The underlying aim of this study was to investigate the impact of human resource management (HRM) practices, organizational identity, and brand leadership on employee brand-based equity through the mediatory role… Click to show full abstract
The underlying aim of this study was to investigate the impact of human resource management (HRM) practices, organizational identity, and brand leadership on employee brand-based equity through the mediatory role of brand knowledge dissemination. A questionnaire was adopted to obtain data from 421 employees working in the construction sector of China. The SmartPLS software was used to analyze the data with the help of a structural equation modeling (SEM) technique. The results revealed that HRM practices and organizational identity had a positive and significant relationship with employee brand-based equity, while brand leadership had no direct impact on employee brand-based equity. The results also revealed that brand knowledge dissemination mediated the relationship between independent variables (HRM practices, organizational identity, and brand leadership) and dependent variable (employee brand-based equity). Theoretically, this paper made a valuable contribution by examining the impact of HRM practices, organizational identity, and brand leadership on employee brand-based equity. In terms of practical implications, this study would obviously help the organizations to improve their employee brand-based equity through HRM practices and organizational identity.
               
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