The employer branding effect on employee commitment
Autor(a) principal: | |
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Data de Publicação: | 2021 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10071/24818 |
Resumo: | Creating and developing a strong employer brand is becoming one of the most crucial challenges for organizations to strive. Many studies focus on its impact on the companies’ attractiveness and retention dimensions. This study is aimed towards another dimension, the impact on employees’ commitment. This research has a theoretical and a practical component, in the form of a questionnaire. The questionnaire was distributed and completed by 152 participants (N=152). Employer branding was measured using a scale developed by Tanwar and Prasad in 2017, that divides it into 5 areas: healthy work atmosphere; training and development; work-life balance; ethics and corporate and social responsibility; compensation and benefits. To assess employee commitment, the Three Component Model created by Meyer and Allen in 1991, in which commitment is separated into affective commitment, normative commitment and continuance commitment. The results achieved were that from those employer branding variables, healthy work atmosphere, and ethics and corporate social responsibility help explaining affective commitment. Normative commitment is only explained by healthy work atmosphere, while none of the above employer branding dimensions help understanding continuance commitment. |
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The employer branding effect on employee commitmentEmployer brandEmployer brandingEmployee commitmentAffective commitmentNormative commitmentContinuance commitmentMarca do empregadorCompromisso organizacionalCompromisso afetivoCompromisso normativoCompromisso de continuânciaCreating and developing a strong employer brand is becoming one of the most crucial challenges for organizations to strive. Many studies focus on its impact on the companies’ attractiveness and retention dimensions. This study is aimed towards another dimension, the impact on employees’ commitment. This research has a theoretical and a practical component, in the form of a questionnaire. The questionnaire was distributed and completed by 152 participants (N=152). Employer branding was measured using a scale developed by Tanwar and Prasad in 2017, that divides it into 5 areas: healthy work atmosphere; training and development; work-life balance; ethics and corporate and social responsibility; compensation and benefits. To assess employee commitment, the Three Component Model created by Meyer and Allen in 1991, in which commitment is separated into affective commitment, normative commitment and continuance commitment. The results achieved were that from those employer branding variables, healthy work atmosphere, and ethics and corporate social responsibility help explaining affective commitment. Normative commitment is only explained by healthy work atmosphere, while none of the above employer branding dimensions help understanding continuance commitment.Criar e desenvolver uma marca de empregador forte está-se a tornar um dos desafios mais cruciais para as organizações terem sucesso. Muitos estudos focam-se no seu impacto nas dimensões da atratividade e da retenção. Este estudo é direcionado para outra dimensão, o compromisso organizacional dos colaboradores. Esta investigação tem uma componente teórica e uma componente prática na forma de um questionário. Este questionário foi distribuído e completado por 152 participantes (N=152). O employer branding foi medido usando uma escala desenvolvida por Tanwar e Prasad em 2017, que o divide em 5 áreas: atmosfera de trabalho saudável; formação e desenvolvimento; balanço vida-trabalho; ética e responsabilidade social corporativa; compensação e benefícios. Para avaliar o compromisso dos colaboradores, foi utilizado o Modelo de Três Componentes criado por Meyer e Allen em 1991, no qual o compromisso organizacional é separado em compromisso afetivo, compromisso normativo e compromisso de continuância. Os resultados foram que das variáveis de employer branding, a atmosfera de trabalho saudável e ética e responsabilidade social corporativa ajudam a explicar o compromisso afetivo. O compromisso normativo é apenas explicado pela atmosfera de trabalho saudável, enquanto nenhuma das dimensões de employer branding ajudam a perceber o compromisso de continuância.2023-01-04T00:00:00Z2022-01-04T00:00:00Z2022-01-042021-11info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10071/24818TID:202911446engSilva, Francisco Pratas e Sousa Tavares dainfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:55:51Zoai:repositorio.iscte-iul.pt:10071/24818Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:28:32.959058Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The employer branding effect on employee commitment |
title |
The employer branding effect on employee commitment |
spellingShingle |
The employer branding effect on employee commitment Silva, Francisco Pratas e Sousa Tavares da Employer brand Employer branding Employee commitment Affective commitment Normative commitment Continuance commitment Marca do empregador Compromisso organizacional Compromisso afetivo Compromisso normativo Compromisso de continuância |
title_short |
The employer branding effect on employee commitment |
title_full |
The employer branding effect on employee commitment |
title_fullStr |
The employer branding effect on employee commitment |
title_full_unstemmed |
The employer branding effect on employee commitment |
title_sort |
The employer branding effect on employee commitment |
author |
Silva, Francisco Pratas e Sousa Tavares da |
author_facet |
Silva, Francisco Pratas e Sousa Tavares da |
author_role |
author |
dc.contributor.author.fl_str_mv |
Silva, Francisco Pratas e Sousa Tavares da |
dc.subject.por.fl_str_mv |
Employer brand Employer branding Employee commitment Affective commitment Normative commitment Continuance commitment Marca do empregador Compromisso organizacional Compromisso afetivo Compromisso normativo Compromisso de continuância |
topic |
Employer brand Employer branding Employee commitment Affective commitment Normative commitment Continuance commitment Marca do empregador Compromisso organizacional Compromisso afetivo Compromisso normativo Compromisso de continuância |
description |
Creating and developing a strong employer brand is becoming one of the most crucial challenges for organizations to strive. Many studies focus on its impact on the companies’ attractiveness and retention dimensions. This study is aimed towards another dimension, the impact on employees’ commitment. This research has a theoretical and a practical component, in the form of a questionnaire. The questionnaire was distributed and completed by 152 participants (N=152). Employer branding was measured using a scale developed by Tanwar and Prasad in 2017, that divides it into 5 areas: healthy work atmosphere; training and development; work-life balance; ethics and corporate and social responsibility; compensation and benefits. To assess employee commitment, the Three Component Model created by Meyer and Allen in 1991, in which commitment is separated into affective commitment, normative commitment and continuance commitment. The results achieved were that from those employer branding variables, healthy work atmosphere, and ethics and corporate social responsibility help explaining affective commitment. Normative commitment is only explained by healthy work atmosphere, while none of the above employer branding dimensions help understanding continuance commitment. |
publishDate |
2021 |
dc.date.none.fl_str_mv |
2021-11 2022-01-04T00:00:00Z 2022-01-04 2023-01-04T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10071/24818 TID:202911446 |
url |
http://hdl.handle.net/10071/24818 |
identifier_str_mv |
TID:202911446 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
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openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
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Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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1799134847997837312 |