Asghar Moshabaki; Amirhosein Taghizadeh
Abstract
Understanding the importance of staff role in service organizations has led them to seek solutions for employee participation in the organization’s branding process and becoming a brand champion. Hence, this reinforces the need to pay attention to the concept of employer branding. Most studies ...
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Understanding the importance of staff role in service organizations has led them to seek solutions for employee participation in the organization’s branding process and becoming a brand champion. Hence, this reinforces the need to pay attention to the concept of employer branding. Most studies are dedicated to the examination of employer branding as a talent attraction technique among potential employees. However, the present research has examined the consequences of the internal employer brand and the effect of employer brand on brand champion behavior through the variable of organizational identification has been investigated. This study is an applied research with descriptive-correlation analytical methodology. This research was carried out among Maskan bank branches in Tehran city and 215 complete questionnaires were gathered. A structural equation modeling approach is employed to examine the relationship posited in this study and hypotheses were analyzed through SmartPLS2 softwares. . The result of research shows that the employer brand has a positive and significant effect on organizational identification. Organizational identification has a positive and significant effect on brand champion behavior and also the employer brand has a positive and significant effect on brand champion behavior.
Seyyed Ali Akbar Afjahi; Zahra Alizadeh far
Abstract
Employer brand is an image of organization as ‘the great place to work’ and aims to have positive impact on current and future employees in order to attract and retain employees with high potential. If employee has a positive attitude towards organization and employers, they will be attracted ...
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Employer brand is an image of organization as ‘the great place to work’ and aims to have positive impact on current and future employees in order to attract and retain employees with high potential. If employee has a positive attitude towards organization and employers, they will be attracted to the organization and remained there. Therefore, this thesis examines the relationship between the perception of employer brand and job attitude. The purpose of this thesis, according to collected information and data analysis is descriptive – correlation. The Statistics population is 400 headquarters experts of the Export Development Bank of Iran. Empirical data has been selected from 112 people as a sample. The validity and reliability of the questionnaire was confirmed by factor analysis and Cronbach's alpha and completed by these people. Data analysis was performed through structural equation modelling and software, the results have showed that the model is a good fit and all hypotheses have been confirmed. As a result, we can say that the perception of the employer brand has a positive and significant relation with job attitudes
Hesameddin Kamalzade; Fahime Liaghat
Abstract
Organizational silence and corporate identity are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between organizational identity and the organizational silence of Bandar Abbas municipality staff. The research method is practical in term of ...
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Organizational silence and corporate identity are challenging concepts for organizations. The the purpose of this research is to investigate the relationship between organizational identity and the organizational silence of Bandar Abbas municipality staff. The research method is practical in term of purpose and descriptive-survey and cross-sectional in term of data collection. Research statistical society consisted of Bandar Abbas central municipality staff which 80 people were selected as samples with simple random sampling. The research instruments include standard questionnaire of organizational identity by Cheny and standard questionnaire of organizational silence by Vandyne et al which were used after confirming content validity and reliability. To achieve the results SPSS and PLS software are used and the results of teasting hypothesis indicated that ther is a positive and meaningful relationship between organizational identity and organizational silence. The results of teasting subsidairy hypothesis indicated that membership and loyalty ( Elements of corporate identity ) to be positive and meaninigful conection between with prosocial silence and negative and meaninigful conection with acquiescent silence and defensive silence. Also there is a positive and meaninigful conection between Similarity with defensive silence and acquiescent silence but it is not meaninigful conection with prosocial silence.
