The management revue is a peer-reviewed interdisciplinary European journal publishing both qualitative and quantitative work as well as purely theoretical papers that advance the study of management, organisation and industrial relations.
The management revue publishes articles that contribute to theory from a number of disciplines, including business and public administration, organizational behavior, economics, sociology and psychology. Reviews of books relevant to management and organisation studies are a regular feature.
Special issues provide a unique and rich insight into the issue's research field.
The journal offers insights into selected research topics by providing potentially controversial perspectives, new theoretical insights, valuable empirical analyses and brief reviews of key publications. The aim is to establish the management revue as a top quality symposium journal for the international academic community.
The journal is available online via the Nomos eLibrary, ABI/INFORM Global and JSTOR. The management revue is indexed in the Web of Science™ Emerging Sources Citation Index (ESCI), Elesevier's Scopus and the RePEc services IDEAS and EconPapers.
Within the past ten to fifteen years the concept of Employer Branding (EB) has established itself as a widely known and highly regarded concept especially among Human Resource Management practitioners. In many organizations the development, implementation and communication of a distinctive and unique employer brand is meanwhile considered an important building block for gaining a competitive advantage in the so called “war for talent”. The paper at hand aims at critically exploring the conceptual foundations of employer branding by reviewing an extensive body of EB-literature consisting of standard references, scientific journal articles, textbooks as well as practitioner-oriented literature. This review reveals several general weaknesses, discrepancies and “blind spots” which cannot simply be attributed to some few single publications but rather call for a skeptical look upon the whole concept of employer branding itself. In conclusion the authors assert that the employer branding concept widely lacks innovative novelty as well as content-related persuasiveness. It should therefore be regarded as neither more nor less than a contemporary remake of what is and has for quite some time been well known as “Internal Marketing” or “HR Marketing”.