Refine your search
Collections
Co-Authors
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Maurya, Kamlesh Kumar
- Employer Branding and Employee Engagement Influencing Psychological Attachment
Abstract Views :170 |
PDF Views:0
Authors
Affiliations
1 Personnel Management & Industrial Relations, Department of Psychology, Banaras Hindu University, Varanasi, UP, IN
1 Personnel Management & Industrial Relations, Department of Psychology, Banaras Hindu University, Varanasi, UP, IN
Source
IAHRW International Journal of Social Sciences Review, Vol 6, No 3 (2018), Pagination: 488-492Abstract
Present paper aimed to examine the role of employer branding and employee engagement in influencing the level of psychological attachment among the employee. Guiding theories underlying the present study are social exchange theory (Eisenberger et al., 1997) and the psychological contract theory (Miller, 2001; Rousseau, 1995; Robinson & Rousseau, 1994). Keeping in mind the cost-effective and strategic approach based on general HRM/OB/HRD principles in creating the positive work attitude among the workforce. The present study had investigated the underlying assumption, that high level of engagement and perceived employer branding by the employees' is responsible for, fostering the psychological attachment among employees. This study was conducted by critical review of previous survey results and of literature incorporating (corporate branding, internal branding, employee engagement, psychological attachment, human resource management & employee retention) in terms of their implications for the proposed framework i.e. employee engagement and employer branding is positively associated with psychological attachment. After exploring and critical review of literature incorporating psychological attachment, employer branding, and employee engagement it is found that although much research has been conducted in all areas, few studies have explicitly worked on psychological attachment and its relationship with perceived employer branding and employee engagement. The framework established in the study opens the doors of further investigation into other factors that seem to contribute in building psychological attachment.Keywords
Employer Branding, Employee Engagement, Psychological Attachment.
References
- Abbasi, S. M., & Hollman, K. W. (2000). Turnover: The real bottom line. Public PersonnelManagement, 29(3) ,333-342.
- Abrams, D., Ando, K., & Hinkle, S. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers' turnover intentions. Personality and Social Psychology Bulletin, 24(10), 1027-1039.
- Agarwal, R, & Ferratt, T. W. (2001). Crafting an HR strategy to meet the need for IT workers. Communications oftheACM, 44(7), 58-64.
- Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1) ,20-39.
- Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501-517.
- Balmer, J. M., & Gray, E. R (2003). Corporate brands: What are they? What of them? European Journal of Marketing, J 7(7-8), 972-997'.
- Bar-Haim, A. (2007). Rethinking organizational commitment in relation to perceived organizational power and perceived employment alternatives. International Journal of Cross Cultural Management, 7(2), 203-217.
- Barrow, S.,Mosley,R.,&Schobitz,B. (2006). Internes BrandManagement: Machen Sie Ihre Mitarbeiter zu Markenbotschaftem.WlLEY-VCH..
- Becker, T. E., & Billings, R S. (1993). Profiles of commitment: An empirical test. Journal of Organizational Behavior, 14(2), 177-190.
- Benkhoff, B. (1997). Ignoring commitment is costly: New approaches establish the missing link between commitment and performance. Human Relations, 50(6), 701-726.
- Blau, P.M. (1964). Exchange and power in social life. Transaction Publishers.
- Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. PsychologicalBulletin, 120(2),235.
- Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.
- Chew, J., & Chan, C. C. (2008). Human resource practices, organizational commitment and intention to stay. InternationalJournal of Manpower, 29(6), 503-522.
- Coyle-Shapiro, J.A.M. (2002). A psychological contract perspective on organizational citizenshipbehavior. Journal of Organizational Behavior, 23(&),927-946.
- Cropanzano, R, & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
- Cropanzano, R, Prehar, C.A., & Chen, PY (2002). Using social exchange theory to distinguish procedural from interactional justice. Group and Organization Management, 27(3), 324-351.
- Csikszentmihalyi, M. (1990). Literacy and intrinsic motivation. Daedalus, 119(2), 115140.
- Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
- Edwards, M. R (2005). Employer and employee branding: HR or PR. Managing Human Resources: Personnel Management in Transition,4, 266-286.
- Eisenberger, R., Cummings, J.,Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 52(5), 812.
- Gaiduk, R, Gaiduk, J., & Fields, D. (2009). Limiting the brain drain: Determinants of employee organizational attachment in Lithuania. Baltic Journal of Management, 4(2), 149-168.
- Glen, C. (2006). Key skills retention and motivation: the war for talent still rages and retention is the high ground. Industrial and Commercial Training, 38(1), 37-45.
- Hajdin, M. (2005). Employee loyalty: An examination. Journal of Business Ethics, 59(3), 259-280.
- Hall, D. T, & Schneider, B. (1972, August). Correlates of organizational identification as a function of career pattern and organizational type. Academy of Management Proceedings, 1, 159-161.
- Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268.
- Hartley, J. (1996). Popular reality: Journalism, modernity, popular culture. Arnold.
- Hatch, M. J., & Schultz, M. (2008). Taking brand initiative: How companies can align strategy, culture, and identity through corporate branding. John Wiley and Sons.
- Hays, (2010). Employer Branding: The impact of the economic crisis. HAYS0101 OBrandinglntheCity survey_v3.indd.
- Joo,B.K.,&Mclean,GN. (2006). Best ernployerstudies:Aconceptualrnodelfrornaliterature review anda case study. Human Resource Development Review, 5(2), 228-257.
- Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341.
- Kuijpers, M. A., Schyns, B., & Scheerens, J. (2006). Career competencies for career success. The Career Development Quarterly, 5 5(2), 168-178.
- Lawler, E. E. (1992). The ultimate advantage: Creating the high-involvement organization. Jossey-Bass IncPub.
- Lawler, E. E., & Hall, D. T (1970). Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54(4), 305.
- Lee, J., & Peccei, R. (2007). Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity. Journal of Organizational Behavior, 28(6), 661-685.
- Lemmink, J., Schuijf, A., & Streukens, S. (2003). The role of corporate image and company employment image in explaining application intentions. Journal of Economic Psychology, 24(1), 1-15.
- Lievens, F., Van Hoye, G., & Anseel, F. (2007). Organizational identity and employer image: Towards a unifying framework. British Journal of Management, 18(s 1), S45- S59.
- Love, E. G., & Kraatz, M. (2009). Character, conformity, or the bottom line? How and why downsizing affected corporate reputation. Academy of Management Journal, 52(2), 314-335.
- Luthans, F. (2002). The need for and meaning of positive organizational behavior Journal of Organizational Behavior, 23(6), 695-706.
- Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33(2), 143-160.
- Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171.
- Maurya, K. K., & Agarwal, M. (2015). Employer branding internally: Strategy toward increasing organizational competitiveness and talent retention. International Journal of Human Resource and Industrial Research, 2(5), 1-7.
- Maurya, K. K., & Agarwal, M. (2015). Internal employer branding with transformational leadership: To deal with changing workplace trends. Innovations and business management. Issues and Challenges, pp. 307-313.
- Miller, D.T. (2001). Disrespect and the experience of injustice. Annual Review of Psychology, 52(1), 527-553.
- Molm, L.D., Peterson, G., & Takahashi, N. (1999). Power in negotiated and reciprocal exchange. American Sociological Review, 64(6), 876-890.
- Mosley, R W. (2007). Customer experience, organizational culture, and the employer brand. Journalof'BrandManagement, 15(2), 123-134.
- O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492.
- Ouchi, W. G. (1980). Markets, bureaucracies, and clans. Administrative Science Quarterly, 25, 129-141.
- Pathardikar, A. D., Sahu, S., & Maurya, K. K., (2013). Leadership and employer branding: Where do employee engagement and psychological attachment stand? Tenth. AIMS International Conference on.
- Paul, A. K., & Anantharaman, R N. (2004). Influence of HRM practices on organizational commitment: A study among software professionals in India. Human Resource Development Quarterly, 15(1), 77-88.
- Porter, L. W, Steers, R M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 5 9(5),603.
- Purang, P. (2011). Organisational justice and affective commitment: The mediating role of perceived organizational support. Asian Academy of Management Journal, 16(1), 141-156.
- Robinson, S.L., & Rousseau, D.M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15(3), 245-259.
- Rotondi, T. (1975). Organizational identification: Issues and implications. Organizational Behavior and Human Performance, 13(1), 95-109.
- Rousseau, D.M. (1998). The problem of the psychological contract considered. Journal of Organizational Behavior, 19, 665-671.
- Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology,21(1),600-619.
- Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: Anew look at the interface between non-work and work. Journal of Applied Psychology, 88(3), 518.
- Staniuliene, S. (2007). Estimation of organizing function performing in Lithuanian companies. Organizaciju Vadyba: Sisteminiai Tyrimai, 43,149-162.
- Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
- Sullivan, J. (2004). Eight elements of a successful employment brand. ER Daily. February 23.
- Taplin, I. M., & Winterton, J. (2007). The importance of management style in labor retention. International Journal of Sociology andSocialPolicy, 27(1-2), 5-18.
- Tsui, A. S., Egan, T D., & O'Reilly, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37,549-579.
- Perceived Organizational Talent Management and Organizational Commitment:The Role Employer Branding Attraction Value
Abstract Views :195 |
PDF Views:0
Authors
Affiliations
1 Personnel Management & Industrial Relations, Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
2 Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
1 Personnel Management & Industrial Relations, Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
2 Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, IN
Source
IAHRW International Journal of Social Sciences Review, Vol 7, No 1 (2019), Pagination: 142-147Abstract
The problem of talent management and committed employees has always been there in the core of organizational setup as the area of thrust in order to place themselves into the uncertain and cutthroat labor market. In order to become an employer of choice and for sustainable human resource management, organizations are valuing the importance of their employer brand value. Developing the employer branding attraction value among the potential and existing employees are now becoming the strategic tool for managing human resources and for sustainable organizational development. Due to the intensifying "war for talent", organizations are bound for exploring the ways and practices to position themselves as attractive employers. The purpose of this research is to investigate the interrelationships among the three behavioral constructs of perceived organizational talent management, employer branding attraction value, and organizational commitment. Accordingly, the intense literature review has been done to find out the conceptual and theoretical background that delineates the possible interactions among these constructs and explores the gap for further research. It was evidenced that employee feels attractive for organizations when they found themselves associated with jobs that attract, develop, motivate and satisfy the needs and wants of them and in return, they reciprocate commitment in order to satisfy obligations of organizational membership and management efforts. However much literature supports found to be advocating the linked associations among the variables namely talent management, employer branding attraction value, and organizational commitment, but empirical negligence has been identified. Impact of employer branding internally is so far neglected among the practitioners and academicians, very few studies have been found focusing about its impact on the current workforce and further on their work attitude.Keywords
Employer Branding Attraction Value, Organizational Talent Management, Organizational Commitment.References
- Abdullah, N., Shonubi, O. A., Hashim, R., & Hamid, N. (2016). Recognition and appreciation and its psychological effect on job satisfaction and performance in a Malaysia IT company: Systematic review. IOSR Journal of Humanities and Social Science, 21(9), 47-55.
- Adeyemo, D. A. (2007). Moderating influence of emotional intelligence on the link between academic self-efficacy and achievement of university students. Psychology and Developing Societies, 19(2), 199-213.
- Agarwal, R., & Ferratt, T W. (2001). Crafting an HR strategy to meet the need for IT workers. Communications oftheACM, 44(1), 58-64.
- Allen, N. J., & Meyer, J. P. (1990). Organizational socialization tactics: A longitudinal analysis of links to newcomers commitment and role orientation. Academy of Management Journal, 33(4), 847-858.
- Ambler, T, & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4(3), 185-206.
- Ashton, C, & Morton, L. (2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR Review, 4(5), 2 8-31.
- Backhaus, K. B., Stone, B. A., & Heiner, K. (2002). Exploring the relationship between corporate social performance and employer attractiveness. Business and Society, 41 (3),292-318.
- Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501-517.
- Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. CareerDevelopment International, 9(5), 501-517.
- Balmer, J. M., & Gray, E. R (2003). Corporate brands: What are they? What of them? European Journal of Marketing, 37(7-8),972-997.
- Becker, G. S., & Becker, G. S. (2009). A treatise on the family. Harvard university press.
- Berry, L. L.,&Parasuraman,A. (1991). Marketing service. Competing through Quality, New York
- Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: Dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151-172.
- Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: Dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151-172.
- Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524- 539.
- Brammer, S.,Millington,A., &Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. The International Journal of Human ResourceManagement, 75(10), 1701-1719.
- Briscoe, J. P., & Finkelstein, L. M. (2009). The "new career" and organizational commitment: Do boundaryless and protean attitudes make a difference? Career Development International, 14(3), 242-260.
- Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correledesofrecmitingoutcomes. Journal of Applied Psychology, 90(5), 928-944.
- Chrusciel, D., & Field, D. W. (2006). Success factors in dealing with significant change in an organization. Business Process Management Journal, 12(A), 503-516.
- Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human ResourceManagement Review, 19(A), 304-313.
- Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human ResourceManagement Review, 19(A), 304-313.
- Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: Abrand equity approach to recruitment. Journal of Applied Psychology, 87(6), 1121-1133.
- Coyle-Shapiro, J. A. M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23(H), 927-946.
- Davies, G. {2008). Employer branding and its influence on managers. European Journal of Marketing, 42(5-6), 667-681.
- Edwards, M. R. {2009). An integrative review of employer branding and OB theory. Personnel Review, 39(1), 5-23.
- Ehnert, I. {2009). Sustainable human resource management. A Conceptual and Exploratory Analysis from aParadox Perspective, Heidelberg.
- Ehrenberg, R. G., & Smith, R S. {2016). Modern labor economics: Theory and public policy. Routledge.
- Eisenberger, R, Huntington, R, Hutchison, S., & Sowa, D. {1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
- Eisenberger, R., Karagonlar, G., Stinglhamber, R, Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. {2010). Leader-member exchange and affective organizational commitment: The contribution of supervisor's organizational embodiment. Journal of Applied Psychology, 95(6), 1085-1103.
- Foster, C, Punjaisri, K., & Cheng, R. {2010). Exploring the relationship between corporate, internal and employer branding. Journal of Product and Brand Management, 19(6), 401-409.
- Frank, F. D., & Taylor, C. R {2004). Talent management: Trends that will shape the future. Human Resource Planning, 27(1), 33-42.
- George, W. R {1990). Internal marketing and organizational behavior: A partnership in developing customer-conscious employees at every level. Journal of Business Research,20(1), 63-70.
- George, W. R, & Gronroos, C. {1989). Developing customer-conscious employees at every level: Internal marketing. Handbook of Services Marketing, pp. 29-37.
- Gouldner, H. P. (I960). Dimensions of organizational commitment. Administrative Science Quarterly, 4,468-490.
- Greening, D. W., & Turban, D. B. {2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business and Society, 39(3), 254-280.
- Hughes, C. J., & Rog, E. {2008). Talent management: Astrategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of 'Contemporary Hospitality Management, 20(7), 743-7'57.
- Hanisch,K.A. {1999). Job loss and unemployment research from 1994 to 1998:Areview and recommendations for research and intervention. Journal of Vocational Behavior, 55(2), 188-220.
- Hillebrandt, I., & Ivens, B. S. {2013). Measuring employer brands: An Examination of the Factor Structure, Scale reliability and validity. In 2013 Winter Marketing Educators Conference, Las Vegas, USA.
- Hogg, M. A., & Abrams, D. {1999). Social identity and social cognition: Historical background and current trends In D. Abrams and M. A. Hogg {Eds.), Social identity and social cognition {pp. 1-25). Oxford, UK: Wiley.
- Jabbour, C. J. C, & Santos, F. C. A. {2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(2), 2133-2154.
- Jo Hatch, M., & Schultz, M. {1997). Relations between organizational culture, identity andimage. European Journal of'Marketing, 31(5-6), 356-365.
- Jones, D. A., Willness, C. R, & Madey, S. {2014). Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms. Academy of Management Journal, 57(2), 383-404.
- Kucherov, D., & Zavyalova, E. {2012). HRD practices and talent management in the companies with the employer brand. European Journal of Training and Development, 36(1), 86-104.
- Lewis, R E., & Heckman, R. J. {2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154
- Liden, R C, Sparrowe, R T., & Wayne, S. J. {1997). Leader-member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, 15,47-120.
- Lievens, R, Van Hoye, G., & Anseel, F. {2007). Organizational identity and employer image: Towards aunifying framework. British Journal of Management, 18, S45-S59.
- Lockwood, N. R {2006). Talent management: Driver for organizational success. HR Magazine, 51(6), 1-11.
- Love, L. R, & Singh, P. {2011). Workplace branding: Leveraging human resources management practices for competitive advantage through "Best Employer" surveys. Journal of Business and Psychology, 26(2), 175-181.
- Martin, G., &Hetrick, S. {2006). Corporate reputations. Branding and People.
- Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. {2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 73 8-748.
- Mathieu, J. E., & Zajac, D. M. {1990). Areview and meta-analysis of the antecedents. correlates, and consequences of organizational commitment .psychological Bulletin. 108(2), 171-194.
- McDonnell, A., Hickey, C, & Gunnigle, P. {2011). Global talent management: Exploring talent identification in the multinational enterprise. European Journal of International Management, 5(2), 174-193.
- McNabb, D. E., Gibson, L. K., & Finnie, B. W. (2006). The case of the vanishing workforce. Public Performance and Management Review, 29(3), 358-368.
- McShane, S. L, Von Glinow, M. A. Y, Von Glinow, M, & Mcshane, S. {2005). Organizational behavior. New York, NY: McGraw-Hill Irwin. Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational cormmtrnent. Human Resource Management Review, 1(1), 61-89.
- Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007.
- Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Harvard Business Press.
- Moreland, R L., Hogg, M. A., & Hains, S. C. {1994). Back to the future: Social psychological research on groups. Journal of Experimental Social Psychology, 30(6),527-555.
- Mowday, R. T, Porter, L. W, & Steers, R. {1982). Organizational linkage: The psychology of commitment, absenteeism and turnover. Organizational and OccupationalPsychology, 10(3), 2008.
- Mowday, R. T, Steers, R. M., & Porter, L. W. {1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
- Nilsson, S., & Ellstrom, P. E. (2012). Employability and talent management: Challenges for HRD practices. European Journal of Training and Development, 36(l),26-45.
- Oberholster, F. R., & Taylor, J. W. {1999). Spiritual experience and organizational commitment of college faculty. International Forum, 2(1), 57-78.
- Peterson, D. K. (2004). Benefits of participation in corporate volunteer programs: Employees perceptions. Personnel Review, 33(6), 615-627.
- Rousseau, D. (1995). Psychological contracts in organizations: Understanding written andunwritten agreements. Sage Publications.
- Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.
- Schlager, T, Bodderas, M., Maas, P., & Luc Cachelin, J. (2011). The influence of the employer brand on employee attitudes relevant for service branding: An empirical investigation. Journal of Services Marketing, 25(7), 497-508.
- Schlager, T, Bodderas, M., Maas, P., & Luc Cachelin, J. (2011). The influence of the employer brand on employee attitudes relevant for service branding: An empirical investigation. Journal of Services Marketing, 25(7), 497-508.
- Schramm, J. {2006). SHRM Workplace Forecast: June 2006. Society for Human Resource Management.
- Sengupta, A., Bamel, U., & Singh, P. (2015). Value proposition framework: implications for employer branding. Decision,42{3), 307-323.
- Srivastava, P., & Bhatnagar, J. (2010). Employer brand for talent acquisition: An exploration towards its measurement. Vision, 14(1-2), 25-34.
- Sturges, J., Conway, N., Guest, D., & Liefooghe, A. (2005). Managing the career deal: The psychological contract as a framework for understanding career management. organizational commitment and work behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and OrganizationalPsychology andBehavior, 26(7), 821-838.
- Tajfel, H. {1974). Social identity and intergroup behaviour. Information (International Social Science Council), 13(2), 65-93.
- Tanwar, K. {2016). The effect of employer brand dimensions on organisational commitment: Evidence from Indian IT industry. Asia-Pacific Journal of Management Research and Innovation, 12(3-4), 282-290.
- Turban, D. B. {2001). Organizational attractiveness as an employer on college campuses: An examination of the applicant population. Journal of Vocational Behavior, 58(2), 293-312.
- Turban, D. B.,Forret,M. L.,&Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 5 2(1), 24-44.
- Wayne, S. J, Shore, L. M., Bommer, W H, & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87(3), 590-598.
- Wieselsberger, K. (2004). The psychological contract is dead, long live the psychological contract: Issues of talent management and retention in the context of the new employment relationship. London School of Economics, August.
- Wong, C. S., Wong, P. M., & Law, K. S. (2007). Evidence of the practical utility of Wong's emotional intelligence scale in Hong Kong and mainland China. Asia Pacific Journal of Management, 24(1),43-60.
- Wright, P. M., & Boswell, W. R (2002). Desegregating HRM: Areview and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276.
- Zhu, R, Wang, Z, Yu, Q, Hu, T, Wen, Y, & Liu, Y {2014). Reconsidering the dimensionality and measurement of employer brand in the Chinese context. Social Behavior and Personality: An International Journal, 42(6), 933-948.