Habibollah Ranaei Kordshouli; Abolghasem Ebrahimi; Ali Asghar Mobasheri
Abstract
Present study is designed to provide a model for measuring employer brand and measuring employer brand in zarringhazal corporate. literature review of the subject used to estimate the dimensions of employer brand and then attempt to measure the company's employer brand. According to the purpose current ...
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Present study is designed to provide a model for measuring employer brand and measuring employer brand in zarringhazal corporate. literature review of the subject used to estimate the dimensions of employer brand and then attempt to measure the company's employer brand. According to the purpose current study is a developmental and applied research and research design and method of data gathering is Survey/ Descriptive. Needed data gathered with use of customized related questionnaire to the research model from Employees and job applicants of Zarringhazal corporate and the results of Confirmatory factor analysis shows that an employer brand can be measured in five dimensions of economic with Three indicators, Functional with five indicators, social with eleven indicators, developmental with five indicators and messaging with seven indicators. Results of Mean and Standard deviation of answers also shows that in an overall assessment situation of employer brand in Zarringhazal corporate is relatively Appropriate and gets the highest mean in the economic dimension and the lowest in the social.
Habibollah Ranaei Kordshouli; Moslem Alimohammadlo; Mohsen Jajarmizadeh; Abbas Abbasi; Ahmad Allahyari Bouzanjani
Abstract
This research aims to design a model that can illustrate and analyze the features of work culture in different levels such as a specific industry, regional or national. For this aim, using the content analysis on academic experts’ opinion, scientific and religious text, the values and norms that ...
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This research aims to design a model that can illustrate and analyze the features of work culture in different levels such as a specific industry, regional or national. For this aim, using the content analysis on academic experts’ opinion, scientific and religious text, the values and norms that are representative of work culture in Iranian society were identified. Using the force field analyses theory, findings were analyzed, and it is founded that deriving and restraining forces are two factors that forms the Iranian work culture. Furthermore, it is was founded that externally, these forces are negatively correlated to each other but internally, their attributes are negatively interrelated. Therefore, reinforcement of each attribute can lead to increase of other similar attributes and finally, weakening the other deriving or restraining factor. As a general conclusion, it can be said that to attain ideal work culture, two types of positive and negative actions are necessary. In negative actions, managers’ decisions are toward weakening the restraining forces and in positive actions, toward reinforcement of deriving forces.
