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Article
Publication date: 29 May 2020

Aastha Tripathi, Rajlaxmi Srivastava and Raja Sankaran

The purpose of this study is to examine the effect of learning culture (LC) and learning agility (LA) on employee’s turnover intention (TI) in connection to information technology…

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Abstract

Purpose

The purpose of this study is to examine the effect of learning culture (LC) and learning agility (LA) on employee’s turnover intention (TI) in connection to information technology (IT) industries in India.

Design/methodology/approach

This research study analysed 258 samples of entry-level and middle-level executives working in IT software companies constituted in Southern India. Data was collected both electronically and in hard-copy. The research model was tested by structural equation modeling technique with the aid of AMOS software.

Findings

The findings illustrate the indirect effect of LC on TI while a direct effect on LA and also a positive and significant effect of LA on TI.

Research limitations/implications

The first limitation is that this study does not cover top-level executives, therefore, it has limited implications and the second is that the respondents filled the questionnaire voluntarily by their beliefs.

Originality/value

This study contributes towards the development of LC, which will help in building LA in employees thereby reduce the employee’s TI.

Details

Industrial and Commercial Training, vol. 52 no. 2
Type: Research Article
ISSN: 0019-7858

Keywords

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Article
Publication date: 19 June 2021

The motivation behind the research was the necessity to innovate. Today’s companies require “learning agile” employees who constantly update their skills. To stay competitive…

295

Abstract

Purpose

The motivation behind the research was the necessity to innovate. Today’s companies require “learning agile” employees who constantly update their skills. To stay competitive, they have to retain the most capable individuals. For this reason, the authors wanted to investigate the link between LA, LC and TI of employees and they chose the dynamic Indian IT industry where turnover is a major issue for many companies.

Design/methodology/approach

The authors selected 10 different software firms in India and used Google forms to design a questionnaire. They distributed it through LinkedIn, Messenger and email. From the 258 valid responses, 62.8pc were male and 46.8pc were aged between 20 and 30. Only 18pc of the responses came from employees aged over 40. The respondents were mainly programmers (47pc), but there were also senior software engineers (25.8pc), project managers (14pc) and business analysts (13.2pc).

Findings

The results showed no direct effect of learning culture on turnover intentions. But the responses indicated a strong impact of learning agility on turnover intentions. Meanwhile, there was a big influence of learning culture on learning agility.

Originality/value

In conclusion, the authors said the results highlighted how when employees have higher LA, they tend to have stronger involvement in their work, reducing their turnover intentions. The research also showed how learning culture is an important antecedent of learning agility.

Details

Human Resource Management International Digest , vol. 29 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

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Article
Publication date: 11 May 2022

T.S. Nanjundeswaraswamy, Sindu Bharath and P. Nagesh

This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.

2020

Abstract

Purpose

This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.

Design/methodology/approach

In this systematic research, the predominant factors of employer branding are identified through Pareto analysis; using structured questionnaire information and data collected from 423 employees. The number of items and dimensions was reduced by conducting exploratory factor analysis (EFA) and validated extracted dimensions using confirmatory factor analysis (CFA) using statistical software (SPSS-21). The designed scale was verified by applying relevant statistical techniques, including a multicollinearity test, construct validity, content validity, divergent validity, convergent validity and reliability test. Structural equation modeling (SEM) was performed using AMOS, to explore the interrelationship between the dimensions of the scale.

Findings

Considering the perception of existing employees, seven factors along with 24 items scale were designed and developed to measure the employer branding. The identified seven factors are; career development opportunities; compensation and benefits; corporate social responsibility; training and development; work environment; organizational culture; and work-life balance. The proposed model explains a total variance of 70.35% and the model fit indices are within the acceptable range, validity and statistical reliability are established for seven dimensions of employer branding.

Research limitations/implications

Employer branding is studied from existing employee perspective by collecting responses from the employees of the IT sector only.

Practical implications

This validated scale is valuable for practitioners and academicians. The proposed dimensions in the scale may help practitioners explore the impact on the outcomes of organizations such as employee commitment, employee retention, employee satisfaction and total productivity. This novel instrument helps to measure employees' perception of their employers. Further, the authors identify the gaps and accordingly plan strategies to attract and retain the talented workforce.

Originality/value

The authors believe that this novel measuring instrument is comprehensive and the first of its kind. Employer branding has been modeled using SEM analysis by considering the perceptions of the present employees.

Details

Journal of Economic and Administrative Sciences, vol. 41 no. 1
Type: Research Article
ISSN: 2054-6238

Keywords

Available. Open Access. Open Access
Article
Publication date: 19 January 2021

Minh T.H. Le

The purpose of this paper is threefold. First, it aims to clarify the moderating role of self-esteem (SE) and susceptibility to normative influence (SNI) in the relationship…

26801

Abstract

Purpose

The purpose of this paper is threefold. First, it aims to clarify the moderating role of self-esteem (SE) and susceptibility to normative influence (SNI) in the relationship between brand love and brand loyalty. Second, the study proposes modeling the mediation role of brand love and outlining how SE and SNI affect the consumer-brand relationship. Finally, the study explores the impact of brand love on brand loyalty: the moderating role of self-esteem and social influences, as the literature regarding this is still lacking.

Design/methodology/approach

Data were collected via an online survey, which yielded 218 responses. Structural equation modeling was used to predict the research model.

Findings

The findings indicate that both SE and SNI mediate the relationship between brand love and brand loyalty. Additionally, consumers love the focal brands positively relates to SE and SNI. In return, SE and SNI lead to brand loyalty. The tight relationship of SE and SNI affects the connection between brand love and brand loyalty.

Research limitations/implications

The data has been collected in Vietnam, which creates a limitation regarding the study’s cross-cultural nature and the economic context. Thus, the study should be conducted in different cultures and economies (both developing and developed countries) to enhance the generalizability in consumer-brand relationships.

Practical implications

Brand managers should conduct more advertising in brand communities to enhance the influence of SNI and emphasize unique features of the brands, to attract consumers through the overlap of SE.

Social implications

The findings can contribute to enhancing unique brand identity and self-motivation will increase consumer loyalty, increasing the revenue of a specific brand. Moreover, as acceptable peers contribute to making purchase decisions, boosting the brand community will maintain current consumers and attract additional potential consumers from the current consumer relationships.

Originality/value

This study contributes to consumer psychology by indicating both SNI and SE as the mediators in the relationship between brand love and brand loyalty and how the consumer-brand relationship can be enabled.

Propósito

El propósito de este trabajo es triple. En primer lugar, pretende aclarar el papel moderador de la autoestima (SE) y la susceptibilidad a la influencia normativa (SNI) en la relación entre el amor y la lealtad a la marca. En segundo lugar, el estudio propone modelar el papel mediador del amor a la marca y esbozar cómo la autoestima y la SNI afectan a la relación consumidor-marca. Por último, el estudio explora los factores que afectan a la relación entre el amor a la marca y la lealtad a la misma, ya que aún no existe literatura al respecto.

Diseño/metodología/enfoque

Los datos se recogieron mediante una encuesta en línea, que arrojó 218 respuestas. Se utilizó el modelo de ecuaciones estructurales (SEM) para predecir el modelo de investigación.

Hallazgos

Los hallazgos indican que tanto la autoestima como la SNI median la relación entre el amor y la lealtad a la marca. Además, el amor de los consumidores por las marcas focales se relaciona positivamente con la autoestima y la SNI. En cambio, la autoestima y la SNI conducen a la lealtad a la marca. La estrecha relación de la autoestima y la SNI afecta la conexión entre el amor a la marca y la lealtad a la misma.

Limitaciones de la investigación

Los datos se han recogido en Vietnam, lo que crea una limitación en cuanto a la naturaleza transcultural del estudio y el contexto económico. Así pues, el estudio debería realizarse en diferentes culturas y economías (tanto de países en desarrollo como desarrollados) para aumentar la posibilidad de generalización en las relaciones entre consumidores y marcas.

Implicaciones prácticas

Los gerentes de marca deberían hacer más publicidad en las comunidades de marcas para aumentar la influencia de la SNI y hacer hincapié en las características singulares de las marcas, a fin de atraer a los consumidores mediante la superposición de la autoestima.

Implicaciones sociales

Las conclusiones pueden contribuir a mejorar la identidad de una marca única, y la automotivación aumentará la lealtad de los consumidores, incrementando los ingresos de una marca específica. Además, como los pares aceptables contribuyen a la toma de decisiones de compra, el impulso de la comunidad de marcas mantendrá a los consumidores actuales y atraerá a otros consumidores potenciales de las relaciones de consumo actuales.

Originalidad/valor

Este estudio contribuye a la psicología del consumidor al indicar que tanto la SNI como la autoestima son los mediadores en la relación entre el amor y la lealtad a la marca y la forma en que se puede habilitar la relación consumidor-marca.

研究目的

摘要

本文有三方面的研究目的。第一,明确自尊(SE)和易受规范影响(SNI)在品牌喜爱与品牌忠诚关系中的调节作用。第二,建立品牌喜爱的中介作用模型,并概述SE和SNI如何影响消费者与品牌的关系。最后,探讨品牌喜爱对品牌忠诚度的影响:自尊和社会影响因素的调节作用,目前有关这方面的文献还比较缺乏。

研究方法

通过在线调查收集数据,共收到218份答复。采用结构方程模型进行预测研究模型。

研究结果

研究结果表明,自尊和易受规范影响都对品牌喜爱和品牌忠诚度之间的关系起到了调节作用。此外,消费者对焦点品牌的喜爱与自尊和易受规范影响具有正相关关系。反过来,自尊和易受规范影响又会导致品牌忠诚。自尊和易受规范影响的紧密关系影响了品牌喜爱和品牌忠诚之间的联系。

研究局限性

由于本次研究数据是在越南收集的,造成了研究的跨文化性质和经济背景的局限性。因此,未来的研究可以在不同的文化和经济体(包括发展中国家和发达国家)进行,以提高关于消费者与品牌关系结论的普遍性。

实际意义

品牌管理者可以在品牌社区中增强广告宣传,提高易受规范影响的影响力,同时强调品牌的独特性,与自尊因素相结合来吸引消费者。

社会意义

本文研究结果有助于增强独特的品牌识别和自我激励,提高消费者的忠诚度,增加特定品牌的收入。此外,由于合适的同伴有助于消费者做出购买决策,提升品牌社区可以维持现有消费者,并通过现有消费者关系吸引更多的潜在消费者。

研究价值

本研究提出了自尊和易受规范影响是品牌喜爱和品牌忠诚关系的调节变量,并且进一步阐释了它们如何促成消费者与品牌的关系,从而为消费者心理学做出了贡献。

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