Jana Matošková

For many organizations, knowledge sharing is essential to keep their competitive ability. As characteristics of available communication media might influence knowledge flows in the organization, this study examines if the frequency of some communication media usage and their perceived usefulness relate to the extent of knowledge sharing. The study applied a quantitative research design and used opinion-based questionnaires. In total, 178 participants from the Czech Republic were involved, mainly from manufacturing industry. Significant positive correlations between “how often employees use the defined instruments for gathering and communicating information in work” and “how useful employees find the defined instruments for gathering and communicating information in work” to “the extent of knowledge sharing in the organization” were identified. Additionally, the frequency of the use of communication media predicted the extent of knowledge sharing in the organization. Specifically, the frequency of the use of meetings significantly predicted the extent of knowledge sharing (β = .54, p < .001). Moreover, perceived usefulness of communication media projected the frequency of the use of communication media. The findings confirm that if employees see the offered communication tools as being useful, they are willing to use them more often, and it has a positive effect on the extent of knowledge sharing. Therefore, the design of communication tools should take into account the needs and requirements of the workforce who will use it. Additionally, organizations should organize effective meetings if they want to enhance knowledge sharing in the organization.

Acknowledgment
This work was supported by Tomas Bata University in Zlín [grant numbers RO/2016/07, RO/2018/04].

In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts.

Acknowledgment
Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.