This study conceptualizes employer brand as a package of instrumental and symbolic attributes. Using a sample of 955 individuals (429 potential applicants, 392 actual applicants, and 134 military employees), we examine the relative importance of instrumental and symbolic employer brand beliefs across different groups of individuals: potential applicants, actual applicants, and military employees (with less than three years of tenure). Results show that instrumental attributes explain greater variance in the Army's attractiveness as an employer among actual applicants compared to potential applicants or employees. In all three groups, symbolic trait inferences explain a similar portion of the variance. In addition, in all three groups, symbolic trait inferences explain incremental variance over and above instrumental attributes. Implications for employer branding practices and image audits are discussed.
Human Resources Management | Military and Veterans Studies | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Human Resource Management
Wiley: 24 months
Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees. (2007). Human Resource Management. 46, (1), 51-69. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5621
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