L’acquisition des meilleurs profils représente un enjeu stratégique et une source de compétitivité pour les organisations, lesquelles se sont intéressées de plus en plus au développement d’outils et de pratiques pour se différencier sur le marché du travail en tant qu’employeurs.En effet, des facteurs tels que l’innovation technologique, les restructurations, la démographie et les fusions ont contribué à l’accroissement de la demande en terme de compétences pointues et profils spécifiques. Plus que jamais, attirer et retenir les meilleurs talents sont devenus une priorité et une garantie de succès des organisations.Au niveau de la recherche académique, l'attractivité de l'employeur a été abordée sous plusieurs angles, notamment depuis le développement du concept de la marque employeur. Cependant, malgré la richesse des écris sur le sujet, nous constatons qu'il existe une lacune concernant l'étude des caractéristiques individuelles et leurs effets sur le choix des candidats potentiels des attributs attractifs qui constituent la marque employeur.La présente thèse étudie l’influence des traits de personnalité des candidats potentiels sur le choix des attributs de la marque employeur.Pour cela, une étude quantitative sur un échantillon de 1062 candidats potentiels (salariés et étudiants) a été réalisée. Elle met en évidence la relation entre les traits de personnalité des candidats potentiels et leur influence sur le choix des attributs recherchés chez un employeur et fait également ressortir également des différences entre les deux catégories de l’échantillon.D’un point de vue théorique, cette étude contribue à l’enrichissement de la recherche sur le concept de la marque employeur, puisqu’il n'existe pas d'études qui traitent le lien entre la personnalité des candidats potentiels et les attributs perçus comme attractifs chez un employeur.D’un point de vue managérial, elle permet aux organisations de comprendre les conséquences des attributs organisationnels affichés et les personnalités susceptibles d’êtres attirées et ainsi donner la possibilité aux praticiens d’ajuster et ou orienter le contenu de la marque employeur selon les traits de personnalité recherchés. / Hiring the best profiles has become a source of competitive advantage as well as a strategic challenge for most organizations today. It constitutes one of the salient tasks of human resources practitioners as far as recruitment is concerned.The current organizational changes triggered by globalization, innovation, demography, mergers and acquisitions and restructuring among other things have made it mandatory for corporations to attract and retain the best talents in order to secure the organization’s success.At the academic level, employer attractiveness, seeking to understand the work value preferences of current and/or future employees, has been tackled from different facets since the emergence of the Employer Branding concept. However, we have noted a scarcity in studies dealing with individual features characterizing the Employer Branding concept as a strategic tool of competitiveness in analyzing both the influence of personality traits for potential candidates and the preferred employer’s attributes.We have conducted a quantitative study based on a sample of 1062 (students and employees). It highlights three key points: Firstly the study sheds the light on the relationship between the candidates personality traits and the employer’s sought attributes. Secondly, it shows the influence of individual characteristics on the candidate’s choice and finally, it highlights the difference among different sample’s categories.From a theoretical point of view, the results derived from this study enrich our understanding of the employer branding by confirming the relationship between personality traits and organisational attributes.From a managerial point of view, the study reveals to practioners the importance of the communication about the components of the employer branding and the personality characteristics of the would-be potential candidates. It also paves the way for the employer to adjust or orient the contents of the employer branding according to personality traits sought by the organization.

Orientador: Norma Regina Truppel Constantino / Resumo: A pesquisa parte da análise da rua, um espaço comum a todos, que está enraizado em nossa mente ao pensarmos na cidade. A paisagem formadora de uma rua pode atrair ou não usuários para esse espaço. No início da formação das cidades, a rua era o local onde tudo acontecia: comércios, trocas, circulações, conversas importantes ou rotineiras. Com a evolução e o desenvolvimento das tecnologias, a forma urbana foi se adaptando e se modificando, assim como o cotidiano das pessoas. A popularização do automóvel foi um grande marco para essa transformação. Além disso, as tecnologias aumentaram a atratividade de estar em locais privados e muitas ruas deixaram de ser o palco de atividades e o espaço de permanência das pessoas. Esses fatores modificaram a paisagem urbana. O objetivo aqui é compreender os elementos atrativos nesse tipo de espaço a partir do estudo de sua paisagem contemporânea. Para isso, a metodologia propõe, além do aprofundamento teórico, o estudo de caso da Avenida Nações Unidas em Bauru, utilizando análises físicas e perceptivas, para entender e definir sua atratividade. Através do embasamento teórico, é possível gerar base para futuros projetos que se preocupem mais em construir paisagens urbanas atrativas, estabelecendo diretrizes para esse fim. Definindo uma boa paisagem para as ruas, é possível, portanto, contribuir para a qualidade de vida nas cidades. / Abstract: The research starts from street analysis, a common space for all, which is rooted in our minds when thinking in cities. The former landscape of a street may or may not attract users for this space. Early in the formation of the cities the street was the place where everything happened; business, exchanges, circulations, important or casual talks. With the evolution and development of technologies, the urban form has been adapting e changing, just like the daily life of people. The car popularization was a great frame for this transformation. Besides, the technologies increased attractiveness of being in private places and many streets are no longer the stage of activities and the living space of people. These factors have changed the urban landscape. The objective here is to comprehend the attractive elements in this type of spaces from the study of this contemporary landscape. For this the methodology proposes, besides the theoretical deepening, the case study of avenue Nações Unidas in Bauru, using physical and perspectives analysis, to understand and define its attractiveness. Through theoretical background is possible to generate basis to future projects who are more concerned with building attractive landscapes, establishing guidelines for this purpose. Defining a good landscape for streets is possible, therefore, to contribute to the quality of life in the cities. / Mestre

This thesis focusses on choice of partner, courtship, and stability of relationship. The emphasized phenomenon within this field are namely evolutionary origins of attractiveness and attraction, endocrine, behavioral, verbal and paraverbal displays. The courtship in this thesis is divided into three major phases - attractivity, proceptivity and receptivity - following suggestion of Beach, Freund and Money. Each of these phases is typical by certain types of behavior and reaction, such as hormonal response, vocal displays as is described in review of literature in the theoretical part. In the second, practical part, consists of four articles that address one specific phenomenon at time. The first article is focused on choice of partners in real world and their presence in sexual fantasy repertoire. The second article addresses vocal modulation when speaking to member of opposite sex who we find attractive or unattractive. The third article introduces hormonal response on possibility of gaining and loss of a potential partner in virtual courtship scenario. And finally, the fourth discusses role of female orgasm in relation to sexual and overall satisfaction in the relationship. The studies are original, and bring innovative insight to human mate-choice and courting, providing further scientific...

The human sexual response is a dynamic combination of cognitive, emotional, and physiological processes. To this day, not many studies have dealt with measurment of female sexual arousal in relation to the attractivness of presented stimuli or studies dealing with states of undress and different phases of sexual arousal of men presented by erection. The goal of the study was to test the difference in female sexual arousal during exposure to erotic photographs displaying men with different level of attractiveness and arousal. Female sexual arousal of 32 heterosexual women were measured by vaginal plethysmograph (BIOPAC system). Women showed increased genital arousal to attractive stimuli and to stimuli depiciting erected penis. The results showed that erected penis itself could be a sexual attractant regardless of model's attractiveness. Key words: female sexual arousal, vaginal pletysmography, male attractiveness

Background. Human capital, often referred to as talent, has become a key source of competitive advantage. Due to the scarcity and competition for such talent scholars and practitioners are constantly trying to find new ways to attract, engage and retain highly soughtafter employees. The recent recession and economic slow-down has, however, led to diminished financial resources which has meant that talent management strategies have had to shift with greater focus being placed on non-financially centred offers to attract talent. Such non-financial offers include employer branding (EB) and corporate social responsibility (CSR). Research Purpose. The aim of the present study was to investigate the role of perceived corporate social responsibility (CSR) on employer brand and organisational attractiveness perceptions. To achieve this aim, two research objectives were set. The first objective was to establish whether statistically significant positive causal relationships exist between perceptions of CSR, employer brand and organisational attractiveness (OA). The second objective was to estimate the relative importance of CSR and employer brand amongst other typical financial and non-financial reward elements or factors, i.e. when trade-offs need to be made. Research Design and Methodological approaches. An experimental research design was utilised and primary quantitative data was collected by means of convenience, i.e. nonprobability sampling. A realised sample of n=137 was obtained. To address the objectives stated above, a two method approach was utilised. Firstly, a 22 or 2 (CSR present or not present) x 2 (employer branding present or not present) full-factorial experiment was utilised to investigate the causal relationships with organisational attractiveness (the dependant variable). Participants were randomly assigned to one of four conditions and perceived level of attractiveness measured after being exposed to one of four fictitious recruitment posters in which the CSR and employer brand were manipulated. The validity and reliability of the organisational attractiveness scale was assessed using Principle Components Analysis (PCA) and calculating Cronbach α coefficients, respectively The data were then analysed using descriptive statistics and a 22 within-subjects Analysis of Variance (ANOVA). To address the second objective, a fractional experiment was used to estimate the relative importance of CSR when randomly manipulating several typical financial and non-financial total reward factors or elements, i.e. those typically offered to prospective employees to attract them, including remuneration, benefits, work-life balance, performance and recognition, and development and career opportunities. This was done by utilising Choice-based modelling (CBM) or choice-based conjoint analysis. The Preference Lab software was used to conduct this experiment and collect the data. Part-utility worths were then calculated to assess the relative importance of each of the six attributes. Finally, the conjoint utilities were then used to identify distinct cohorts of respondents using two-step cluster analysis. Results. The results of the 22 within-subjects or full factorial Analysis of Variance (ANOVA) revealed statistically significant main effects, as well as statistically significant interaction effects. Moreover, the CBM revealed that, in relation to the other four attributes (i.e. renumeration, work-life balance, career development and advancement and, performance management and recognition) CSR and employer branding were ranked as the third and fifth most important attributes, respectively. When identifying distinct cohorts of respondents, using cluster analysis, a 2-cluster and a 3-cluster solution was found. Findings. It was determined that when CSR is present there is an increase in organisational attractiveness and, when a desirable employer brand is present there is an increase in organisational attractiveness. Additionally, renumeration and work-life balance were ranked as relatively more important than CSR and, renumeration, work-life balance, CSR and, career development and advancement were ranked as relatively more important than employer branding. Contribution of the study. The present study hopefully contributes to a better understanding of the role of CSR and employer branding in talent attraction and so adds to the available literature in this field of study, as well as provides further theoretical perspectives on the importance of CSR in the field of reward- and talent-management. Practically, the insights gleaned from the data could be used by organisations to inform talent attraction strategies, practices and policies which may assist in attracting highly sought-after human capital and subsequently positively impact on organisational performance and sustainable organisational success. By better understanding the positive causal effect of CSR on employer brand perceptions and desirable organisational outcomes such as organisational attractiveness, this knowledge can be used to make a compelling business case for CSR. Augmenting the argument that CSR “..is the right thing to do” on the one hand, with evidence that CSR makes good business sense, makes for a compelling win-win argument for organisations to make greater social investments with obvious benefits for communities and society at large.

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Extremely polymorphic genes of major histocompatibility complex (MHC) play a significant role in the function of immune system by recognizing heterogeneous particles, mainly pathogenic origin. Previous research on various vertebrate species indicates that MHC influences individual body odour and mate choice preferences. Many individuals tend to prefer MHC dissimilar partner so that warrants them an offspring resistant against wider spectrum of infections. Research on MHC-related mate preferences in humans, however, is inconclusive to date. Several studies indicate that women not taking hormonal contraceptives prefer the smell of MHC dissimilar partners while other studies have not come to this conclusion. This can be caused by the absence of potentially influencing factors like the menstrual cycle phase. The aim of this study was to test MHC-similarity mate choice preferences in odour, facial and vocal modalities. In particular, we focused on a potential effect of hormonal contraception. Furtermore, we tested preferential shifts across the menstrual cycle by comparing women's preferences in the follicular and the luteal phase in pill and non-pill users. A group of 52 women in different phases of their menstrual cycle rated odour samples, photos and vocal recordings taken from 51 men. All...

Background: Social media have had a big influence on consumers engagement and the upcoming of social media influencers. Social media influencers are often seen as people who are similar to their audience and could be seen as strong opinion leaders. Social media influencer marketing is becoming more and more beneficial for businesses to implement in their marketing strategy. In order to know how to choose the right SMI for the cause, it could be useful to consider four specific characteristics of social media influencers. The characteristics have previously been examined in quantitative research, focusing on the relationship between the characteristics and purchase intention. Therefore, a certain need to explore how this relationship influence consumers’ purchase intentions has been identified. Purpose: The purpose of the study was to explore how consumers purchase intentions are influenced by social media influencers characteristics. The question that was asked in the study was how does each of the characteristics of social media influencers influence consumers’ purchase intentions. Methodology: This thesis used a qualitative approach and was of exploratory nature. The data was gathered through unstructured in-depth interviews based on a purposive sample considering the age group (millennials born between 1980-1996) as well as the participants frequently consuming social media influencers. The researchers verified theoretical saturation at six interviews. Conclusion: The main findings of this thesis entail how consumers’ purchase intentions are influenced by social media influencers characteristics. What was concluded is that there are eight categories that explain how the respondents thought that social media influencers can achieve with being attractive, being perceived as similar to their consumers, being authentic and being trustworthy in order to influence their purchase intentions.

Background: ​The concept of CSR has become a more discussed topic in relation to employer attractiveness in recent years. Recent research pointed in the direction of CSR to be a vital tool to be utilised in order for employers to enhance their employer attractiveness. By implementing CSR within an organisations agenda, will initially increase the number of job applicants. However, employer attractiveness in relation to CSR was still treated as a generic term, and not divided into specific values. Therefore, the authors divided​ ​the values within employer attractiveness (Interest, Social, Economic, Development and Application Value) and investigated which of the five values within employer attractiveness that were positively impacted by CSR. Purpose: ​The purpose of this paper was to explain how CSR impact employer attractiveness. Methodology: ​This thesis had a quantitative research method based on previous studies, hence, a deductive approach. The purpose was of an explanatory nature and the authors utilized a cross-sectional research design. The authors created an online survey that gathered 280 responses through the use of non-probability sampling in the form of a convenience sample. Findings: ​In this study, four out of the five hypotheses were accepted meaning that CSR positively impacts employer attractiveness. Furthermore, the authors cross-checked the independent and dependent variables together with control questions such as gender, age and occupation. Resulting in gender, age and occupation not having a significant impact on the result. Conclusion: ​The authors conclude that CSR positively impacts employer attractiveness through the measured values of Interest, Social, Development and Application Value. The authors could not conclude that CSR had a positive impact on Economic Value meaning that the hypothesis (H3) was rejected.

Background: Start-ups foster economic development, create new jobs and generate economic value. However, most start-ups fail during the development phase. Generally, after five years 80% of the start-ups fail and need to shut down their business. A challenging task that start-ups need to overcome is the labour shortage within the industry. With the existing literature focusing on how business generally can attract employees, a gap in the literature was identified on how start-ups can attract employees.   Purpose: The study’s purpose is to explore how start-ups can work to attract employees during the development phase of the business. Moreover, the aim is to explore why employees are attracted to the start-up industry and how managers work with recruitment.  Method: Semi-structured interviews with nine relevant participants who operate in the start-up environment as managers or employees were performed. The interviews were conducted by using a qualitative method with an inductive approach and data were analysed by using a systematic thematic analysis, which further led to the creation of a conceptual model.   Conclusion: The findings suggest start-ups to implement employer branding to increase the brand’s visibility. The beneficial opportunities associated with start-ups is a factor that would be recommended to prioritise to increase the attraction to the industry. This means that there is space for improvement regarding start-ups attraction. In addition to this conclusion, findings also suggest start-ups to implement a recruitment system.