Journal articles: 'Glassdoor'

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Suen, Hung-Yue, Kuo-En Hung, and Fan-Hsun Tseng. "Employer Ratings through Crowdsourcing on Social Media: An Examination of U.S. Fortune 500 Companies." Sustainability 12, no. 16 (August 5, 2020): 6308. http://dx.doi.org/10.3390/su12166308.

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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.

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Li, Meng. "Moral Hazard and Internal Discipline: Theory and Evidence." Accounting Review 94, no. 4 (October 1, 2018): 365–400. http://dx.doi.org/10.2308/accr-52294.

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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.

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Karabarbounis, Marios, and Santiago Pinto. "What Can We Learn from Online Wage Postings? Evidence from Glassdoor." Economic Quarterly 104, no. 04 (January 9, 2019): 173–89. http://dx.doi.org/10.21144/eq1040402.

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Kashive, Neerja, Vandana Tandon Khanna, and Manish Naresh Bharthi. "Employer branding through crowdsourcing: understanding the sentiments of employees." Journal of Indian Business Research 12, no. 1 (February 19, 2020): 93–111. http://dx.doi.org/10.1108/jibr-09-2019-0276.

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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.

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Pélissier, Daniel. "Les avis de salariés sur la plateforme Glassdoor, pour une lecture critique et contextualisée." Annales des Mines - Gérer et comprendre N°142, no. 4 (2020): 17. http://dx.doi.org/10.3917/geco1.142.0017.

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Chinazzo, Giorgia. "Investigating the indoor environmental quality of different workplaces through web-scraping and text-mining of Glassdoor reviews." Building Research & Information 49, no. 6 (April 9, 2021): 695–713. http://dx.doi.org/10.1080/09613218.2021.1908879.

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Canning, Elizabeth A., Mary C. Murphy, Katherine T. U. Emerson, Jennifer A. Chatman, Carol S. Dweck, and Laura J. Kray. "Cultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment." Personality and Social Psychology Bulletin 46, no. 4 (September 10, 2019): 626–42. http://dx.doi.org/10.1177/0146167219872473.

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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.

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Lee, Yeunjae. "Bridging employee advocacy in anonymous social media and internal corporate social responsibility (CSR)." Management Decision 59, no. 10 (February 2, 2021): 2473–95. http://dx.doi.org/10.1108/md-01-2020-0101.

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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.

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Lee, Yeunjae. "Motivations of employees' communicative behaviors on social media." Internet Research 30, no. 3 (March 2, 2020): 971–94. http://dx.doi.org/10.1108/intr-06-2019-0264.

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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.

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Schmiedel, Theresa, Oliver Müller, and Jan vom Brocke. "Topic Modeling as a Strategy of Inquiry in Organizational Research: A Tutorial With an Application Example on Organizational Culture." Organizational Research Methods 22, no. 4 (May 6, 2018): 941–68. http://dx.doi.org/10.1177/1094428118773858.

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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.

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Pélissier, Daniel. "Communicateurs et mesure de l’employeur en situation de recrutement, des utilisations sous tension : « les étoiles, ça peut cacher pas mal de choses »." Revue Communication & professionnalisation, no. 9 (July 2, 2020): 109–33. http://dx.doi.org/10.14428/rcompro.vi9.19283.

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Cet article analyse les utilisations des mesures de l’organisation comme employeur par les communicateurs dans le contexte d’une communication de recrutement imprégnée de marque employeur. Les plateformes d’avis et de mesures souhaitent transformer l’employeur en bien singulier. Glassdoor est une pionnière de cette approche en proposant des indicateurs synthétiques. Des discours médiatiques soulignent l’intérêt de l’anonymat pour favoriser une forme de transparence de l’organisation. Une enquête auprès de jeunes diplômés a montré une autre vision de ces données en insistant sur leur manque de fiabilité lié, selon eux, à leur construction anonyme. Ainsi, articles de presse et interprétation des utilisateurs illustrent deux façons opposées d’approcher ces chiffres, soit comme indicateur de transparence qui suppose un employeur singulier, soit comme statistique sujette à caution qui renvoie à l’employeur comme bien différencié. Dans cette perspective complexe, les sites internet du secteur bancaire intègrent faiblement ces mesures, illustrant une approche de l’employeur comme bien standard. Les limites de notre étude (secteur particulier et observation externe des pratiques, notamment) ne permettent pas de conclure sur les motivations des communicateurs mais soulignent leur distance vis-à-vis des mesures malgré certains discours d’accompagnement enthousiastes.

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Silveira, Alexandre Di Miceli da. "The Employee Is Always Right: Employee Satisfaction and Corporate Performance in Brazil." Revista de Administração Contemporânea 23, no. 6 (November 2019): 739–64. http://dx.doi.org/10.1590/1982-7849rac2019190224.

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Abstract I investigate the effect of employee satisfaction on corporate performance based on an extensive dataset of 114,004 online reviews of Brazil’s 1,000 largest listed and unlisted firms from 2013 to 2018 posted at a local subsidiary of Glassdoor. I find that overall employee satisfaction is positively associated with firm performance and that this relationship is likely to be economically relevant. Among the four dimensions of employee well-being, the link with performance is most evident for the dimension on culture, followed by career opportunities. On the other hand, the dimension on compensation and benefits was the least connected with firm performance. Taken together, these results support the view that intrinsic motivators are more relevant for superior performance than extrinsic ones popularized by the carrot and stick approach to management. I also find that the influence of employee satisfaction on performance is likely to be asymmetrical, in the sense that workplaces characterized by low satisfaction among workers are more likely to lead to poor performance than best-in-class companies are likely to produce superior performance. To my knowledge, this is the first paper to document an asymmetrical link between firm value and employee satisfaction, as well the first one to investigate this issue in an emerging economy using online reviews.

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Massimino, Phoebe M., Richard E. Kopelman, and Meg L. Joseph. "Explaining hospital performance via the cube one framework." Journal of Organizational Effectiveness: People and Performance 2, no. 1 (March 9, 2015): 73–90. http://dx.doi.org/10.1108/joepp-08-2014-0043.

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Purpose – The purpose of this paper is to introduce a relatively new theoretical perspective – the Cube One framework – which along with the Cube One Input-Output model provide a conceptual explanation of overall hospital performance. Further, this framework provides information pertinent to organizational improvement. Design/methodology/approach – Multiple sources of data, including the US Department of Health and Human Services’ Centers for Medicare & Medicaid Services (CMS) patient satisfaction ratings, the “US News & World Report’s Best Hospitals” (disaggregated) ratings, the American Hospital Directory efficiency metrics, and Glassdoor employee satisfaction ratings, were used to test five hypotheses. Findings – Three sets of capabilities: patient-, employee-, and efficiency-related were positively associated with hospital performance. The model explained 38 percent of the variance in hospital performance. Practical implications – By adopting a multi-disciplinary, three-dimensional approach, the framework allows hospital leadership to diagnose areas for improving overall performance. Social implications – Hospitals have divergent stakeholders such as patients, patient’s families, employees, government agencies, insurance companies, administrators, boards of directors, and the community. Management capabilities regarding patients, employees, and the organization itself are crucial to the success of hospitals and all who depend on them. Originality/value – By utilizing a three-dimensional approach, the Cube One framework views performance from multiple perspectives.

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Saini, Gordhan K., and I. M. Jawahar. "The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice." Career Development International 24, no. 7 (November 11, 2019): 636–57. http://dx.doi.org/10.1108/cdi-11-2018-0290.

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Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees’ recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015–2017) was also associated with employees’ recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees’ recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.

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Kim, Jungho, and Younghwan Pan. "EA study for comparative analysis of user experience search services -Focused on overseas/foreign company employment services (People n job, World Job Plus, Glassdoor, indeed)-." Journal of Next-generation Convergence Information Services Technology 10, no. 3 (June 30, 2021): 291–304. http://dx.doi.org/10.29056/jncist.2021.06.06.

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Dina, Nasa Zata, and Nyoman Juniarta. "Aspect based Sentiment Analysis of Employee’s Review Experience." Journal of Information Systems Engineering and Business Intelligence 6, no. 1 (April 27, 2020): 79. http://dx.doi.org/10.20473/jisebi.6.1.79-88.

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Background: Employees of technology companies evaluate their experience through online reviews. Online reviews of companies from employees or former employees help job seeker to find out the weaknesses and strengths of the companies. The reviews can be used as an evaluation tool for each technology company to understand their employee’s perceptions. However, most information on online reviews is not well responded since some of the detailed information of the company is missing. Objective: This study aims to generate an Aspect-based Sentiment Analysis using user review data. The review data were then extracted and classified into five aspects: work balance, culture value, career opportunities, company benefit, and management. The output of this study is the aspect score from each company.Methods: This study suggests a method to analyze online reviews from employees in detail, so it can prevent the missing of specific information. The analysis was sequentially carried out in five stages. First, user review data were crawled from Glassdoor and stored in a database. Second, the raw data were processed in the data pre-processing stage to delete the incomplete data. Third, the words other than noun keyword were eliminated using Standford POS Tagger. Fourth, the noun keywords were then classified into each aspect. Finally, the aspect score was calculated based on the aspect-based sentiment analysis.Results: Result showed that the proposed method managed to turn raw review data into five aspects based on user perception.Conclusion: The study provides information for two parties, job seeker and the company. The analysis of the review could help the job seeker to decide which company that suits his need and ability. For the companies, it can be a great assistance because they will be more aware of their strengths and weaknesses. This study could possibly also provide ratings to the companies based on the aspects that have been determined.

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El-Rayes, Nesreen, Ming Fang, Michael Smith, and Stephen M. Taylor. "Predicting employee attrition using tree-based models." International Journal of Organizational Analysis 28, no. 6 (March 4, 2020): 1273–91. http://dx.doi.org/10.1108/ijoa-10-2019-1903.

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Purpose The purpose of this study is to develop tree-based binary classification models to predict the likelihood of employee attrition based on firm cultural and management attributes. Design/methodology/approach A data set of resumes anonymously submitted through Glassdoor’s online portal is used in tandem with public company review information to fit decision tree, random forest and gradient boosted tree models to predict the probability of an employee leaving a firm during a job transition. Findings Random forest and decision tree methods are found to be the strongest attrition prediction models. In addition, compensation, company culture and senior management performance play a primary role in an employee’s decision to leave a firm. Practical implications This study may be used by human resources staff to better understand factors which influence employee attrition. In addition, techniques developed in this study may be applied to company-specific data sets to construct customized attrition models. Originality/value This study contains several novel contributions which include exploratory studies such as industry job transition percentages, distributional comparisons between factors strongly contributing to employee attrition between those who left or stayed with the firm and the first comprehensive search over binary classification models to identify which provides the strongest predictive performance of employee attrition.

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Landers, Richard, Robert Brusso, and Elena Auer. "Crowdsourcing Job Satisfaction Data: Examining the Construct Validity of Glassdoor.com Ratings." Personnel Assessment and Decisions 5, no. 3 (November 2019). http://dx.doi.org/10.25035/pad.2019.03.006.

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Researchers, practitioners, and job seekers now routinely use crowdsourced data about organizations for both decision-making and research purposes. Despite the popularity of such websites, empirical evidence regarding their validity is generally absent. In this study, we tackled this problem by combining two curated datasets: (a) the results of the 2017 Federal Employee Viewpoint Survey (FEVS), which contains facet-level job satisfaction ratings from 407,789 US federal employees, and which we aggregated to the agency level, and (b) current overall and facet ratings of job satisfaction of the federal agencies contained within FEVS from Glassdoor.com as scraped from the Glassdoor application programming interface (API) within a month of the FEVS survey’s administration. Using these data, we examined convergent validity, discriminant validity, and methods effects for the measurement of both overall and facet-level job satisfaction by analyzing a multitrait-multimethod matrix (MTMM). Most centrally, we provide evidence that overall Glassdoor ratings of satisfaction within US federal agencies correlate moderately with aggregated FEVS overall ratings (r = .516), supporting the validity of the overall Glassdoor rating as a measure of overall job satisfaction aggregated to the organizational level. In contrast, the validity of facet-level measurement was not well-supported. Overall, given varying strengths and weaknesses with both Glassdoor and survey data, we recommend the combined use of both traditional and crowdsourced data on organizational characteristics for both research and practice.

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Bergstrom, Kelly. "WHAT IS BEHIND THE (GLASS)DOOR? EXAMINING TOXIC WORKPLACE CULTURES VIA AN EMPLOYMENT REVIEW SITE." AoIR Selected Papers of Internet Research, September 15, 2021. http://dx.doi.org/10.5210/spir.v2021i0.11871.

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Launched in 2008 as a site to collect the anonymous perspectives of current and former employees as well as their self-reported salaries, Glassdoor.com has grown to be a top destination for American job seekers wanting to learn more about the work environment of particular companies. Using reviewed posted by current and former Riot Games employees (the developer behind League of Legends) as a case study, I argue that Glassdoor is an easily accessible yet underutilized public yet anonymous resource for scholars interested in a peek ‘behind the curtain’ of industries reliant on non-disclosure and non-disparagement agreements, such as the games industry. In this paper I report on my ongoing analysis of 740 current and former employee reviews of Riot posted to Glassdoor between October 2009 and March 2021. Riot is a particularly fruitful case study as it is a company that has been criticized for creating a toxic work environment, with sexual harassment and a lack of promotions for women being frequently discussed in the games media. As a result of this analysis, I argue it provides ample evidence to indicate that Glassdoor can be a fruitful venue for media industry scholars interested in better understanding employee perspectives about 'notorious' companies while mitigating potential harm to informants who might otherwise be reluctant to speak ‘on the record’ about an industry that remains resistant to change.

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Ji, Yuan, Oded Rozenbaum, and Kyle T. Welch. "Corporate Culture and Financial Reporting Risk: Looking Through the Glassdoor." SSRN Electronic Journal, 2017. http://dx.doi.org/10.2139/ssrn.2945745.

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DUBE, SVENJA, and CHENQI ZHU. "The Disciplinary Effect of Social Media: Evidence from Firms' Responses to Glassdoor Reviews." Journal of Accounting Research, August 10, 2021. http://dx.doi.org/10.1111/1475-679x.12393.

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Dube, Svenja, and Chenqi Zhu. "The Disciplinary Effect of Social Media: Evidence from Firms' Responses to Glassdoor Reviews." SSRN Electronic Journal, 2021. http://dx.doi.org/10.2139/ssrn.3877022.

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"Can’t get no satisfaction: exploring job (dis)satisfaction in Silicon Valley through Glassdoor reviews." Human Resource Management International Digest ahead-of-print, ahead-of-print (September 27, 2021). http://dx.doi.org/10.1108/hrmid-07-2021-0160.

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Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction in the IT sector is linked to reduced employee turnover. The authors explore the factors driving job satisfaction through Glassdoor reviews of the top 15 US based IT companies and find that role ambiguity and conflict, supervisor behaviour and training and development are key factors driving job satisfaction. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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"Research shows scale of financial compensation, company culture and senior management performance have big influence on decisions to leave companies." Human Resource Management International Digest 29, no. 3 (May 19, 2021): 12–13. http://dx.doi.org/10.1108/hrmid-01-2021-0008.

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Purpose The purpose of this study is to develop tree-based binary classification models to predict the likelihood of employee attrition based on firm cultural and management attributes. Design/methodology/approach After preliminary analysis, the authors tested three hypotheses. One was: “Conditioned on an increase in salary, the magnitude of increase enhances the likelihood that an employee will leave their current firm despite differences between the old and new firm culture.” Two was: “Employees whose original firm has an overall rating greater than the 75th percentile that was also founded before 1900 are more likely to stay…” Finally, three was that: “Employees that maintain a low overall original firm rating are more likely to leave their firm upon a job transition, whereas those with higher overall ratings have a greater chance of remaining.” Findings After analyzing thousands of online resumes submitted to Glassdoor’s portal, the authors found that the scale of financial compensation, the company culture and senior management performance all played a major role in influencing decisions to move on. Originality/value They offered three concrete recommendations based on the study. First, they said it was vital for companies to maintain strong Glassdoor.com ratings. The results revealed that firms in the top 10% of ratings were over 30% more likely to retain employees during a job transition than companies in the lowest 10%. Second, providing competitive salaries was necessary. Finally, the data showed a large discrepancy between senior management and CEO Glassdoor ratings. The researchers advised HR departments to closely monitor the impact of senior management behaviour.

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Phan, Duc, Prem Yapa, and Ha Thanh Nguyen. "Accounting graduate readiness for work: a case study of South East Asia." Education + Training ahead-of-print, ahead-of-print (May 29, 2020). http://dx.doi.org/10.1108/et-02-2019-0036.

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PurposeThis paper compares and contrasts graduate accountant skills and employers' expectations in South East Asia (SEA).Design/methodology/approachWe analyse the employers' expectation performance gap (EPG) in three countries – Indonesia, Malaysia and Vietnam – to provide a reflection on current professional accounting development in SEA. The study relies on data derived from multiple sources including job advertisements, CIMA “ready for business” project, Glassdoor website and other secondary data sources.FindingsThe findings indicate that over recent decades, the changing nature of the economy, state, and interest of the business sector (including the “Big Four”) have led to the wider adoption of professional accountancy qualifications. The findings suggest that graduates should be equipped with active learning activities such as project-based and work-integrated training to fill the expectation gaps between local university educators and employers.Research limitations/implicationsDrawing upon a literature review of professional accounting education, we use the results of the documentations and secondary analysis to describe the performance expectation gap of accounting education in SEA.Originality/valueThe study indicates a large discrepancy between the teachings in accounting education and employer requirements in Vietnam, Malaysia and Indonesia and propose different methods to fill this employability gap in South East Asia.

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Moro, Sérgio, Ricardo F. Ramos, and Paulo Rita. "What drives job satisfaction in IT companies?" International Journal of Productivity and Performance Management ahead-of-print, ahead-of-print (March 19, 2020). http://dx.doi.org/10.1108/ijppm-03-2019-0124.

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PurposeStrategic goal achievement in every sector of a company relies fundamentally on the firm's employees. This study aims to disclose the factors that spur employees of major Information Technology (IT) companies in the United States (US).Design/methodology/approachIn this paper, 15,000 reviews from the top 15 United States IT companies were collected from the social media platform Glassdoor to uncover the factors that satisfy IT employees. To learn the most meaningful features that influence the scores, positive and negative remarks, as well as advice to the management team, were analyzed through a support vector machine.FindingsResults highlight a positive attitude of coworkers, contributing to a positive environment and job satisfaction. However, unsatisfied IT employees reveal that work exhaustion is the main reason for their job dissatisfaction.Practical implicationsIT human resource departments can use these valuable insights to align their strategies in accordance with their employees' desires and expectations in order to thrive.Originality/valueThe study highlights the relevance of IT companies to understand the reasons behind their employees' satisfaction. Up until now, little is known concerning the variants of job satisfaction among IT employees, enriching the understanding in this particular professional area.

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"Who's firing? (Oracle, SpaceX): Who's hiring? (Sony, Glassdoor): Taking the temperature of engineering employment as we look back on the first quarter of 2019 - [Spectral Lines]." IEEE Spectrum 56, no. 6 (June 2019): 4. http://dx.doi.org/10.1109/mspec.2019.8727129.

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Snow, Derek. "A Portfolio Strategy Using Glassdoor’s Business Outlook Ratings." SSRN Electronic Journal, 2016. http://dx.doi.org/10.2139/ssrn.3484300.

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Filbeck, Greg, Xin Zhao, and Matthew Warnaka. "Glassdoor's best places to work internationally: Are they best for shareholders?" International Journal of Finance & Economics, December 15, 2020. http://dx.doi.org/10.1002/ijfe.2375.

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Journal articles on the topic 'Glassdoor'

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