Linking Employer Brand Image and Work Engagement: Modelling Organizational Identification and Trust in Organization as Mediators

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2019-05-27 DOI:10.1177/2322093719844644

V. Kashyap, Richa Chaudhary

引用次数: 20

Abstract

Abstract Based on the theories of resource-based view, social exchange, social identity and social information processing, the current research propounds a model that investigates the role an employer’s brand image plays in influencing organizational identification, trust in organizations and work engagement. Data were collected from 508 employees serving in Indian public and private sector companies. Hypotheses were tested using regression analyses. Results suggest that work engagement is influenced directly by employer brand image, as well as indirectly through trust in organizations and organizational identification (mediators). Thus, it is logical that if an organization creates and maintains a unique employer brand image, then employees’ identification and trust with organizations would likely to increase and impact work engagement. Implications for theory and practice are discussed in this article.

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连结雇主品牌形象与工作投入:模拟组织认同与组织信任作为中介

摘要基于资源基础观、社会交换理论、社会认同理论和社会信息加工理论，本文提出了雇主品牌形象对组织认同、组织信任和工作投入的影响模型。数据收集自印度公共和私营部门公司的508名员工。采用回归分析对假设进行检验。结果表明，雇主品牌形象直接影响员工的工作敬业度，组织信任和组织认同间接影响员工的工作敬业度。因此，合乎逻辑的是，如果一个组织创建并保持一个独特的雇主品牌形象，那么员工对组织的认同和信任可能会增加并影响工作投入。本文讨论了对理论和实践的启示。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.