PurposeThis study determines the influence of employer image on industry attractiveness in small and medium-sized hospitality firms by using the instrumental-symbolic framework adapted from marketing literature.Design/methodology/approachA total of 405 employees and 429 family firm owners in Bavaria were surveyed using a quantitative research design. The authors used linear and hierarchical multiple regression analyses for hypothesis testing using the variables included in the instrumental-symbolic employer image framework.FindingsThe study revealed differences in perception between employees and owners. Data showed that employees' ratings for instrumental attributes, such as job security and income options, and symbolic attributes, such as industry attractiveness, significantly differ from those of owners. Consistent with the instrumental-symbolic framework, owners' perceptions of symbolic attributes predicted their perceived industry attractiveness.Practical implicationsOwners may examine how their industry's image needs to be changed to gain positive perception by current and potential employees. Policymakers may benefit from the study’s results that may help them find the right focal points for strategies in promoting Bavaria's hospitality sector. As a result, an adequate and positive image is created that attracts workers for this sector.Originality/valueThe study addresses the rather under-researched stakeholder group of existing hospitality employees, particularly with respect to employer image. Furthermore, owners and employees are compared, regardless of their individually different relationships to the business. Employer image is connected with overall perceived industry attractiveness, stating that the industry comprises individual employing businesses and thus depends on employer image.

No abstract

No abstract

Gamification, i.e., the use of game elements in non-game contexts, aims to increase peoples’ motivation and productivity in professional settings. While previous work has shown both positive as well as negative effects of gamification, there have been barely any studies so far that investigate the impact different gamification elements may have on perceived stress. The aim of the experimental study presented in this paper was thus to explore the relationship between (1) leaderboards, a gamification element which exchanges and compares results, (2) heart rate variability (HRV), used as a relatively objective measure for stress, and (3) task performance. We used a coordinative smartphone game, a manipulated web-based leaderboard, and a heart rate monitor (chest strap) to investigate respective effects. A total of n = 34 test subjects participated in the experiment. They were split into two equally sized groups so as to measure the effect of the manipulated leaderboard positions. Results show no significant relationship between the measured HRV and leaderboard positions. Neither did we find a significant link between the measured HRV and subjects’ task performance. We may thus argue that our experiment did not yield sufficient evidence to support the assumption that leaderboard positions increase perceived stress and that such may negatively influence task performance.

No abstract