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首页> 外文期刊>Career Development International: The Journal for Executives, Consultants and Academics >The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice
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The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice

机译：雇主排名，就业经验和雇员特征对雇主品牌作为选择的雇主的影响

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Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees' recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015-2017) was also associated with employees' recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees' recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.
机译：目的绘制在心理学合同理论和信号理论上，本文的目的是双重：首先，审查雇主排名和就业经验对雇主的雇主推荐作为首选雇主，第二个，审查是否有关这些影响因员工特征而异（即全日制vs兼职，当前vs以前和新人与建立的员工）。设计/方法论/方法作者使用多级Logistion回归在39,010玻璃员工评论中，从公司提供三年雇主排名（从2015年至2017年）提供的公司，以实现我们的研究目标。调查结果结果表明，就业经验影响了雇员作为首选雇主的雇主的建议。平均标准化排名三年（即2015-2017）也与雇员作为选择雇主的雇员的建议有关。员工特征如就业类型（即全职与兼职），就业状况（即当前vs以前）和任期在影响公司作为首选雇主的建议时明显互动。关于求职者依赖于求职者的雇主品牌的大部分研究的原创性/价值与求职者依赖的大部分研究，这位作者研究了影响雇主的雇主推荐作为选择雇主的因素，可以说是雇主内部品牌实力最重要的指标。结果在落后于实践的研究滞后，提供了新的理论和实践洞察。

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