Relevant bibliographies by topics / Employer-employee relationship

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Employer-employee relationship'

Author: Grafiati
Published: 4 June 2021
Last updated: 19 February 2022

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Journal articles on the topic "Employer-employee relationship"

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Desai, Dr Rohit N. "Employer-Employee Relationship In Co-Operation." Indian Journal of Applied Research 1, no. 11 (October 1, 2011): 42–43. http://dx.doi.org/10.15373/2249555x/aug2012/14.

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Mutnuru, Santosh. "Relationship between Employees Trust and Safety of Information in Small Organizations." International Business Research 11, no. 10 (September 20, 2018): 34. http://dx.doi.org/10.5539/ibr.v11n10p34.

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This study is trying to understand employee’s perspective on how a trust of an employee has on his/her employer has any significance on safety of information from internal attacks in a small organization. The relationship between the trust of an employee on his/her employer with safety of information from internal employee attacks in small organizations has not been explored well. The study was conducted on employees who worked in small organizations which maintained all of its information in digital format. About four hundred and ninety employees responded who belong to small organizations in the Midwestern US region. The influence that employees trust on his/her employer and the safety of information was explored. The research findings revealed that there is a positive correlation between the trust of employee on his/her employer and safety of information from internal attacks in small organizations.
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Zhong, Xin, You Xin Zhang, Sheng Li, and Yue Liu. "A Multilevel Research on the Factors Influencing Employee Loyalty Under the New Employer Economics." Business and Management Research 9, no. 2 (June 15, 2020): 1. http://dx.doi.org/10.5430/bmr.v9n2p1.

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Existing research shows that scholars try to achieve the goal of employee loyalty through human resource management practices at the organization level. However, the new employer economics proposes a tendency from “employer-centered” to “employee-centered”. Through a multi-level research method, this paper used 40 teams and found that employer brands had a significantly positive effect on employee loyalty. Basic psychological needs played a mediating role between employer brand and employee loyalty, but the team identification didn’t mediate the relationship between employer brand and employee loyalty. At last, the moderating role of servant leadership between employer brand and employee loyalty was not proved.
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Li, Ji, Ying Zhang, Silu Chen, Wanxing Jiang, Shanshan Wen, and Yanghong Hu. "Demographic diversity on boards and employer/employee relationship." Employee Relations 40, no. 2 (February 12, 2018): 298–312. http://dx.doi.org/10.1108/er-07-2016-0133.

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Purpose The purpose of this paper is to explore the relationship between demographic diversity on boards and employer/employee relationship (EER) and to test the moderating effect of contextual factors such as a firm’s financial situation. Design/methodology/approach This paper analyzes data from over 1,000 publicly listed US firms and uses hierarchical regression. Findings Demographic diversity on boards of a given firm, such as ethnic diversity and gender diversity, should have positive effects on EER, which can be considered as an important dimension of overall human resource management performance in a given firm. Contextual factors such as a firm’s financial situation should moderate the relationship between demographic diversity on boards and the EER. Originality/value First, this research contributes to the current literature by showing that EER can be influenced by demographic diversity on boards, which further helps to highlight the beneficial effect of demographic diversity in top management team. Second, this study uncovers the moderating role of some contextual factors such as a firm’ financial situation. Third, this study also contributes to the corporate governance literature by studying the link between demographic diversity on boards and EER.
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Ehrlich, Clifford J. "Creating an employer-employee relationship for the hture." Human Resource Management 33, no. 3 (1994): 491–501. http://dx.doi.org/10.1002/hrm.3930330313.

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Alshathry, Sultan, Marilyn Clarke, and Steve Goodman. "The role of employer brand equity in employee attraction and retention: a unified framework." International Journal of Organizational Analysis 25, no. 3 (July 10, 2017): 413–31. http://dx.doi.org/10.1108/ijoa-05-2016-1025.

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Purpose The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention. Design/methodology/approach This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship. Findings The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand. Originality/value Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.
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Sahu, Sangeeta, Avinash Pathardikar, and Anupam Kumar. "Transformational leadership and turnover." Leadership & Organization Development Journal 39, no. 1 (March 5, 2018): 82–99. http://dx.doi.org/10.1108/lodj-12-2014-0243.

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Purpose The purpose of this paper is to report the findings of a study which examines the relationship between transformational leadership and intention to leave through the mediating role of employee engagement, employer branding, and psychological attachment. Design/methodology/approach Transformational leadership, employee engagement, employer branding, and psychological attachment were assessed in an empirical study based on a sample of 405 full-time employees working in information technology (IT) organizations in India. The data which were obtained using Google doc and a printed questionnaire was analyzed through structural and measurement model. Findings The results reveal that transformational leadership style directly influences employee intention to leave. Transformational leadership and employer branding is mediated by employee engagement. The leadership relation with psychological attachment is mediated by employer branding. Practical implications The implications of the study are of utmost importance for Indian IT industries facing high voluntary turnover in recent times. Transformational leaders in teams contribute to develop employee engagement, employer branding, and psychological attachment. Imparting transformational leadership training to team leaders can help in generating psychological attachment with the employees which would go a long way. Originality/value This study explores the relationship among transformational leadership style, employee engagement, employer branding, and psychological attachment which has not been explored theoretically and tested empirically in an Indian context.
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Macleod, Jennifer S. "Misunderstandings in the economic relationship between employer and employee." Employment Relations Today 14, no. 1 (March 1987): 25–29. http://dx.doi.org/10.1002/ert.3910140105.

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Tanwar, Karnica, and Asha Prasad. "Exploring the Relationship between Employer Branding and Employee Retention." Global Business Review 17, no. 3_suppl (May 22, 2016): 186S—206S. http://dx.doi.org/10.1177/0972150916631214.

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Chawla, Poonam. "Impact of Employer Branding on Employee Engagement in BPO Sector in India With the Mediating Effect of Person-Organisation Fit." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (July 2020): 59–73. http://dx.doi.org/10.4018/ijhcitp.2020070104.

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With human capital emerging as a sustainable source of strategic advantage organisations are focusing on developing employee value propositions which consistently engage their workforce so that they can proactively contribute towards the achievement of organisational goals. This research investigates the impact of employer branding strategy (a mechanism used by organisations to engage competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organization (P-O) fit. The study analyses a sample of 296 employees working in the BPO sector (offshore call centres) in India. The proposed model is tested with the help of structural equation modelling. The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. It can be deduced that employer branding is a comprehensive strategy which can be used by employers to engage employees. Thus, in a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.
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Dissertations / Theses on the topic "Employer-employee relationship"

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Holtzhausen, Lida. "Employee perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum / L. Holtzhausen." Thesis, North-West University, 2007. http://hdl.handle.net/10394/769.

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Large multi-national corporations experience more and more pressure to maintain good relationships with their stakeholders, including employees. Concurrent with this, the focus of Corporate Communication management has shifted from pure communication management to relationship management. Lonmin Platinum, a mining company within the South African mining and minerals sector is no exception in this regard. In fact, due to the apartheid legacy and government regulations that are aimed at safety and equity, it is especially difficult to manage employee relationships in the mining industry. Apart from historical and environmental factors, Lonmin Platinum's task is further complicated by its diverse work-force. At the time of the study the work-force of approximately 20 000 employees consisted of literate, semiliterate and illiterate employees. In addition, the company comprised five business units, each with their own corporate identity. In order to manage relationships effectively, a company needs to understand the nature and quality of its relationships as well as which factors might influence its stakeholder relationships. Studies have already indicated that a company's corporate identity can contribute to the stakeholders' images of the company. Over time, the image impacts on the company's reputation and consequently on the stakeholders' relationships with the company. In the case of a company such as Lonmin Platinum, with an endorsed corporate identity, it can be expected that corporate identity will also play a role in the nature and quality of relationships, including employee relationships. Previous studies have investigated the link between corporate identity and relationships focussing on communication, and on behaviour elements of identity. Up until now, no examples of research of the possible influence of symbolic corporate identity elements on relationships in the South African mining industry could be traced. Against this background, the following research question was asked: What is the relationship between employees' perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum? Semi-structured interviews, focus group interviews and quantitative questionnaires were applied as data collection methods. The results confirmed that Lonmin Platinum did not have a good relationship with its employees in general. The lack of trust was seen as one of the most apparent problems. It also seemed that the employees did not understand the company's endorsed corporate identity. They, for example, did not understand the company structure and identified themselves more with the symbolic corporate identity of their respective business units than with the company itself. With regard to the correlation between symbolic corporate identity and relationships, this study indicated a relationship between employees' perceptions of how effective the company reached it objectives and the quality of its employee relationships. Company objectives, such as a safe working environment, a healthy working environment, socioeconomic empowerment and accountability, as well as a company that unites its workforce and creates a family feeling amongst the employees impacted most on employee relationships.
Thesis (Ph.D. (Communication Studies))--North-West University, Potchefstroom Campus, 2008.
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Govender, Thiloshni. "A critical analysis of the prevalence and nature of employee assistance programmes in the Eastern Cape Buffalo City municipal area." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27795.

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The researcher has since 1996 been involved professionally in the field of Employee Assistance and has been witness to its evolution, growing complexity and potential to make a positive impact on the development of individuals and organizations through employer-employee relationship and workplace dynamics. The motivation for this study came from an interest to gain deeper understanding of the concept and implementation of EAPs by organizations in the researcher’s immediate environment and circle of potential influence. The development of EAPs in South Africa, influenced by various professions, has evolved as a result of different organizational needs which occur in varying forms and levels of sophistication depending on staffing, availability of resources and capacity within organizations. There is limited information available to EAP as a developing profession in terms of how programmes occur in South Africa. This study sought to analyze the prevalence and nature of EAPs in work organizations within the Buffalo City Municipal Area (BCMA) in the Eastern Cape Province, mainly to obtain reliable information on these programmes so that implementation of employee assistance can be evaluated and improved. This investigation provides a critical description of the implementation of EAPs in the BCMA with a view to establish prevalence, critically analyze the nature of EAPs, and to benchmark against existing Employee Assistance Professional Standards. The literature review includes a detailed examination of the history of EAPs in South Africa, contributions of the different professional disciplines, definitions of EAP, models currently in practice with the advantages, disadvantages and factors that influence the organizations choice of model and core technology of EAPs, as well as a critical examination of the 27 EAPA-SA Standards of 2005. The study is quantitative, exploratory and descriptive in nature as it sought to measure prevalence and provide descriptions of implementation methodologies in terms of form, shape, scope, staffing and services offered. These descriptive elements are benchmarked against the Standards for EAPs in South Africa, developed by the EAPA-SA, the official voice of the EAP profession. Questionnaires were administered to respondents that attended the local EAPA Branch and Occupational Health Nurses Association as well as Provincial Forum for Public Sector EAPs meetings. The respondents that were not reached this way were administered questionnaires personally. The population included organizations from both the private and public sector that employed a minimum staff compliment of two hundred. Since there are only 47 such organizations in the BCMA (both public and private sector), the entire population consisted of respondents and no sample was selected. Univariate analysis was used to assess data collected. The findings of the study indicate that EAPs are prevalent in BCMA organizations but they vary considerably in the way they have been developed and implemented. Benchmarked against the EAPA-SA Standards it is evident that while employee assistance programmes have certain basic elements in common, the overall design and implementation is fortuitous at best. Since the EAPA-SA standards have been developed concurrently with EAPs it is hoped that newly established EAPs will be a product of careful design rather than an inadvertent incident. EAPA-SA, educational institutions and business development forums need to collaborate and partner to provide comprehensive support to organizations and EAP practitioners to strengthen their EAPs. Correctly implemented, capacitated and resourced, EAPs can assist organizations to effectively manage their human resource behavior and health risks, maximize productivity as well as support individual employees to optimally manage personal and work challenges and function at their best. Copyright
Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted
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Klomp, Peter John, and n/a. "Consistencies, inconsistencies and anomalies in Australian Federal, State and Territory legislation governing employer- employee relationships, in particular the employee-contractor distinction, with a proposed solution." University of Canberra. Law, 2006. http://erl.canberra.edu.au./public/adt-AUC20061129.123811.

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This thesis is concerned with the nature of employment-type relationships that currently exist in Australia, with specific regard to the meaning of the terms 'employer,' 'employee,' and the 'employer-employee relationship', and the extent to which the employee-independent contractor dichotomy is respected. This thesis seeks to show how current legislation at federal, state and territory level is largely inconsistent in defining key terms; to explain why this is problematic; and to propose a workable solution. An examination is made of the common law as it currently stands, followed by an investigation of federal, state and territory revenue, superannuation, workers' compensation and employment laws that govern or affect employer-employee and principal-contractor relationships. The thesis recognises that there currently exists no comprehensive solution to the problems plaguing the employee-contractor dichotomy, and an all encompassing solution is proposed. The solution presented moves away from the traditional common law approach, rejects a statutory definitional approach, and instead adopts the principles of the Torrens Title system to land ownership in Australia. Following this proposed solution, alternate models and arguments are compared and contrasted.
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OLIVEIRA, SIMONI APARECIDA DE PAULA. "ASPECTS RELATING TO CAREER PREFERENCES AND ITS RELATIONSHIP WITH VALUES ALIGNMENT REGARDING THE EMPLOYEE AND THE EMPLOYER." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=22223@1.

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O presente trabalho de pesquisa visa a estudar aspectos referentes às inclinações de carreira e suas relações com o alinhamento de valores dos empregados, considerando os valores da instituição empregadora. Para a realização de tal estudo foi elaborado um questionário, composto de 89 perguntas, que foi desenhado com o auxílio do software Qualtrics. Para o levantamento dos valores, foi utilizado o Inventário de Valores elaborado por Rokeach (1973), composto de 36 valores individuais. No que se refere à identificação das âncoras de carreira dos empregados, foi utilizado o instrumento elaborado por Schein (1993), composto de 40 itens, denominado Inventário das Orientações de Carreira. Tal questionário foi enviado por e-mail para os profissionais que participam de um grupo de discussões, composto por empregados de uma instituição pública do ramo financeiro com sede na cidade do Rio de Janeiro. Considerando os 231 questionários válidos, por meio de tratamento de dados, realizado com o auxílio do software SPSS, foi possível levantar os valores individuais e identificar as âncoras de carreira mais proeminentes para os empregados desta instituição pública. A presente pesquisa possibilitou, ainda, a obtenção de subsídios para a elaboração de Políticas de Recursos Humanos. As ações sugeridas na referida política têm o intuito de aumentar o alinhamento dos valores individuais dos empregados, considerando os valores da instituição pública empregadora, com vistas a aumentar a satisfação desses, o que pode vir a trazer, como consequência, melhora no desempenho desta última.
The present research aims to study the aspects related to the career preferences and their relationship with the alignment of employees values, considering the values of their employer. To carry out this study a questionnaire, consisting of 89 questions, was designed using the software Qualtrics. For the survey of the values, the Rokeach Value Survey, which was developed by Rokeach (1973), was used. This survey consists of 36 individual values. As regards the identification of the career anchors of the employees, the instrument developed by Schein (1993), composed of 40 items, called Career Anchors Self- Assessment, was used. The questionnaire was sent by email to the professionals who take part in a discussion group, composed of employees of a public institution of the financial sector, which is based in Rio de Janeiro. Considering the 231 valid questionnaires, through data processing, performed by SPSS software, it was possible to identify the individual values and the most important career anchors for the employees of that public institution. This research also resulted in obtaining information for the development of Human Resources Police. The actions suggested in that Police are intended to increase the alignment of the individual values of the employees, taking into account the values of the referred public institution, in order to increase the satisfaction of the former, which might bring, as a consequence, improves in the performance of the latter.
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Schaupp, Gretchen Lina. "An Experimental Study of Psychological Contract Breach: The Effects of Exchange Congruence in the Employer - Employee Relationship." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26652.

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Although the psychological contract has been a popular topic in managerial research for the past twenty years, recent critiques of the research in this area point to several shortcomings. These are believed to result primarily from the overwhelming use of field studies, survey questionnaires, and other correlational procedures in the study of this construct. One particular research question that has generated mixed results involves the effect that oneâ s underlying contract (either transactional or relational) has on individualsâ perceptions of contract breach and feelings of violation following an employerâ s breach. This study sought to gain insight into this question by using an experimental study design to assess the impact that exchange congruence â or the match between the nature of the underlying contract and the nature of the breach â has on employeesâ perceptions of breach and feelings of violation. An experimental design was used and data was collected from 421 subjects in six treatment groups and two control groups. The treatment groups examined the effects of withdrawal breach (without resource substitutions) and both congruent and incongruent resource substitutions in transactional and relational work contexts. Also, two control groups in which no psychological breach was induced were examined. The results of the experiment differ for the transactional and relational treatments. No significant differences in perceptions of breach or violation were found with regard to the type of breach induced among the transactional treatments. Among the relational treatments, subjects that received incongruent resource substitutions perceived significantly higher levels of breach and violation than those that received congruent substitutions. Also, among the relational treatments, levels of perceived breach were significantly higher for the incongruent substitute treatment than for the withdrawal breach treatment. Therefore, the results of this study indicate that breach perceptions and feelings of violation vary for employees depending not only on the type of contract they hold, but the type of breach that they experience. In addition, the study demonstrated that an experimental design is applicable to this literature and that it could advance our understanding of the psychological contract in ways that are not possible with cross-sectional field studies.
Ph. D.
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Hoffmann, Sabine. "Corporate citizenship : employee attitudes and their relationship to an employer brand : a comparative case study in the German FMCG industry." Thesis, University of Bradford, 2014. http://hdl.handle.net/10454/7513.

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This thesis investigates employee attitudes to corporate citizenship (CC) and the impact on employer brands. It addresses the practice of CC in the German FMCG industry, considers employee understanding of CC, and examines which CC initiatives influence perceptions of employer brands. The research is driven by the dual challenges of sustainable development and the ‘war for talent’ in attracting, motivating and retaining employees. It is underpinned by the extant literature on CC dimensions, stakeholder theory and employer brands. The research approach is based on two case studies, comprising three phases: analysis of corporate documentation followed by two phases of semi-structured interviews exploring employees’ perceptions of CC and the link to employer brands. Key findings: An understanding of the positioning of CC in the corporate sustainability strategy and differing foci of CC, including environment, sustainable supply chain and people/culture. The study highlights employee understanding of eight CC dimensions, revealing economic responsibility toward employees as a new dimension. With respect to employer brands, CC initiatives focused on discretionary responsibility towards the natural environment and economic responsibility towards customers are seen as essential; legal, ethical and discretionary responsibility towards community are limited; and discretionary and economic responsibilities towards employees have a strong relationship. A focus on economic responsibilities towards owners has a strong but negative relationship. The theoretical contribution is a conceptual framework of all identified CC dimensions in practice and their relationship to employer brands. Contributions to practice include the importance of benefit packages, work-life balance support, employee development and work environment.
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Van, der Walt Freda. "The relationship between spirituality and job satisfaction." Thesis, Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11222007-132414.

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Gard, Katarina, and Rasmus Ornstein-Fredlund. "Två sidor av samma mynt : En enkätundersökning om relationen mellan chefer och anställda." Thesis, Uppsala universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-175417.

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Syftet med uppsatsen är att utifrån det psykologiska kontraktet och tre hypoteserundersöka dimensioner av relationen mellan chefer och medarbetare och belysaskillnader. Undersökningen bygger på enkätsvar från 81 medarbetare och 18 cheferfrån två organisationer. Vi behandlar i uppsatsen fem dimensioner av relationenmellan chefer och medarbetare, dessa är uppförande, rättvisa, trygghet, förtroendeoch kommunikation. Två av dimensionerna skiljer sig mellan grupperna när vi testarom det finns skillnader beroende på vilket företag en respondent tillhör och endimension skiljer sig när vi undersöker om det finns skillnader i uppfattningenmellan chefer och medarbetare. När vi jämför ett internationellt företag med ettmindre, lokalt, företag får vi resultat som motsäger vårt antagande att skillnaderi uppfattning om relationens dimensioner är större i det internationella företaget.Vi drar slutsatsen att relationens dimensioner inte är beroende av varandra utanpåverkas av olika faktorer. I de fall då parterna har egna intressen påverkasdimensionerna av relationen chef-medarbetare. Då dimensionerna kan kopplas tillpersonliga relationer eller företagskultur är dimensionen påverkad av företaget.
The aim of this thesis is to study the dimensions of the relationship betweenemployer and employee using three hypothesis and the theories concerning thepsychological contract as a starting-point. Our data comprehend survey responsesfrom 81 employees and 18 managers from two organizations. In the thesis we comparethe means of five indexes: behaviour, fairness, security, trust and communication.The means differ statistically significant for behaviour when testing with managershipas a grouping variable and for fairness and trust while testing against whichcompany the respondents belong to. When we compare the mean differences withinthe companies against each other we receive results that contradict our hypothesis.We conclude that the relationship dimensions lack interdependence but are effectedby different aspects. Furthermore, in cases where the parties have own intereststhe dimensions are influenced by the managership. In cases where the dimensionscan associate to a organizational culture or a personal relationship the dimension isinfluenced by the company.
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Míková, Lenka. "Způsoby získávání pracovní síly a jejich porovnání." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193247.

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The aim of this diploma thesis is to analyse the forms of gaining manpower and than their comparison. The thesis is divided into three main chapters, that deal with labour-law relations, outsourcing with emphasis on agency employment and disguised employment relationship. Labour-law relations deal with employment relationship and contracts work outside employment relationship. In chapter outsourcing, the thesis describes outsourcing in general and also offers of work agencies. The last chapter dedicates to the features how to recognise disguised employment relationship and reasons why it is practising in spite of its illegality.
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Ilic, Josefin, and Matilda Tranell. "What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations." Thesis, KTH, Industriell Marknadsföring och Entreprenörskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230625.

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Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a driver for employee advocacy is employer branding, both directly and indirectly through organisational commitment. Therefore, this thesis aims at investigating and analysing the relationship between employer branding and digital employee advocacy as well as the dimensions of employer branding. Ultimately, the purpose of this thesis is to generate insights on which industrial organisations can build strategies for digital employee advocacy programs. This was done by collecting quantitative data through a questionnaire distributed among employees in a Swedish industrial organisation. Based on the data, a PLS-SEM analysis was conducted that both evaluated a newly developed employer branding scale and the relationships between employer branding and digital employee advocacy. The results from the analysis show that employer branding consists of five dimensions: training and development, healthy work atmosphere, ethics and CSR, work life balance as well as compensation and benefits. Furthermore, it can be concluded that employer branding does not lead to digital employee advocacy directly. It can however be shown that the relationships from employer branding to organisational commitment and from organisational commitment to digital employee advocacy are significant and that organisational commitment has a full mediating effect on the direct relationship between employer branding and digital employee advocacy. Thus, organisations need to recognise organisational commitment as a necessity, and employer branding as an instrument, for achieving digital employee advocacy.
I takt med tillväxten av sociala medier så har kommunikationslandskapet förändrats drastiskt och organisationer behöver därför hitta nya innovativa kommunikationsstrategier. En allt mer framstående strategi är digital employee advocacy, vilket innebär att få anställda att frivilligt förespråka sina arbetsgivare på sociala medier. Forskning gällande hur organisationer ska verka för att främja sådant beteende är dock bristfällig i nuläget och en större förståelse för incitament och drivande faktorer är därför nödvändig. En faktor som är identifierad som en potentiell drivkraft för digital employee advocacy är employer branding, både direkt och indirekt genom ett koncept känt som organisational commitment (sv. organisationsengagemang). Baserat på detta är målet för denna rapport att undersöka och analysera relationen mellan employer branding och digital employee advocacy samt de potentiella dimensionerna av employer branding. Vidare är rapportens syfte att generera insikter på vilka industriella organisationer kan bygga strategier för digital employee advocacy program. Detta kunde uppfyllas genom att distribuera en enkät till anställda i en svensk industriorganisation. Baserat på kvantitativ data från denna enkät kunde en PLS-SEM analys genomföras vilken både utvärderade en nyutvecklad skala för employer branding samt relationerna mellan employer branding och digital employee advocacy. Resultaten från denna analys indikerar att employer branding består av fem dimensioner: training and development, healthy work atmosphere, ethics and CSR, work life balance samt compensation and benefits. Vidare så visar resultaten att employer branding i dessa förhållanden inte har en direkt påverkan på digital employee advocacy. Dock visar resultaten att employer branding leder till organisational commitment, som i sin tur leder till digital employee advocacy. Dessutom visar resultaten att det direkta förhållandet mellan employer branding och digital employee advocacy till fullo medieras av organisational commitment. Organisationer som vill uppnå digital employee advocacy bör därför se organisational commitment som en nödvändighet och employer branding som ett hjälpmedel.
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Books on the topic "Employer-employee relationship"

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Bal, P. Matthijs, Dorien T. A. M. Kooij, and Denise M. Rousseau, eds. Aging Workers and the Employee-Employer Relationship. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-08007-9.

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Hamilton, Paula. No Irish need apply: Aspects of the employer-employee relationship Australian domestic service 1860-1900. London: Australian Studies Centre, Institute of Commonwealth Studies, University of London, 1985.

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Rajan, Amin. Rediscovering job security: Evolving employer-employee relationships in the finance sector. Tunbridge Wells: Create, 1995.

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Great Britain. Office of the Data Protection Commissioner. The use of personal data in employer/employee relationships: Draft code of practice. [London]: Data Protection Commissioner, 2000.

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The relationship between health care costs and America's uninsured: Hearing before the Subcommittee on Employer-Employee Relations of the Committee on Education and the Workforce, House of Representatives, One Hundred Sixth Congress, first session, hearing held in Washington, DC, June 11, 1999. Washington: U.S. G.P.O., 1999.

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Brown, J. H. U. Educating for excellence: Improving quality and productivity in the 90's. New York: Auburn House, 1991.

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Rousseau, Denise M., P. Matthijs Bal, and Dorien T. A. M. Kooij. Aging Workers and the Employee-Employer Relationship. Springer, 2016.

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Rousseau, Denise M., P. Matthijs Bal, and Dorien T.A.M. Kooij. Aging Workers and the Employee-Employer Relationship. Springer, 2014.

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Loyola University of Chicago. School of Law. and American Law Institute-American Bar Association Committee on Continuing Professional Education., eds. Health care: The employer/employee relationship : ALI-ABA course of study materials. Philadelphia, Pa. (4025 Chestnut St., Philadelphia 19104): American Law Institute-American Bar Association, Committee on Continuing Professional Education, 1987.

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Goodall, Alex. Subversive Capitalism. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252038037.003.0007.

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This chapter looks at how, in the Fordist system, national concerns over the relationship between loyalty and liberty were translated anew in relationships between employees and management. Much as the wartime loyalty campaigns were presented as a harmonious, popular national project of liberation, Ford Motor's reforms were sold as an expression of mutual interests of employer and employee, a demonstration of the natural harmony between labor and capital. Whereas an employer could impose upon the employee because he better perceived the worker's interests, other organizations that purported to act for the worker were denounced as alien. Ford attributed expressions of employee dissatisfaction to the subversive influence of outsiders, and as war fever began to grip the United States this equation became increasingly explicit.
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Book chapters on the topic "Employer-employee relationship"

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Bal, P. Matthijs, Dorien T. A. M. Kooij, and Denise M. Rousseau. "Introduction to Aging Workers and the Employee-Employer Relationship." In Aging Workers and the Employee-Employer Relationship, 1–9. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_1.

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Raemdonck, Isabel, Simon Beausaert, Dominik Fröhlich, Nané Kochoian, and Caroline Meurant. "Aging Workers’ Learning and Employability." In Aging Workers and the Employee-Employer Relationship, 163–84. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_10.

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Schalk, René, and Donatienne Desmette. "Intentions to Continue Working and Its Predictors." In Aging Workers and the Employee-Employer Relationship, 187–201. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_11.

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Zhan, Yujie, and Mo Wang. "Bridge Employment: Conceptualizations and New Directions for Future Research." In Aging Workers and the Employee-Employer Relationship, 203–20. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_12.

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Rudolph, Cort W., Annet H. De Lange, and Beatrice Van der Heijden. "Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go." In Aging Workers and the Employee-Employer Relationship, 221–42. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_13.

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Ainsworth, Susan. "Aging Entrepreneurs and Volunteers: Transition in Late Career." In Aging Workers and the Employee-Employer Relationship, 243–60. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_14.

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Kooij, Dorien T. A. M., Denise M. Rousseau, and P. Matthijs Bal. "Conclusion and Future Research." In Aging Workers and the Employee-Employer Relationship, 261–68. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_15.

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Finkelstein, Lisa M. "Older Workers, Stereotypes, and Discrimination in the Context of the Employment Relationship." In Aging Workers and the Employee-Employer Relationship, 13–32. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_2.

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Boehm, Stephan A., and Florian Kunze. "Age Diversity and Age Climate in the Workplace." In Aging Workers and the Employee-Employer Relationship, 33–55. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_3.

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Kooij, Dorien T. A. M., and Karina van de Voorde. "Strategic HRM for Older Workers." In Aging Workers and the Employee-Employer Relationship, 57–72. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_4.

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Conference papers on the topic "Employer-employee relationship"

1

Ekhsan, Muhamad, Achmad Sudiro, Mugiono Mugiono, and Ananda Hussein. "Exploring the Relationship between Employer Branding and Talent Management to Employee Retention: Literature Review." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2303000.

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