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Employer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness.

A quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis.

Results suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees.

The research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.

In this chapter, we outline the evidence regarding the status effects of physical attractiveness in the workplace. We frame the effects of attractiveness as power and status dynamics shaped by the context of the workplace. Attractiveness serves as a social status that mostly provides benefits in the workplace, although the results are not uniformly positive. We first explain attractiveness as a status characteristic and how it operates in general social interactions. We then examine these effects across three typical yet significant career development milestones in a worker's life: (1) the selection and hiring process of employment, (2) day-to-day interactions with colleagues and co-workers and (3) in leadership roles and positions.

Inner city centers not only provide opportunities for shopping, dining, and entertainment, but with their lively atmosphere and other vital attributes, also create attractive destinations for residents and tourists alike. However, inner city retailing, potentially the most important reason to visit an inner city, is facing serious competition from e-commerce and out-of-town shopping malls. Dying inner city centers have become a severe issue in recent years, worldwide. To counteract this devastating trend and ensure the vitality and viability of inner city centers, stakeholders from the public and private sectors regularly join their forces in initiatives to strengthen urban structures. However, academic insights into the contribution of retailing on perceived city attractiveness remain sparse. Relying on an extensive data set that combines survey and observational data, the authors are able to quantify a variety of inner city characteristics, ranging from its store and service provider portfolio to its ambience and accessibility, and measure their association with its perceived attractiveness. They show that a city's portfolio of retail stores is not only related to people's perceptions of the city's overall attractiveness but also perceptions of its ambience. However, not all retail categories contribute the same way; while the presence of clothing stores or booksellers is strongly associated with cities' ambience as well as attractiveness, other retail categories such as optometrists or electronics stores are negatively associated with consumers' inner city perceptions. Importantly, these relationships also depend on the size of the focal city. Based on their results, the authors provide important managerial and societal implications on how to leverage the local retailing environment to improve inner city attractiveness. For example, the results may inform (local) governments on which sectors to subsidize in order to attract those store and service provider categories that benefit inner city attractiveness.

The “what is beautiful is good” (WIBIG) effect implies that observers tend to perceive physically attractive people in a positive light. The authors investigate how the WIBIG effect applies to user personas, measuring designers' perceptions and task performance when employing user personas for the design of information technology (IT) solutions.

In a user experiment, the authors tested six different personas with 235 participants that were asked to develop remote work solutions based on their interaction with a fictitious user persona.

The findings showed that a user persona's perceived attractiveness was positively correlated with other perceptions of the persona. The personas' completeness, credibility, empathy, likability and usefulness increased with attractiveness. More attractive personas were also perceived as more agreeable, emotionally stable, extraverted and open, and the participants spent more time engaging with personas they perceived attractive. A linguistic analysis indicated that the IT solutions created for more attractive user personas demonstrated a higher degree of affect, but for the most part, task outputs did not vary by the personas' perceived attractiveness.

The WIBIG effect applies when designing IT solutions with user personas, but its effect on task outputs appears limited. The perceived attractiveness of a user persona can impact how designers interact with and engage with the persona, which can influence the quality or the type of the IT solutions created based on the persona. Also, the findings point to the need to incorporate hedonic qualities into the persona creation process. For example, there may be contexts where it is helpful that the personas be attractive; there may be contexts where the attractiveness of the personas is unimportant or even a distraction.

The findings point to the need to incorporate hedonic qualities into the persona creation process. For example, there may be contexts where it is helpful that the personas be attractive; there may be contexts where the attractiveness of the personas is unimportant or even a distraction.

Because personas are created to closely resemble real people, the authors might expect the WIBIG effect to apply. The WIBIG effect might lead decision makers to favor more attractive personas when designing IT solutions. However, despite its potential relevance for decision making with personas, as far as the authors know, no prior study has investigated whether the WIBIG effect extends to the context of personas. Overall, it is important to understand how human factors apply to IT system design with personas, so that the personas can be created to minimize potentially detrimental effects as much as possible.

Drawing on the contemporary literature and the theory of employer attractiveness, the authors aimed to examine key antecedents and consequences of employer attractiveness by proposing functional hypotheses and relationships between some endogenous variables.

Using the quota-cum-purposive sampling method, the unit of analysis selected for this study was millennials aged 18–35 years and working in the hospitality, travel, tourism and leisure (HTTL) sectors for the last two years. A total of 218 responses were collected in three months (June–August 2022). The data were analysed using partial least squares structural equation modelling (PLS-SEM).

For young employees, company recruitment behaviour, company image and source credibility are significantly and directly related to company attractiveness. The relationship between company image and employee word of mouth (WOM) was significantly positive. Company recruitment behaviour was found to significantly influence employee commitment. Company attractiveness was found to be directly related to young employees' WOM about the company and commitment to it.

The study establishes the significance of company attractiveness because a company's success largely depends on the company's ability to attract and retain a talented and skilled workforce. Moreover, the present study provides much-needed insights to policymakers and regulators that can help the policymakers define and implement favourable policies to promote and protect the country's job market and offer directions to youth employment.

This study aims to investigate the factors driving viewers' purchase intention in live-streaming by incorporating stimuli–organism–response (S–O–R) framework and extroversion–introversion personality perspectives.

Data collected from 228 users on live-streaming platforms in Taiwan were used to test the proposed model. The partial least squares method was used to test the measurement and the structural models.

Product attractiveness and trust in streamer significantly impacts purchase intention. The results also reveal that interactivity, breadth of information and uniqueness of information significantly impact product attractiveness, whereas social presence, breadth of information and uniqueness of information positively affect trust in streamer. Furthermore, streamer attractiveness has a greater effect on the purchase intention of extroverts.

This study investigates how the features of media, message and streamer impact purchase intention through their reactions to live-streaming. This research is also one of the earliest studies to examine the moderating role of extroversion–introversion personality on purchase intention and its antecedents in live-streaming commerce.

Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment theory (Hackman and Oldham, 1976) and Maslow's (1943) theory of the hierarchy of needs, the impact of flexible work practices (FWPs), on employee work engagement and organizational attractiveness, with the mediating lens of work life enrichment.

Field data were collected at five higher education institutions located in the Islamabad Capital Territory (ICT) of Pakistan, using the convenience sampling technique and analyzed under the quantitative research paradigm.

This study substantiates with an empirical evidence that flexible work practices (FWPs) have a significant positive impact on both employee work engagement and organizational attractiveness. Markedly, the study findings reveal that the said impact is significantly stronger than that of sabbaticals. Furthermore, the study reveals that the positive relationship is mediated by work life enrichment, signaling its significance in understanding FWP's such impact on employee work engagement and organizational attractiveness.

The study findings provide significant implications for academia, practitioners, and policymakers, in evidence-based recommendations for higher education institutions to design and implement FWPs that are effective in enhancing employee work engagement and organizational attractiveness, and, in turn, leading to improved organizational performance.

This research study provides a novel contribution to the existing literature by exploring the combined impact of flexible work practices on employee work engagement and organizational attractiveness in the peculiar context of Pakistan's public sector higher education institutions. Additionally, the study's focus on the mediating role of work life enrichment further adds to its novelty.

User feedback inferred from the user's search-time behavior could improve the learning to rank (L2R) algorithms. Click models (CMs) present probabilistic frameworks for describing and predicting the user's clicks during search sessions. Most of these CMs are based on common assumptions such as Attractiveness, Examination and User Satisfaction. CMs usually consider the Attractiveness and Examination as pre- and post-estimators of the actual relevance. They also assume that User Satisfaction is a function of the actual relevance. This paper extends the authors' previous work by building a reinforcement learning (RL) model to predict the relevance. The Attractiveness, Examination and User Satisfaction are estimated using a limited number of the features of the utilized benchmark data set and then they are incorporated in the construction of an RL agent. The proposed RL model learns to predict the relevance label of documents with respect to a given query more effectively than the baseline RL models for those data sets.

In this paper, User Satisfaction is used as an indication of the relevance level of a query to a document. User Satisfaction itself is estimated through Attractiveness and Examination, and in turn, Attractiveness and Examination are calculated by the random forest algorithm. In this process, only a small subset of top information retrieval (IR) features are used, which are selected based on their mean average precision and normalized discounted cumulative gain values. Based on the authors' observations, the multiplication of the Attractiveness and Examination values of a given query–document pair closely approximates the User Satisfaction and hence the relevance level. Besides, an RL model is designed in such a way that the current state of the RL agent is determined by discretization of the estimated Attractiveness and Examination values. In this way, each query–document pair would be mapped into a specific state based on its Attractiveness and Examination values. Then, based on the reward function, the RL agent would try to choose an action (relevance label) which maximizes the received reward in its current state. Using temporal difference (TD) learning algorithms, such as Q-learning and SARSA, the learning agent gradually learns to identify an appropriate relevance label in each state. The reward that is used in the RL agent is proportional to the difference between the User Satisfaction and the selected action.

Experimental results on MSLR-WEB10K and WCL2R benchmark data sets demonstrate that the proposed algorithm, named as SeaRank, outperforms baseline algorithms. Improvement is more noticeable in top-ranked results, which usually receive more attention from users.

This research provides a mapping from IR features to the CM features and thereafter utilizes these newly generated features to build an RL model. This RL model is proposed with the definition of the states, actions and reward function. By applying TD learning algorithms, such as the Q-learning and SARSA, within several learning episodes, the RL agent would be able to learn how to choose the most appropriate relevance label for a given pair of query–document.

Digitalization in marketing activities has made it easier for people to make purchase decision. This platform encourages every firm to optimize digitalization as part of its marketing strategy. Optimization of attractive digital marketing involves advertising attractiveness, influencer marketing and online customer reviews. This study aims to investigate advertising attractiveness, influencer marketing and online customer reviews on purchase decision.

The study was conducted with a quantitative approach. A total of 120 respondents were involved in this study by using convenience sampling techniques in data collection. Multiple linear regression was used to analyze the data.

The results of the study show that influencer marketing and online customer reviews have an impact on online purchase decision. Meanwhile, advertising attractiveness does not show any influence on purchase decision.

Despite the start-ups have modified the website by increasing the content to make it more informative, it seems that customers are not interested in making a purchase. Therefore, notwithstanding the role of website attractiveness, the use of physical attractiveness is still considered an effective way to encourage customers to make purchasing decisions. In this way, a firm needs to make adjustments between the customers' personality, lifestyle and attitudes and endorsers.

This study developed previous empirical studies which a positive relationship between advertising attractiveness, influencer marketing, online customer reviews and purchase decision. The development of the model was carried out by elaborating variable indicators. In addition, the source of increasing credibility was not based on physical attractiveness, but rather emphasizes the website quality.

This study aims to examine the relative effects of three organizational brand types (product, employment and corporate social responsibility brands) on organizational attractiveness. The potential differences in the impacts exerted by each brand on organizational attractiveness between the US and Chinese job seekers are also examined.

A policy-capturing design was used among both US and Chinese participants to test the hypothesized relationships using multilevel modeling.

Results suggest that each brand type independently contributes to the prediction of attractiveness, with the employment brand a significantly stronger predictor than the other two. Besides, the strength of relationships between brands and organizational attractiveness varies among job seekers from different national contexts.

The findings contribute to the limited understanding of how different types of brands together influence organizational attractiveness among job seekers, and the role national context plays in it.