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The present study aims to gauge the experience of gender non-binary (NB) employees in the context of employee value propositions (EVP) in Indian enterprises and make suggestions for organizations to align their gender-aligned interventions with the EVP framework.

Qualitative methodology was used for collecting data through semi-structured interviews and subsequent analysis of the transcripts. The data was gathered from 10 NB participants working in Indian enterprises with the use of non-probabilistic purposive snowball sampling.

The analysis revealed eight themes representing the good, bad and ugly experiences of NB individuals within the context of EVP. These findings underscore the potential of enriching value propositions for employees to promote gender inclusion in corporate settings, contributing to long-term organizational success.

The study offers both theoretical and practical implications for fostering inclusivity at the workplace. It suggests that policymakers and organizations should align EVP with diversity and inclusion initiatives, re-evaluate hiring processes and promotion policies to ensure equal opportunities for NB individuals, provide regular staff training to address biases and implement inclusive insurance policies and representation in employee resource groups (ERGs).

This study provides unique insights into the experiences of NB employees within the framework of EVPs in Indian organizations.

Through a systematic literature review, this paper aims to endeavor to present a thorough historical perspective on the evolution of employee-based brand equity (EBBE), offering a comprehensive understanding of its development. The study explores the general model, causes and effects of EBBE, as well as the role of culture, leadership and brand management in building EBBE. The paper proposes an integrative framework to understand the interrelationships between the various dimensions of EBBE and offers practical guidelines for future research and the business world.

The paper uses a systematic literature review approach to analyze and synthesize 30 studies on EBBE retrieved from SCOPUS and Web of Science. The analysis involves a thematic and content-based examination of the literature, which is organized into three thematic groups.

The review highlights the importance of EBBE as a driver of organizational performance and success. The paper identifies the evolution of the major themes, trends and debates in the literature and suggests areas for future research. It underscores the need for more qualitative, multi-level and longitudinal research on EBBE, as well as the exploration of the links between EBBE and other forms of brand equity.

This paper is one of the first systematic literature reviews of EBBE, offering a comprehensive and integrated view of the existing literature since the beginning of this concept. The paper’s originality lies in its proposed integrative framework that captures the interrelationships between the various dimensions of EBBE and provides practical guidelines for future research and the business world.

The purpose of this study is to identify the impact of Michel Porter's generic business-level strategies adopted by the organisation on its employer branding strategy. Based on the expert’s opinion and insights, this study aims to determine the extent to which the employer branding strategy, its inherent significance, the requisite investment and the used tactics are influenced by the organisation's business strategy.

Considering a phenomenological research design, this study adopted semi-structured interviews as a means to gather qualitative data from a purposive sample comprising HR professionals. The collected data were subjected to thematic analysis, enabling the identification of recurring themes and patterns. Findings and conclusions were subsequently derived in accordance with the outcomes of the thematic analysis.

The study revealed that the significance, nature, challenges and ways of implementation of employer branding strategies vary depending on the type of business strategy adopted by the organisation. While organisations pursuing a differentiation strategy heavily invest in employer branding and placing considerable efforts into developing an appealing employee value proposition, companies pursuing cost leadership invest relatively less in employer branding by implementing cost-effective tactics. Companies implementing a focus strategy demonstrate a moderate level of investment in employer branding initiatives.

The study is limited to IT, manufacturing and banking sectors only. Additionally, the sample of the study is limited.

Employer branding as a strategy has been widely explored in the recent past. Similarly, Michel Porters’ generic strategies have also been widely researched. However, the interconnection between these two levels of strategies presents novel perspectives for business strategists and HR professionals involved in the formulation and implementation of HR strategies. This linkage provides valuable insights that facilitate effective decision-making in relation to employer branding strategies, enabling organisations to prioritise their objectives more effectively.

The existing literature lacks research that investigates the connection between employer branding strategy and business strategy. Hence, this study represents a pioneering effort that aims to explore this unexplored linkage. Further, this research effort has also uncovered previously uninvestigated findings concerning the comparative analysis of employer branding strategies across different sectors while examining the connection between business strategy and employer branding strategy.

The purpose of this paper is to identify the differences in employer branding between the companies that participate and those that do not participate in employer ranking.

Quantitative data were collected through a survey from 188 companies operating on the Russian labour market. Descriptive statistics, frequency analysis, correlation analysis and multivariate analysis of variance were used to analyse the collected data.

The findings revealed specific profiles of the companies that participated and did not participate in employer ranking. Companies differed in their employer branding orientation, internal branding, employer branding strategy, employer branding programmes and employer branding communications tasks. At the same time, brand orientation did not differ between participants and non-participants of employer ranking.

This study integrates the employer brand equity theory and the signalling theory to better explain the differences between participants and non-participants of employer ranking.

This study investigates whether the underrepresentation of women in executive-level roles within the supply chain management (SCM) field is justified or the result of gender injustices. The analysis examines if there is a gender compensation gap within executive-level SCM roles and whether performance differences or other observable factors explain disparities.

Publicly reported executive compensation and financial data are merged to empirically test if gender differences exist and investigate whether the underrepresentation of women in executive-level SCM roles is unjust.

Women occupy only 6.29% of the positions in the sample of 447 SCM executives. Unlike prior studies, we find that women executives receive higher compensation. The analysis does not identify observable factors explaining the limited inclusion of women in top-level roles, suggesting that gender injustices are prevalent in SCM.

This study only considers observable factors and cannot conclusively determine if discrimination is occurring. The low level of inclusion of women in executive roles suggests that gender injustice is intrinsic within the SCM profession. These findings will hopefully motivate firms to undertake transformative actions that result in outcomes that advance gender equity, ultimately leading to social justice for female SCM executives.

The use of social justice and feminist theories, a focus on SCM roles, and an empirical methodology utilizing objective measures represents a novel approach to investigating gender discrimination in SCM organizations, complementing prior survey-based studies.

Organizational reputation has come to the forefront amidst today’s increasingly competitive business environment. While the perspectives of external stakeholders continue to generate research attention among reputation scholars, perceptions of internal stakeholders like employees deserve similar or more focus due to their ability to sway external organizational reputation. Thoroughly understanding organizational variables that precede internal reputation perceptions among employees and the ensuing consequences enables effective reputation management measures. This study aims to develop a comprehensive framework that outlines the antecedents and consequences of the internal reputation concept.

The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 review protocol was applied. Around 24 journal articles were drawn from the Web of Science and Scopus databases and analyzed using qualitative content analysis.

The review revealed 31 constructs related to the internal reputation concept, which were categorized into seven main themes, and a comprehensive framework was developed. Future research recommendations include the need to expand the study’s parameters, adopt a different research method and target varied contexts to achieve a more exhaustive systematic literature review on internal reputation.

This study attempts to contribute to the understanding of the internal reputation concept, theories and reputation management practices through its findings.

This paper provides the first known systematic literature review of the internal reputation concept, which could provide practical guidance to professionals in internal reputation management and academic guidance for future research in internal reputation.

The agricultural supply chain is susceptible to disruptive geopolitical events. Therefore, agri-food firms must devise robust resilience strategies to hasten recovery and mitigate global food security effects. Hence, the central aim of this paper is to investigate how supply chains could leverage digital technologies to design resilience strategies to manage uncertainty stemming from the external environment disrupted by a geopolitical event. The context of the study is the African agri-food supply chain during the Russian invasion of Ukraine.

The authors employ strategic contingency and dynamic capabilities theory arguments to explore the scenario and conditions under which African agri-food firms could leverage digital technologies to formulate contingency strategies and devise mitigation countermeasures. Then, the authors used a multi-case-study analysis of 14 African firms of different sizes and tiers within three main agri-food sectors (i.e. livestock farming, food-crop and fisheries-aquaculture) to explore, interpret and present data and their findings.

Downstream firms (wholesalers and retailers) of the African agri-food supply chain are found to extensively use digital seizing and transforming capabilities to formulate worst-case assumptions amid geopolitical disruption, followed by proactive mitigation actions. These capabilities are mainly supported by advanced technologies such as blockchain and additive manufacturing. On the other hand, smaller upstream partners (SMEs, cooperatives and smallholders) are found to leverage less advanced technologies, such as mobile apps and cloud-based data analytics, to develop sensing capabilities necessary to formulate a “wait-and-see” strategy, allowing them to reduce perceptions of heightened supply chain uncertainty and take mainly reactive mitigation strategies. Finally, the authors integrate their findings into a conceptual framework that advances the research agenda on managing supply chain uncertainty in vulnerable areas.

This study is the first that sought to understand the contextual conditions (supply chain characteristics and firm characteristics) under which companies in the African agri-food supply chain could leverage digital technologies to manage uncertainty. The study advances contingency and dynamic capability theories by providing a new way of interacting in one specific context. In practice, this study assists managers in developing suitable strategies to manage uncertainty during geopolitical disruptions.