Aspiring Higher: The Role of Objective Manager-Employee Work Values Fit in Employee Brand Movement Intentions

Multinational corporations attend to the unique challenge of managing employee mobility across various brands. While high tenure and high organizational commitment have been shown to increase retention attitudes, the organizational behavior literature has been notably silent regarding the factors contributing to employees’ aspirations to work in ‘bigger and better’ brands. Brand movement intentions of employees of a large, international professional services corporation were studied. Findings support the introduction of an objective measure of manager-employee work value fit and suggest employee brand movement is propelled in part by need for prestige.