ISSN: 2450-775X
OAI
DOI: 10.18276/miz.2018.51-15
Issue archive /
nr 1 (51) 2018
Wpływ marki pracodawcy na przywiązanie organizacyjne pracowników
(The Impact of Employer Branding on Employees’ Organizational Commitment)
| Authors: |
Paulina
Karp-Zawlik
AGH Akademia Górniczo-Hutnicza w Krakowie, Wydział Zarządzania |
| Keywords: | employer branding organizational commitment affective commitment normative commitment continuance commitment |
| Data publikacji całości: | 2018 |
| Page range: | 9 (153-161) |
| Klasyfikacja JEL: | M12 M14 |
Abstract
The added value for the employer is acceptance of the goals and values of the company and the positive attitude of the employee to the organization. The main purpose of this article was to show the relationship between the employer branding and organizational commitment. Lack of sufficient commitment is a barrier to enterprise development, strongly perceived by the majority of employers, both in terms of the possibility of improving the methods of work and the achieved results. The article presents conclusions from research, conducted using quantitative and qualitative methods (interviews). The results indicate a connection between employer branding and organizational commitment. Due to the small number of empirical studies available, devoted to the relationship between employer branding and organizational commitment, there is a clear need to explore knowledge in this area.
Download file
Article file
Bibliography
| 1. | Allen, N.J., Meyer, J.P. (1990a). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, s. 1–18. |
| 2. | Allen, N.J., Meyer, J.P. (1990b). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational and Organizational Psychology, 63 (1), 1–18. |
| 3. | Backhaus, K., Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501–517. |
| 4. | Burke, P. (2007). Forced focus: The essence of attracting and retaining the best people. Messenger Publishing 21. |
| 5. | Ellonen, R., Blomqvist, K., Puumalainen, K. (2008). The role of trust in organisational innovativeness. European Journal of Innovation Management, 11 (2), 160–181. |
| 6. | Foote, D.A., Seipel, S.J., Johnson, N.B., Duffy, M.K. (2005). Employee commitment and organizational policies. Management Decision, 43 (2), 203–219. |
| 7. | Hanin, D., Stinglhamber, F., Delobbe, N. (2013). The impact of employer branding on employees: The role of employment offering in the prediction of their affective commitment. Psychologica Belgica, 53 (4), 57–83. |
| 8. | Juchnowicz, M. (2010). Zarządzanie kapitałem ludzkim a poziom zaangażowania pracowników. Zarządzanie Zasobami Ludzkimi, 3–4, 57–66. |
| 9. | Kozłowski, M. (2011). Employer branding budowanie wizerunku pracodawcy krok po kroku. Warszawa: Wolters Kluwer business. |
| 10. | Krot, K., Lewicka, D. (2015). Wpływ jakości środowiska pracy na zachowania pracowników. Zeszyty Naukowe Uniwersytetu Szczecińskiego. Studia i Prace Wydziału Nauk Ekonomicznych i Zarządzania, 39, Zarządzanie, 4, 95–109. |
| 11. | Kubiak, K. (2014). Marka pracodawcy ma znaczenie. Wprowadzenie do employer brandingu w praktyce. Zeszyty Naukowe Wyższej Szkoły Promocji w Warszawie, 4, 6–12. |
| 12. | Lewicka, D. (2012). Relacje między zaufaniem horyzontalnym, współpraca i kultura proinnowacyjna. Organization and Management, 152, 11–25. |
| 13. | Lewicka, D., Krot, K. (2015). The model of HRM-trust-commitment relationships. Industrial Management & Data Systems, 115 (8), 1457–1480. |
| 14. | Lewicka, D., Pec, M. (2017). Czynniki kształtujące przywiązanie trwania pracowników. Studia i Prace Wydziału Nauk Ekonomicznych i Zarządzania Uniwersytetu Szczecińskiego, 2 (48), 197–207. |
| 15. | MacLeod, D., Clarke, N. (2009). Engaging for success: Enhancing performance through employee engagement: A report to government. London: Department for Business, Innovation and Skills. |
| 16. | Mathieu J.E., Zajac D.M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171–194. |
| 17. | Meyer, J.P., Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1 (1), 61–89. |
| 18. | Meyer, J.P., Allen, N.J. (1997). Advanced topics in organizational behavior: Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: SAGE Publications Ltd. |
| 19. | Meyer, J.P., Stanley, D.J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61 (1), 20–52. |
| 20. | Robinson, D., Perryman, S., Hayday, S. (2004). The drivers of employee engagement. Report-Institute for Employment Studies, 1–68. |
| 21. | Rosethorn, H. (2016). The Employer Brand: Keeping Faith with the Deal. New York: Routledge. |
| 22. | Thorne, K., Mackey, D. (2007). Everything you ever needed to know about training: A one-stop Shop for everyone interested in training, learning and development, London: Kogan Page Publishers. |
| 23. | Van der Ende, E. (2016). Employer branding and employee engagement at Agency Leroy. |
| 24. | Wahba, M., Elmanadily, D. (2015). Employer branding impact on employee behavior and attitudes applied study on pharmatecual in Egypt. International Journal of Management and Sustainability, 4 (6), 145–162. |
| 25. | Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7 (3), 418–428. |
| 26. | Wojtaszczyk, K. (2012). Employer branding, czyli zarządzanie marką pracodawcy: uwarunkowania, procesy, pomiar. Łódź: Wyd. UŁ. |