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Sustainable HRM practices for a stronger employer brand: Leveraging organizational culture

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dc.title Sustainable HRM practices for a stronger employer brand: Leveraging organizational culture en
dc.contributor.author Huseynova, Aydan
dc.contributor.author Matošková, Jana
dc.relation.ispartof Scientific Papers of the University of Pardubice-Series D-Faculty of Economics and Administration
dc.identifier.issn 1211-555X Scopus Sources, Sherpa/RoMEO, JCR
dc.identifier.issn 1804-8048 Scopus Sources, Sherpa/RoMEO, JCR
dc.date.issued 2022
utb.relation.volume 30
utb.relation.issue 3
dc.type article
dc.language.iso en
dc.publisher Univ Pardubice, Fac Economics Adm
dc.identifier.doi 10.46585/sp30031605
dc.relation.uri https://editorial.upce.cz/1804-8048/30/3/1605
dc.subject human resource management en
dc.subject organizational culture en
dc.subject employer branding en
dc.subject sustainable HRM en
dc.subject person-organization fit theory en
dc.description.abstract The business of the current era intends to show competitive advantage for a long run in order to get more profits and stay alive in the markets. Getting a competitive advantage is highly related to human resource management (HRM). Companies build a distinct employer brand based on their competitive advantage; however, the role of organizational culture to support the transition of companies to get a powerful employer brand is rarely studied. Consequently, the main purpose of the current study is to determine the mediating role of organizational culture (engagement and productivity) in the relationship between sustainable HRM practices and employer branding. The survey research design was used and data were collected from 420 employees of Azerbaijani organizations using a convenience sample strategy. The findings of the path analysis using AMOS revealed the partial multiple mediating role of organizational culture (engagement and productivity) in the relationship between sustainable HRM practices and employer branding. Moreover, as far as the individual mediating role is concerned, the mediating role of organizational engagement is stronger compared to productivity. The findings highlighted that by implementing Sustainable HRM practices and maintaining an engaged organizational culture in the employer brand, employers can meet their employees' various requirements and expectations while maintaining a consistent company image. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1011425
utb.identifier.obdid 43883832
utb.identifier.scopus 2-s2.0-85148230461
utb.identifier.wok 001041312900003
utb.identifier.wok 000917756100026
utb.source J-wok
dc.date.accessioned 2023-02-25T13:54:26Z
dc.date.available 2023-02-25T13:54:26Z
dc.description.sponsorship Internal Grant Agency [IGA/FaME/2021/008]; FaME through Tomas Bata University in Zlin, Czech Republic
dc.description.sponsorship IGA/FaME/2021/008; Tomas Bata University in Zlin, TBU
dc.format.extent 10
dc.rights Attribution 4.0 International
dc.rights.uri http://creativecommons.org/licenses/by/4.0/
dc.rights.access openAccess
utb.ou Department of Management and Marketing
utb.contributor.internalauthor Huseynova, Aydan
utb.contributor.internalauthor Matošková, Jana
utb.fulltext.sponsorship Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2021/008) of FaME through Tomas Bata University in Zlin, Czech Republic.
utb.wos.affiliation [Huseynova, Aydan; Matoskova, Jana] Tomas Bata Univ Zlin, Dept Management & Mkt, Zlin, Czech Republic
utb.scopus.affiliation Tomas Bata University in Zlin, Department of Management and Marketing, Czech Republic
utb.fulltext.projects IGA/FaME/2021/008
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Attribution 4.0 International Kromě případů, kde je uvedeno jinak, licence tohoto záznamu je Attribution 4.0 International