Academic literature on the topic 'Glassdoor'

The aims of this study are to examine the effect of crowdsourced employer ratings and employee recommendations of an employer as an employer of choice, to examine which employer ratings that represent different employee value propositions can predict the overall employer rating through crowdsourcing, to examine whether the Fortune 500 ranking can also influence overall employer ratings, and to mine which keywords are popularly used when employees post a comment about the pros and cons of their employers on a crowdsourced employer branding platform. The study collected crowdsourced employer review data from Glassdoor based on 2019 Fortune 500 companies, and the results found that crowdsourced employer ratings are positively associated with “recommend to a friend,” while culture and values predominantly influence overall employer ratings. The rank of Fortune 500 has less predictive power for overall employer ratings than for other specific employer ratings, except for business outlook. The most popular keywords of Pros on Glassdoor are work–life balance and pay and benefits, whereas the most popular keywords of Cons on Glassdoor are work–life balance and upper management.

ABSTRACT This paper studies, both theoretically and empirically, how subordinates to CEOs can discipline the CEOs' self-serving activities. I predict that because CEOs' self-serving activities hurt the subordinates through the subordinates' stakes in the firms, the subordinates who observe these activities will take actions that negatively affect the CEOs, and that in anticipation of such reactions by subordinates, the CEOs will limit their own misbehaviors. This disciplinary mechanism will become more effective when the CEOs' self-serving activities are more observable to subordinates. Further, the sensitivity of CEOs' self-serving activities to observability will increase (1) as the agency problem between CEOs and their subordinates intensifies, and (2) when external monitoring is less effective. The incentive pay for the subordinates will also decrease with the strength of external monitoring. Using a series of empirical tests, I find results that are largely consistent with my theoretical predictions. JEL Classifications: G34; M41. Data Availability: Data are available from the public sources cited in the text, except for Glassdoor data, which are obtained by the author under a confidentiality agreement with Glassdoor, Inc.

Purpose The purpose of this paper is to explore the role of social media in creating an attractive employer brand for any organization. It investigates one of the social media Glassdoor, which is an online employer branding platform, where employees put their reviews which are both positive and negative. Analysis of these reviews can generate a lot of insights into employer branding. Design/methodology/approach The data was collected as 1,243 reviews from Glassdoor, an online crowdsourced employer branding platform for 40 top-rated employers across four different sectors, namely, Pharma, IT, retail and FMCG. Text and sentimental analyses were done using SAS visual analytical for these reviews. Findings Ten themes were generated from the text analytics which is nothing but the employer value propositions (EVPs), and they were social, interest, development and economic value as given by Berthon et al. (2005) and also others, such as work–life, management and brand value emerged. Social value came as a significant EVP followed by interest value and work–life values. Research limitations/implications This research is providing only ways to show that crowdsourced data can also be used to understand the mindset of employees regarding an employer’s image but is not providing any idea regarding how to generate the right employee value proposition. Originality/value The research has shown that employers can use crowdsourced employer branding insights to see where they stand in the employer's attractiveness spectrum. They can use innovative data analytics techniques, such as visualization for text and sentimental analysis to create employer branding intelligence strategies.

Three studies examine how organizational mindset —whether a company is perceived to view talent as fixed or malleable—functions as a core belief that predicts organizational culture and employees’ trust and commitment. In Study 1, Fortune 500 company mission statements were coded for mindset language and paired with Glassdoor culture data. Workers perceived a more negative culture at fixed (vs. growth) mindset companies. Study 2 experimentally manipulated organizational mindset and found that people evaluated fixed (vs. growth) mindset companies as having more negative culture norms and forecasted that employees would experience less trust and commitment. Study 3 confirmed these findings from more than 500 employees of seven Fortune 1000 companies. Employees who perceived their organization to endorse a fixed (vs. growth) mindset reported that their company’s culture was characterized by less collaboration, innovation, and integrity, and they reported less organizational trust and commitment. These findings suggest that organizational mindset shapes organizational culture.

PurposeThis study explores the link between internal corporate social responsibility (CSR) and employee advocacy intention in the anonymous online environment, viewing the positive behavior of employees in anonymous social media as discretionary and altruistic efforts for their organization. Guided by social exchange theory (SET) and relationship management theory, the role of a communal relationship and organizational citizenship behavior (OCB) is likewise explored.Design/methodology/approachAn online survey was conducted with 405 full-time employees in the US.FindingsResults showed that internal CSR positively influences the organization–employee communal relationship as well as OCB. Results further show that the employee-oriented communal relationship plays an important role in increasing OCB, which in turn enhances employee advocacy intention in anonymous social media.Originality/valueThis study is one of the first attempts to conceptualize employees' advocative behaviors in anonymous websites (e.g. Glassdoor) and to explore the antecedents of advocative behaviors, drawing insights from human resources management and internal relations.

PurposeGiven that an increasing number of social media platforms allow employees to share company-related information, the present study seeks to understand their complicated motivations for social media behaviors. Specifically, this study explores the antecedents of employees' positive and negative company-related information-sharing intentions on two distinctive social media platforms, personal (e.g. Facebook) and anonymous social networking sites (e.g. Glassdoor).Design/methodology/approachAn online survey was conducted with 419 full-time employees in the United States from various industry sectors.FindingsIndividual (enjoyment, venting negative feelings, and self-enhancement), interpersonal (bonding and bridging ties), and organizational (organization–employee relationship and perceived external prestige) factors are considerably and distinctly associated with employees' behavioral intentions on different social media platforms.Originality/valueThis study is among the first to understand employees' communicative behaviors on social media (sECB) by linking diverse levels of motivational factors: individual, interpersonal, and organizational using a theoretical framework of socioecological model (SEM). This study also provides significant practical guidelines for organizational leaders and platform operators by explicating the dynamics of employee motives in engaging in a variety of social media platforms.

Research has emphasized the limitations of qualitative and quantitative approaches to studying organizational phenomena. For example, in-depth interviews are resource-intensive, while questionnaires with closed-ended questions can only measure predefined constructs. With the recent availability of large textual data sets and increased computational power, text mining has become an attractive method that has the potential to mitigate some of these limitations. Thus, we suggest applying topic modeling, a specific text mining technique, as a new and complementary strategy of inquiry to study organizational phenomena. In particular, we outline the potentials of structural topic modeling for organizational research and provide a step-by-step tutorial on how to apply it. Our application example builds on 428,492 reviews of Fortune 500 companies from the online platform Glassdoor, on which employees can evaluate organizations. We demonstrate how structural topic models allow to inductively identify topics that matter to employees and quantify their relationship with employees’ perception of organizational culture. We discuss the advantages and limitations of topic modeling as a research method and outline how future research can apply the technique to study organizational phenomena.

O surgimento da Internet foi transversal a todos os setores da sociedade, bem como ao nível das dinâmicas do mercado. A presente investigação tem como tema principal a Visibilidade e Recrutamento, ou seja, como se posicionam as grandes empresas na rede profissional Glassdoor. Esta rede profissional é uma plataforma online que fornece vários dados e avaliações das empresas, atualizações das mesmas, partilha de informações sobre as experiências das entrevistas, ofertas de emprego, benefícios e salários. Uma vez que existe pouco suporte bibliográfico sobre o uso desta rede profissional e estamos diante de novas visões por parte das empresas quanto ao uso destes meios sociais e profissionais, o estudo tem como principal objetivo perceber como as empresas utilizam a Glassdoor, mais concretamente como as 500 maiores empresas da lista “Global 2000 leading companies” da revista Forbes utilizam enquanto ferramenta de marketing (imagem institucional) e recursos humanos. Através da indispensável revisão bibliográfica que serviu de suporte aos objetivos do estudo e obteve uma perspectiva mais extensa sobre conceitos a abordar, foi elaborado um modelo conceptual e posterior levantamento de cinco hipóteses de investigação de modo a responder aos objectivos do estudo. Os dados quantitativos das variáveis em estudo foram recolhidos diretamente das páginas oficiais das 500 empresas na rede profissional Glassdoor. Para a análise dos dados foram aplicados métodos de estatística descritiva que incluem indicadores estatísticos bivariados com recurso a crosstables, análise gráfica e medidas de associação linear entre variáveis (testes de correlação e do Qui-quadrado). Com base nos dados recolhidos, compreende-se que os setores de atividade mais presentes e que por sua vez têm maior influência no estudo são os Bancos, Seguros e os Serviços Financeiros. Os resultados demonstram que as empresas têm uma avaliação média-boa perante a opinião dos actuais e ex-funcionários, isto é, são classificadas em 3.5 numa escala de 1 a 5. Também se verifica que avaliam em média 64,98% da sua experiência de entrevista como positiva e de dificuldade 2.8. Relativamente aos anúncios de emprego, verifica-se que as empresas cada vez mais utilizam as redes sociais e profissionais para recrutamento, observando-se que 46% das empresas têm mais de 500 ofertas de emprego nas suas páginas. Por outro lado, o estudo indica que as empresas nesta rede profissional têm uma fraca aposta na visibilidade da marca. Esta investigação permite compreender a relevância e importância da Glassdoor no contexto da visualização e recrutamento, entender a importância que os utilizadores têm para a classificação das empresas e o impacto que têm na sua visibilidade e, com o conhecimento adquirido, as empresas podem desenvolver estratégias para aumentar a sua visibilidade e cativar profissionais de topo no contexto glassdoor.
The emergence of the Internet was transversal to all sectors of society, as well as to the level of market dynamics. The main subject of this research is the Visibility and Recruitment, that is, the positioning of large companies in the “Glassdoor” business network. This professional network is an online platform that provides databases and reviews about companies, companies updates, interviews experience information, job offers, benefits and salaries. Since there is little bibliographic support on the use of this professional network and we are faced with new visions of companies regarding the use of these social and professional media, the paper’s main goal is to understand how companies use this professional network, specifically how the 500 largest companies in Forbes magazine's "Global 2000 leading companies" use as a marketing tool (institutional image) and human resources. As a result of the mandatory bibliographic revision, a conceptual framework and a following survey of five investigation hypotheses were elaborated, in order to achieve the research objectives. This revision supported the study and made it possible to gain a wider perspective on the concepts to be addressed. The quantative data of the variables under study werw collected directly from the official pages of the 500 companies in the professional network Glasdoor. For the data analysis, descriptive statistics methods were applied, which included bivariate statistical indicators using crosstables, graphical analysis and measures of linear association between variables (Correlation and ChiSquare tests). Based on the data collected, it is possible to conclude that the most present and influential activity sectors in the study are: Banks, Insurance, and Financial Services. The results show that current and former employees evaluate their companies with medium-to-good rating, that is, they are rated at 3.5 on a scale of 1 to 5. It is also verified that, on average, 64.98% of the staff assess their interview experience as being positive and grade it with a difficulty of 2.8. Regarding job advertisements, it turns out that companies are increasingly using social and business recruitment networks, noting that 46% of companies have more than 500 job vacancies on their webpages. On the other hand, the study indicates that the companies in this business network don’t invest on the brand exposure. This research allows us to understand the relevance and importance of Glassdoor in the context of visualization and recruitment, to understand the importance that users have for the companies classification and the impact they have on their visibility, and with the knowledge acquired, companies can develop strategies for increase your visibility and captivate top professionals in the Glassdoor context.