by Colin Wong Chung. / Bibliography: leaf 68 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1985

Thesis (PhD)--University of South Australia, 1998

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 257-273). Also available on the Internet.

This thesis sought to test the null hypothesis that stated: There is no difference in the perceptions of public opinion research firm specialists toward their client relationships with public relations practitioners as compared to practitioners in marketing and advertising.A mail survey was sent to 129 opinion firm member organizations of the Council of American Survey Research Organizations. A total of seventy-one responses were returned representing 54.3 percent of the population. Of the returned surveys, twenty-one respondents, or 29.5 percent, had conducted research for public relations, marketing, and advertising practitioners within the last year and were able to complete the questionnaire.The findings rejected the null hypothesis and indicated areas where perceptions differ. According to the surveyed researchers, their public relations practitioners fell short of marketing and advertising practitioners in understanding research methods, in possessing the necessary research skills needed to interpret statistical data, and in fully using the available services of opinion research firms.In addition, sixteen client/researcher characteristics were explored to focus on specific strengths and weaknesses, as seen by researchers, in relationships with public relations, marketing, and advertising clients. These characteristics explorations were used to create an ideal client/researcher relationship profile for comparison. This clearly found distinct differences in opinion researchers’ working relationships with each practitioner. To begin, while public opinion researchers thought understanding long-term project goals was the most important characteristic in an ideal client/researcher relationship, it was one of the least practiced characteristics by public relations practitioners. Similarly, researchers thought characteristics, including decisiveness regarding decisions, clear-cut objectives, understanding a study's limitations, and support from top management were very important in relationships. These same characteristics were not regularly practiced by the surveyed researchers' public relations clients. Concurrently, among those characteristics considered to be the least important by the respondents in an ideal client/researcher relationship, public relations practitioners most regularly practiced them. These include freedom allowed the researcher to carry out a study, enjoyment between client and researcher while working together, and simple approval procedures.Advertising clients fell dramatically behind the preferred ideal relationship in only two areas according to the surveyed respondents, involving candid communications between researcher and clear-cut objectives. Marketing practitioners did not deviate far from the ideal client/ researcher relationships according to opinion researchers. Overall, marketing practitioners are the preferred client.

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 257-273). Also available on the Internet.

This diploma thesis deals with the use of marketing instruments in the field of human resources management, the importance of personal marketing to employers, employer brand building and current trends in the area of human resources management. The practical part analyzes the current approach to personal marketing at a company called Zentiva. The aim of the thesis is to map the current application of personal marketing within the organization, to analyze what instruments Zentiva uses at present to increase employer branding, as well as to propose improvements to better set up the whole process of building an employer brand through various personal activities.

Thesis (M.A.)--Baylor University, 2009. / Includes bibliographical references (p. 101-109).

The goal of the thesis Recruitment process in an international company is to describe selection and recruitment of employees in EY company, analyze data connected with these personnel activities and make suggestions of possible improvements of these processes based on the survey conducted by the author. The theoretical part deals with personnel management, its evolution and functions. Furthermore, this part also explains some terms connected with recruitment and describes classical as well as modern methods of the personnel functions. In addition, the theoretical part describes issues of personnel marketing and Generation Y with respect to recruitment processes. In the practical part, the company EY is introduced, and this part focuses on the recruitment process of Generation Y and personnel marketing of the company itself. Moreover, the survey with topic Satisfaction with recruitment process was conducted among members of Generation Y who started working at EY during year 2015. On the ground of this survey, three main suggestions of how to improve these processes were made.

by Lau Pak Chuen, Alan. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves [86-90]). / Questionnaire also in Chinese. / ACKNOWLEDGEMENTS --- p.ii / ABSTRACT --- p.iv / LIST OF ILLUSTRATIONS --- p.viii / LIST OF TABLES --- p.ix / Chapter CHAPTER I --- INTRODUCTION / Chapter 1.0 --- Overview --- p.1 / Chapter 1.1 --- Background --- p.1 / Chapter 1.2 --- The Research Objective --- p.5 / Chapter 1.3 --- The Conceptual Model --- p.6 / Chapter 1.4 --- The Research Design --- p.7 / Chapter 1.5 --- Significance of This Study --- p.7 / Chapter 1.6 --- Outline of This Paper --- p.8 / Chapter CHAPTER II --- REVIEW OF THE LITERATURE / Chapter 2.0 --- Overview --- p.10 / Chapter 2.1 --- Review of Relevant Past Studies in Expatriate Job Assignments --- p.10 / Chapter 2.1.1 --- Studies Focusing on Current Expatriate Job Assignments --- p.11 / Chapter 2.1.2 --- Studies Focusing on Future Expatriate Job Assignments --- p.12 / Chapter 2.2 --- Issues That Have Not Yet Been Addressed in the Past Studies --- p.14 / Chapter 2.2.1 --- The Assumed Rationality of Employees' Decisions --- p.14 / Chapter 2.2.2 --- The Lack of Consequences of Willingness to Accept the Expatriate Job Assignment --- p.15 / Chapter 2.2.4 --- The Organization-Specific Nature of the Past Studies --- p.16 / Chapter 2.3 --- Conceptual Framework --- p.17 / Chapter 2.3.1 --- The Theory of Planned Behavior --- p.17 / Predicting Behavior: Intentions and Perceived Behavioral Control --- p.18 / "Predicting Intention: Attitudes, Subjective Norms, Perceived Behavioral Control" --- p.20 / Chapter 2.3.2 --- The Role of Desire in Predicting Intention --- p.23 / Chapter 2.4 --- The Conceptual Model --- p.29 / Chapter 2.5 --- The Causal Relations Among Constructs and Hypothesis --- p.31 / Chapter 2.5.1 --- "The Causal Relations between Salary, Promotional Opportunity, Location and Attitude toward the Expatriate Job Assignment to China" --- p.31 / Chapter 2.5.2 --- The Causal Relations between Approval and Subjective Norm --- p.32 / Chapter 2.5.3 --- The Causal Relations between New Job Opportunity and Perceived Behavioral Control --- p.33 / Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34 / Chapter 2.5.4 --- The Causal Relations between Desire and Attitude --- p.34 / Chapter 2.5.5 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and Willingness to Accept the Job Assignment" --- p.35 / Chapter 2.5.6 --- "The Causal Relations between Desire, Attitude toward the Expatriate Job Assignment to China, Subjective Norm and Perceived Behavioral Control, and propensity to Leave" --- p.36 / Chapter 2.5.7 --- The Causal Relations between Willingness to Take the Expatriate Job Assignment and Propensity to Leave the Company --- p.37 / Chapter 2.6 --- Summary --- p.38 / Chapter CHAPTER III --- RESEARCH DESIGN AND METHODOLOGY / Chapter 3.0 --- Overview --- p.39 / Chapter 3.1 --- Research Design --- p.39 / Chapter 3.2 --- The Sample and Sampling Procedure --- p.40 / Chapter 3.3 --- Data Collection Procedures --- p.42 / Chapter 3.4 --- Manipulations --- p.44 / Chapter 3.5 --- Operationalization of Constructs --- p.46 / Chapter 3.6 --- Data Analysis --- p.52 / Chapter 3.6.1 --- Manipulation and Confounding Checks --- p.52 / Chapter 3.6.2 --- Structural Equation Modeling --- p.53 / Chapter 3.7 --- Research Activities --- p.54 / Chapter 3.7.1 --- Focus Group Interview --- p.54 / Chapter 3.7.2 --- Pretest --- p.55 / Chapter 3.7.3 --- The Main Study --- p.55 / Chapter 3.8 --- Summary --- p.56 / Chapter CHAPTER IV --- ANALYSIS AND RESULTS / Chapter 4.0 --- Overview --- p.57 / Chapter 4.1 --- Manipulation and Confounding Checks --- p.57 / Chapter 4.1.1 --- Manipulation Checks --- p.57 / Chapter 4.1.2 --- Confounding Checks --- p.58 / Chapter 4.2 --- The Structural Equation Modeling --- p.59 / Chapter 4.2.1 --- The Original Conceptual Model --- p.60 / Chapter 4.2.1.1 --- The Measurement Model Evaluation --- p.60 / Chapter 4.2.1.2 --- Structural Equation Model Results --- p.62 / Chapter 4.2.2 --- The Modified Conceptual Model --- p.65 / Chapter 4.2.2.1 --- The Measurement Model Evaluation --- p.66 / Chapter 4.2.2.2 --- Structural Equation Model Results --- p.66 / Chapter 4.3 --- Discussion --- p.68 / Chapter 4.3.1 --- Results of the Original Conceptual Model --- p.68 / Chapter 4.3.2 --- Results of the Modified Conceptual Model --- p.70 / Chapter 4.3.3 --- Comparison between the Original Model and the Modified Model --- p.72 / Chapter 4.1 --- Summary --- p.73 / Chapter CHAPTER V --- CONCLUSION / Chapter 5.0 --- Overview --- p.74 / Chapter 5.1 --- Summary of the Research --- p.74 / Chapter 5.2 --- Contributions of the Study --- p.77 / Chapter 5.2.1 --- Theoretical Contributions --- p.77 / Chapter 5.2.2 --- Managerial Implications --- p.79 / Chapter 5.3 --- Limitations of the Study --- p.81 / Chapter 5.4 --- Directions for Future Research --- p.83 / Chapter 5.5 --- Summary --- p.85 / REFERENCES / APPENDIX

This diploma thesis is focused on employer branding. Most often employer branding is considered to be an application of marketing principles in personnel management. Therefore the aim of this work is to provide a more comprehensive idea of this concept. To comprehend the real meaning of employer branding, its function. To proper describe the most important impacts on its specific form and the relationship with employer brand as well as other phenomena such as organisational culture, identity, marketing. Knowledge of employer branding in a broader context, allows us to better understand that employer branding is important for the organization both in terms of obtaining a sufficient number of new employees, as well as in terms of retaining current employees and enhance their loyalty and commitment. The thesis is divided into a theoretical and empirical part. The theoretical part describes a more precise definition of employer branding. Further it pays attention to the content of employer branding and its main tools that are used to strengthen the position of the organization as an employer in the market. It also deals with selected indicators of the effectiveness of human resources activities, which are often use like indicators of efficacy of employer branding. These theoretical findings are used...