Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor

In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to inves...

Full description

Saved in:
Bibliographic Details
Published inProblems and perspectives in management Vol. 20; no. 1; pp. 128 - 142
Main Authors Huseynova, Aydan, Matošková, Jana, Gregar, Ales
Format Journal Article
LanguageEnglish
Published Sumy Business Perspectives Ltd 2022
LLC "CPC "Business Perspectives
Subjects
Developing countries
Employee retention
employer branding
firm-level performance
LDCs
online employee reviews
recruitment efficiency
Online AccessGet full text

Cover

Abstract In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts. Acknowledgment Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.
AbstractList In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts. Acknowledgment Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.
In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts. Acknowledgment Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.
In today's competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm's strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts.
Author Gregar, Ales
Matošková, Jana
Huseynova, Aydan
Author_xml – sequence: 1
  givenname: Aydan
  orcidid: 0000-0001-7056-3640
  surname: Huseynova
  fullname: Huseynova, Aydan
  organization: Ph.D. Candidate, Faculty of Management and Economics, Department of Management and Marketing, Tomas Bata University in Zlín
– sequence: 2
  givenname: Jana
  orcidid: 0000-0001-6944-2892
  surname: Matošková
  fullname: Matošková, Jana
  organization: Ph.D., Assistant Professor, Department of Management and Marketing, Faculty of Management and Economics, Tomas Bata University in Zlín
– sequence: 3
  givenname: Ales
  orcidid: 0000-0001-9939-5222
  surname: Gregar
  fullname: Gregar, Ales
  organization: Ph.D., Associate Professor, Department of Management and Marketing, Faculty of Management and Economics, Tomas Bata University in Zlín
BookMark eNo9UcFq3DAUNCWFJml_oCdBL-3BG71nayX3FkKaBhZ6Sc_irfW01caWXGlTSL--ym7J5c1jGGYG5qI5iyly03wEuUJQAFfLMq9QfoYv9SKuAN8052BAtqpf67P6a9StlgreNRel7KXspRrUefO4CfExxJ3geZnSM2exzRTdC1NB-JDnduI_PImFs095pjjyV_Hwi8VIhUXy4vov5y2FPcVw1BeReRfKgTM7kaK4m6gUl1J-37z1NBX-8B8vm5_fbh9uvrebH3f3N9ebdkQlsUWHqhvI-y0oDzyAlKqW7fVgpF8bT25UozQMvh8AtOnAsfIOOwKWXvrusrk_-bpEe7vkMFN-tomCPRIp7yzlQxgntkRI3hE53a97ZXqjDXvdad1LNOBc9fp08lpy-v3E5WD36SnHWt92tdiACGtTVXhSjTmVktm_poK0x4FsHciitGDty0AWsPsHBo-GEg
Cites_doi 10.1108/10610420810904112
10.1108/S0742-7301%282011%290000030008
10.3846/btp.2014.404
10.1002/hrm.20145
10.1108/OIR-11-2015-0373
10.1108/13620430410550754
10.2307/1882010
10.1108/00483481011012809
10.1177/009102600002900303
10.1002/hrm.21980
10.1016/J.IJHM.2013.08.007
10.1002/hrm.21770
10.1016/j.hrmr.2009.04.001
10.1108/03090560310477627
10.1109/tre.2000.847807
10.1108/CDI-11-2018-0290
10.1108/IJOA-03-2017-1136
10.1108/20400701011028167
10.7441/joc.2019.01.10
10.1080/09585192.2013.781524
10.1016/j.jdeveco.2002.12.005
10.2307/2296779
10.1108/03090560610669973
10.1016/j.intmar.2018.05.001
10.1016/j.hrmr.2016.09.005
10.1037/a0035408
10.1287/isre.14.2.189.16018
10.1108/S1877-6361(2013)0000012007
10.1111/j.1559-1816.2003.tb01883.x
10.1108/SHR-08-2015-0068
10.1037/0021-9010.87.6.1121
10.1080/09585192.2013.763841
10.1108/03090560910989975
10.1177/014920630202800403
10.1111/ijmr.12121
10.1016/j.hrmr.2019.04.002
10.1016/j.dss.2019.113074
10.1108/PR-03-2015-0065
10.1002/hrm.21693
10.1002/isd2.12027
10.2307/3150980
10.1080/02672570903577091
10.1002/job.1933
10.1016/j.spmi.2013.12.026
10.2307/25591576
10.1111/1748-8583.12137
10.1111/j.1744-6570.2004.00004.x
10.1007/s12186-009-9024-7
10.1111/1464-0597.00020
10.5465/amr.1998.533225
10.1080/13504850701720221
10.1177/0266242612465454
10.1080/02650487.2005.11072912
10.1111/1748-8583.12313
10.1016/j.sbspro.2014.09.074
10.2307/256718
10.1080/16522354.2010.11073506
10.31142/ijtsrd10884
10.1016/S0742-7301(01)20002-4
10.1108/PR-10-2017-0299
10.1108/13665629910260798
10.1016/B978-0-12-214850-7.50025-5
10.1108/03090591211192647
10.1016/j.emj.2016.01.001
/10.1007/s10551-014-2502-3
10.1057/bm.1996.42
10.2307/1252271
10.1111/j.1540-6261.1961.tb02789.x
10.1007/s11187-009-9208-4
10.1108/ict-03-2018-0031
10.1007/S10869-005-9003-4
10.1016/j.bushor.2016.11.005
10.1111/j.1744-6570.1993.tb00866.x
10.1108/07363769510080988
10.1111/joms.12282
10.1111/1467-8543.00273
10.1093/oxfordhb/9780198758273.013.7
10.1177/1354856507084422
10.4102/sajems.v22i1.2412
ContentType Journal Article
Copyright 2022. This work is published under http://creativecommons.org/licenses/by/4.0/ (the “License”). Notwithstanding the ProQuest Terms and Conditions, you may use this content in accordance with the terms of the License.
Copyright_xml – notice: 2022. This work is published under http://creativecommons.org/licenses/by/4.0/ (the “License”). Notwithstanding the ProQuest Terms and Conditions, you may use this content in accordance with the terms of the License.
DBID AAYXX
CITATION
3V.
7WY
7WZ
7XB
87Z
8FK
8FL
ABUWG
AFKRA
AZQEC
BENPR
BEZIV
CCPQU
DWQXO
FRNLG
F~G
K60
K6~
L.-
M0C
PIMPY
PQBIZ
PQBZA
PQEST
PQQKQ
PQUKI
PRINS
Q9U
DOA
DOI 10.21511/ppm.20(1).2022.12
DatabaseName CrossRef
ProQuest Central (Corporate)
ABI/INFORM Collection
ABI/INFORM Global (PDF only)
ProQuest Central (purchase pre-March 2016)
ABI/INFORM Collection
ProQuest Central (Alumni) (purchase pre-March 2016)
ABI/INFORM Collection (Alumni Edition)
ProQuest Central (Alumni)
ProQuest Central UK/Ireland
ProQuest Central Essentials
AUTh Library subscriptions: ProQuest Central
ProQuest Business Premium Collection
ProQuest One Community College
ProQuest Central
Business Premium Collection (Alumni)
ABI/INFORM Global (Corporate)
ProQuest Business Collection (Alumni Edition)
ProQuest Business Collection
ABI/INFORM Professional Advanced
ABI/INFORM Collection
ProQuest Publicly Available Content database
One Business
ProQuest One Business (Alumni)
ProQuest One Academic Eastern Edition (DO NOT USE)
ProQuest One Academic
ProQuest One Academic UKI Edition
ProQuest Central China
ProQuest Central Basic
DOAJ Directory of Open Access Journals
DatabaseTitle CrossRef
Publicly Available Content Database
Business Premium Collection
ABI/INFORM Global (Corporate)
ProQuest Business Collection (Alumni Edition)
ProQuest One Business
ABI/INFORM Global
ABI/INFORM Global (Alumni Edition)
ProQuest Central Basic
ProQuest Central Essentials
ProQuest One Academic Eastern Edition
ProQuest Central (Alumni Edition)
ProQuest One Community College
ProQuest Business Collection
ProQuest Central China
ABI/INFORM Complete
ProQuest Central
ABI/INFORM Professional Advanced
ProQuest One Academic UKI Edition
ProQuest Central Korea
ProQuest One Business (Alumni)
ProQuest One Academic
ABI/INFORM Complete (Alumni Edition)
ProQuest Central (Alumni)
Business Premium Collection (Alumni)
DatabaseTitleList CrossRef

Publicly Available Content Database
Database_xml – sequence: 1
  dbid: DOA
  name: DOAJ Directory of Open Access Journals
  url: https://www.doaj.org/
  sourceTypes: Open Website
– sequence: 2
  dbid: BENPR
  name: AUTh Library subscriptions: ProQuest Central
  url: https://www.proquest.com/central
  sourceTypes: Aggregation Database
DeliveryMethod fulltext_linktorsrc
Discipline Business
EISSN 1810-5467
EndPage 142
ExternalDocumentID oai_doaj_org_article_aa2afdaad7464584878ef737740281dd
10_21511_ppm_20_1__2022_12
GroupedDBID 123
188
29O
7WY
8FL
AAFWJ
AAYXX
ABUWG
ACGFO
ADBBV
AFKRA
AFMMW
AFPKN
AINHJ
ALMA_UNASSIGNED_HOLDINGS
BCNDV
BENPR
BEZIV
BPHCQ
CCPQU
CITATION
DWQXO
FRNLG
GROUPED_DOAJ
J1S
K60
K6~
M0C
OK1
P2P
PIMPY
PQBIZ
PQBZA
PQQKQ
PROAC
REL
3V.
7XB
8FK
AZQEC
L.-
PQEST
PQUKI
PRINS
Q9U
ID FETCH-LOGICAL-c2502-2d2539affb15f1e9100505947980f68fadc5c08e1f49117831de5fd23a1e0f0f3
IEDL.DBID DOA
ISSN 1727-7051
IngestDate Tue Oct 22 15:16:13 EDT 2024
Thu Oct 10 21:54:35 EDT 2024
Fri Aug 23 03:17:58 EDT 2024
IsDoiOpenAccess true
IsOpenAccess true
IsPeerReviewed true
IsScholarly true
Issue 1
Language English
LinkModel DirectLink
MergedId FETCHMERGED-LOGICAL-c2502-2d2539affb15f1e9100505947980f68fadc5c08e1f49117831de5fd23a1e0f0f3
ORCID 0000-0001-6944-2892
0000-0001-7056-3640
0000-0001-9939-5222
OpenAccessLink https://doaj.org/article/aa2afdaad7464584878ef737740281dd
PQID 3100922168
PQPubID 4368393
PageCount 15
ParticipantIDs doaj_primary_oai_doaj_org_article_aa2afdaad7464584878ef737740281dd
proquest_journals_3100922168
crossref_primary_10_21511_ppm_20_1__2022_12
PublicationCentury 2000
PublicationDate 2022-00-00
PublicationDateYYYYMMDD 2022-01-01
PublicationDate_xml – year: 2022
  text: 2022-00-00
PublicationDecade 2020
PublicationPlace Sumy
PublicationPlace_xml – name: Sumy
PublicationTitle Problems and perspectives in management
PublicationYear 2022
Publisher Business Perspectives Ltd
LLC "CPC "Business Perspectives
Publisher_xml – name: Business Perspectives Ltd
– name: LLC "CPC "Business Perspectives
References ref=63
ref=62
ref=61
ref=60
ref=69
ref=68
ref=67
ref=66
ref=65
ref=64
ref=1
ref=7
ref=6
ref=9
ref=8
ref=3
ref=2
ref=5
ref=4
ref=74
ref=73
ref=72
ref=71
ref=70
ref=79
ref=78
ref=77
ref=76
ref=75
ref=41
ref=40
ref=49
ref=48
ref=47
ref=46
ref=45
ref=44
ref=43
ref=42
ref=52
ref=51
ref=50
ref=59
ref=58
ref=57
ref=56
ref=55
ref=54
ref=53
ref=27
ref=26
ref=25
ref=24
ref=23
ref=22
ref=21
ref=20
ref=29
ref=28
ref=30
ref=38
ref=37
ref=36
ref=35
ref=34
ref=33
ref=32
ref=31
ref=39
ref=85
ref=84
ref=83
ref=82
ref=81
ref=80
ref=89
ref=88
ref=87
ref=86
ref=96
ref=95
ref=94
ref=93
ref=92
ref=91
ref=90
ref=16
ref=15
ref=14
ref=13
ref=12
ref=11
ref=10
ref=98
ref=97
ref=19
ref=18
ref=17
References_xml – ident: ref=60
– ident: ref=96
  doi: 10.1108/10610420810904112
– ident: ref=39
  doi: 10.1108/S0742-7301%282011%290000030008
– ident: ref=46
  doi: 10.3846/btp.2014.404
– ident: ref=56
  doi: 10.1002/hrm.20145
– ident: ref=68
– ident: ref=61
  doi: 10.1108/OIR-11-2015-0373
– ident: ref=6
  doi: 10.1108/13620430410550754
– ident: ref=77
  doi: 10.2307/1882010
– ident: ref=33
  doi: 10.1108/00483481011012809
– ident: ref=1
  doi: 10.1177/009102600002900303
– ident: ref=90
  doi: 10.1002/hrm.21980
– ident: ref=19
  doi: 10.1016/J.IJHM.2013.08.007
– ident: ref=88
  doi: 10.1002/hrm.21770
– ident: ref=23
  doi: 10.1016/j.hrmr.2009.04.001
– ident: ref=7
  doi: 10.1108/03090560310477627
– ident: ref=95
  doi: 10.1109/tre.2000.847807
– ident: ref=73
  doi: 10.1108/CDI-11-2018-0290
– ident: ref=57
  doi: 10.1108/IJOA-03-2017-1136
– ident: ref=92
– ident: ref=40
  doi: 10.1108/20400701011028167
– ident: ref=97
  doi: 10.7441/joc.2019.01.10
– ident: ref=98
  doi: 10.1080/09585192.2013.781524
– ident: ref=15
  doi: 10.1016/j.jdeveco.2002.12.005
– ident: ref=63
  doi: 10.2307/2296779
– ident: ref=47
  doi: 10.1108/03090560610669973
– ident: ref=50
  doi: 10.1016/j.intmar.2018.05.001
– ident: ref=74
  doi: 10.1016/j.hrmr.2016.09.005
– ident: ref=48
  doi: 10.1037/a0035408
– ident: ref=20
  doi: 10.1287/isre.14.2.189.16018
– ident: ref=9
– ident: ref=12
  doi: 10.1108/S1877-6361(2013)0000012007
– ident: ref=17
  doi: 10.1111/j.1559-1816.2003.tb01883.x
– ident: ref=51
  doi: 10.1108/SHR-08-2015-0068
– ident: ref=25
  doi: 10.1037/0021-9010.87.6.1121
– ident: ref=44
  doi: 10.1080/09585192.2013.763841
– ident: ref=89
  doi: 10.1108/03090560910989975
– ident: ref=11
– ident: ref=55
  doi: 10.1177/014920630202800403
– ident: ref=87
  doi: 10.1111/ijmr.12121
– ident: ref=53
  doi: 10.1016/j.hrmr.2019.04.002
– ident: ref=45
  doi: 10.1016/j.dss.2019.113074
– ident: ref=83
  doi: 10.1108/PR-03-2015-0065
– ident: ref=84
– ident: ref=41
  doi: 10.1002/hrm.21693
– ident: ref=67
  doi: 10.1002/isd2.12027
– ident: ref=37
  doi: 10.2307/3150980
– ident: ref=58
– ident: ref=94
  doi: 10.1080/02672570903577091
– ident: ref=64
– ident: ref=81
  doi: 10.1002/job.1933
– ident: ref=32
  doi: 10.1016/j.spmi.2013.12.026
– ident: ref=22
  doi: 10.2307/25591576
– ident: ref=29
  doi: 10.1111/1748-8583.12137
– ident: ref=24
  doi: 10.1111/j.1744-6570.2004.00004.x
– ident: ref=54
  doi: 10.1007/s12186-009-9024-7
– ident: ref=91
  doi: 10.1111/1464-0597.00020
– ident: ref=66
  doi: 10.5465/amr.1998.533225
– ident: ref=36
  doi: 10.1080/13504850701720221
– ident: ref=38
– ident: ref=76
  doi: 10.1177/0266242612465454
– ident: ref=10
  doi: 10.1080/02650487.2005.11072912
– ident: ref=71
  doi: 10.1111/1748-8583.12313
– ident: ref=78
– ident: ref=3
  doi: 10.1016/j.sbspro.2014.09.074
– ident: ref=28
  doi: 10.2307/256718
– ident: ref=62
  doi: 10.1080/16522354.2010.11073506
– ident: ref=70
  doi: 10.31142/ijtsrd10884
– ident: ref=16
  doi: 10.1016/S0742-7301(01)20002-4
– ident: ref=82
  doi: 10.1108/PR-10-2017-0299
– ident: ref=30
– ident: ref=8
– ident: ref=69
  doi: 10.1108/13665629910260798
– ident: ref=79
  doi: 10.1016/B978-0-12-214850-7.50025-5
– ident: ref=52
  doi: 10.1108/03090591211192647
– ident: ref=72
  doi: 10.1016/j.emj.2016.01.001
– ident: ref=13
  doi: /10.1007/s10551-014-2502-3
– ident: ref=4
  doi: 10.1057/bm.1996.42
– ident: ref=27
  doi: 10.2307/1252271
– ident: ref=75
– ident: ref=93
  doi: 10.1111/j.1540-6261.1961.tb02789.x
– ident: ref=5
– ident: ref=18
  doi: 10.1007/s11187-009-9208-4
– ident: ref=85
– ident: ref=59
  doi: 10.1108/ict-03-2018-0031
– ident: ref=14
  doi: 10.1007/S10869-005-9003-4
– ident: ref=43
– ident: ref=26
  doi: 10.1016/j.bushor.2016.11.005
– ident: ref=86
  doi: 10.1111/j.1744-6570.1993.tb00866.x
– ident: ref=2
– ident: ref=80
– ident: ref=49
  doi: 10.1108/07363769510080988
– ident: ref=31
  doi: 10.1111/joms.12282
– ident: ref=42
  doi: 10.1111/1467-8543.00273
– ident: ref=21
– ident: ref=34
  doi: 10.1093/oxfordhb/9780198758273.013.7
– ident: ref=35
  doi: 10.1177/1354856507084422
– ident: ref=65
  doi: 10.4102/sajems.v22i1.2412
SSID ssj0040595
ssib044756800
Score 2.2532785
Snippet In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current...
In today's competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current...
SourceID doaj
proquest
crossref
SourceType Open Website
Aggregation Database
StartPage 128
SubjectTerms Developing countries
Employee retention
employer branding
firm-level performance
LDCs
online employee reviews
recruitment efficiency
SummonAdditionalLinks – databaseName: AUTh Library subscriptions: ProQuest Central
  dbid: BENPR
  link: http://utb.summon.serialssolutions.com/2.0.0/link/0/eLvHCXMwfV3Na9VAEF_qK4gX0Vbx1Sp76MEi22Y_stl4kVb6gWiR0kJvy77sTnnVJjGvXvzrncmHpQheEkhyCLOzM7-ZnZkfYzvBymRtZgT6SiOMlVE4E7WoFilKW1TOOGpO_npmTy_N56v8aky4rcayyskm9oY6NhXlyPcpEV0qJa372P4UxBpFp6sjhcYjtq4oUpix9cOjs2_nk0bRNDvrqEhysM2ITnoeFvLaokB9HNpoyO3J_balzvR3chevSu1J9cBV9RP9_zHYvRc6fsaejvCRHwzr_ZytpXqDPZ6q1zfZ9y8DFwJPA5NvxzEa7htXON44LLtb8YPqhHh73zHwgaOy8Ar9GW-AH_xGSYflTaiX_fcrTuQNNE8hRd7U_ITwdmya7gW7PD66-HQqRj4FUSHQUUJFlesyACxkDjIhUCAau9IUpcvAOgixyqvMJQkGTWDhtIwph6h0kCmDDPRLNqubOr2igiio8mIRIQ_OQNAuIQxzWsdQRqNBz9n7SXS-HcZmeAw3ekF7FLRXGHt4T4L2Us3ZIUn375c08rp_0HTXftxBPgQVIIYQCzqMRR0qXIJCI3xFiCRjnLPtaW38uA9X_l5rtv7_-jV7Qj8zJFe22eyu-5XeINy4W7wddeoP5_7RMQ
  priority: 102
  providerName: ProQuest
Title Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor
URI https://www.proquest.com/docview/3100922168
https://doaj.org/article/aa2afdaad7464584878ef737740281dd
Volume 20
hasFullText 1
inHoldings 1
isFullTextHit
isPrint
link http://utb.summon.serialssolutions.com/2.0.0/link/0/eLvHCXMwrV1NT9wwELUqkKpeKqBFXb7kQw-tKkP8EcfhBgiKqhZVCCRuljf2SNtCslrgwq9nxt6lVD30wiWRIkexXiYzz_HMPMY-BiuTtZURGCuNMFZG4UzUohunKG3TOeOoOPnHmT29NN-u6qtnUl-UE1baAxfg9kJQAWIIsaE9OLy1cQkajawFI6OMMXvfqn22mEJLoi521lFyZPHJyEqy_gpFa9GgHZbyGQp3cm86pYr0T_IzHpXaleqvEJU7-f_jqHP0OVlhb-e0kR-U6a6yV6lfY68XWevv2O_vRQOBp6LgO-O4Cs4FKxxPHCazG3FN-UF8-qdSYJ-jkfAO4xgfgB88IMJh8iv0kzz-lpNoA_VRSJEPPf9KPDsOw-w9uzw5vjg6FXMdBdEhwVFCRVXrNgCMZQ0yIUEg-brWNK2rwDoIsau7yiUJBl1f47SMqYaodJCpggr0Olvqhz59oEQo6OpmHKEOzkDQLiH9clrH0EajQY_YlwV0flraZXhcZmSgPQLtFa45vCegvVQjdkjoPo2kVtf5AhqAnxuA_58BjNjW4t34-fd362nbolVKWrfxEs_YZG9oyuXXyxZbupvdp20kI3fjHbZ8eHz283wn298jBAvaMg
link.rule.ids 315,783,787,867,2109,4032,21401,27936,27937,27938,33757,43818
linkProvider Directory of Open Access Journals
linkToHtml http://utb.summon.serialssolutions.com/2.0.0/link/0/eLvHCXMwfV1Lb9QwELZgKwEXxFNdKOADBxAyjR9xHC6oRS0LbFcItVJvljf2oOWRhGy58OuZyYMKIXFJpNiHaDye-TyemY-xp8HKZG1mBPpKI4yVUTgTtajWKUpbVM44Kk4-WdnFmXl_np-PAbftmFY52cTeUMemohj5PgWiS6Wkda_bH4JYo-h2daTQuMp2qFWVm7Gdw6PVx0-TRlE3O-soSXKwzYhOeh4W8tqiQH0cymjI7cn9tqXK9GfyOT6VeinVX66q7-j_j8HuvdDxLXZzhI_8YFjv2-xKqu-wa1P2-l32dTlwIfA0MPl2HE_DfeEKxxeHTfddfKM8Id5eVgy84qgsvEJ_xhvgB79Q0mHzJdSbfv6WE3kD9VNIkTc1f0t4OzZNd4-dHR-dvlmIkU9BVAh0lFBR5boMAGuZg0wIFIjGrjRF6TKwDkKs8ipzSYJBE1g4LWPKISodZMogA32fzeqmTruUEAVVXqwj5MEZCNolhGFO6xjKaDToOXsxic63Q9sMj8eNXtAeBe0Vnj28J0F7qebskKT7Zya1vO4_NN1nP-4gH4IKEEOIBV3Gog4VLkGhEb4iRJIxztnetDZ-3Idbf6k1D_4__IRdX5yeLP3y3erDQ3aDfmwItOyx2UX3Mz1C6HGxfjzq12_9MdQr
openUrl ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info%3Asid%2Fsummon.serialssolutions.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal&rft.genre=article&rft.atitle=Linking+employer+branding+and+firm-level+performance%3A+The+case+of+Azerbaijani+firms+registered+on+Glassdoor&rft.jtitle=Problems+and+perspectives+in+management&rft.au=Aydan+Huseynova&rft.au=Jana+Mato%C5%A1kov%C3%A1&rft.au=Ales+Gregar&rft.date=2022&rft.pub=LLC+%22CPC+%22Business+Perspectives&rft.issn=1727-7051&rft.eissn=1810-5467&rft.volume=20&rft.issue=1&rft.spage=128&rft.epage=142&rft_id=info:doi/10.21511%2Fppm.20%281%29.2022.12&rft.externalDBID=DOA&rft.externalDocID=oai_doaj_org_article_aa2afdaad7464584878ef737740281dd
thumbnail_l http://covers-cdn.summon.serialssolutions.com/index.aspx?isbn=/lc.gif&issn=1727-7051&client=summon
thumbnail_m http://covers-cdn.summon.serialssolutions.com/index.aspx?isbn=/mc.gif&issn=1727-7051&client=summon
thumbnail_s http://covers-cdn.summon.serialssolutions.com/index.aspx?isbn=/sc.gif&issn=1727-7051&client=summon