政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/131039

政大典藏 > College of Commerce > International MBA > Theses > Item 140.119/131039

Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/131039

Title:	職務適配與企業品牌關聯性之研究 — 以自我概念為中介變項 Mediating role of self-concept on the relationship between person-job fit and corporate branding
Authors:	高羽彤 Kao, Yu-Tung
Contributors:	林月雲 Lin, Carol 高羽彤 Kao, Yu-Tung
Keywords:	個人-工作適配自我概念公司品牌化工作知能雇主品牌化 person-job fit self-concept corporate branding KSAs employer branding
Date:	2020
Issue Date:	2020-08-03 17:46:00 (UTC+8)
Abstract:	In the information explosion era, branding strategy not only influences the product and service market, branding can also be extended to the domain of human resource management. That is, corporate branding has great impact in the labor market. A strong corporate brand would help the company to attract prospective employees as well as retain existing ones to ensure they are engaged in brand culture and commitment. Some researchers use the terms employer branding and internal branding synonymously, however, they focus on different domains. This research will elaborate the difference of these two terms from human resource aspect while incorporating marketing theory simultaneously. Human capital is the collective of an employee’s knowledge, skills, abilities, and attitudes, which are linked closely with the organizational performance. The match between individual capabilities and the job requirements, i.e. person-job fit, are critical in the recruitment and selection process. In other words, an employee with high level of knowledge, skills and abilities will allow him or her to perform high value-added task more efficiently and effectively. However, employee’s capabilities match the job requirements is necessary but not sufficient. Self-concept, the hidden characteristic, is outlined as how individuals describe themselves. It plays a cognitive role mediating how people behave and perceive in an interactive social manner. It is importance to match the individual’s self-concept with job tasks in order to raise individual’s motivation and job performance. This research will elaborate the cognitive role of self-concept on identity theory, social identity theory, and further discuss the brand engagement manifested in self-concept. It will also address possible mediating effects between person-job fit and employer branding.
Reference:	Aggerholm, H. K., Andersen, S. E. & Thomsen, C. (2011). Conceptualising employer branding in sustainable organisations. Corporate Communications: An International Journal, 16 (2), 105-123. Ambler, T. & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4 (3), 185-206. Anaza, N. A. (2015). Relations of fit and organizational identification to employee-customer identification. Journal of Managerial Psychology, 30 (8), 925-939. Andreassen, T. W. & Lanseng, E. J. (2010). Service differentiation A self-image congruency perspective on brand building in the labor market. Journal of Service Management, 21 (2), 212-236. App, S. & Büttgen, M. (2016). Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment? Employee Relations, 38 (5), 703-723. Backhaus, K. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501-507. Bui, H. T. M., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32 (5), 373-386. Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, 411-429. Chen, H. M. & Chang, W. Y. (2010). The essence of the competence concept: Adopting an organization’s sustained competitive advantage viewpoint. Journal of Management & Organization, 16 (5), 677-699. Chhabra, N. L. & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22 (1), 48-60. Creswell, J.W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. (4th edn.). Thousand Oaks, CA: Sage. Dechawatanapaisal, D. (2018). Employee retention: the effects of internal branding and brand attitudes in sales organizations. Personnel Review, 47 (3), 675-693. Earnhardt, M. P. (2011). The Correlation between Person-Job Fit, Job Performance, Job Satisfaction, and Motivational Gifts in the Military Context (Doctoral dissertation, Regent University). Retrieved from ProQuest Dissertation and theses database (UMI No. 3515416). Edwards, J. R. 1991. Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper and I. T. Robertson (Eds), International review of industrial and organizational psychology, 283-357. New York: John Wiley and Sons. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507. Flynn, L. R., Goldsmith, R. E. & Korzenny, F. (2011). Brand Engagement in Self-Concept: A Psychometric and Demographic Analysis. Journal of Multidisciplinary Research, 3 (2), 5-18. 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. Hamilton, K. & Hassan, L. (2010). Self-concept, emotions and consumer coping Smoking across Europe. European Journal of Marketing, 44 (7), 1101-1120. Hoppe, D. (2018). Linking employer branding and internal branding: establishing perceived employer brand image as an antecedent of favourable employee brand attitudes and behaviours. Journal of Product & Brand Management, 27 (4), 452-467. Hytti, U., Kuoppakangas, P., Suomi, K., Chapleo, C. and Giovanardi, M. (2015). Challenges in delivering brand promise – focusing on municipal healthcare organisations. International Journal of Public Sector Management, 28 (3), 254-272. Iplik, F. N., Kilic, K. C., & Yalcin, A. (2011). The simultaneous effects of person-organization and person-job fit on Turkish hotel managers. International Journal of Contemporary Hospitality Management, 23 (5), 644-661. Kaufmann, H. R., Vrontis, D., Czinkota, M. & Hadiono, A. (2012). Corporate branding and transformational leadership in turbulent times. Journal of Product & Brand Management, 21 (3), 192–204. Kim, S., Kim, H. & Lee, J. (2015). Employee self-concepts, voluntary learning behavior, and perceived employability. Journal of Managerial Psychology, 30 (3), 264-279. Kotler and Keller (2015) The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/ Kristof, A. L. 1996. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49. Lee, D.H. (1990), Symbolic interactionism: some implications for consumer self-concept and product symbolism research. Advances in Consumer Research, 17, 386-393. Li, C. K. & Hung, C. H. (2010). An examination of the mediating role of person-job fit in relations between information literacy and work outcomes. Journal of Workplace Learning, 22 (5), 306-318. Lin, Y. C., Yu, C. & Yi, C. C. (2014). The effects of positive affect, person-job fit, and well-being on job performance. Social Behavior and Personality, 42 (9), 1537-1548. Makkonen, P. (2015). Employer perceptions of self-initiated expatriate employability in China. A person-environment fit perspective. Journal of Global Mobility, 3 (3), 303-330. Marion (2015). The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/ Maurya, K. K. and Agarwal, M. (2018). Organisational talent management and perceived employer branding. International Journal of Organizational Analysis, 26 (2), 312-330. Saks, A. M. & Gruman, J. A. (2014). Making organizations more effective through organizational socialization. Journal of Organizational Effectiveness: People and Performance, 1 (3), 261-280. Saks, A. M., & Ashforth, B. E., 1997. A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426. Saleem, F. Z. & Iglesias, O. (2016). Mapping the domain of the fragmented field of internal branding. Journal of Product & Brand Management 25 (1), 43–57. Saurombe, M., Barkhuizen, E. N. and Schutte, N. E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management, 150 (0), a831. Scroggins, W. A. (2008). The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit. Employee Responsibilities and Rights Journal, 20, 57-71. Sekiguchi, T. (2003). The Role of Person-Organization Fit and Person-Job Fit in Managers’ Hiring Decisions: The Effects of Work Status and Occupational Characteristics of Job Openings (Doctoral dissertation, University of Washington). Retrieved from ProQuest Dissertation and theses database (UMI No. 3102714). Sekiguchi, T., (2007). A contingency perspective of the importance of PJ fit and PO fit in employee selection. Journal of Managerial Psychology, 22 (2), 118-131. Spencer, L. M., & Spencer, S. M. (1993). Competence at work: Models for superior performance. New York: John Wiley & Sons. Tajfel, H. (1978), Differentiation between Social Groups: Studies in the Social Psychology of Intergroup Relations, Academic Press, Oxford. Tsai, Y. C., Chang, H. C. & Ho, K. C. (2015). A Study of the Relationship among Brand Experiences, Self-Concept Congruence, Customer Satisfaction, and Brand Preference. Contemporary Management Research, 11 (2), 97-116. Uen, J. F., Wu, T., Teng, H. C. & Liu Y. S. (2012). Transformational leadership and branding behavior in Taiwanese hotels. International Journal of Contemporary Hospitality Management, 24 (1), 26-43. Xie, C., Bagozzi, R. P. & Meland, K. V. (2015). The impact of reputation and identity congruence on employer brand attractiveness. Marketing Intelligence & Planning, 33 (2), 124-146.
Description:	碩士國立政治大學國際經營管理英語碩士學位學程(IMBA) 107933006
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0107933006
Data Type:	thesis
DOI:	10.6814/NCCU202001130
Appears in Collections:	[International MBA] Theses

Files in This Item:

There are no files associated with this item.

社群 sharing

Loading...