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Journal articles on the topic 'Generation Z Employer Branding'

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

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1

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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Sonmez, Alperen Timucin. "Evaluation of M generation university students about employer branding." Pressacademia 3, no. 1 (2017): 630–39. http://dx.doi.org/10.17261/pressacademia.2017.639.

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Wardini, Benari Saras, and Lenny Christina Nawangsari. "The Influence of Employer Branding and Organizational Culture on Employee Engagement with Motivation as Mediators on the Millennials Generation at KAP TSFBR." European Journal of Business and Management Research 6, no. 4 (2021): 388–93. http://dx.doi.org/10.24018/ejbmr.2021.6.4.1007.

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This study aims to analyze the effect of Employer Branding and Organizational Culture on Employee Engagement with Motivation as a Mediator for the millennials generation working at KAP TSFBR. Respondents in this study are 138 employees who were born between 1980 – 1995. This research used Descriptive Statistics with Structural Equation Modeling (SEM) analysis methods with variance-based multivariate statistical techniques using PLS.
 The results of the study conclude that: 1) Employer branding has a positive and significant effect on employee engagement of millennials generation working a
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Kopeć, Jacek. "Procedury personalne kształtujące wizerunek pracodawcy." Kwartalnik Ekonomistów i Menedżerów 30, no. 4 (2013): 41–53. http://dx.doi.org/10.5604/01.3001.0009.4609.

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O sukcesie firmy na rynku w dużym stopniu decydują utalentowani pracownicy. Przyciągnięcie talentów do firmy jest istotnym wyzwaniem współczesnych organizacji. Sprostanie temu wyzwaniu jest możliwe dzięki podjęciu działań, związanych z koncepcją employer branding. W artykule ukazano procedury personalne, które budują pozytywny wizerunek pracodawcy. Do najważniejszych procedur personalnych w obszarze employer branding zaliczono: procedurę rekrutacji pracowników, wynagradzania pracowników, program świadczeń pracowniczych, program rozwoju personelu, program praca – życie, outplacement, program dl
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Békési, Nóra, and Róbert Sándor Szűcs. "Az employer branding és a stresszkezelés szerepe a z generációs fiatalok foglalkoztatásában." Jelenkori Társadalmi és Gazdasági Folyamatok 16, no. 1-2 (2021): 69–77. http://dx.doi.org/10.14232/jtgf.2021.1-2.69-77.

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A munkáltatók sikerének kulcsa a munkaerőben, mint termelési tényezőben rejlik. A nemzetgazdasági mutatók tükrében látható, hogy a vállalatok számos nehézséggel küzdenek a HRM területén. Ilyen a képzett munkaerő iránti túlkereslet és az elöregedő társadalom negatív következményei. A helyzetet tovább súlyosbítja, hogy a munkaerő piacra már belépett vagy belépni készülő Z generáció különbözik minden eddigitől, ez az első digitális nemzedék. Szocializációjuk és a világgal való kapcsolatuk merőben eltér az idősebb korosztályétól. A munkahelyi stressz eddig is komoly akadályokat gördített a vállala
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Walmsley, Andreas, Karen Cripps, and Catherine Hine. "Generation Z and hospitality careers." Hospitality & Society 10, no. 2 (2020): 173–95. http://dx.doi.org/10.1386/hosp_00019_1.

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Abstract This article explores youth career decision-making at a time of ongoing concerns surrounding the supply of labour to the hospitality industry. This article is unique in its combination of attitudes of Generation Z with a pre-university-aged sample combined with employer views. A survey of 245 youth provided insights into work values and attitudes towards hospitality careers, which was complemented by interviews with nine hospitality employers. Findings indicate only a small percentage of youth consider hospitality employment an attractive option. However, this insight must be tempered
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Raczyńska, Magdalena, and Sylwia Stachowska. "Wykorzystanie narzędzi komunikacji społecznej w budowaniu zewnętrznego wizerunku pracodawcy z wyboru." Kwartalnik Ekonomistów i Menedżerów 25, no. 3 (2012): 59–72. http://dx.doi.org/10.5604/01.3001.0009.6271.

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Działania z zakresu świadomego budowania wizerunku pracodawcy z wyboru coraz częściej zasilają wachlarz praktyk wspomagających zarządzanie zasobami ludzkimi w organizacjach. Employer branding, który można określić jako długoterminową strategię przyciągania, angażowania i zatrzymywania w firmie najbardziej utalentowanych, wartościowych pracowników, uznawany jest za jeden z niezwykle ważnych czynników sukcesu organizacji. Celem niniejszego opracowania jest zwrócenie uwagi na rolę narzędzi komunikacji społecznej w procesie zewnętrznego budowania silnej, pozytywnej marki pracodawcy, ze szczególnym
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Dalvi, Dipali Shrikant. "Employer Brand Equity and Its Impact on the Application Intent of the Prospective Employees." International Journal of Business Intelligence Research 12, no. 1 (2021): 1–25. http://dx.doi.org/10.4018/ijbir.20210101.oa1.

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Skilled human capital marks organisational success. Attracting, recruiting, and retaining these employees is vital. Companies are applying branding principles to recruitment function. This is termed as employer branding (EB). Identifying a right fit to suit organizational needs is essential. Organizational communication plays a critical role to relate to job seekers of generation-i; they rely on information imparted via various media and decode their perception. In this study, it is evident that for job seekers, corporate websites are important sources of information while deciding their emplo
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Dediek Tri Kurniawan, Dediek Tri Kurniawan. "Generation Y Trends in Choosing an Employer, Impact of Employer Branding Toward Intention to Apply in E-Commerce Companies in Indonesia." International Journal of Business Management & Research 8, no. 2 (2018): 43–52. http://dx.doi.org/10.24247/ijbmrapr20186.

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Lukić, Jelena, Milan Brkljač, and Karolina Perčić. "Employer branding for recruitment and retention of talented employees belonging to the new generation of millennials." Marketing 50, no. 2 (2019): 83–93. http://dx.doi.org/10.5937/markt1902083l.

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Jezierska, Joanna. "Employer branding po sąsiedzku, czyli jak buduje się wizerunek w toruńskiej korporacji – Neuca SA z pomocą AIESEC." Acta Universitatis Nicolai Copernici Zarządzanie 40 (February 21, 2014): 289. http://dx.doi.org/10.12775/aunc_zarz.2013.024.

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VITELAR, Alexandra. "Like Me: Generation Z and the Use of Social Media for Personal Branding." Management Dynamics in the Knowledge Economy 7, no. 2 (2013): 257–68. http://dx.doi.org/10.25019/mdke/7.2.07.

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Kurek, Dorota. "Image and Attributes of the Police as an Employer in Poland – Perspective of the Z-Generation." International conference KNOWLEDGE-BASED ORGANIZATION 27, no. 1 (2021): 198–203. http://dx.doi.org/10.2478/kbo-2021-0030.

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Abstract Recruitment to the Police is a continuous process aimed at supplementing the shortage of human resources, whose number for many years has oscillated around 4 thousand. Taking into account the difficulty of obtaining candidates for service, as well as high competitiveness on the labour market among employers, the aim of the conducted research was to identify the quality of the image of the Police as an employer in Poland from the perspective of generation Z, i.e. the group of potential candidates for service. The analysis also focused on the attributes of Police attractiveness, paying
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Szymański, Grzegorz, and Barbara Mróz-Gorgoń. "Forms of Branding in the Social Media and their Perception among the Generation Z." Marketing i Zarządzanie 47 (2017): 373–82. http://dx.doi.org/10.18276/miz.2017.47-35.

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Sidorcuka, Irina, and Anna Chesnovicka. "METHODS OF ATTRACTION AND RETENTION OF GENERATION Z STAFF." CBU International Conference Proceedings 5 (September 23, 2017): 807–14. http://dx.doi.org/10.12955/cbup.v5.1030.

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The contemporary job market is facing the arrival of new type of employee –generation Z representatives, known as “digital natives”, who are described as technological, social, global and developed, the most connected, clever and educated generation thatever existed before, driven by social media, influenced by brands and musical culture. At the moment, this generation is considered to be two billion big.This study is looking at the existing methods of generation Z staff attraction and retention in the company Evolution (Latvia), where they make a majority. Further analyzing which of the
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Ratajczak, Joanna. "RECRUITING AND MAINTAINING EMPLOYEES FROM THE Z GENERATION IN THE CONTEXT OF THEIR EXPECTATIONS TOWARDS THE EMPLOYER." PRACE NAUKOWE UNIWERSYTETU EKONOMICZNEGO WE WROCŁAWIU, no. 512 (2018): 206–15. http://dx.doi.org/10.15611/pn.2018.512.19.

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Treutz, Ágnes Urbánné. "Transformation of Z-Generation in the context of globalization and place marketing: the case of Hungarian students." SocioEconomic Challenges 4, no. 1 (2020): 28–35. http://dx.doi.org/10.21272/sec.4(1).28-35.2020.

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Considering that in most cases graduates of higher educational establishments stay and work in small settlements, the potential target audience for the use of territorial marketing tools is the student as representatives of generation Z. The main characteristics of generation Z in the article are determined emotional lability, decision making, rejection and relative resilience in stressful situations, constant search for self-identification, multitasking, communication difficulties and, reducing attention spans and ongoing online presence on social media. The article uses the results of biblio
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ul Haq, Junaid, and Mark A. Bonn. "Understanding millennial perceptions of human and nonhuman brands." International Hospitality Review 32, no. 1 (2018): 60–74. http://dx.doi.org/10.1108/ihr-09-2018-0014.

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PurposeThe purpose of this paper is to obtain perceptions from three distinct millennial segments about human and nonhuman brands related to travel. Specifically, inter and intra relationships between human and nonhuman brand credibility and equity constructs were investigated.Design/methodology/approachThree millennial generational segments representing 571 respondents familiar with human and nonhuman brands, were investigated to explore their human and nonhuman brand credibility and equity perceptual issues. Structural equation modeling was employed to test the study hypotheses. Multi-group
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Silva, Joaquim, and Ana Carvalho. "The Work Values of Portuguese Generation Z in the Higher Education-to-Work Transition Phase." Social Sciences 10, no. 8 (2021): 297. http://dx.doi.org/10.3390/socsci10080297.

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The cohort of young people born with or after the Internet has been dubbed Generation Z (Gen Z, or post-millennials). They are now entering the higher education-to-work transition phase, although this is yet to be studied. Previous studies have found that work values and work preferences vary across generations and national cultures, justifying regular and localised examination. However, very little is known to date about the work values of Portuguese Gen Zs. In this study, we describe the work values of Portuguese university students in the higher education-to-work transition phase and examin
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Jain, Ajit. "SOCIAL MEDIA VS TRADITIONAL MEDIA AND THEIR IMPACT ON BRAND IMAGE COMMUNICATION ON INDIAN MILLENNIALS." INFORMATION TECHNOLOGY IN INDUSTRY 9, no. 1 (2021): 1359–73. http://dx.doi.org/10.17762/itii.v9i1.278.

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The study focuses on examining which form of marketing out of the age-old Traditional Media or the latest Social Media Marketing has a greater impact on the consumer and which form, can communicate the brand image in a better way. The study focuses on finding answers to questions like what are the new platforms to reach out to targeted consumers, Reasons for which customers follow a brand on social media? etc. Concepts related to the brand image, traditional media, social media marketing, and lastly branding on social media platforms are introduced and examined in the paper. The experimental p
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Csáki, Csilla. "The Initiators of Our Everyday Life – Relationship between Coffee and Instagram." Acta Universitatis Sapientiae, Communicatio 7, no. 1 (2020): 137–50. http://dx.doi.org/10.2478/auscom-2020-0010.

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Abstract In this study, I would like to understand the background of sharing coffee online and get to know why it encourages young people to post their coffee. I analyse the two popular parts of our everyday lives, coffee and Instagram, and their connection points, which are coffee posts as communication tools and their posting and content sharing itself as a form of communication. In my theoretical background, I reflect on the process of coffee becoming a consumer product, the relationships between cafés and the public, and I reflect on the features of Instagram that captivate young people an
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Mamina, R. I., and S. N. Pochebut. "Digital Etiquette and Its Specification (Philosophical and Methodological Aspect)." Discourse 7, no. 2 (2021): 16–27. http://dx.doi.org/10.32603/2412-8562-2021-7-2-16-27.

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Introduction.Digital etiquette is a new type of etiquette that defines the rules of behavioral culture in the digital environment of the Internet. It is also shown that digital etiquette is not only a new type of communicative interaction, but also is one of the new socio-cultural phenomena of digital civilization, as well as modern convergent knowledge of a theoretical and applied nature, which is formed at the intersection of humanitarian and technological knowledge and is currently in the process of its formation.Methodology and sources.The work is based on the application of the methodolog
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Pandita, Deepika. "Innovation in talent management practices: creating an innovative employer branding strategy to attract generation Z." International Journal of Innovation Science ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/ijis-10-2020-0217.

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Purpose This research paper focuses on the arriving new generation, “Gen Z,” and how an organization can target this new talent through innovation in its employer branding. This paper aims to enhance the readers’ understanding of how generation Z is different from the previous generations and their unique preferences. This study also attempts to probe and help readers understand innovative practices in employer branding and what tools can be used under this umbrella to influence and attract the increasing workforce of generation Z to the labor market. Design/methodology/approach There were 21
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Mahmoud, Ali B., Leonora Fuxman, Iris Mohr, William D. Reisel, and Nicholas Grigoriou. "“We aren't your reincarnation!” workplace motivation across X, Y and Z generations." International Journal of Manpower ahead-of-print, ahead-of-print (2020). http://dx.doi.org/10.1108/ijm-09-2019-0448.

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PurposeThe primary purpose of this research is to examine generational differences in valuing the sources of employees' overall motivation in the workplace across Generation X, Generation Y and Generation Z with a view of assisting managers in making employment decisions and maintaining multigenerational staff.Design/methodology/approachThe respondents in the study live and work in Canada and provided answers to self-administered online surveys between the fourth quarter of 2017 and the end of January 2020. To assess subjects' work motivation, the study employed Gagné et al.'s (2014) multidime
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Kumar, Mukesh, and Avaneesh Kumar. "Awareness Of Employer Branding Through Social Media Among Management Students." Adhyayan: A Journal of Management Sciences 6, no. 2 (2016). http://dx.doi.org/10.21567/adhyayan.v6i2.7051.

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Employer branding become an imperative part of an organization in these days. Every organization wants to attract, develop and retain talented people in their organization. Employer branding not only attract existing employees but also attract potential employees. It communicates internally to their employees and externally to potential employees through social media. Young generation uses social media rapidly, so it is the ample opportunity for an organization to attract, retain and motivate to their existing employees as well as prospective employees. Employer branding through social media a
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Wojtaszczyk, Katarzyna. "Employer branding - przesłanki i cele budowania marki pracodawcy." Przegląd Organizacji, January 31, 2010, 19–22. http://dx.doi.org/10.33141/po.2010.01.05.

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Po raz pierwszy pojęcie employer branding pojawiło się w 1990 r. podczas konferencji organizowanej przez Chartered Institute of Personnel and Development. Mimo że od tego czasu upłynęło już niemal 20 lat, to nadal koncepcja ta znajduje się w fazie rozwoju i tym samym nie ma pełnej zgodności co do celowości podejmowania prac nad budową marki pracodawcy. W związku z powyższym celem niniejszego opracowania uczyniono usystematyzowanie wiedzy na temat budowania marki organizacji jako pracodawcy. W artykule na podstawie analizy treści publikacji (autorstwa zarówno naukowców, jak i praktyków zarządza
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Aeschbacher, Remo, and Véronique Addor. "Competitive employer positioning through career path analysis: the case of the Swiss nursing sector." Human Resources for Health 19, no. 1 (2021). http://dx.doi.org/10.1186/s12960-021-00586-z.

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Abstract Background The global shortage of nurses has caused strategic employer positioning and strengthened employer branding to become progressively relevant addressing the increased competition in the recruitment of nurses. This study provides competition-oriented strengths-and-weaknesses profiles for nurse attraction and attrition for the major types of healthcare institutions to advise on competitive employer positioning. Methods We applied bivariate weighted logistic regressions with cluster-adjusted standard errors to evaluate 4844 employer changes of 3011 nurses participating in the nu
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Szafrański, Maciej, Magdalena Graczyk-Kucharska, and Marek Goliński. "Badanie znajomości marek przedsiębiorstw na potrzeby zewnętrznego employer branding - wyniki badań studentów Politechniki Poznańskiej." Przegląd Organizacji, February 28, 2019, 21–29. http://dx.doi.org/10.33141/po.2019.02.03.

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W artykule poruszony jest problem pozyskiwania pracowników na rynku, na którym ich brakuje. Zwrócono uwagę na rolę emloyer brandingu w tym procesie. Zaproponowano metodę, której wykorzystanie ułatwia ustalenie zarówno stopnia świadomości i rozpoznawalności jak i ocenę w jaki sposób marka jest postrzegana. Metodę zweryfikowano w przykładowych badaniach, które objęły studentów Politechniki Poznańskiej (n=347), potencjalnych kandydatów do pracy. W badaniach uwzględniono marki 42 przedsiębiorstw, z którymi na co dzień współpracują autorzy artykułu. Wszystkie te przedsiębiorstwa aktywnie działają n
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Acheampong, Nana Amma A. "Reward Preferences of the Youngest Generation: Attracting, Recruiting, and Retaining Generation Z into Public Sector Organizations." Compensation & Benefits Review, September 18, 2020, 088636872095480. http://dx.doi.org/10.1177/0886368720954803.

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Generation Z is the youngest and newest entrants into the workforce. However, confusion about their characteristics, work values, and reward preferences hinders effort to attract, recruit, and retain this generational cohort into public sector organizations. Accordingly, this study investigates effective reward strategies for recruiting and retaining Generation Z into public sector organizations. I used an evidence-based research approach and an aggregative systematic review as the study methodology. The evidence curated from 32 studies reveals how the background and life experiences of Genera
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Lipińska-Grobelny, Agnieszka, and Marta Jędrasik. "WORKPLACE ATTRACTIVENESS AND ITS EFFECT ON JOB SATISFACTION." Czasopismo Psychologiczne Psychological Journal 24, no. 3 (2019). http://dx.doi.org/10.14691/cppj.24.3.499.

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The aim of the research was to check whether there is a relationship between the perception of the workplace by the employee as attractive and the level of job satisfaction experienced by him/her. These analyzes are part of the search for environmental conditions of job satisfaction. The study group consisted of 100 office employees were asked to complete three questionnaires: Job Description Questionnaire by Neuberger and Allerbeck, Job Affect Scale by Brief, Burke, George, Robinson and Webster, and authors’ tool to measure the physical assessment of attractiveness the workplace. The results
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Chen, Feier (Faye), Donna Quadri-Felitti, and Anna S. Mattila. "Generation Influences Perceived Coolness But Not Favorable Attitudes Toward Cool Hotel Brands." Cornell Hospitality Quarterly, July 9, 2021, 193896552110314. http://dx.doi.org/10.1177/19389655211031442.

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Although cool brands are increasingly popular in the marketplace, there is scant research examining generational differences in consumers’ coolness perceptions. To address this gap, the present research investigates consumers’ perceived coolness of hotels and the consequent brand attitudes among four generations of consumers. Our findings suggest that perceived coolness of a hotel brand varies across generations. Baby Boomers’ perceptions of cool hotels are different from younger generations including Gen Z, Millennials, and Gen X. However, all generations show positive attitudes toward hotel
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Shin, Hyunju, Jacqueline Eastman, and Yuan Li. "Is it love or just like? Generation Z’s brand relationship with luxury." Journal of Product & Brand Management ahead-of-print, ahead-of-print (2021). http://dx.doi.org/10.1108/jpbm-08-2020-3049.

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Purpose This study aims to focus on understanding the consumer-luxury brand relationships among Generation Z. Generation Z is an up-and-coming generational cohort that has received limited research attention in the domains of both consumer-brand relationships and luxury branding, despite its growing size and purchasing power. Therefore, this study highlights the distinctive patterns of Generation Z’s relationship with luxury by identifying their choice of a luxury brand, the nature of the brand relationships, what characterizes these relationships and the internal and external influences that
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Malara, Zbigniew, and Janusz Kroik. "MARKA PRACODAWCY I JEJ WIZERUNKOWE ZNACZENIE W ZARZĄDZANIU TALENTAMI." Przegląd Organizacji, August 31, 2016, 33–40. http://dx.doi.org/10.33141/po.2016.08.05.

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Praca w podstawowym aspekcie odnosi się do stwierdzenia, że wizerunek pracodawcy jest kanwą dla sukcesu rynkowego przedsiębiorstwa. Przeanalizowano bieżące artykuły podkreślające rosnące znaczenie employer branding (EB) i sposoby jego kreowania. Podkreślono, że EB należy wiązać ze staraniami przedsiębiorstwa o pozyskiwanie i utrzymywanie utalentowanych pracowników. Mimo że literatura daje wskazówki dla kompleksowego podejścia do zarządzania talentami, to istnieją też poglądy o jego małej skuteczności i koncentrowania się raczej na wybranych narzędziach. Te przesłanki stanowi­ły podstawę do wyk
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Danylenko, Olena. "NEEDS IN GENERATION Z'S PROFESSIONAL DEVELOPMENT IN THE DIGITAL ERA." Economic scope, 2020. http://dx.doi.org/10.32782/2224-6282/164-13.

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One of the obstacles to achieving the desired goals and results of Ukrainian organizations is the lack of analysis of the needs for staff professional development, as a proven link between staff development, product quality, productivity, effective management. Generation Z (Gen Z) already makes up to 10% of the staff in companies and is considered the future of the world economy, it is digitalized, has features of education, values, motivation, which are important to consider in their development as professionals. According to sociological research, it was identified from the point of view of
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(Editor), Roko Patria Jati, Zakiyuddin (Editor), and Noor Malihah (Editor). "ICONIS Book Two." ATTARBIYAH, December 16, 2018, 200. http://dx.doi.org/10.18326/tarbiyah.v0i0.200-366.

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The theme of this conference is "Being Muslim in a Disrupted Millenial Age". The conference was motivated by the real challenges of the millenial generation and era. Indonesia is predicted to get demographic bonus in 2020-2045. According to the calculations of the National Family Planning Board (BKKBN) RI, in the decade, as many as 70 percent of Indonesian citizens are in the productive age, which is between 15 to 64 years. Only 30 percent are unproductive, for instance under 14 years and over 65 years old. Of course, demographic bonuses have an impact on the increasing number of young people,
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(Editor), Roko Patria Jati, Zakiyuddin (Editor), and Noor Malihah (Editor). "ICONIS Cover & Preliminary Pages." ATTARBIYAH, December 16, 2018. http://dx.doi.org/10.18326/tarbiyah.v0i0.i-vii.

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The theme of this conference is "Being Muslim in a Disrupted Millenial Age". The conference was motivated by the real challenges of the millenial generation and era. Indonesia is predicted to get demographic bonus in 2020-2045. According to the calculations of the National Family Planning Board (BKKBN) RI, in the decade, as many as 70 percent of Indonesian citizens are in the productive age, which is between 15 to 64 years. Only 30 percent are unproductive, for instance under 14 years and over 65 years old. Of course, demographic bonuses have an impact on the increasing number of young people,
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(Editor), Roko Patria Jati, Zakiyuddin (Editor), and Noor Malihah (Editor). "ICONIS Book One." ATTARBIYAH, December 16, 2018, 1. http://dx.doi.org/10.18326/tarbiyah.v0i0.1-199.

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The theme of this conference is "Being Muslim in a Disrupted Millenial Age". The conference was motivated by the real challenges of the millenial generation and era. Indonesia is predicted to get demographic bonus in 2020-2045. According to the calculations of the National Family Planning Board (BKKBN) RI, in the decade, as many as 70 percent of Indonesian citizens are in the productive age, which is between 15 to 64 years. Only 30 percent are unproductive, for instance under 14 years and over 65 years old. Of course, demographic bonuses have an impact on the increasing number of young people,
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Green, Lelia. "The Work of Consumption." M/C Journal 4, no. 5 (2001). http://dx.doi.org/10.5204/mcj.1930.

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Russell Belk,in an amazing 1995 essay on consumption (where 22 of the 38 pages are references, demonstrating hyper-consumption in action), argues that the 1990s heralded a new understanding of consumer behaviour. In the shifting paradigm identified by Belk, the analytical focus of consumer behaviour research became translated from 'Economic/Psychological' to 'Sociological/Anthropological', and from a 'Focus on buying' to a 'Focus on consuming' (61). This made intuitive sense in a world of postmodern marketing (Brown), and it re-enforced an idea that had been put forward by Dallas Smythe that a
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Potter, Emily. "Calculating Interests: Climate Change and the Politics of Life." M/C Journal 12, no. 4 (2009). http://dx.doi.org/10.5204/mcj.182.

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There is a moment in Al Gore’s 2006 documentary An Inconvenient Truth devised to expose the sheer audacity of fossil fuel lobby groups in the United States. In their attempts to address significant scientific consensus and growing public concern over climate change, these groups are resorting to what Gore’s film suggests are grotesque distortions of fact. A particular example highlighted in the film is the Competitive Enterprise Institute’s (CPE—a lobby group funded by ExxonMobil) “pro” energy industry advertisement: “Carbon dioxide”, the ad states. “They call it pollution, we call it life.” W
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Brabazon, Tara. "Freedom from Choice." M/C Journal 7, no. 6 (2005). http://dx.doi.org/10.5204/mcj.2461.

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 On May 18, 2003, the Australian Minister for Education, Brendon Nelson, appeared on the Channel Nine Sunday programme. The Yoda of political journalism, Laurie Oakes, attacked him personally and professionally. He disclosed to viewers that the Minister for Education, Science and Training had suffered a false start in his education, enrolling in one semester of an economics degree that was never completed. The following year, he commenced a medical qualification and went on to become a practicing doctor. He did not pay fees for any of his University courses. When reminded o
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