Employer brand equity effects on employees well-being and loyalty
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EN
Article de revue
Este ítem está publicado en
Journal of Business Research. 2021-03, vol. 126, p. 605-613
Resumen en inglés
This study questions the relevance of Berthon, Ewing, and Hah (2005) employer brand equity (EmpAt) scale, which measures five dimensions of employer attractiveness: economic value, interest value, social value, development ...Leer más >
This study questions the relevance of Berthon, Ewing, and Hah (2005) employer brand equity (EmpAt) scale, which measures five dimensions of employer attractiveness: economic value, interest value, social value, development value, and application value. Therefore, replication is necessary, from a theoretical perspective, to corroborate the five-factor structure and the external validity of the EmpAt scale and, from a managerial perspective, to provide empirical evidence of the managerial usefulness of the scale. The purpose of this research is two-fold: first, to question the relevance of this measurement tool; and second, to examine its explanatory power. An online survey of 604 employees reveals that this scale needs some adjustment, although the structure of the scale seems to be reliable overall. The results also highlight the effects of employer brand equity on positive employee well-being, which in turn, influences loyalty.< Leer menos
Palabras clave en inglés
Employer brand
Loyalty
Scale replication
Well-being
Centros de investigación