Search results

1 – 10 of 124
Article
Publication date: 14 September 2020

Asha Binu Raj

This paper aims to examine the relationship between employee value proposition (EVP) and employees’ intention to stay and analyse how psychological contract and social…

1812

Abstract

Purpose

This paper aims to examine the relationship between employee value proposition (EVP) and employees’ intention to stay and analyse how psychological contract and social identity moderate this relationship.

Design/methodology/approach

The study was conducted in Indian IT sector among a sample of 268 employees using criterion sampling. Data were collected through structured questionnaires which revealed employees’ perceptions of EVP, intention to stay, psychological contract and social identity.

Findings

The empirical results reveal that employees have greater intention to stay when their organisations deliver an EVP including development value, social value and economic value. Findings indicate that psychological contract positively strengthens the impact of EVP on employees’ intention to stay. Also, when employees strongly identify with their organisation’s image, they have higher intention to stay in presence of a strong EVP.

Research limitations/implications

Consistent with the existing literature, the paper contributes an integrative model of EVP based on social exchange process, moderated by social identity and psychological contract. As the study was limited to Indian IT sector, cross-sectional nature of data is a limitation for drawing inferences about the influence or causality in general.

Practical implications

The study provides a new perspective to managers to develop an attractive EVP to gain employees’ increased intention to stay. Employers in IT sector may adopt this comprehensive model to strategise their value propositions.

Originality/value

This paper proposes a validated conceptual framework of EVP and intention to stay, tested for moderation effects by psychological contract and social identity. This moderation model based on social exchange adds value to employer branding literature.

Details

South Asian Journal of Business Studies, vol. 10 no. 2
Type: Research Article
ISSN: 2398-628X

Keywords

Article
Publication date: 3 October 2019

Christopher N. Arasanmi and Aiswarya Krishna

The purpose of this paper is to examine the link between employee value proposition (EVP) dimensions, employee commitment and organisational citizenship behaviours (OCBs…

3462

Abstract

Purpose

The purpose of this paper is to examine the link between employee value proposition (EVP) dimensions, employee commitment and organisational citizenship behaviours (OCBs) in organisations.

Design/methodology/approach

This cross-sectional study collected data from 134 employees of a government department using a survey method. The collected data were analysed with a regression method using Statistical Package for Social Sciences version 24.

Findings

The regression analysis shows that perceived organisational support, and work environment (WE) influence employee commitment. Also, the relationship between organisational commitment (OC) and OCB was found to be significant. The analysis also confirms that OC mediates the relationship between the EVP variables and OCB.

Research limitations/implications

This study is cross-sectional research, future studies may adopt a longitudinal method or multi-sourced data for further research insights. Due to the adopted research design, the findings should be interpreted with this in mind.

Practical implications

This study helps to understand the impact of EVP attributes on employee commitment in organisations. The finding would benefit organisations on the need to enhance EVP fulfilment, and its benefits findings from the study show perceived organisation support and WE affects OC while OC affects OCB. It is crucial for organisations to consider and align EVP strategies in their people management strategies.

Originality/value

This study contributes to the EVP theory by analysing the role of affiliation dimension of the EVP on employee commitment. Prior research appears to have neglected the influence of the EVP on employee commitment.

Details

Industrial and Commercial Training, vol. 51 no. 7/8
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 8 April 2019

Achilleas Boukis

This paper aims to re-examine the nature, aim and scope of internal market orientation (IMO) and introduce it as a value creation mechanism for the firm’s internal market…

Abstract

Purpose

This paper aims to re-examine the nature, aim and scope of internal market orientation (IMO) and introduce it as a value creation mechanism for the firm’s internal market. A service-dominant logic (SDL)-based perspective of the IMO notion is advanced, and the key steps and phases for value creation in the internal market are outlined.

Design/methodology/approach

This conceptual paper bridges the IM discourse with the SDL literature, and the latter’s implications for internal marketing theory and practice are discussed.

Findings

Drawing on the premises of the SDL, IMO re-surfaces as an interconnected operant resource that can be enacted through performing three sets of activities central in the value creation process for internal stakeholders (i.e. value-identifying, value-generating and value-enhancing activities). These groups of relevant value-enabling activities required for IMO enactment are extensively discussed and their role in the value creation process is scrutinized.

Originality/value

This conceptual paper aspires to provide a managerially relevant understanding of value creation in the firm’s internal market. An SDL-driven understanding of IMO is advanced setting it as a value creation mechanism appealing to a wider range of organizations.

Details

Journal of Services Marketing, vol. 33 no. 2
Type: Research Article
ISSN: 0887-6045

Keywords

Article
Publication date: 19 February 2020

Neerja Kashive, Vandana Tandon Khanna and Manish Naresh Bharthi

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…

1775

Abstract

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.

Details

Journal of Indian Business Research, vol. 12 no. 1
Type: Research Article
ISSN: 1755-4195

Keywords

Article
Publication date: 8 June 2020

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

1537

Abstract

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/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

The results of the research paper’s conceptual model reveal that positive improvements in perceived organizational support (POS) and the work environment (WE), as elements of the employee value proposition (EVP) between employer and employee, do increase organizational commitment (OC) in employees. This in turn boosts organizational citizenship behavior (OCB) as the employee is more willing to invest their effort beyond the minimum expected level to produce innovative work for the organization’s benefit.

Originality/value

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.

Details

Human Resource Management International Digest , vol. 28 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

Book part
Publication date: 18 April 2012

Kyle Lundby, Wayne C. Lee and William H. Macey

Business leaders can face unique challenges in attracting, retaining, and developing an engaged workforce in today's global organizations. However, insights can be…

Abstract

Business leaders can face unique challenges in attracting, retaining, and developing an engaged workforce in today's global organizations. However, insights can be provided by examining a firm's Employee Value Proposition (EVP) as seen by employees, as well as carefully exploring drivers of employee engagement to equip executives and managers to overcome these challenges. This chapter uses results from Valtera's Annual Global Employee Survey to highlight the potential for leveraging survey data, analyzed at the country level, to best align and tune their human capital strategy and programs to operations and labor markets around the world. Examples of unique EVP profiles and key drivers of engagement from six countries in Asia, Europe, and Latin America are provided to illustrate important differences organizations need to consider in optimizing their approach to global human capital management.

Details

Advances in Global Leadership
Type: Book
ISBN: 978-1-78052-002-5

Article
Publication date: 6 February 2020

Sujata Rounak and Rajnish Kumar Misra

The purpose of this paper is to draw attention to the organizational factors that can impact the perception of value proposition as offered by organizations. It aims to…

1969

Abstract

Purpose

The purpose of this paper is to draw attention to the organizational factors that can impact the perception of value proposition as offered by organizations. It aims to highlight the importance of Perceived Organizational Support (POS), Organization’s Perceived Identity (OPI) and Exchange Quality in enhancing the value perception among employees.

Design/methodology/approach

This study is based on a review of the literature and offers a conceptual analysis to explain the impact of POS, OPI and exchange quality on the employee’s perception of value proposition.

Findings

POS, OPI and exchange quality can act as social exchange elements and can co-create value for internal customers thereby enhancing value perception. They act as the stimuli for the employees which make them realize the benefits that they are offered by the organization.

Research limitations/implications

This is a conceptual paper hence based on literature review of relevant papers.

Practical implications

This study has major implications for understanding the factors that can improve the overall workplace experience of employees and can make the organization one of the best places to work. This will, in turn, enhance employee retention and can be a major strategy of talent management.

Originality/value

The paper provides a novel approach to show the enhancement in value perception by these three factors i.e. POS, OPI and exchange quality with the help of relevant literature.

Details

Development and Learning in Organizations: An International Journal, vol. 34 no. 6
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 19 April 2011

Bernard Kunerth and Richard Mosley

This paper aims to examine the degree to which employer brand management is being deployed to support internal employee engagement, in addition to its more common…

8219

Abstract

Purpose

This paper aims to examine the degree to which employer brand management is being deployed to support internal employee engagement, in addition to its more common application in external image building and talent acquisition.

Design/methodology/approach

This paper presents findings from an international benchmark survey conducted among 104 companies actively involved in employer brand development, alongside a more detailed examination of the development process and measures of success applied by one of the benchmark participants, Coca‐Cola Hellenic.

Findings

This paper demonstrates a trend towards organizations taking a more integrated internal/external approach to employer brand development and management, with practical case study material detailing how a major European soft drinks company, Coca‐Cola Hellenic, created an employee value proposition that could provide a central reference point for both its employee engagement strategy and recruitment communication.

Practical implications

Employer brand theory and practice have evolved significantly over the last ten years. From a discipline largely limited to the resourcing outskirts of human resources (HR), it has increasingly become a more strategic focus of attention for general HR management, with a particular focus on its potential ability to help align people management process and practice and drive employee engagement. This paper provides evidence that taking a more integrated approach to employer brand management may represent a significant opportunity to enhance overall levels of internal engagement, in addition to promoting an employer's external reputation.

Originality/value

According to new research, organizations are increasingly using their employer brand to shape their overall people management strategy and not simply for external recruitment purposes. Drawing on a benchmark survey of recent and emerging employer brand practice, and a more detailed examination of the integrated approach to employer brand development taken by Coca‐Cola Hellenic, the paper presents the case for extending the application of employer brand practice beyond the confines of external recruitment.

Details

Strategic HR Review, vol. 10 no. 3
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 1 May 2005

Andrew N. Bell

Andrew N. Bell considers the role of company reputation in creating a convincing, credible and competitive employee value proposition.

3511

Abstract

Andrew N. Bell considers the role of company reputation in creating a convincing, credible and competitive employee value proposition.

Details

Strategic HR Review, vol. 4 no. 4
Type: Research Article
ISSN: 1475-4398

Keywords

Book part
Publication date: 9 August 2018

Lena Lindholm

Corporate social responsibility (CSR) has become an essential part of business, and companies should genuinely incorporate social responsibilities toward internal and…

Abstract

Corporate social responsibility (CSR) has become an essential part of business, and companies should genuinely incorporate social responsibilities toward internal and external stakeholders in their operations. The most important stakeholder group is the personnel, which is why employers should pay attention to strengthening the employer–employee relationship. The purpose of this text is to demonstrate the connections between employer branding and CSR.

Theory on employer branding and CSR indicates that there are both strategic and operational connections. Strategically, employer branding can be considered the outcome of the co-operation among branding, CSR, and human resource management (HRM). At an operational level, there are several CSR activities that can be of use when developing and implementing economic, functional, and psychological employer-branding elements.

In order to establish how CSR is used in employer branding in practice, a qualitative content analysis of the website communication of three multinational IT companies was made. All of the companies have been acknowledged for their strong internal employer brands, and the analysis focused on what types of CSR activities they communicate externally as part of their employer branding efforts.

The study concludes that CSR can be relevant to employer branding and presents a categorization model for facilitating a concrete integration of CSR and employer-branding elements.

Details

Developing Insights on Branding in the B2B Context
Type: Book
ISBN: 978-1-78756-276-9

Keywords

1 – 10 of 124