INFLUENCE OF EMPLOYER BRAND DISCREPANCY BEFORE AND AFTER RECRUITMENT ON AFFECTIVE INVOLVEMENT AND INTENTION TO LEAVE THE ORGANIZATION

Authors

  • Audrey CHARBONNIER-VOIRIN
  • Charlotte LAGET
  • Alexandra VIGNOLLES

Keywords:

employer brand, affective involvement, intention to quit, , polynomial regression

Abstract

this study investigates the influence of differences
in perception between the internal and external
employer brand (before and after recruitment) on
affective involvement and intention to leave the
organization. the results obtained on a sample of
186 employees of French computing services companies show a negative perception gap between the
internal and external employer brand influences
positively the intention to quit the organization. the
greater this gap is, the greater the intention to quit
increases. the study also shows an indirect effect of
this difference on intention to quit, through affective
involvement.

Published

2014-09-10

How to Cite

Audrey CHARBONNIER-VOIRIN, Charlotte LAGET, & Alexandra VIGNOLLES. (2014). INFLUENCE OF EMPLOYER BRAND DISCREPANCY BEFORE AND AFTER RECRUITMENT ON AFFECTIVE INVOLVEMENT AND INTENTION TO LEAVE THE ORGANIZATION. Revue De Gestion Des Ressources Humaines, 93(01). Retrieved from https://journaleska.com/index.php/gdrh/article/view/1175

Issue

Vol. 93 No. 01 (2014): GRH

Section

Articles