet för denna studie som är att beskriva Generation
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Books on the topic "Generation Z Employer Branding"

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Mattmüller, Roland, and Gero Hesse. Perspektivwechsel im Employer Branding: Neue Ansätze für die Generationen Y und Z. Springer Gabler, 2019.

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Mattmüller, Roland, and Gero Hesse. Perspektivwechsel im Employer Branding: Neue Ansätze für die Generationen Y und Z. Springer Gabler, 2015.

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author, Behrer Mattias, and Maeseneire, Patrick de, writer of foreword, eds. How cool brands stay hot: Branding to generation Y and Z. Kogan Page, 2016.

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Shaping Efficient Employer Branding Strategies To Target Generation Y A Crossnational Perspective On Recruitment Marketing. Peter Lang International Academic Publishers, 2013.

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Book chapters on the topic "Generation Z Employer Branding"

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Parment, Anders. "Fundiertes Employer Branding." In Die Generation Y. Gabler Verlag, 2013. http://dx.doi.org/10.1007/978-3-8349-4622-5_9.

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Parment, Anders. "Fundiertes Employer Branding." In Die Generation Y – Mitarbeiter der Zukunft. Gabler Verlag, 2009. http://dx.doi.org/10.1007/978-3-8349-8802-7_7.

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Siegel, Anna. "Employer Branding im Kontext der Generation Z." In Employer Branding. De Gruyter, 2021. http://dx.doi.org/10.1515/9783110712056-003.

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Weindl, Pia. "Die Kernanforderungen der Generation Z an den Arbeitgeber." In Employer Branding. De Gruyter, 2021. http://dx.doi.org/10.1515/9783110712056-004.

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Binder, Daniel, and James William Miller. "A Generations' Perspective on Employer Branding in Tourism." In Handbook of Research on Human Capital and People Management in the Tourism Industry. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4318-4.ch008.

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The tourism industry is facing tremendous challenges from labor shortages and a resulting loss of competitiveness. Changing digital environments as well as young people's communication habits and ideas regarding work-life balance are raising human resources related questions, to which currently no answers exist. In light of this issue, this chapter focusses on employer branding as a way to motivate present employees and attract new ones. It includes a discussion of different theories of workplace motivation, followed by a look at payment and further education issues. The so-called Generations Y and Z are investigated in the context of the labor shortage, and the generation concept itself is critically reflected. Furthermore, labor force aspects and working conditions in tourism are examined, with specific evidence from Austria. Finally, the discussion outlines an employer branding strategy as a way to address this problem.
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"Employer Branding unter Generationsaspekten." In Generation Hashtag, edited by Tanja Heiß, Martin Camphausen, and Jochen A. Werner. Medizinisch Wissenschaftliche Verlagsgesellschaft, 2019. http://dx.doi.org/10.32745/9783954664931-65.

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Vellore-Nagarajan, Durga, Constantinos-Vasilios Priporas, and Mark McPherson. "Sustainable branding in healthcare within Generation Z in a developing economy." In Sustainable Branding. Routledge, 2021. http://dx.doi.org/10.4324/9780367855703-21.

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Laumer, Sven, and Andreas Eckhardt. "What Makes the Difference? Introducing an Integrated Information System Architecture for Employer Branding and Recruiting." In Handbook of Research on E-Transformation and Human Resources Management Technologies. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-304-3.ch016.

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In 2007 Erickson and Gratton asked “What it means to work here” and discussed the need for a structured approach to establishing an employer image among potential employees. In July 2007, Lee also proposed an architecture for a next-generation holistic e-recruiting system. Based on these ideas and a design science approach we propose an extension of this framework by adding employer branding as an important new component and structured sub-process. Based on an extensive review of IS and HR literature, we show how employer branding should be integrated into the existing architecture to develop and implement an effective employer branding strategy. The results are a first step towards an architecture for a holistic e-HR management system.
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Conference papers on the topic "Generation Z Employer Branding"

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Fodor, Monika. "OPINION OF HR EXPERTS ABOUT THE LOYALTY INCREASING SOLUTIONS AND EMPLOYER BRANDING CAMPAIGNS IN CASE OF Z GENERATION." In IISES Annual Conference, Sevilla, Spain. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.035.016.

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