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Debolina Dutta

Bio: Debolina Dutta is an academic researcher from Indian Institute of Management Udaipur. The author has contributed to research in topics: Social media & Human resource management. The author has an hindex of 3, co-authored 6 publications receiving 46 citations.

Papers
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Journal ArticleDOI
01 Jul 2014
TL;DR: Employer Branding T here is consensus in research that there exists a "war for talent" and that winning this war is critical for an organization to gain strategic and competitive advantage.
Abstract: Employer Branding T here is consensus in research that there exists a ‘war for talent’ and that winning this war is critical for an organization to gain strategic and competitive advantage (Chambers, Foulon, Handfield-Jones, Hankin, & Michaels, 1998; Gatewood, Gowan, & Lautenschlager, 1993; Michaels, Handfield-Jones, & Axelrod, 2001; Rynes, 1991; Turban & Greening, 1997). Early stages of applicant attraction thus become critical, especially in a robust job market, as the potential recruits have a number of choices about where to employ their human capital (Aiman-Smith, Bauer, & Cable, 2001).

30 citations

Journal ArticleDOI
01 Jun 2019
TL;DR: In this paper, the authors provide a contextual overview of gamification as a technique to engage members of the millennial generation in the workplace, and present a study on how gamification has gained considerable traction at workplace.
Abstract: Gamification, as a technique to engage members of the millennial generation, has gained considerable traction at workplace. The purpose of this study is to provide a contextual overview of ...

26 citations

Journal ArticleDOI
TL;DR: The continuing war for talent requires business leaders to stay focused on the quality and mix of their applicant pool(s) at different levels of their organizations as discussed by the authors, as psychological needs, relatio...
Abstract: The continuing war for talent requires business leaders to stay focused on the quality and mix of their applicant pool(s) at different levels of their organizations. As psychological needs, relatio...

15 citations

Journal ArticleDOI
TL;DR: In this article, the authors used a survey-based study of 1949 working employees in India, representing Gen-X and millennial generations, to identify the salient predictors of applicant attraction between the GenX and the millennial cohorts.
Abstract: A better understanding of applicant attraction enables organizations to manage their talent needs, thus enhancing HR effectiveness. Even though generational difference exists in modern organizations, scholarly work investigating the salient predictors of applicant attraction between the Gen-X and millennial cohorts is missing. The authors attempt to inform the literature by addressing this gap.,The study captures applicant attraction using a survey-based study of 1949 working employees in India, representing Gen-X and millennial generations.,The study provides critical factors that differentially impact millennial and Gen-X members' attraction toward an organization. It also reveals that satisfaction in the current job affects millennials and the Gen-X cohorts differently.,Recruitment research has neglected the predictors of applicant attraction among generational cohorts. Further, studies on generational differences have originated in western contexts and have ignored the emerging economies. Based on the responses of working professionals, our study increases the generalizability of the results.,The multi-generational workplace has the largest proportion of both Gen-X and millennial employees. A deeper understanding of their preferences can help HR practitioners leverage the drivers of applicant attraction. The study provides inputs to design recruitment strategies to target generational groups within and outside the organization.,The present study examines the phenomenon in an emerging market marked by a high economic growth rate and an eastern cultural context. The study presents a more realistic representation of applicant needs by sourcing inputs from working employees across generation groups.

10 citations

Journal ArticleDOI
TL;DR: In this article, a mixed-method study conducted in two phases (phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals) examined the key predictors of job pursuit intention of women.
Abstract: Despite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.,Based on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.,We found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.,Our study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.,The contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.,Our study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.

3 citations


Cited by
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Journal ArticleDOI
TL;DR: The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially as discussed by the authors, with many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.
Abstract: Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation. Research purpose: This research investigates the impact of social media on the recruitment process in South Africa. Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially. Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes. Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter. Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential. Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

66 citations

Journal ArticleDOI
TL;DR: In this article , a bibliometric study and a systematic review revealed the growth of gamification and e-learning for young learners and highlighted the four major future research themes of personalization, game elements, learner styles, and learner engagement.

53 citations

Journal ArticleDOI
TL;DR: In this paper, the authors explore the role of social media in creating an attractive employer brand for any organization and investigate one of the social media Glassdoor, which is an online employer branding platform, where employees put their reviews which are both positive and negative.
Abstract: The purpose of this paper is to explore the role of social media in creating an attractive employer brand for any organization. It investigates one of the social media Glassdoor, which is an online employer branding platform, where employees put their reviews which are both positive and negative. Analysis of these reviews can generate a lot of insights into employer branding.,The data was collected as 1,243 reviews from Glassdoor, an online crowdsourced employer branding platform for 40 top-rated employers across four different sectors, namely, Pharma, IT, retail and FMCG. Text and sentimental analyses were done using SAS visual analytical for these reviews.,Ten themes were generated from the text analytics which is nothing but the employer value propositions (EVPs), and they were social, interest, development and economic value as given by Berthon et al. (2005) and also others, such as work–life, management and brand value emerged. Social value came as a significant EVP followed by interest value and work–life values.,This research is providing only ways to show that crowdsourced data can also be used to understand the mindset of employees regarding an employer’s image but is not providing any idea regarding how to generate the right employee value proposition.,The research has shown that employers can use crowdsourced employer branding insights to see where they stand in the employer's attractiveness spectrum. They can use innovative data analytics techniques, such as visualization for text and sentimental analysis to create employer branding intelligence strategies.

25 citations

Journal ArticleDOI
TL;DR: In this article, the authors explore the brand personalities that employees are creating of their employer brands, in particular business-to-business (B-toB) brands, when describing them.
Abstract: Purpose: The purpose of this paper is to explore the brand personalities that employees are creating of their employer brands, in particular business-to-business (B-to-B) brands, when describing th ...

19 citations

Journal ArticleDOI
TL;DR: Wang et al. as mentioned in this paper examined the relationship among competency development, empowering leadership, employee-organisation relationship, psychological flexibility and career success in the Chinese hotel industry, and found that the impact of psychological flexibility is much higher when employees excel in the employee organization relationship and career.

18 citations