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Paper Number
2419
Paper Type
short
Description
The advancement of digital technologies and the wider acceptance of remote work have led to heightened expectations among knowledge workers. Nowadays, many individuals make career decisions based on the level of flexibility that is offered by employers. This paper explores to what extent the label of ‘digital nomadism’ is used and perceived as an employer branding signal in the context of corporate work. Preliminary findings from qualitative interviews with corporate employees that engage in nomadic work suggest that promoting digital nomadism as an employer is perceived as an attractive signal. However, the data also shows that employers are reluctant to send this signal to potential employees but rather use it internally to retain talent within the organization. The paper proposes a framework that informs signaling theory and puts forth a notion of digital nomadism as an employer branding signal for talent attraction and retention in organizations.
Recommended Citation
Marx, Julian; Langer, Marie; and Mirbabaie, Milad, "Understanding Digital Nomadism as an Employer Branding Signal" (2023). ICIS 2023 Proceedings. 18.
https://aisel.aisnet.org/icis2023/techandfow/techandfow/18
Understanding Digital Nomadism as an Employer Branding Signal
The advancement of digital technologies and the wider acceptance of remote work have led to heightened expectations among knowledge workers. Nowadays, many individuals make career decisions based on the level of flexibility that is offered by employers. This paper explores to what extent the label of ‘digital nomadism’ is used and perceived as an employer branding signal in the context of corporate work. Preliminary findings from qualitative interviews with corporate employees that engage in nomadic work suggest that promoting digital nomadism as an employer is perceived as an attractive signal. However, the data also shows that employers are reluctant to send this signal to potential employees but rather use it internally to retain talent within the organization. The paper proposes a framework that informs signaling theory and puts forth a notion of digital nomadism as an employer branding signal for talent attraction and retention in organizations.
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