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1 – 6 of 6Gordhan K. Saini, Filip Lievens and Mukta Srivastava
In the past 25 years, employer and internal branding have grown significantly. Prior reviews tended to focus on either one of these domains. This study aims to map the…
Abstract
Purpose
In the past 25 years, employer and internal branding have grown significantly. Prior reviews tended to focus on either one of these domains. This study aims to map the intellectual structure of research on both employer branding and internal branding, thereby identifying impactful authors and journals, current and evolving themes and avenues for future research.
Design/methodology/approach
Using VOSviewer and Biblioshiny software packages, a bibliometric analysis of 739 articles was conducted using various methods such as citation analysis, bibliographic coupling, cluster analysis, keyword analysis and three-field plot. The Scopus results were further validated using 297 articles produced by the Web of Science data set. It ensured the robustness of the results and generalizability of the findings across bibliometric data sets.
Findings
The findings first report the impactful articles, authors and institutions of employer and internal branding research, along with popular keywords used in this area. Next, the analysis reveals four major clusters and seven subthemes (i.e. employer brand and job seekers, employer brand and employees, employer brand and international human resource management (HRM), third-party employer branding, internal branding – conceptualization/review, internal branding – antecedents and consequences, internal brand management). Early research focused more on “corporate brandings,” whereas current research deals more with “employer branding: antecedents and consequences,” “employer branding conceptualization/review,” and “internal branding” and its subthemes. The employer and internal branding clusters have evolved largely independent from each other. This study offers future research directions and practical implications per cluster.
Originality/value
To the best of the authors’ knowledge, this study is the first comprehensive bibliometric analysis of both employer and internal branding research.
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Keywords
Konstantina Georgiou and Filip Lievens
The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the…
Abstract
Purpose
The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer.
Design/methodology/approach
The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study uses an experimental design to provide evidence that people's perceived enjoyment and flow is enhanced when a gamified version of a situational judgment test (SJT) is used, leading to more positive perceptions of organizational characteristics and attractiveness.
Findings
Positive perceptions of the characteristics of a gamified assessment influenced the attractiveness of the organization via the symbolic organizational traits.
Practical implications
Organizations should be aware of the signals sent to applicants when different assessment formats (such as gamified assessments) are used.
Originality/value
The authors' findings contribute to gamification and signaling theory by testing a signaling mechanism in a novel and timely assessment context.
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Filip Lievens, Helga Peeters and Eveline Schollaert
The purpose of this paper is to give an empirically‐based review of the strengths and weaknesses of situational judgment tests (SJTs).
Abstract
Purpose
The purpose of this paper is to give an empirically‐based review of the strengths and weaknesses of situational judgment tests (SJTs).
Design/methodology/approach
The features, history, and development of SJTs are discussed. Next, a computerized search (from 1990‐2007) is conducted to retrieve empirical studies related to SJTs. The effectiveness of SJTs is discussed in terms of reliability, criterion‐related validity, incremental validity, construct‐related validity, utility, adverse impact, applicant perceptions, fakability, and susceptibility to practice and coaching effects.
Findings
Strengths of SJTs are that they show criterion‐related validity and incremental validity above cognitive ability and personality tests. SJTs have also less adverse impact towards minorities (especially if the cognitive loading of the SJT is low). Furthermore, applicant reactions towards SJTs are positive and SJTs enable to test large applicant groups at once (through the Internet). In terms of weaknesses, SJTs might be prone to faking, practice, and coaching effects. There is also debate about what constructs are measured by SJTs.
Research limitations/implications
Five avenues for future research are discussed: construct‐related validity of SJTs, utility of SJTs vis‐à‐vis other predictors, impact of SJT features on validity and adverse impact, examination of alternative stimulus and response formats, and cross‐cultural transportability of SJTs.
Practical implications
Practitioners receive evidence‐based information about the features, development, and strengths and weaknesses of SJTs.
Originality/value
Apart from the USA, SJTs have not made strong inroads in selection practice in Europe and other parts of the world. This evidence‐based paper might highlight the value of SJTs.
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Filip Lievens, Karen van Dam and Neil Anderson
The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human…
Abstract
The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing academic reviews of recent research in personnel selection were scrutinized. As a result, the following four main trends are identified: labour market shortages, technological developments, applicant perceptions of selection procedures, and construct‐driven approaches. Per trend, relevant existing research is reviewed and avenues for future research are discussed.
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To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from…
Abstract
To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from brochures of consultancy agencies and were compared to empirical research. These slogans were that assessment centres work, are expensive, fair, have a potent influence on candidates, provide insight into candidates’ personality, and are not prone to trainability effects. Other slogans include that trained assessors speak the same language and that candidate reactions are positive. Resulting from this comparison a more fine‐grained picture of the strengths and weaknesses of assessment centres emerges. In particular, it is demonstrated that the accuracy of the slogans often depends on design factors. It is suggested that future studies combine multiple research perspectives, examine assessment centre process issues, and validate new assessment centre applications.
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Gonzalo R. Llanos-Herrera and Jose M. Merigo
The purpose of this paper is to present a global view of the research that has been conducted regarding brand personality by using the Core Collection of the Web of Science (WoS…
Abstract
Purpose
The purpose of this paper is to present a global view of the research that has been conducted regarding brand personality by using the Core Collection of the Web of Science (WoS) as a reference. The main bibliometric indicators considered are number of articles, number of citations, main authors, principal journals, institutions, countries and keywords.
Design/methodology/approach
Through a bibliometric investigation, this paper performs an analysis of investigations of brand personality that have been conducted to date. In particular, the analysis focuses on the papers that have generated the greatest impact in the scientific community, the journals that have given the most attention to this concept and the authors who have most strongly influenced the academic world in this field. The analysis reveals a series of relationships between the bases of knowledge considered for different authors and journals and the structure of those relationships based on the keywords considered in each contribution.
Findings
This analysis allows to obtain a general and impartial view of brand personality research, and it reveals the most relevant contributions to the academic world in terms of authors, journals, institutions, countries and keywords. The analysis shows that the concept under study seems to still be in an early stage of development and there may well be an important amount of development ahead. Although there have been important contributions to this field, work is still required to consolidate this knowledge.
Research limitations/implications
The information provided pertains to a relatively specific subject but is still general when considered within the context of this topic and thus leaves aside elements that could greatly enrich the analysis. However, this work presents some important guidelines for conducting in-depth academic research and publication.
Practical implications
This work identifies the most productive and influential authors, journals, institutions and countries regarding this important topic, as well as the leading trends in this field. Applying those concepts would be helpful to improve the effectiveness of the promotion of brands and products.
Originality/value
The work developed in this article provides an overview of the academic research on brand personality that has been conducted as of April 2018. Another differential characteristic is that this research deeply investigates this concept, considering all the articles published in WoS worldwide.
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