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EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE

Year 2017, Volume: 15 Issue: 1, 150 - 170, 31.01.2017

Başak Çiftçioğlu , Sebla Gül

https://doi.org/10.11611/yead.270389

Abstract











    The purpose of this study was
to investigate the expectations
and information channels of  the Y
generation while evaluating their potential employers. This study was conducted
with 543 Agriculture Faculty students in a state university to be able to
understand their expectations of future employers especially in the scope of a
special type of business to business firm. The results revealed that the 543
Turkish agriculture students identified the ideal employer as people- oriented
(14%), considerate of staff training and education (12.53%), offering
opportunities for career development (12.17%) and providing well-developed
working conditions( 9.99%). The results also showed that the sources of information for the students of employer
branding image were from
personal experience of specific firms, such as face-to-face interaction with a
representative of the firm at a university career day or references by a university
professor.

Keywords

Employer Branding Y generations Brand Equity

References

  • Aaker D.A. (1991). Managing brand equity capitalizing on the value of a brand name, The Free Press New York.
  • Aaker, D. A. (1996). “Measuring brand equity across products and markets”, California Management Review, 38: 102-120.
  • Alniacik, E. , Alniacik, U. (2012). “How do the dimensions of corporate reputation affect prospective employees’ intentions.” Corporate Reputation Review, 15(1), 3-19.
  • Ambler, T. & Barrow, S. (1996). “The employer brand”. Journal of Brand Management, 4, 185–206.
  • Backhaus, K.& Tikoo, S. (2004). “Conceptualizing and researching employer branding”. Career Development International, 9(5), 501-517.
  • Backhaus, K., Stone, B., & Heiner, K. (2002). “Exploring the Relationship between Corporate Social Performance and Employer Attractiveness”, Business and Society, 41(3), 292-318.
  • Barber, A. E., & Roehling, M. V. (1993). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78, 845-856.
  • Barney J.B (1991). “Firms resources and sustained competitive advantage”, Journal of Management, Vol 17,99-120.
  • Berthon, P. Ewing, M. & Hah, L.L. (2005). “Captivating company: Dimensions of attractiveness in employer branding”. International Journal of Advertising, 24(2), 151–172.
  • Bolton R.N, Parasuraman A., Hoefnagels A., Migchels N., Kabadayı S., Gruber T., Loureiro Y.K. & Solnet D. (2013). “Understnading Generation Y and theri use of social media: a review and research agenda”. Journal of Service Management, Vol 24, No3, 245-267.
  • Broadbridge A.M., Maxwell G.A & Odgen S.M. (2007). “Experiences, perceptions and expectations of retaik employment for generation Y”. Career Development International, Vol 2, No 6, 523-544.
  • Cable, D. M. & Turban, D. B. (2003). “The value of organizational reputation in the recruitment context: A brand-equity perspective”. Journal of Applied Social Psychology, 33, 2244–2266.
  • Cascio, W. F. (2014). “Leveraging employer branding, performance management and human resource development to enhance employee retention”. Human Resource Development International, 17(2), 121-128.
  • Chambers E., Foulon M., Handfield H., Hankin S. M., & Michaels III E. G. (2008). “The War of Talent”, The McKinsey Quarterly, 1-8.
  • Charters, S., Fountain, J., Kolyesnikova, N., Ritchie, C., Thach, L., Dodd, T., Fish, N., Herbst, F. & Terbalnche, N. (2011). “Generation Y and sparkling wines: A cross-cultural perspective”. International Journal of Wine Business Research, Vol. 23(2).
  • Chen, P., & Choi, Y. (2008). “Generational differences in work values: a study of hospitality management”. International Journal of Contemporary Hospitality Management, 20(6), 595-615.
  • Cui Y., Trent E,.Sullivan P.M & Matiru (2003). “Cause-relted marketing: How generation y respond”. International Journal of Retail & Distribution Management, Vol 31, Number 6,310-320.
  • Çiftçioğlu A., Arsoy A. P.& Selimoğlu S. K. (2011). “Perceptions of Prospective Job Applicants on Corporate Social Responsibility Performance: ISE Corporate Governance Index Companies in Turkey”. Social Reponsibility Review, No 4,33-43, ISSN 1759-5886.
  • Çiftçioğlu B.A. (2010). “The Relationship Between Perceived External Prestige, And Turnover Intention: An Empirical Investigation”. Corporate Reputation Review, Vol 13, No 4, 248–263.
  • Davies, G. (2008). “Employer branding and its influence on managers”. European Journal of Marketing, 42(5). 667 – 681.
  • Dewhurst M., Guthridge M. & Mohr E. (2009). “Motivating people: Getting beyond money
  • Dissolution”. Academy of Management Journal, 41 (4): 425-440.
  • Dobbs R., Lund S., Madgavkar A. (2012). “Talent tensions ahead: A CEO briefing, Looming imbalances in global labor pools could make it harder for some companies to find enough skilled workers and for some less-skilled workers to find jobs”., McKinsey Quarterly http://www.mckinsey.com/insights/economic_studies/talent_tensions_ahead_a_ceo_briefing
  • Dowling, G. (2002). Creating Corporate Reputations: Identity, Image, and Performance, Oxford University Press, New York.
  • Drucker, P. (1995). Managing in a Time of Great Change. Harvard Business School Publishing.
  • Dutton, J.E, & J.M Dukerich (1991). “Keeping An Eye On The Mirror: The Role Of Image And Identity in Organizational Adaptation”. Academy Of Managenet Journal, 34, 517-554.
  • Dutton, Jane E., Janet M. Dukerich & Harquail C.V (1994). “Organizational Image and Member Identification”. Administrative Science Quarterly, Vol 39,Issue 2, 239-263.
  • Edwards R.M. (2005). Employer and Employee Branding: HR or PR?, Managing Human Resources , 4 th edition, edited by Stephen Bach, Blackwell Publishing, USA.
  • Eisenberg, B., Kilduff, C., Burleigh, S. & Wilson, K. (2001). “The Role of the Value Proposition and Employment Branding in Retaining Top Talent”. Society for Human Resource Management, Alexandria, VA.
  • Ewing P, Pitt LF, Bussy N.M, & Berthon P (2002) “Employment branding in the knowledge economy”. International Journal of Advertising, 21(1): 3-22.
  • Fombrun C. & Shanley M.(1990). “What’s in a name? Reputation building and corporate strategy”. Academy of Management Journal , 33, 2 , 233–258.
  • Fombrun, C. J. (1996). Reputation: Realizing Value from the Corporate Image. Harvard Business School Press.
  • Foster, C. Punjaisri, K. & Cheng, R. (2010). “Exploring the relationship between corporate, internal and employer branding”. Journal of Product & Brand Management, 19(6), 401-409.
  • Franca V. & Pahor, M. (2012) “The strength of the employer brand: iInfluences and implications for recruiting”. Journal of Marketing and Management, 3 (1), 78-122.
  • Gatewood, R. D., Gowan, M. A & Lautenshlager, G. J. (1993). “Corporate image recruitment image, and initial job choice decisions”. Academy of Management Journal, 36(2), 414-427.
  • Greening, D.W. & Turban, D.B. (2000). “Corporate social performance as a competitive advantage in attracting a quality workforce”. Business & Society, Vol. 39, 254-80.
  • Guillot-Soulez C. & Soulez S. (2013).”Generation Y preferences for employer brand benefits “ https://halshs.archives-ouvertes.fr/halshs-00863619/document. (12/12/2015)
  • Guthridge M,Komm A.B & Lawson E (2008). “Making talent a strategic priority”, Mckinsey Quarterly , No1, 49-59.
  • Hıghhouse S. , Lievens F. & Sınar E. (2003). “Measuring Attraction to Organization”. Educational and Psychological Measurement, Vol. 63 No. 6, 986-1001.
  • Hogg, M.A. & Terry D.J. (2000). “Social Identity and Self-Categorization Processes in Organizational Contexts”. The Academy of Management Review, Vol. 25(1): 121-140.
  • Hurst J. L. & Good L. K., (2009). “Generation Y and career choice”. Career Development International, Vol. 14 Iss 6, 570 – 593.
  • Judge, T. A. & Cable, D. (1997). “Applicant personality, organizational culture, and organization attraction”. Personnel Psychology, 50, 359-394.
  • Kaplan, R. S. & Norton D. P. (2004). “Measuring the strategic radiness of intangible assets”. Harvard Business Review, 52-63.
  • Katoen R.J & Macioscheck A. (2008). “Modeling Employer Branding Communication: The softer aspects of HR Marketing Management”. ICFAI Journal of Soft Skills, Vol 2, Issue 1, 45-55.
  • Keller K.L (1993). “Conceptualizing, measuring, managing customer -based brand equity”. Journal of Marketing, 57(1),1-22.
  • Keller, K. (1998) Strategic Brand Management. Building, Measuring, and Managing Brand Equity. Prentice Hall: Upper Saddle River.
  • King R. & Bu N. (2005). “Perceptions of the mutual obligations between employees and employers: a comparative study of new generation IT professionals in China and the United States”. The International Journal of Human Resource Management,Volume 16, Issue 1, 2005,46-64.
  • Kong H., Wang S. & Fu X. ( 2015). “Meeting career expectations : can it enhance job satisfaction of Generation Y?”. International Journal of contemporary Hospitality Management, Vol 27,No 1, 147-168.
  • Kotler P. (1997). “Marketing Management”, Upper Saddle River, Nj: Princeton Hall.
  • Koys D.J (1997). “Human reource management and Fortune’s Corporate reputation survey”, Employees Responsibity and Rights Journal, Vol 10, No 2,93-101.
  • Kultalahti S. & Viitala R. (2015). “Generation Y-challenging clients for HRM?”. Journal of Managerial Psychology, Vol 30, Issue 1, 101-114.
  • Laird M.D , Harvey P. & Lanchester J. ( 2015). “Accountability, entitlement, tenure and satisfaction in generation Y”. Journal of Managerial psychology, Vol 30, No1, 87-100.
  • Lievens, F. (2007). “Employer branding in the Belgian army: the importance of instrumental and symbolic beliefs for potential applicant, actual applicant and military employees”. Human Resource Management, 46(1), 51–69.
  • Lim H.L. (2012). “Generation Y workforce expectations: implications for UAE, Education”, Business and Society: Contemporary Middle Eastern Issues, Vol 5, No 4, 281-293.
  • Luce R.A., Barber A.E & Hillman A.J (2001). “Good deeds and misdeeds: A mediated model of the effect of corporate social performance on organizational attractiveness”, Business & Society 40 (4), 397–415.
  • Luscombe J., Lewis I. & Biggs H.C (2013). “Essentail elements for recruitment and retention: Generation Y”. Education+ Trining, Vol 55, ıssue3, 272-290.
  • Mael, F. A, & Ashforth, B. E. (1995). “Loyal from day one: Biodata, organizational identification, and turnover among newcomers”. Personnel Psychology, 48, 309–333.
  • Mael, F. A. & Ashforth, B. E. (1992). “Alumni and Their Alma Mater: A Partial test of the Reformulated Model of Organizational Identification”. Journal of Organizational Behavior, 13, 103-123.
  • Martin G., Gollan, P. J. & Grigg, K. (2011). “Is there a bigger and better future for employer branding? Facing up to innovation, corporate reputations and wicked problems in SHRM”. The International Journal of Human Resource Management, 22(17), 3618–3637.
  • Maxwell A.G, Orgen S.M. & Broadbridge A.(2010). “Generation Y’s Career Expectations and Aspiritions Engagement in the Hospitality Industry”, Journal of Hospitality and Tourism Management, 17, 53-61.
  • Maxwell R. & Knox S. (2009). “Motivating Employees to “live the brand: a comparative case study of employer brand attractiveness within the firm”. Journal of Marketing Management, Vol 25, No91-16.
  • Morton, L. P(2002). “Targeting generation Y”. Public Relations Quarterly, 47, 2, 46-48.
  • Mosley R. (2007). “Customer experience, organizational culture and Employee branding”. Journal of Brand Management,15, 123-134.
  • Oliver D. (2006). “An expectation of Contined Sucess: The work attitudes of Generation Y”, Labour & Industry : A journal of the social and Economic relations of work, 17:1, 61-68.
  • Ong, L. D. (2011). “Employer branding and its influence on potential job applicants”. Australian Journal of Basic and Applied Sciences, 5(9), 1088-1092.
  • Pennings, J.M., Lee, K., & Van Witteloostuijn, A. (1998). “Human capital, social capital, and firm dissolution”. Academy of Management Journal, 41:4, 425-440.
  • Pfeiffer J. (2001). “Fighting the war of talents is hazardous to your organization's health”. Organizational Dynamics, 29(4), 248-259.
  • Robertson, A. & Khatibi, A. (2013). “The influence of employer branding on productivity-related outcomes of an organization”. The IUP Journal of Brand Management, 10(3), 17-32.
  • Sehgal, K. & Malati, N. (2013). “Employer branding: a potent organizational tool for enhancing competitive advantage”. The IUP Journal of Brand Management, 10(1), 51-65.
  • Spence ,A (1973). “Job marketing signaling”. Quarterly Journal of Economics, 87 (3), 355-379.
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ÜNİVERSİTE ÖĞRENCİLERİNİN İŞVEREN MARKASI ALGILAMALARINA İLİŞKİN BİR FİRMA ÖRNEĞİ

Year 2017, Volume: 15 Issue: 1, 150 - 170, 31.01.2017

Başak Çiftçioğlu , Sebla Gül

https://doi.org/10.11611/yead.270389

Abstract

    Bu
çalışmanın amacı Y jenerasyonunun potansiyel işverenlerinden beklentilerini ve
işverenleri hakkındaki değerlendirmelerini hangi iletişim aracına bağlı olarak
yapılandırdıklarını ortaya koymaktır. Bu amaçtan hareket ile Türkiye’de
faaliyet gösteren kamu üniversitelerinin Ziraat Fakültelerinde okuyan 543
öğrenci üzerinde ideal işveren beklentileri, spesifik bir firma özelinden
hareket ile değerlendirilmiştir. Araştırma bulguları 543 Ziraat Fakültesi
öğrencisinin ideal işvereni, insan odaklı (%14), çalışanının eğitim ve
gelişmesine önem veren (%12.53) kariyer gelişimi fırsatı sunan(%12.17) ve iyi
çalışma koşullarına sahip (%9.99) işveren olarak tanımladıkları bulgusuna
ulaşılmıştır. Çalışma bulguları ayrıca öğrencilerin işveren firmaları
değerlendirme sürecinde üniversite kariyer günleri gibi yüz yüze iletişim ya da
öğretim üyelerinin referansları gibi kişisel tecrübeye dayalı etkileşim
süreçlerinden daha fazla etkilendiklerini göstermektedir. 

Keywords

İşveren markası Y Jenerasyonu Marka Değeri

References

  • Aaker D.A. (1991). Managing brand equity capitalizing on the value of a brand name, The Free Press New York.
  • Aaker, D. A. (1996). “Measuring brand equity across products and markets”, California Management Review, 38: 102-120.
  • Alniacik, E. , Alniacik, U. (2012). “How do the dimensions of corporate reputation affect prospective employees’ intentions.” Corporate Reputation Review, 15(1), 3-19.
  • Ambler, T. & Barrow, S. (1996). “The employer brand”. Journal of Brand Management, 4, 185–206.
  • Backhaus, K.& Tikoo, S. (2004). “Conceptualizing and researching employer branding”. Career Development International, 9(5), 501-517.
  • Backhaus, K., Stone, B., & Heiner, K. (2002). “Exploring the Relationship between Corporate Social Performance and Employer Attractiveness”, Business and Society, 41(3), 292-318.
  • Barber, A. E., & Roehling, M. V. (1993). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78, 845-856.
  • Barney J.B (1991). “Firms resources and sustained competitive advantage”, Journal of Management, Vol 17,99-120.
  • Berthon, P. Ewing, M. & Hah, L.L. (2005). “Captivating company: Dimensions of attractiveness in employer branding”. International Journal of Advertising, 24(2), 151–172.
  • Bolton R.N, Parasuraman A., Hoefnagels A., Migchels N., Kabadayı S., Gruber T., Loureiro Y.K. & Solnet D. (2013). “Understnading Generation Y and theri use of social media: a review and research agenda”. Journal of Service Management, Vol 24, No3, 245-267.
  • Broadbridge A.M., Maxwell G.A & Odgen S.M. (2007). “Experiences, perceptions and expectations of retaik employment for generation Y”. Career Development International, Vol 2, No 6, 523-544.
  • Cable, D. M. & Turban, D. B. (2003). “The value of organizational reputation in the recruitment context: A brand-equity perspective”. Journal of Applied Social Psychology, 33, 2244–2266.
  • Cascio, W. F. (2014). “Leveraging employer branding, performance management and human resource development to enhance employee retention”. Human Resource Development International, 17(2), 121-128.
  • Chambers E., Foulon M., Handfield H., Hankin S. M., & Michaels III E. G. (2008). “The War of Talent”, The McKinsey Quarterly, 1-8.
  • Charters, S., Fountain, J., Kolyesnikova, N., Ritchie, C., Thach, L., Dodd, T., Fish, N., Herbst, F. & Terbalnche, N. (2011). “Generation Y and sparkling wines: A cross-cultural perspective”. International Journal of Wine Business Research, Vol. 23(2).
  • Chen, P., & Choi, Y. (2008). “Generational differences in work values: a study of hospitality management”. International Journal of Contemporary Hospitality Management, 20(6), 595-615.
  • Cui Y., Trent E,.Sullivan P.M & Matiru (2003). “Cause-relted marketing: How generation y respond”. International Journal of Retail & Distribution Management, Vol 31, Number 6,310-320.
  • Çiftçioğlu A., Arsoy A. P.& Selimoğlu S. K. (2011). “Perceptions of Prospective Job Applicants on Corporate Social Responsibility Performance: ISE Corporate Governance Index Companies in Turkey”. Social Reponsibility Review, No 4,33-43, ISSN 1759-5886.
  • Çiftçioğlu B.A. (2010). “The Relationship Between Perceived External Prestige, And Turnover Intention: An Empirical Investigation”. Corporate Reputation Review, Vol 13, No 4, 248–263.
  • Davies, G. (2008). “Employer branding and its influence on managers”. European Journal of Marketing, 42(5). 667 – 681.
  • Dewhurst M., Guthridge M. & Mohr E. (2009). “Motivating people: Getting beyond money
  • Dissolution”. Academy of Management Journal, 41 (4): 425-440.
  • Dobbs R., Lund S., Madgavkar A. (2012). “Talent tensions ahead: A CEO briefing, Looming imbalances in global labor pools could make it harder for some companies to find enough skilled workers and for some less-skilled workers to find jobs”., McKinsey Quarterly http://www.mckinsey.com/insights/economic_studies/talent_tensions_ahead_a_ceo_briefing
  • Dowling, G. (2002). Creating Corporate Reputations: Identity, Image, and Performance, Oxford University Press, New York.
  • Drucker, P. (1995). Managing in a Time of Great Change. Harvard Business School Publishing.
  • Dutton, J.E, & J.M Dukerich (1991). “Keeping An Eye On The Mirror: The Role Of Image And Identity in Organizational Adaptation”. Academy Of Managenet Journal, 34, 517-554.
  • Dutton, Jane E., Janet M. Dukerich & Harquail C.V (1994). “Organizational Image and Member Identification”. Administrative Science Quarterly, Vol 39,Issue 2, 239-263.
  • Edwards R.M. (2005). Employer and Employee Branding: HR or PR?, Managing Human Resources , 4 th edition, edited by Stephen Bach, Blackwell Publishing, USA.
  • Eisenberg, B., Kilduff, C., Burleigh, S. & Wilson, K. (2001). “The Role of the Value Proposition and Employment Branding in Retaining Top Talent”. Society for Human Resource Management, Alexandria, VA.
  • Ewing P, Pitt LF, Bussy N.M, & Berthon P (2002) “Employment branding in the knowledge economy”. International Journal of Advertising, 21(1): 3-22.
  • Fombrun C. & Shanley M.(1990). “What’s in a name? Reputation building and corporate strategy”. Academy of Management Journal , 33, 2 , 233–258.
  • Fombrun, C. J. (1996). Reputation: Realizing Value from the Corporate Image. Harvard Business School Press.
  • Foster, C. Punjaisri, K. & Cheng, R. (2010). “Exploring the relationship between corporate, internal and employer branding”. Journal of Product & Brand Management, 19(6), 401-409.
  • Franca V. & Pahor, M. (2012) “The strength of the employer brand: iInfluences and implications for recruiting”. Journal of Marketing and Management, 3 (1), 78-122.
  • Gatewood, R. D., Gowan, M. A & Lautenshlager, G. J. (1993). “Corporate image recruitment image, and initial job choice decisions”. Academy of Management Journal, 36(2), 414-427.
  • Greening, D.W. & Turban, D.B. (2000). “Corporate social performance as a competitive advantage in attracting a quality workforce”. Business & Society, Vol. 39, 254-80.
  • Guillot-Soulez C. & Soulez S. (2013).”Generation Y preferences for employer brand benefits “ https://halshs.archives-ouvertes.fr/halshs-00863619/document. (12/12/2015)
  • Guthridge M,Komm A.B & Lawson E (2008). “Making talent a strategic priority”, Mckinsey Quarterly , No1, 49-59.
  • Hıghhouse S. , Lievens F. & Sınar E. (2003). “Measuring Attraction to Organization”. Educational and Psychological Measurement, Vol. 63 No. 6, 986-1001.
  • Hogg, M.A. & Terry D.J. (2000). “Social Identity and Self-Categorization Processes in Organizational Contexts”. The Academy of Management Review, Vol. 25(1): 121-140.
  • Hurst J. L. & Good L. K., (2009). “Generation Y and career choice”. Career Development International, Vol. 14 Iss 6, 570 – 593.
  • Judge, T. A. & Cable, D. (1997). “Applicant personality, organizational culture, and organization attraction”. Personnel Psychology, 50, 359-394.
  • Kaplan, R. S. & Norton D. P. (2004). “Measuring the strategic radiness of intangible assets”. Harvard Business Review, 52-63.
  • Katoen R.J & Macioscheck A. (2008). “Modeling Employer Branding Communication: The softer aspects of HR Marketing Management”. ICFAI Journal of Soft Skills, Vol 2, Issue 1, 45-55.
  • Keller K.L (1993). “Conceptualizing, measuring, managing customer -based brand equity”. Journal of Marketing, 57(1),1-22.
  • Keller, K. (1998) Strategic Brand Management. Building, Measuring, and Managing Brand Equity. Prentice Hall: Upper Saddle River.
  • King R. & Bu N. (2005). “Perceptions of the mutual obligations between employees and employers: a comparative study of new generation IT professionals in China and the United States”. The International Journal of Human Resource Management,Volume 16, Issue 1, 2005,46-64.
  • Kong H., Wang S. & Fu X. ( 2015). “Meeting career expectations : can it enhance job satisfaction of Generation Y?”. International Journal of contemporary Hospitality Management, Vol 27,No 1, 147-168.
  • Kotler P. (1997). “Marketing Management”, Upper Saddle River, Nj: Princeton Hall.
  • Koys D.J (1997). “Human reource management and Fortune’s Corporate reputation survey”, Employees Responsibity and Rights Journal, Vol 10, No 2,93-101.
  • Kultalahti S. & Viitala R. (2015). “Generation Y-challenging clients for HRM?”. Journal of Managerial Psychology, Vol 30, Issue 1, 101-114.
  • Laird M.D , Harvey P. & Lanchester J. ( 2015). “Accountability, entitlement, tenure and satisfaction in generation Y”. Journal of Managerial psychology, Vol 30, No1, 87-100.
  • Lievens, F. (2007). “Employer branding in the Belgian army: the importance of instrumental and symbolic beliefs for potential applicant, actual applicant and military employees”. Human Resource Management, 46(1), 51–69.
  • Lim H.L. (2012). “Generation Y workforce expectations: implications for UAE, Education”, Business and Society: Contemporary Middle Eastern Issues, Vol 5, No 4, 281-293.
  • Luce R.A., Barber A.E & Hillman A.J (2001). “Good deeds and misdeeds: A mediated model of the effect of corporate social performance on organizational attractiveness”, Business & Society 40 (4), 397–415.
  • Luscombe J., Lewis I. & Biggs H.C (2013). “Essentail elements for recruitment and retention: Generation Y”. Education+ Trining, Vol 55, ıssue3, 272-290.
  • Mael, F. A, & Ashforth, B. E. (1995). “Loyal from day one: Biodata, organizational identification, and turnover among newcomers”. Personnel Psychology, 48, 309–333.
  • Mael, F. A. & Ashforth, B. E. (1992). “Alumni and Their Alma Mater: A Partial test of the Reformulated Model of Organizational Identification”. Journal of Organizational Behavior, 13, 103-123.
  • Martin G., Gollan, P. J. & Grigg, K. (2011). “Is there a bigger and better future for employer branding? Facing up to innovation, corporate reputations and wicked problems in SHRM”. The International Journal of Human Resource Management, 22(17), 3618–3637.
  • Maxwell A.G, Orgen S.M. & Broadbridge A.(2010). “Generation Y’s Career Expectations and Aspiritions Engagement in the Hospitality Industry”, Journal of Hospitality and Tourism Management, 17, 53-61.
  • Maxwell R. & Knox S. (2009). “Motivating Employees to “live the brand: a comparative case study of employer brand attractiveness within the firm”. Journal of Marketing Management, Vol 25, No91-16.
  • Morton, L. P(2002). “Targeting generation Y”. Public Relations Quarterly, 47, 2, 46-48.
  • Mosley R. (2007). “Customer experience, organizational culture and Employee branding”. Journal of Brand Management,15, 123-134.
  • Oliver D. (2006). “An expectation of Contined Sucess: The work attitudes of Generation Y”, Labour & Industry : A journal of the social and Economic relations of work, 17:1, 61-68.
  • Ong, L. D. (2011). “Employer branding and its influence on potential job applicants”. Australian Journal of Basic and Applied Sciences, 5(9), 1088-1092.
  • Pennings, J.M., Lee, K., & Van Witteloostuijn, A. (1998). “Human capital, social capital, and firm dissolution”. Academy of Management Journal, 41:4, 425-440.
  • Pfeiffer J. (2001). “Fighting the war of talents is hazardous to your organization's health”. Organizational Dynamics, 29(4), 248-259.
  • Robertson, A. & Khatibi, A. (2013). “The influence of employer branding on productivity-related outcomes of an organization”. The IUP Journal of Brand Management, 10(3), 17-32.
  • Sehgal, K. & Malati, N. (2013). “Employer branding: a potent organizational tool for enhancing competitive advantage”. The IUP Journal of Brand Management, 10(1), 51-65.
  • Spence ,A (1973). “Job marketing signaling”. Quarterly Journal of Economics, 87 (3), 355-379.
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There are 80 citations in total.

Details

Journal Section Articles
Authors

Başak Çiftçioğlu

Sebla Gül This is me

Publication Date January 31, 2017
Published in Issue Year 2017 Volume: 15 Issue: 1

Cite

APA Çiftçioğlu, B., & Gül, S. (2017). EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE. Yönetim Ve Ekonomi Araştırmaları Dergisi, 15(1), 150-170. https://doi.org/10.11611/yead.270389
AMA Çiftçioğlu B, Gül S. EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE. Yönetim ve Ekonomi Araştırmaları Dergisi. January 2017;15(1):150-170. doi:10.11611/yead.270389
Chicago Çiftçioğlu, Başak, and Sebla Gül. “EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE”. Yönetim Ve Ekonomi Araştırmaları Dergisi 15, no. 1 (January 2017): 150-70. https://doi.org/10.11611/yead.270389.
EndNote Çiftçioğlu B, Gül S (January 1, 2017) EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE. Yönetim ve Ekonomi Araştırmaları Dergisi 15 1 150–170.
IEEE B. Çiftçioğlu and S. Gül, “EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE”, Yönetim ve Ekonomi Araştırmaları Dergisi, vol. 15, no. 1, pp. 150–170, 2017, doi: 10.11611/yead.270389.
ISNAD Çiftçioğlu, Başak - Gül, Sebla. “EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE”. Yönetim ve Ekonomi Araştırmaları Dergisi 15/1 (January 2017), 150-170. https://doi.org/10.11611/yead.270389.
JAMA Çiftçioğlu B, Gül S. EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE. Yönetim ve Ekonomi Araştırmaları Dergisi. 2017;15:150–170.
MLA Çiftçioğlu, Başak and Sebla Gül. “EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE”. Yönetim Ve Ekonomi Araştırmaları Dergisi, vol. 15, no. 1, 2017, pp. 150-7, doi:10.11611/yead.270389.
Vancouver Çiftçioğlu B, Gül S. EMPLOYER BRANDING DESCRIPTIONS OF UNIVERSITY STUDENTS: A BUSINESS TO BUSINESS FIRM EXAMPLE. Yönetim ve Ekonomi Araştırmaları Dergisi. 2017;15(1):150-7.