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1 – 10 of over 1000Alhamudin Maju Hamonangan Sitorus, Sudarsono Hardjosoekarto, Rusfadia Saktiyanti Jahja, One Herwantoko and Fadlan Khaerul Anam
Moral consideration is significantly important as social responsibility of economic actions. This article aims to analyze the moral embeddedness of labor market using the typology…
Abstract
Purpose
Moral consideration is significantly important as social responsibility of economic actions. This article aims to analyze the moral embeddedness of labor market using the typology of moral behavior in market exchange by Beckert (2005).
Design/methodology/approach
This study contributes to methodological novelty through a digital research design using Gephi and NVIVO software. Textual Network Analysis (TNA) is used to analyze the moral embeddedness of labor market transaction of Chinese migrant workers.
Findings
Overall, the results show that the presence of Chinese migrant workers in Indonesia is a form of Trojan altruism and harmful to local labor market. This study also provides a theoretical debate that morals are always embedded in markets.
Research limitations/implications
The data and focus of this study are the Indonesian side, particularly the local labor market. In addition, access to interviews with the Chinese government and companies is very challenging and cannot be done because they cannot carelessly provide information to journalists and researchers.
Originality/value
In contrast to previous studies on Chinese migrant workers that tend to use the economic perspective, this study applies the moral perspective that is more sociological and discusses social responsibility of market actions.
Peer review
The peer-review history for this article is available at: https://publons.com/publon/10.1108/IJSE-11-2022-0737
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This study aims to explain the relationship between employer branding, social media, online reviews and intention to apply for a job vacancy (IAJV), which organizations should…
Abstract
Purpose
This study aims to explain the relationship between employer branding, social media, online reviews and intention to apply for a job vacancy (IAJV), which organizations should ponder upon while designing branding campaigns.
Design/methodology/approach
The sample belongs to 385 final-year management graduates and postgraduates enrolled in central universities in the state of Uttar Pradesh, India. The dual mediation model is tested by regression and PROCESS macro.
Findings
Out of five employer branding dimensions, three (corporate social responsibility, healthy work atmosphere and training and development) were found to be significant predictors of IAJV. On the other hand, the dimensions of compensation and benefits and work-life balance did not influence candidates’ intention to apply for a job. The findings indicate that social recruiting could act as an effective tool for leveraging an organization’s image as an employer and could communicate unique brand values to the target market. Moreover, review whether positive, negative or neutral attributes could help job seekers affirm and reaffirm employer branding attributes before applying for a job.
Originality/value
Studies in social media and employer branding areas lag far behind in practice, and the present research attempts to fill this research gap. A further contribution of this research work will be to assess the role of reviews for a meaningful analysis of potential employees’ intentions to apply in an organization.
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Rajwinder Kaur, Sameer Pingle and Anand Kumar Jaiswal
This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study…
Abstract
Purpose
This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.
Design/methodology/approach
The present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.
Findings
The study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.
Originality/value
The originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.
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Avinash Chopra, Gokulananda Patel and Chandan Kumar Sahoo
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study…
Abstract
Purpose
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer.
Design/methodology/approach
The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion.
Findings
Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible.
Practical implications
Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice.
Originality/value
This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.
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Charlotte Arkenback and Mona Lundin
This paper aims to examine how instructional videos produced by retail employers and tech companies have modelled cashier roles and skills in service encounters over time…
Abstract
Purpose
This paper aims to examine how instructional videos produced by retail employers and tech companies have modelled cashier roles and skills in service encounters over time, providing insights into cashier training and job responsibility evolution across different retail eras.
Design/methodology/approach
Online video research is used, with YouTube as data source and the theory of practice architectures and related concepts as analytical framework, to examine 50 instructional video narratives produced between 1917 and 2021.
Findings
Cashiers’ selling practice comprises transactions and customer service, which are often taught separately. Technology has explicitly influenced changes in cashier work and training at three points in history: mechanised checkout (1917), computerised checkout (1980) and connected checkout (2010). “New technology” involves a combination of arrangements with the potential to transform the semantic, physical and social dimensions of cashiers’ selling practice. However, despite technological advancements, employers’ cashier training videos have not evolved significantly since the 1990s and still focus on emotional labour skills.
Practical implications
The findings indicate a need for transforming training for service work in the connected service encounter.
Originality/value
The relationship between technological innovations and changes in frontline service work and workplace learning is examined through the lens of instructional videos produced by retail employers and tech companies, giving rise to insights into limitations of current training methods for service workers. This paper suggests the need for a more holistic perspective on service encounters to understand service work and workplace learning changes.
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International evidence of corporate demand for ‘aesthetic labour’ has stimulated a growing and important literature on the strategic, commercial, legal, gendered and ethical…
Abstract
International evidence of corporate demand for ‘aesthetic labour’ has stimulated a growing and important literature on the strategic, commercial, legal, gendered and ethical aspects of this labour process (see Spiess & Waring, 2005; Warhurst & Nickson, 2009; Warhurst et al., 2000; Waring, 2011; Witz et al., 2003). There is some evidence to suggest that the growth in ‘Diversity and Inclusion’ strategies and practices by larger firms provides a level of recognition of the need to avoid discriminatory practices based on the physical characteristics of employees whether these be overt, structural or as a result of unconscious bias. It is argued that the emergence of ‘Diversity and Inclusion’ strategies are not just in response to regulatory demands or an enlightened ‘character over characteristics’ approach to hiring, but stems from a desire to meet contemporary Corporate Social Responsibility (CSR) expectations. In turn this corporate motivation is frequently driven by commercial concerns such as the need to attract and retain capital and talent.
In this chapter, the intersection of aesthetic labour, appearance-based discrimination, corporate Diversity and Inclusion strategies and CSR is explored. Through the examination of Fortune 500 ‘Diversity and Inclusion’ strategies and approaches to CSR, the intent behind the resourcing of ‘Diversity and Inclusion’ and its relationship to CSR is critically assessed. This critical assessment discloses both genuine efforts to reject unethical forms of ‘lookism’ or ‘appearance-based discrimination’ but also several contradictions. These include contradictions between the rhetoric of diversity and CSR and the continuation of aesthetic labour strategies for commercial advantage. Further, the research finds that the physical representation of ‘Diversity and Inclusion’ efforts are sometimes themselves exploited for commercial gain.
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Juhari Noor Faezah, M.Y. Yusliza, T. Ramayah, Adriano Alves Teixeira and Abdur Rachman Alkaf
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green…
Abstract
Purpose
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.
Design/methodology/approach
The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.
Findings
Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.
Research limitations/implications
The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.
Originality/value
As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.
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Alan Bandeira Pinheiro, Marcelle Colares Oliveira and Maria Belen Lozano
The purpose of this research is to investigate the effect of characteristics of capitalism on environmental performance.
Abstract
Purpose
The purpose of this research is to investigate the effect of characteristics of capitalism on environmental performance.
Design/methodology/approach
The authors analyzed a sample of 6,257 companies, based in 55 countries and 8 typologies of capitalism. The independent variables are the characteristics of capitalism, measured through five indicators: cooperation between employees and employers, index of economic freedom, local competition between industries, human development index (HDI) and quality of the governance environment. To measure environmental performance, the authors created an index composed of 20 indicators. Data were analyzed using panel data regression and dynamic panel of the generalized method of moments.
Findings
The results indicate that the characteristics of capitalism can shape the environmental behavior of companies. The authors find that in countries with better cooperation between employees and employers, more economic freedom, and competition between firms, in addition to better HDI and national governance, companies have higher environmental performance. When they are in more developed countries, companies have a greater environmental performance.
Practical implications
Managers must consider the country's characteristics of capitalism when making their environmental decisions and strategies. The findings invite governments to incorporate into their regulations mechanisms to protect other interest groups, not just shareholders.
Originality/value
Few studies have examined environmental performance, which is less susceptible to greenwashing. The metric for environmental performance measures the company's concrete effort in relation to environmental issues and not just the disclosure of information. Additionally, the authors examine characteristics of capitalism supported by Varieties of Capitalism, an approach still little explored in the environmental management.
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Moustafa Mohamed Nazief Haggag Kotb Kholaif and Xiao Ming
The research aims to profoundly investigate the correlation between uncertainty-fear against COVID-19, corporate social responsibility (CSR) and labor practices issues based on…
Abstract
Purpose
The research aims to profoundly investigate the correlation between uncertainty-fear against COVID-19, corporate social responsibility (CSR) and labor practices issues based on ISO 26000.
Design/methodology/approach
Partial least squares structural equation modeling (PLS-SEM) was adopted for data analysis and hypotheses testing on a sample of 304 managers and employees in the Egyptian small and medium enterprises (SMEs).
Findings
Preliminary results indicate that the uncertainty-fear against COVID-19 positively affects CSR practices in SMEs. CSR positively impacts labor practices dimensions. However, CSR has an insignificant effect on the social protection and work condition dimension. Also, CSR has a significant mediating role in the association between uncertainty-fear toward the pandemic and labor practices. But, this relation is insignificant regarding social protection and work condition dimension.
Practical implications
Managers could develop a consistent strategy for applying CSR practices, providing clear information and focusing on their procedures to protect their workforce during COVID-19. Governments should impose policies to guarantee that all employees have the same opportunities and not discriminate directly or indirectly in any labor practice.
Originality/value
Based on both the “stakeholder” and “social-cognitive” theories, this study shed light on the optimistic side of the COVID-19 pandemic, as it also brings the concepts of social responsibility, sustainability and green practices back into the light, which helps in solving labor issues.
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This chapter explores the gap between social expectations and actual sustainability performance in the business world and identifies the root causes of this discrepancy. The…
Abstract
This chapter explores the gap between social expectations and actual sustainability performance in the business world and identifies the root causes of this discrepancy. The author reviews corporate social responsibility (CSR) and sustainability, and their relationship with the Sustainable Development Goals (SDGs). This chapter also compares the connections and differences between the Millennium Development Goals (MDGs) and the SDGs. The author analyzes possible solutions to bridge the gap, including renewing the social contract between businesses, society and institutions. This involves rethinking the role of businesses and institutions in promoting sustainability and creating new systems and structures that incentivize sustainable practices. This chapter concludes by discussing the pathway to a sustainable and inclusive world through systems innovation and change. When embracing a systems thinking approach, individuals and organizations can identify and address the root causes of unsustainability, and create more resilient and sustainable systems that benefit both people and the planet.
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