What you see is what you get? Measuring companies' projected employer image attributes via companies' employment webpages

Response to a crisis and applicant attraction: Signaling employer brand personality and organizational trust through warm and competent COVID-19 responses

This paper investigates how organizations' response to a crisis such as the COVID-19 pandemic affects their employer attractiveness. Based on signaling theory, we argue that a COVID-19 response can signal an organization's employer brand personality, positively affecting applicant attraction. We conducted two experimental studies with employed and unemployed UK participants through Prolific Academic. Both studies indicate that a warm COVID-19 response leads to the highest employer attractiveness and job pursuit intentions, although a competent response was still more attractive than no response. Moreover, applicants use the warm and competent responses as signals of organizational warmth and competence respectively, building higher organizational trust. Limited support for the moderating role of applicants' personality was found. Implications during and beyond COVID-19 are discussed.

The Psychological Effects of Digital Companies’ Employees during the Phase of COVID-19 Pandemic Extracted from Online Employee Reviews

The ways people use words online can furnish psychological processes about their beliefs, fears, thinking patterns, and so on. Extracting from online employees’ reviews on the workplace community websites, we can quantify the psychological effects of employees during the phase of the COVID-19 pandemic. We collect the anonymous employees’ reviews of Top 100 digital companies from the Glassdoor website which allows people to evaluate and review the companies they have worked for or are working for. Here, based on the data of numerical evaluations and textual reviews, we firstly use Z-score to investigate the psychological effects of employees in digital companies during the phase of COVID-19 pandemic. Next, we use a text analysis application called Linguistic Inquiry and Word Count (LIWC), which provides an efficient and effective method for studying the various emotional, cognitive, and structural components existing in individuals’ verbal and written speech samples, to mine these reviews to obtain changes in personal pronouns and 10 dimensions of psychological processes. Finally, we use Z-score to count on all aspects of drives and personal concerns in psychological processes.