The impact of person-organization fit on the corporate brand perception of employees and of customers
By Eitan Yaniv, Ferenc Farkas. 2005
127 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/2cfa1d721c7e5642258ba588c2435276588d8e0f
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In Organizational Behavior and Human Resource Management
In Strategy and Management
- Uwe Renk
- Anubhav A. Mishra
- Nelson Oly Ndubisi
- Margaret Jekanyika Matanda
- Sabrina Helm
- Hamed M. Shamma
Citations in the corpus
- Formation of Stakeholder Trust in Business and the Role of Personal Values (2015, unknown): “…(the inverse would hold for liberal prototypes), research suggests that they would align and trust more easily those organizations that act similarly, e.g., do well on profit generation rather than charitable contributions (e.g., Jones and George 1998; Scott and Lane 2000; Yaniv and Farkas 2005).”
- Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction (2013, unknown): “…research such as marketing, corporate branding, recruitment and selection, job satisfaction, and group behaviour (Adkins, Russel & Werbel, 2006 ; Ng & Burke, 2005; Kirkman, Tesluk & Rosen, 2004; Richins, 1994; Tarique, Schuler & Gong, 2006; Taris, Feij & Van Vianenm 2008; Yaniv & Farkas, 2005).”
- Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, background): “As stated in the literature (Cable and De Rue, 2002; Yaniv & Farkas, 2005), managers should focus on ensuring that brand values are effectively communicated to employees to promote compatibility of employee and organisational values.”
- Exploring the impact of employees’ self-concept, brand identification and brand pride on brand citizenship behaviors (2016, background): “The notion of a fit between employees’ perception of self and the evaluation of brands relates to the more generally used concept of person–organization fit (Hurrell and Scholarios, 2014; Yaniv and Farkas, 2005).”