The impact of employer brand on the relationship between psychological empowerment and employee engagement

  • Received November 24, 2022;
    Accepted January 25, 2023;
    Published February 9, 2023
  • Author(s)
  • DOI
    http://dx.doi.org/10.21511/ppm.21(1).2023.17
  • Article Info
    Volume 21 2023, Issue #1, pp. 193-203
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This work is licensed under a Creative Commons Attribution 4.0 International License

In recent years, employer brand has been widely addressed as a crucial factor in attracting and retaining the best employees. Research on its impact on organizations can provide a better understanding of the benefits of employer branding in unlocking the potential of employees. Thus, this paper aims to evaluate the impact of employer brand on the relationship between psychological empowerment and employee engagement in Lithuanian companies. The study surveyed 429 employees (from < 18 years to > 65 years) of Lithuanian companies. The data were collected via an online survey of the respondents and by sending e-mails to the administrators of randomly selected Lithuanian companies requesting to share the survey link with their employees. Descriptive statistics, reliability assessment, ANOVA tests, multiple linear regression, and moderation analysis were used to analyze the collected data. The study found that employer brand directly impacts employee engagement (β = 0.114, p = 0.004). However, employer brand does not have a statistically significant effect on the relationship between psychological empowerment and employee engagement (p = 0.2224). Based on the results, employees working in Lithuanian companies are more engaged when they perceive their employer brand as positive. In contrast, when psychologically empowered, employees engage in work regardless of their perception of the employer brand.

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    • Table 1. Reliability assessment
    • Table 2. Descriptive statistics
    • Table 3. Multiple linear regression model of the influence of psychological empowerment and employer brand on employee engagement
    • Table 4. Multiple linear regression model of the influence of psychological empowerment and employer brand dimensions on employee engagement
    • Conceptualization
      Greta Drūteikienė, Daiva Skarupskienė
    • Data curation
      Greta Drūteikienė, Julija Savicke, Daiva Skarupskienė
    • Formal Analysis
      Greta Drūteikienė, Julija Savicke
    • Funding acquisition
      Greta Drūteikienė
    • Project administration
      Greta Drūteikienė
    • Supervision
      Greta Drūteikienė
    • Validation
      Greta Drūteikienė, Julija Savicke, Daiva Skarupskienė
    • Writing – review & editing
      Greta Drūteikienė
    • Methodology
      Julija Savicke, Daiva Skarupskienė
    • Software
      Julija Savicke
    • Visualization
      Julija Savicke
    • Writing – original draft
      Julija Savicke, Daiva Skarupskienė
    • Investigation
      Daiva Skarupskienė
    • Resources
      Daiva Skarupskienė