Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor

Companies across the world are struggling to keep the employees engaged and retained to their work. Moreover, today’s workforce is increasingly seeking intrinsic benefits beyond the material rewards of a job. In this context, this study aims to assess the relationship between organizational citizenship behavior (OCB), workplace spirituality (WS) and job performance (JP) in a non-Western setting where primary quantitative research was conducted in an Indian setting. The sector under study was Banking, Finance, and Insurance Services (BFSI), given retention issues since the financial crisis of 2008. A statistically evaluated sample of 433 respondents was utilized to attain the findings. Results revealed a statistically significant positive relationship between OCB, WS and JP that was achieved through regression analysis. However, findings also showed that OCB is not a moderator between WS and JP. The gap in the research was addressed given the lack of studies determining the impact of OCB on individual job performance. Further, the impact was positively highlighted in the Indian context. The implications to the BFSI sector were made that required companies to promote a culture for voluntary work practices to enhance JP.

Talent shortage due to failure by organizations to retain staff with the necessary expertise is becoming a reality and it is important that this challenge is addressed expeditiously. This article focuses on the relationship between employee retention and talent management at a sugar mill with a view to ascertaining whether or not the organization is possibly the reason for employees to leave. The study involved investigating and highlighting the need and importance of talent management, including the attraction and retention of staff with necessary skills. The study touched on the importance of competitive incentives and rewards in the attraction and retention of employees. A survey was conducted among 137 employees. Data were analyzed by means of descriptive and inferential (correlations and regressions) statistics. The interpreted results indicated that staff satisfaction leads to high productivity and plays a significant role in the retention of staff. The results further indicated that management strategies are not being used to the extent that they should be in the retention of talent, whilst most respondents felt that fringe benefits that used to be offered by the organization had a positive influence on staff satisfaction and on the retention of talented employees. The study revealed a commonly held perception by the non-designated group that people from designated groups use the provisions of the Employment Equity Act to find better opportunities with other organizations.

Companies are developing strategies to attract and retain talented workforce in an always more effervescent labor market. The ones that relate to attracting talents are usually referred to as employer branding, and the ones related to retaining talents are usually referred to as employee value propositions. This study aims to investigate the motivational factors in the employee value proposition model and suggest an extension of the common models. A questionnaire was elaborated to check the validity of the hypothetical model. The sample includes a large Swiss financial institution that decided to remain anonymous. 517 employees have provided valid observations; the multivariate analysis conducted under the lenses of structural equation modeling confirms the validity of the hypothetical model. In particular, the study illustrates that extrinsic (salary, benefits, career) and intrinsic (work environment, work purpose, and job strain) motivational factors must be considered in the employee value proposition model. The intrinsic motivational factors contribute slightly more than the extrinsic motivational factors; the salary factor contributes the most among the extrinsic motivation variables, and the working environment factor contributes the most among the intrinsic motivation variables. The elaborated model has practical application for corporations who want to govern their employee value proposition and align their employer branding identity. It extends the theoretical foundations to support further research in this domain.