 Employer branding and talent management: a meta-analytic reviewSudhir Chandra Das and Amit Kumar International Journal of Management Concepts and Philosophy, 2024, vol. 17, issue 3, 235-258 Abstract: This paper aims to examine the relationship between employer branding and talent management through meta-analysis and to understand the heterogeneity between studies by investigating potential moderators, a total of 32 empirical and quantitative studies were deemed suitable for this study, and electronic searches were conducted using Scopus, Research Gate, Web of Science, ProQuest, and other databases published over the last 20 years (2001-2021). The studies were analysed based on different dimensions, and a systematic literature review (SLR) was carried out following the preferred reporting items for systematic reviews and meta-analyses (PRISMA) principles. In the meta-essential software, the random-effects model was used to generate necessary statistics such as effect size, moderating effects, publication bias, and heterogeneity. This meta-analysis found a large, significant, and positive relationship between employer branding and talent management (effect size = 0.56; k = 32; 95% confidence interval: 0.48-0.63; I2 = 95.01%; Q = 621.85; P < 0.001). Keywords: employer branding; talent management; heterogeneity; talent retention; CSR; forest plot. (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:ids:ijmcph:v:17:y:2024:i:3:p:235-258 Access Statistics for this article More articles in International Journal of Management Concepts and Philosophy from Inderscience Enterprises Ltd |
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