經濟誘因之外－雇主品牌吸引力與員工工作後果之關聯

陸洛; 林惠彥; 楊士倫

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P113 - 128

基础与应用科学 > 资讯科学
社会科学 > 经济学
社会科学 > 管理学

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经济诱因之外－雇主品牌吸引力与员工工作後果之关联

Beyond the Monetary Incentives: The Relationships between Employer Brand Attractiveness and Employees' Work Outcomes

陆洛(Luo Lu) ；林惠彦(Hui-Yen Lin) ；杨士伦(Shih-Lun Yang)

商略学报； 7 卷 2 期 (2015 / 06 / 01) ， P113 - 128

繁体中文

雇主品牌吸引力；诱因基础之人力资源管理制度；工作态度；工作行为； Employer Brand Attractiveness ； Incentive-based Human Resource Management Practices ； Work Attitudes ； Work Behaviors

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摘要 │ 参考文献 (59) │ 被引用文献 (2) │ 国际计量

摘要〈TOP〉

并列摘要〈TOP〉

Existing research on employer branding has mostly focused on its effectiveness in recruitment, largely overlooking its influence on the current employees. Furthermore, the literature has yet to provide a rigorous theoretical foundation for the relations between employer branding attractiveness and its presumed positive influence on employees. The aim of the present study is thus to explore the relationships between employer brand attractiveness and employees' work outcomes, from the perspective of the social identity theory. In addition, we examined the incremental value of employer branding attractiveness beyond the effects of strategic human resource management practices, especially the incentive-based HR practices. We developed a new ＂Employer Brand Attractiveness Scale＂, encompassing four main sources of employer brand attraction for employees. These are organizational success, construed external image, products or services, and employment. Using structured questionnaires, a diverse sample of 630 full-time employees drawn from a variety of organizations was surveyed. Hierarchical regression analyses showed that employer branding attractiveness had positive effects on job satisfaction, organizational commitment, job performance, and organizational citizen behavior. Meanwhile, employer branding attractiveness had a negative effect on turnover intention. Furthermore, these effects of employer branding attractiveness on employees' work attitudes and behaviors remained after controlling for the effects of incentive-based human resource management practices. We thus suggest that employer brand can be an effective internal marketing tool for human resources management. Companies are advised to build up their own employer brand to retain and motivate their employees. Existing research on employer branding has mostly focused on its effectiveness in recruitment, largely overlooking its influence on the current employees. Furthermore, the literature has yet to provide a rigorous theoretical foundation for the relations between employer branding attractiveness and its presumed positive influence on employees. The aim of the present study is thus to explore the relationships between employer brand attractiveness and employees' work outcomes, from the perspective of the social identity theory. In addition, we examined the incremental value of employer branding attractiveness beyond the effects of strategic human resource management practices, especially the incentive-based HR practices. We developed a new ＂Employer Brand Attractiveness Scale＂, encompassing four main sources of employer brand attraction for employees. These are organizational success, construed external image, products or services, and employment. Using structured questionnaires, a diverse sample of 630 full-time employees drawn from a variety of organizations was surveyed. Hierarchical regression analyses showed that employer branding attractiveness had positive effects on job satisfaction, organizational commitment, job performance, and organizational citizen behavior. Meanwhile, employer branding attractiveness had a negative effect on turnover intention. Furthermore, these effects of employer branding attractiveness on employees' work attitudes and behaviors remained after controlling for the effects of incentive-based human resource management practices. We thus suggest that employer brand can be an effective internal marketing tool for human resources management. Companies are advised to build up their own employer brand to retain and motivate their employees.

参考文献 ( 59 ) 〈TOP〉

徐玮玲、郑伯埙(2003)。组织认定认同与企业伦理效益。应用心理研究，20，115-138。
连结：
张婷婷、陆洛、林惠彦、高旭繁、陈莹珊(2015)。职家冲突因应策略与适应後果之关联。组织与管理，8(1)，77-111。
连结：
张婷婷、陆洛、黄睦芸(2011)。工作负荷与工作行为之关联：主动性人格为调节变项。台湾管理学刊，11(2)，177-195。
连结：
陈佳雯、陆洛、许雅玉(2012)。工作要求、工作资源与员工工作态度之关联：以勤勉审慎性及主动性人格为调节变项。人力资源管理学报，12(1)，23-49。
连结：
彭台光、高月慈、林钲棽(2006)。管理研究中的共同方法变异：问题本质、影响、测试和补救。管理学报，23(1)，77-98。
连结：

被引用文献 ( 2 ) 〈TOP〉

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