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The Perception of Employer Branding in relation with Organizational Commitment, Organizational Identification and Communication Climate in Higher Education Institutions (Paperback, New edition)
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The Perception of Employer Branding in relation with Organizational Commitment, Organizational Identification and Communication Climate in Higher Education Institutions (Paperback, New edition)
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Employer branding is a concept which was introduced in 1996 and is
defined as "the package of functional, economic and psychological
benefits provided by employment, and identified with the employing
company" (Amber & Barrow, 1996). Even though the concept was
originally introduced as a marketing term, latterly the employer
branding terminology has entered the human resource management
world. Organizations have to work on the desired level of employer
branding internally and also externally to achieve efficiency and
effectiveness. Organizations focused mostly on attracting and
recruiting talents in a wide range of competitive environment which
is influenced by a "war for talents". Employer branding is also
known as an effective mechanism which is related to the internal
value perceptions on the organizations. The Higher Education
industry, which is one of the biggest service industries in the
world, has to give importance to the term "employer branding" for
external and also internal stakeholders. Since the idea of the
universities has changed, it forces universities to be one of the
growth industries. This growth generates some important and
critical challenges on working conditions of academics and also
administrative personnel in higher education institutions (HEIs).
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