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Online labour markets (OLMs) have recently become a widespread phenomenon of digital work. While the implications of OLMs on worker well-being are hotly debated, little empirical research examines the impact of such work on individuals. The highly competitive and fast-paced nature of OLMs compels workers to multitask and to perform intense technology-enabled work, which can potentially enhance technostress. This paper examines the antecedents and well-being consequences of technostress arising from work in OLMs.

The authors draw from person–environment fit theory and job characteristics theory and test a research model of the antecedents and consequences of worker technostress in OLMs. Data were gathered from 366 workers in a popular OLM through a large-scale online survey. Structural equation modelling was used to evaluate the research model.

The findings extend existing research by validating the relationships between specific OLM characteristics and strain. Contrary to previous literature, the results indicate a link between technology complexity and work overload in OLMs. Furthermore, in OLMs, feedback is positively associated with work overload and job insecurity, while strain directly influences workers' negative affective well-being and discontinuous intention.

This study contributes to technostress literature by developing and testing a research model relevant to a new form of work conducted through OLMs. The authors expand the current research on technostress by integrating job characteristics as new antecedents to technostress and demonstrating its impact on different types of subjective well-being and discontinuous intention. In addition, while examining the impact of technostressors on outcomes, the authors consider their impact at the individual level (disaggregated approach) to capture the subtlety involved in understanding technostressors' unique relationships with outcomes.

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.

The hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually identifying and hiring new employees. The purpose of this paper is to discuss how hospitality and tourism organizations can use electronic human resource management (eHRM) and artificial intelligence (AI) to help recruit and select qualified employees, increase individual retention rates and decrease the time needed to replace employees. Specifically, it discusses how e-recruiting and e-selection and AI tools can help hospitality and tourism organizations improve recruiting and selection outcomes.

Research on eHRM, AI, employee recruitment and employee selection are applied to the hospitality and tourism industry and insights for how eHRM and AI can be applied to the industry are discussed.

eHRM and AI have the potential to transform how the hospitality and tourism industry recruit and select employees. However, care must be taken to ensure that the insights gained and the decisions made are well received by employees and lead to better employee and organizational outcomes.

This paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.

This paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.

Drawing on the signaling theory and technology acceptance model, the main purpose of this study was to predict prospective employees' intentions to apply for jobs in a firm, with a special focus on the mediating role of attitudes toward corporate websites and the moderating role of perceived value fit.

Collecting data from a convenient sample of 318 prospective job candidates, the research hypotheses were tested using structural equation modeling (SEM) with AMOS (version 24) and SPSS Process Macro (version 3.4).

The test results revealed that prospective employees' attitudes toward corporate websites partially mediate the association of corporate reputations, perceived ease of use and perceived usefulness with their intentions to apply for jobs in an organization. Noticeably, perceived value fit moderated the perceived usefulness–application intentions link in such a way that the impact of perceived usefulness on intentions to apply appears higher for individuals with a low level (than a high level) of perceived value fit.

Consistent with the research findings, a notable theoretical contribution and practical implications for HR professionals have been discussed. This paper ends with outlining some limitations and future research directions.

Despite having the salient buffering effects of perceived value fit on the applicant attraction process, empirical study on this theoretical phenomenon is still sparse in a pre-employment context. This may be the first study that demonstrates under what circumstances prospective employees' job pursuit intentions could be optimized in respect of their perceived value fit within a single framework comprised of two theories.

Terrestrial laser scanning (TLS) point clouds have been widely used in deformation measurement for structures. However, reliability and accuracy of resulting deformation estimation strongly depends on quality of each step of a workflow, which are not fully addressed. This study aims to give insight error of these steps, and results of the study would be guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds. Thus, the main contributions of the paper are investigating point cloud registration error affecting resulting deformation estimation, identifying an appropriate segmentation method used to extract data points of a deformed surface, investigating a methodology to determine an un-deformed or a reference surface for estimating deformation, and proposing a methodology to minimize the impact of outlier, noisy data and/or mixed pixels on deformation estimation.

In practice, the quality of data point clouds and of surface extraction strongly impacts on resulting deformation estimation based on laser scanning point clouds, which can cause an incorrect decision on the state of the structure if uncertainty is available. In an effort to have more comprehensive insight into those impacts, this study addresses four issues: data errors due to data registration from multiple scanning stations (Issue 1), methods used to extract point clouds of structure surfaces (Issue 2), selection of the reference surface S_ref to measure deformation (Issue 3), and available outlier and/or mixed pixels (Issue 4). This investigation demonstrates through estimating deformation of the bridge abutment, building and an oil storage tank.

The study shows that both random sample consensus (RANSAC) and region growing–based methods [a cell-based/voxel-based region growing (CRG/VRG)] can be extracted data points of surfaces, but RANSAC is only applicable for a primary primitive surface (e.g. a plane in this study) subjected to a small deformation (case study 2 and 3) and cannot eliminate mixed pixels. On another hand, CRG and VRG impose a suitable method applied for deformed, free-form surfaces. In addition, in practice, a reference surface of a structure is mostly not available. The use of a fitting plane based on a point cloud of a current surface would cause unrealistic and inaccurate deformation because outlier data points and data points of damaged areas affect an accuracy of the fitting plane. This study would recommend the use of a reference surface determined based on a design concept/specification. A smoothing method with a spatial interval can be effectively minimize, negative impact of outlier, noisy data and/or mixed pixels on deformation estimation.

Due to difficulty in logistics, an independent measurement cannot be established to assess the deformation accuracy based on TLS data point cloud in the case studies of this research. However, common laser scanners using the time-of-flight or phase-shift principle provide point clouds with accuracy in the order of 1–6 mm, while the point clouds of triangulation scanners have sub-millimetre accuracy.

This study aims to give insight error of these steps, and the results of the study would be guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds.

The results of this study would provide guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds. A low-cost method can be applied for deformation analysis of the structure.

Although a large amount of the studies used laser scanning to measure structure deformation in the last two decades, the methods mainly applied were to measure change between two states (or epochs) of the structure surface and focused on quantifying deformation-based TLS point clouds. Those studies proved that a laser scanner could be an alternative unit to acquire spatial information for deformation monitoring. However, there are still challenges in establishing an appropriate procedure to collect a high quality of point clouds and develop methods to interpret the point clouds to obtain reliable and accurate deformation, when uncertainty, including data quality and reference information, is available. Therefore, this study demonstrates the impact of data quality in a term of point cloud registration error, selected methods for extracting point clouds of surfaces, identifying reference information, and available outlier, noisy data and/or mixed pixels on deformation estimation.

The purpose of this paper is to directly link information technology (IT) education with real-world phenomena.

The selected objectives are achieved by modeling line of sight (LOS) and nonline of sight (NLOS) mobile channels using corresponding distributions. Within the described experiments, students verify whether modeled generators generate random variables accordingly to the selected distribution. The results of observations are directly compared with theoretical expectations. The methodology was evaluated by students via questionnaires.

The results show that the proposed methodology can help graduate or undergraduate students better comprehend lectured material from mobile communications or mathematical statistics.

The hands on experience using the EMONA system make the approach original.