Search results

1 – 5 of 5
Article
Publication date: 1 November 2013

Anne-Mette Sivertzen, Etty Ragnhild Nilsen and Anja H. Olafsen

The aim of this study is to investigate which factors employers should focus on in their employer branding strategies. The present study tested the employer attractiveness scale…

45955

Abstract

Purpose

The aim of this study is to investigate which factors employers should focus on in their employer branding strategies. The present study tested the employer attractiveness scale (EmpAt) and analysed relationships between dimensions in this measurement scale and the use of social media in relation to corporate reputation and intentions to apply for a job.

Design/methodology/approach

Electronic questionnaires were distributed to students at three higher education institutions in Norway. The proposed model is analysed on the basis of 366 responses related to three well-known Norwegian engineering firms.

Findings

The results indicate that several employer attributes are positive for corporate reputation, which again is related to attraction of potential employees. Specifically, the results suggest that innovation value, psychological value, application value, and the use of social media positively relate to corporate reputation, which in turn is positively linked to intentions to apply for a job. Psychological value, which is the strongest predictor, is also directly related to intentions to apply for a job. Furthermore, the validation of the EmpAt scale resulted in different dimensions than in the original study. New dimensions and a re-arrangement of indicators are proposed.

Originality/value

The research is original in the way it combines employer branding and social media, and this will be of value to employers in their recruitment processes.

Details

Journal of Product & Brand Management, vol. 22 no. 7
Type: Research Article
ISSN: 1061-0421

Keywords

Article
Publication date: 7 August 2018

Anja Hagen Olafsen and Claus Wiemann Frølund

The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in…

1281

Abstract

Purpose

The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways.

Design/methodology/approach

Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations.

Findings

The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality.

Originality/value

These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.

Details

Journal of Managerial Psychology, vol. 33 no. 4/5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 November 2020

Anja Hagen Olafsen, Etty R. Nilsen, Stian Smedsrud and Denisa Kamaric

Future organizations must focus on their ability to change to be sustainable, and this calls more attention to sustainability as an organizational issue. However, change…

4095

Abstract

Purpose

Future organizations must focus on their ability to change to be sustainable, and this calls more attention to sustainability as an organizational issue. However, change initiatives often fail because of a lack of employee commitment. The purpose of this study is to examine how organizational culture and individual readiness for change (IRFC) relate to types of commitment to change.

Design/methodology/approach

Survey data from a sample of 259 employees in a Norwegian public organization undergoing major strategic changes were used to test the hypothesized relations.

Findings

The results show that flexible and stable organizational cultures did not relate differently to types of change commitment. This may indicate that the strength, rather than the type, of organizational culture is vital for change commitment. Nevertheless, a flexible organizational culture had a clearer relation to positive change commitment; in part through its positive relation with both change self-efficacy and negative personal valence. These are important dimensions of IRFC.

Originality/value

The study contributes to a nuanced understanding of the role of contextual and individual factors in explaining various types of commitment to organizational change, in particular, by examining the distinction between flexible and stable organizational culture, as well as separate dimensions of IRFC. A flexible culture together with both of the included dimensions of IRFC is shown to be of importance in fostering affective commitment to change – the gold standard of change commitment. Recognizing sustainability as an organizational issue underscores the need for creating a culture conducive to change.

Content available
Article
Publication date: 11 May 2021

Nikolaj Stegeager and Anja Overgaard Thomassen

616

Abstract

Details

Journal of Workplace Learning, vol. 33 no. 3
Type: Research Article
ISSN: 1366-5626

Open Access
Article
Publication date: 14 February 2023

Anja Špoljarić and Đurđana Ozretić Došen

This review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this…

3806

Abstract

Purpose

This review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this topic available to date.

Design/methodology/approach

An examination and critical evaluation of 37 research articles, two scientific monographs and a chapter was conducted. The selection of articles was based on conducted content analysis.

Findings

Having an employer brand has become of utmost importance for many organizations since it was first described in academic literature in mid-1990s. Despite its key role in organizational success, there is a certain lack of recognition of employer brand in academic literature. While employer brand research is somewhat scarce, international employer brand research is almost non-existent. Organizations that operate on different international markets often recruit their employees internationally as well. However, employer brand developed and managed locally differs from the one developed and managed globally.

Research limitations/implications

This review is based on a small number of articles available in the databases. Additionally, only the research papers written in English were included in the review.

Originality/value

This review paper offers a much-needed overview of literature on employer branding within international context. International employer brands and international employer branding have so far been neglected within employer branding literature, despite the obvious need for differentiation. Therefore, this article seeks to provide a systematic overview and identify relevant characteristics of the international employer brand.

Details

Corporate Communications: An International Journal, vol. 28 no. 4
Type: Research Article
ISSN: 1356-3289

Keywords

1 – 5 of 5