In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments
in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits
that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

Employer branding : strategic implications for staffrecruitment

In this research the validity and reliability tests of the Job Crafting Scale developed by Slemp and Vella-Brodrick (2013) were conducted and adapted to the Turkish language. Furthermore, the relationship between job crafting and emotional exhaustion is also examined. Data were collected from 125 industrial operator employees. the results of the confirmatory factor analysis confirmed the fit of the threefactor structure (task crafting, cognitive crafting and relational crafting). The cronbach alpha coefficients of task crafting, cognitive crafting and relational crafting dimensions were calculated as 0,757, 0,860 and 0,844 respectively. Findings have shown that job crafting scale is a reliable and valid instrument and it can be used in the work life in Turkey. Findings have also shown that job crafting (task crafting) affects emotional exhaustion negatively and significantly.

İş Becerikliliği (Job Crafting) Ölçeğini Türkçe’ye Uyarlama ve Duygusal Tükenme İle İlişkisini Belirleme

This paper presents a framework of employee skills and competencies useful for developing occupational profiles for employees of companies transitioning towards Industry 4.0. The paper consists of a discussion of the theoretical and practical parts of case studies. The theoretical portion was created on the basis of a review of scientific literature and research studies regarding the competencies and skills of employees in the ongoing fourth industrial revolution. This part focuses on the skills profile of an Industry 4.0 employee and an Operator 4.0 (O4.0) from a creativity and innovativeness point of view. The link between the theoretical part and the case study analysis was a general framework for building the competencies and skills of the steelworker in the emerging fourth industrial revolution. The case study analysis covered the framework of competencies and skills of a metallurgist in smart manufacturing built into the organization of steel mills. Recruitment offers of a steel company implementing smart manufacturing (SM) projects and educational programmes of technical universities in the field of metallurgy were analysed. The aim of the study was to develop a framework for the profile of an employee working in an innovative company transforming to I4.0. The publication posed the following research questions (purposes/hypotheses): P1. To what extent do Polish companies in the metallurgical sector pay attention to creativity and innovation issues when looking for employees? P2. To what extent do the profile (portfolio) of metallurgy graduates of Polish technical universities turn their attention to the issues related to creativity and innovation?

/pdf/smart-production-workers-in-terms-of-creativity-and-1sh2eech.pdf

Smart Production Workers in Terms of Creativity and Innovation: The Implication for Open Innovation

A limited number of previous studies investigated the impact of agile manufacturing on overall business performance, especially in the Indian context. The study investigates the influence of agile manufacturing attributes, namely: Leadership support, Human related issues, customer-related issues, and Information technology on business performance. The data was collected from 154 manufacturing industries and analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results show a positive and significant influence of agile manufacturing attributes on the manufacturing industry's business performance. 

Assessment of Agile manufacturing impact on business performance of Indian manufacturing industry: A PLS-SEM approach

Our goal was to analyze the positive effect of job crafting activities involving nursing home employees on their perceived quality of care, and the moderating effect of organizational identification. A two-wave non-experimental design (with an interval of 12 months) was used. The Job Crafting Questionnaire, the Identification-Commitment Inventory, and the Quality of Care Questionnaire (QoC) were administered to 226 nursing home employees in two waves. The results of the hierarchical regression analyses found significant association between job crafting subdimensions and quality of care twelve months later. Organizational identification was shown to play a moderating role in these relationships when analyzing the effect of cognitive crafting. In this sense, the effect of cognitive crafting on quality of care is only found with high levels of identification. The findings highlight the importance of the job crafting dimensions (task, relational and cognitive) when it comes to enhancing quality of care in residential homes for the elderly. This is especially relevant for cognitive crafting among employees with high levels of organizational identification. This research provides managers with guidance when allocating job crafting opportunities aimed at making improvements in quality of care. In this respect, organizations must offer job crafting training to stimulate and support their employees and, on the other hand, managers should encourage employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies.

/pdf/the-influence-of-job-crafting-on-the-quality-of-care-2zj1jogh0s.pdf

The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

Can curious employees be more agile? The role of cognitive style and creative process engagement in agility performance

Along with emerging the war for talent, scholars have given ample attention to employer branding concept referring the a whole of values and benefits that organizations provide for both attracting and retaining the best possible talent. In this context, the purpose of this study is to investigate the effect of employer branding on the favorable employee behavior as job embeddedness via the mediating role of the dedication and perceived organizational support.  Data collected from 200 respondents have been analyzed through Structural Equation Modeling. As a result of analyses, the hypothesized model was supported. Findings of the study revealed that employer branding has effect the dedication, job embeddedness and organizational support perception of employees. Additionally, dedication and perceived organizational support partially mediate the relationship between employer branding and job embeddedness. Finally, the theoretical and practical implication, limitations of the study and suggestions for future research are discussed.

/pdf/does-employer-branding-affect-job-embeddedness-the-mediating-3jj8ldgibp.pdf

Does employer branding affect job embeddedness? the mediating role of dedication and perceived organizational support

The aim of this study is to examine the relationship between job crafting and organizational identification along with investigating the mediating role of affective well-being in this relationship. Data gathered from 238 public and private sector employees in Turkey through the survey method was subjected to factor, reliability, convergent and discriminant validity analyses through structural equation modelling. Additionally, the mediating role of affective well-being was tested using PROCESS macro for SPSS. As a result, it was concluded that all aspects of job crafting positively related to positive affection while only task crafting and cognitive crafting were significantly related to negative affection. Besides, positive affection has a positive impact on organizational identification while negative affection has a negative impact. In terms of mediation analyses, positive affection has a partially mediating role in the relationship between all aspects of job crafting and organizational identification while negative affection partially mediates the relationship between task crafting/cognitive crafting and organizational identification.

/pdf/the-relationship-between-job-crafting-and-organizational-ly6d8rxvas.pdf

The Relationship Between Job Crafting and Organizational Identification: The Mediating Role of Affective Well-being

Purpose – The concept of work-related flow has taken great attention of scholars in the organizational behavior and management field because of creating a positive impact on the employees’ attitudes and behaviors. However, knowledge and finding about how organizations create the flow experience in employees’ point of view has been scarce in the literature. In this context, the aim of this study is to examine the Work Cognition Inventory which consists of the organizational, job and interpersonal experience. Additionally, it has been aimed to investigate the relationship among different experience aspects of Work Cognition Inventory, perceived insider status and work-related flow experience. Design/methodology/approach – Data were obtained from 200 participants working in different sectors by survey method. Factor analysis, reliability, and validity analysis were used to analyze the obtained data and structural equation modeling was used to test the research hypotheses. Findings – The results indicate that work cognition inventory has a positive effect on work-related flow experience and insider status, and perceived insider status has no effect on work-related flow experience. Discussion – In line with the findings of the research, it was observed that differentiating the working environment offered by the organizations to the employees and providing a unique working experience may provide advantages to organizations. In addition, a holistic assessment of organizational, interpersonal and job experience will positively affect the insider status and flow experience of employees.

/pdf/calisanlarda-akis-deneyimi-olusturulmasi-is-bilis-envanteri-3g0jc8d3ts.pdf

Çalışanlarda Akış Deneyimi Oluşturulması: İş Biliş Envanteri ve İçsel Statünün Önemi Açısından Bir İnceleme

/pdf/is-bilis-envanteri-olcegi-bir-olcek-uyarlamasi-calismasi-9eh6l3wlk6.pdf

Berivan Tatar

Papers

Can curious employees be more agile? The role of cognitive style and creative process engagement in agility performance

Does employer branding affect job embeddedness? the mediating role of dedication and perceived organizational support

The Relationship Between Job Crafting and Organizational Identification: The Mediating Role of Affective Well-being

Çalışanlarda Akış Deneyimi Oluşturulması: İş Biliş Envanteri ve İçsel Statünün Önemi Açısından Bir İnceleme

İş bi̇li̇ş envanteri̇ ölçeği̇: bi̇r ölçek uyarlamasi çalişmasi