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Exploring the Relationship between Employer Branding and Employee Retention

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  • Karnica Tanwar
  • Asha Prasad

Abstract

The employment environment, nowadays, is becoming increasingly competitive. In such competitive environment, employer branding is fast emerging as a long-term human resource (HR) strategy to attract and retain talented workforce. The purpose of this article is to determine the antecedents of employer branding from the perspective of current employees. Most studies are dedicated to the examination of employer branding as a talent attraction technique among potential employees. However, the present research examines the impact of employer branding on retention of existing workforce. The research develops a conceptual framework of antecedents and outcomes of employer branding. Using qualitative data from a pilot study of an IT giant, it provides insights as to how the predicted outcomes of employer branding can lead to increased retention among employees. The research also analyzes the role of employer branding in building brand advocates who spread positive word of mouth about the organization. Results of the qualitative interviews show positive relationship between outcomes of employer branding (job satisfaction and psychological contract) and employee retention. In addition, a positive relationship is found between employer branding and organizational commitment which in turn contributes towards development of brand advocacy. Academic and managerial implications are also discussed. The study accentuates the importance of employer branding construct and its potential to alleviate the imminent problem of employee attrition.

Suggested Citation

  • Karnica Tanwar & Asha Prasad, 2016. "Exploring the Relationship between Employer Branding and Employee Retention," Global Business Review, International Management Institute, vol. 17(3_suppl), pages 186-206, June.
    • Handle: RePEc:sae:globus:v:17:y:2016:i:3_suppl:p:186s-206s
    DOI: 10.1177/0972150916631214
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    References listed on IDEAS

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    1. De Vos, Ans & Meganck, Annelies & Buyens, Dirk, 2005. "The role of the psychological contract in retention management: Confronting HR-managers’ and employees’ views on retention factors and the relationship with employees’ intentions to stay," Vlerick Leuven Gent Management School Working Paper Series 2005-5, Vlerick Leuven Gent Management School.
    2. Brown, Charles & Medoff, James, 1978. "Trade Unions in the Production Process," Journal of Political Economy, University of Chicago Press, vol. 86(3), pages 355-378, June.
    3. repec:bla:econom:v:69:y:2002:i:274:p:295-26 is not listed on IDEAS
    4. Hae-Ryong Kim & Moonkyu Lee & Hyoung-Tark Lee & Na-Min Kim, 2010. "Corporate Social Responsibility and Employee–Company Identification," Journal of Business Ethics, Springer, vol. 95(4), pages 557-569, September.
    5. Clark, Andrew E., 2001. "What really matters in a job? Hedonic measurement using quit data," Labour Economics, Elsevier, vol. 8(2), pages 223-242, May.
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    Cited by:

    1. Sania Zafar & Danish Ahmed Siddiqui, 2019. "Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi," Business Management and Strategy, Macrothink Institute, vol. 10(1), pages 93-124, December.
    2. Muhammad Awais Ilyas & Hasnizam Shaari & Ahmad Said Ibrahim Alshuaibi, 2018. "Transformation of the Employees into Brand Advocates through Employer Branding," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 8(6), pages 361-370, June.

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