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dc.contributor.advisor이병회-
dc.contributor.authorBai Zhuoya-
dc.date.accessioned2017-11-29T02:28:44Z-
dc.date.available2017-11-29T02:28:44Z-
dc.date.issued2017-08-
dc.identifier.urihttp://hdl.handle.net/20.500.11754/33157-
dc.identifier.urihttp://hanyang.dcollection.net/common/orgView/200000431092en_US
dc.description.abstractThe purpose of this study is to identify the influence of key dimensions of employer brand on the Chinese IT employees’ turnover intention addressing perceived organizational support as the moderator as well. This paper identified employer brand as five key dimensions: compensation and benefits, training and development, work-life effectiveness, reputation, and organizational culture. Empirical research was conducted based on the data collection of 130 existing employees in ‘Baidu’, a Chinese IT company. The results indicated that compensation and benefits, training and development, work-life effectiveness, and organizational culture significant influence employee’s turnover intention, but reputation did not have an impact on turnover intention as expected. Moreover, perceived organizational support could moderate the relationships between employer brand dimensions and turnover intention.-
dc.publisher한양대학교-
dc.titleThe Influence of Employer Brand on Turnover Intention in the Chinese Context: Perceived Organizational Support as a Moderator-
dc.title.alternative고용브랜드가 조직구성원의 이직의도에 미치는 영향: 조직지원인식의 조절효과를 중심으로-
dc.typeTheses-
dc.contributor.googleauthor백저아-
dc.contributor.alternativeauthor백저아-
dc.sector.campusS-
dc.sector.daehak대학원-
dc.sector.department경영학과-
dc.description.degreeMaster-
Appears in Collections:
GRADUATE SCHOOL[S](대학원) > STRATEGIC MANAGEMENT(전략경영학과) > Theses (Ph.D.)
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