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Employer image and employer branding: what we know and what we need to know

Filip Lievens (UGent) and Jerel E Slaughter
(2016) ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3. In Annual Review of Organizational Psychology and Organizational Behavior 3. p.407-440
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Abstract
In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspective (i.e., overall ratings of organizational attractiveness). Second, we discuss the effects of favorable organizational images, including better recruitment outcomes, more differentiation, stronger emotional bonds, and financial returns. Third, we review the antecedents and formation of image with a focus on organizational (e.g., recruiters) and nonorganizational sources [e.g., word of mouth (WOM)]. Fourth, we discuss the theoretical mediating mechanisms responsible for image effects and the moderators of image-outcome relationships. Finally, we address practical implications in the form of employer brand management and provide future research suggestions.
Keywords
JOB ATTRIBUTE PREFERENCES, WEB-BASED RECRUITMENT, WORD-OF-MOUTH, APPLICANT POOL QUANTITY, PERSON-ORGANIZATION FIT, INDIVIDUAL-DIFFERENCES, FIRM REPUTATION, SYMBOLIC ATTRIBUTES, TRAIT INFERENCES, CHOICE DECISIONS, employer image, employer image management, recruitment, signaling theory, social identity theory, organizational attractiveness

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MLA
Lievens, Filip, and Jerel E. Slaughter. “Employer Image and Employer Branding: What We Know and What We Need to Know.” ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3, vol. 3, 2016, pp. 407–40, doi:10.1146/annurev-orgpsych-041015-062501.
APA
Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: what we know and what we need to know. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3, 3, 407–440. https://doi.org/10.1146/annurev-orgpsych-041015-062501
Chicago author-date
Lievens, Filip, and Jerel E Slaughter. 2016. “Employer Image and Employer Branding: What We Know and What We Need to Know.” ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3 3: 407–40. https://doi.org/10.1146/annurev-orgpsych-041015-062501.
Chicago author-date (all authors)
Lievens, Filip, and Jerel E Slaughter. 2016. “Employer Image and Employer Branding: What We Know and What We Need to Know.” ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3 3: 407–440. doi:10.1146/annurev-orgpsych-041015-062501.
Vancouver
1.
Lievens F, Slaughter JE. Employer image and employer branding: what we know and what we need to know. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3. 2016;3:407–40.
IEEE
[1]
F. Lievens and J. E. Slaughter, “Employer image and employer branding: what we know and what we need to know,” ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3, vol. 3, pp. 407–440, 2016.
@article{8100868,
  abstract     = {{In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspective (i.e., overall ratings of organizational attractiveness). Second, we discuss the effects of favorable organizational images, including better recruitment outcomes, more differentiation, stronger emotional bonds, and financial returns. Third, we review the antecedents and formation of image with a focus on organizational (e.g., recruiters) and nonorganizational sources [e.g., word of mouth (WOM)]. Fourth, we discuss the theoretical mediating mechanisms responsible for image effects and the moderators of image-outcome relationships. Finally, we address practical implications in the form of employer brand management and provide future research suggestions.}},
  author       = {{Lievens, Filip and Slaughter, Jerel E}},
  isbn         = {{978-0-8243-3803-9}},
  issn         = {{2327-0608}},
  journal      = {{ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 3}},
  keywords     = {{JOB ATTRIBUTE PREFERENCES,WEB-BASED RECRUITMENT,WORD-OF-MOUTH,APPLICANT POOL QUANTITY,PERSON-ORGANIZATION FIT,INDIVIDUAL-DIFFERENCES,FIRM REPUTATION,SYMBOLIC ATTRIBUTES,TRAIT INFERENCES,CHOICE DECISIONS,employer image,employer image management,recruitment,signaling theory,social identity theory,organizational attractiveness}},
  language     = {{eng}},
  pages        = {{407--440}},
  title        = {{Employer image and employer branding: what we know and what we need to know}},
  url          = {{http://dx.doi.org/10.1146/annurev-orgpsych-041015-062501}},
  volume       = {{3}},
  year         = {{2016}},
}
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