The present paper reviews and summarizes the key findings of research on the connection of employer branding to employee recruitment with the prime focus of bridging the lacuna in extant literature, due to the inconsistency of aforesaid association across different contexts. Hence, building on social identity theory and job signaling theory, a content analysis of relevant research articles up to date was conducted. It is found that, more the organization/employer looks prestigious the more potentials will get attracted to the organization as being a member of it will improve the self-image too. Also found that, more the organizational attributes do match the personality / personalities of job seeks and communicate it properly, more the potentials will get attracted. The findings of the current review support the general notion that the congruence between individual identity and organizational identity plays a critical role in employer branding which in turn positive outcomes in the domain of recruitment
{"title":"The Connection of Employer Branding to Recruitment: A Critique","authors":"S. Weerawardane, T. Weerasinghe","doi":"10.4038/KJHRM.V13I1.47","DOIUrl":"https://doi.org/10.4038/KJHRM.V13I1.47","url":null,"abstract":"The present paper reviews and summarizes the key findings of research on the connection of employer branding to employee recruitment with the prime focus of bridging the lacuna in extant literature, due to the inconsistency of aforesaid association across different contexts. Hence, building on social identity theory and job signaling theory, a content analysis of relevant research articles up to date was conducted. It is found that, more the organization/employer looks prestigious the more potentials will get attracted to the organization as being a member of it will improve the self-image too. Also found that, more the organizational attributes do match the personality / personalities of job seeks and communicate it properly, more the potentials will get attracted. The findings of the current review support the general notion that the congruence between individual identity and organizational identity plays a critical role in employer branding which in turn positive outcomes in the domain of recruitment","PeriodicalId":285946,"journal":{"name":"Kelaniya Journal of Human Resource Management","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133803627","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Apparel industry in Sri Lanka has become major contributor to Sri Lanka’s economic development. Due to supply of low cost creative labour and organizational friendly government policies, many international apparel brands and apparel firms are outsourcing their manufacturing functions to Asian countries. Of those, Sri Lanka is a leading country where most apparel sector giants are interested to invest in. Further, in Sri Lankan context apparel sector is highly competitive as quite a number of big giants such as MAS Holdings, Brandix Apparel Lanka Ltd, Hela Clothing (Pvt) Ltd are operating in the market. Due to this high competitiveness in the industry, greater struggle is visible to attract and retain key talent. However, retaining talent has become difficult due to the job tension associated with high competitiveness. In the current study, the researchers attempt to investigate in depth the impact of job tension on job satisfaction of the executive level employees of the Apparel Industry, with special reference to Anuradhapura District. The executive level employees in three leading garment manufacturing organizations in Sri Lanka were investigated through a sample of 100 employees. Simple random sampling method was used to select the representative sample. A self-administrated structured questionnaire was used to collect data. The correlation analysis and regression analysis were used to test the research hypotheses. The study confirmed that job tension is significantly correlated with employee job satisfaction. The findings of the study also indicated that there is a strong negative relationship between job tension and job satisfaction of executive level employees. This study directly provides a major theoretical contribution filling the gaps of former studies which were done on apparel sector. The findings and the recommendations of the current research directly addresses lot of practical issues related to job tension and job satisfaction faced by the apparel firms.
斯里兰卡的服装业已经成为斯里兰卡经济发展的主要贡献者。由于提供低成本的创造性劳动力和组织友好的政府政策，许多国际服装品牌和服装公司正在将其制造职能外包到亚洲国家。其中，斯里兰卡是大多数服装行业巨头有兴趣投资的领先国家。此外，在斯里兰卡的背景下，服装行业竞争激烈，因为相当多的大巨头，如MAS控股，Brandix apparel Lanka Ltd, Hela Clothing (Pvt) Ltd在市场上运营。由于这个行业的高竞争力，更大的斗争是可见的，以吸引和留住关键人才。然而，由于与高竞争力相关的工作紧张，留住人才变得困难。本研究以阿努拉德普勒地区为研究对象，试图深入探讨工作紧张对服装行业高管员工工作满意度的影响。通过100名员工的样本，对斯里兰卡三家领先服装制造组织的高管级员工进行了调查。采用简单随机抽样方法，选取有代表性的样本。采用自我管理的结构化问卷收集数据。采用相关分析和回归分析对研究假设进行检验。研究证实，工作紧张与员工工作满意度显著相关。研究结果还表明，行政级别员工的工作紧张与工作满意度之间存在较强的负向关系。本研究直接提供了重大的理论贡献，填补了以往服装行业研究的空白。本研究的结果和建议直接解决了服装企业面临的许多与工作紧张和工作满意度相关的实际问题。
{"title":"The Impact of Job Tension on Job Satisfaction: A Study on Executive Level Employees of the Apparel Industry in Anuradhapura District of Sri Lanka","authors":"K. H. V. P. Yasarathne, H. Nishanthi, M. Mendis","doi":"10.4038/KJHRM.V13I1.46","DOIUrl":"https://doi.org/10.4038/KJHRM.V13I1.46","url":null,"abstract":"Apparel industry in Sri Lanka has become major contributor to Sri Lanka’s economic development. Due to supply of low cost creative labour and organizational friendly government policies, many international apparel brands and apparel firms are outsourcing their manufacturing functions to Asian countries. Of those, Sri Lanka is a leading country where most apparel sector giants are interested to invest in. Further, in Sri Lankan context apparel sector is highly competitive as quite a number of big giants such as MAS Holdings, Brandix Apparel Lanka Ltd, Hela Clothing (Pvt) Ltd are operating in the market. Due to this high competitiveness in the industry, greater struggle is visible to attract and retain key talent. However, retaining talent has become difficult due to the job tension associated with high competitiveness. In the current study, the researchers attempt to investigate in depth the impact of job tension on job satisfaction of the executive level employees of the Apparel Industry, with special reference to Anuradhapura District. The executive level employees in three leading garment manufacturing organizations in Sri Lanka were investigated through a sample of 100 employees. Simple random sampling method was used to select the representative sample. A self-administrated structured questionnaire was used to collect data. The correlation analysis and regression analysis were used to test the research hypotheses. The study confirmed that job tension is significantly correlated with employee job satisfaction. The findings of the study also indicated that there is a strong negative relationship between job tension and job satisfaction of executive level employees. This study directly provides a major theoretical contribution filling the gaps of former studies which were done on apparel sector. The findings and the recommendations of the current research directly addresses lot of practical issues related to job tension and job satisfaction faced by the apparel firms.","PeriodicalId":285946,"journal":{"name":"Kelaniya Journal of Human Resource Management","volume":"204 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131856722","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Green Orientation of Human Resource Management and Green Attitude of Employees: Moderation Effect of Personal Character","authors":"M. Renusha","doi":"10.4038/kjhrm.v17i2.113","DOIUrl":"https://doi.org/10.4038/kjhrm.v17i2.113","url":null,"abstract":"","PeriodicalId":285946,"journal":{"name":"Kelaniya Journal of Human Resource Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132112720","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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