Indira Management Review

Open Access Open Access  Restricted Access Subscription Access

Assessing the Role of Instrumental Attributes in Employer Branding


Affiliations
1 ASM’s Institute of Business Management & Research, Pune, India
 

Attracting and retaining the most talented employees is crucial for organizational success and survival. Organizations’ perceived image as an employer has been identified as one of the main determinants of job seekers’ attraction to organizations (Highhouse, Zickar, Thorsteinson, Stierwalt, and Slaughter, 1999). Employer image consists of individuals’ perceptions of what is distinctive, central, and enduring about the organization as a place to work (Highhouse, Brooks, and Gregarus, 2009). It has become a challenge for the organizations to create and change their employer image to attract the right employees, a process called employer branding (Edwards, 2010).

Further, the shortage in labour market has made it important for the organizations to stand aside or to be prominent from their competitors in the war for talent and to be seen as attractive employer for prospective applicants. So, the focus in this study is on instrumental image traits and its’ influence on young students.


Keywords

Branding, Employer Branding, Instrumental Attributes, Organizational Attractiveness, Intention to Apply.
User
Notifications
Font Size


  • Aaker, J.L. (1997), “Dimensions of Brand Personality”, Journal of Marketing Research, Vol. 34(3), pp. 347–356.

  • Barber, A.E. (1998), Recruiting Employees: Individual and Organizational Perspectives, Thousand Oaks, CA: Sage.

  • Cable, D.M. and Graham, M.E. (2000), “The Determinants of Job Seekers’ Reputation Perceptions”, Journal of Organizational Behaviour, Vol. 21, pp. 929–947.

  • Cable, D.M. and Wban, D.B. (2001), “Establishing the Dimensions, Sources and Value of Job Seekers’ Employer Knowledge during Recruitment”.

  • Thomas, K.M. and Wise, P.G. (1999), “Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by Different Factors?”, Journal of Business and Psychology, Vol. 13, pp. 375–390.

  • Turban, D.B. (2001), “Organizational Attractiveness as an Employer on College Campuses: An Examination of the Applicant Population”, Journal of Vocational Behavior, Vol. 58, pp. 293–312.

  • Turban, D.B. and Keon, T.L. (1993), “Organizational Attractiveness: An Integrationist Perspective”, Journal of Applied Psychology, Vol. 78, pp. 184–193. Watson, D. (1989).

  • Irenafigurska and Ewamatuska, (2013), “Employer Branding as a Human Resources Management Strategy”, Human Resources Management & Ergonomics, Vol. VII(2).

  • App, Stefanie, Merk, Janina and Büttgen, Marion (2012), “Employer Branding: Sustainable HRM as a Competitive Advantage in the Market for High-Quality Employees”, Management Revue, Vol. 23(3).

  • Van, Greet Hoye and Alan, M. (2011), “The Instrumental-Symbolic Framework: Organisational Image and Attractiveness of Potential Applicants and their Companions at a Job Fair”, Applied Psychology: An International Review, Vol. 60(2), pp. 311–335, doi: 10.1111/j.1464-0597.2010.00437.

  • Jiang, TingTing and Iles, Paul (2011), “Employer-brand Equity, Organizational Attractiveness and Talent Management in the Zhejiang Private Sector, China”, Journal of Technology Management in China, Vol. 6, Issue 1, pp. 97–110.

  • Lievens, Filip, Van, Greet Hoye and Schreurs, Bert (2005), “Examining the Relationship Between Employer Knowledge Dimensions and Organizational Attractiveness: An Application in a Military Context”, Journal of Occupational and Organizational Psychology, Vol. 78, pp. 553–572, The British Psychological Society.

  • Van, Greet Hoye, Bas, Turker, Cromheecke, Saartje and Lievens, Filip (2013), “The Instrumental and Symbolic Dimensions of Organisations’ Image as an Employer: A Large-Scale Field Study on Employer Branding in Turkey”, Applied Psychology: An International Review, Vol. 62(4), pp. 543–557.

  • Lievens, Filip (2007), “Employer Branding in the Belgian Army: The Importance of Instrumental and Symbolic Beliefs for Potential Applicants, Actual Applicants, and Military Employees”, Human Resource Management, Spring 2007.

  • Kucherov, Dmitry and Zamulin, Andrey (2016), “Employer Branding Practices for Young Talents in IT Companies (Russian Experience)”, Human Resource Development International, Vol. 19(2), pp. 178–188, DOI: 10.1080/13678868.2016.1144425

  • Lievens, Filip and Highhouse, Scott (2003), “The Relation of Instrumental and Symbolic Attributes to a Company's Attractiveness as an Employer”, Personnel Psychology, Vol. 56.


Abstract Views: 288

PDF Views: 111




  • Assessing the Role of Instrumental Attributes in Employer Branding

Abstract Views: 288  |  PDF Views: 111

Authors

Swati M. Yeole
ASM’s Institute of Business Management & Research, Pune, India

Abstract


Attracting and retaining the most talented employees is crucial for organizational success and survival. Organizations’ perceived image as an employer has been identified as one of the main determinants of job seekers’ attraction to organizations (Highhouse, Zickar, Thorsteinson, Stierwalt, and Slaughter, 1999). Employer image consists of individuals’ perceptions of what is distinctive, central, and enduring about the organization as a place to work (Highhouse, Brooks, and Gregarus, 2009). It has become a challenge for the organizations to create and change their employer image to attract the right employees, a process called employer branding (Edwards, 2010).

Further, the shortage in labour market has made it important for the organizations to stand aside or to be prominent from their competitors in the war for talent and to be seen as attractive employer for prospective applicants. So, the focus in this study is on instrumental image traits and its’ influence on young students.


Keywords


Branding, Employer Branding, Instrumental Attributes, Organizational Attractiveness, Intention to Apply.

References