Downhill skiing in the Swedish mountain range is an activity that increases in number of visitors for each year. It attracts a large amount of tourist that visit the destinations for different reasons. In order to succeed amongst the amount of destinations, it ́s necessary to differentiate themselves from competitors, and work out a clear strategy of attracting visitors to their own destination. The aim of this study is to examine how Swedish destinations that offers downhill skiing to tourist works to create attractiveness. This is studied with factors such as competitive advantages between destinations, loyalty towards the tourists, how the organization in the destination works with segments and target groups, and at last, how accessibility affects the number of visitors. This has been done through semistructured informant interviews, with managers in the area at four different destinations in the Swedish mountain range, together with literature studies of previous studies in the field. The result of the study tells us about how the destinations work and their strategies to expand and attract more visitors. Many of the destinations consider loyalty as one of the most important factors for a successful destination in the long run. The result also shows how competitive advantages are a fundamental part of differentiating themselves from others, to have a clear vision of what they can offer, facilitates efforts to attract visitors.

Submitted by Haroudo Xavier Filho (haroudo.xavierfo@ufpe.br) on 2016-08-30T19:01:31Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Dissertação Luiz A. Lira Júnior.pdf: 1730176 bytes, checksum: 2e8db072089ef9bd7ce638de02965e3c (MD5) / Made available in DSpace on 2016-08-30T19:01:31Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Dissertação Luiz A. Lira Júnior.pdf: 1730176 bytes, checksum: 2e8db072089ef9bd7ce638de02965e3c (MD5) Previous issue date: 2016-04-01 / CAPES / A Entomologia Forense refere-se ao estudo dos insetos associados a situações criminais podendo ser utilizada como ferramenta auxiliar na investigação de crimes envolvendo morte violenta. A ordem Coleoptera (besouros) corresponde a segunda maior ordem de interesse forense. Dentre as espécies de importância forense, destaca-se Oxelytrum discicolle (Coleoptera: Silphidae), por estar associada frequentemente a carcaças e cadáveres humanos. Este trabalho teve como objetivos: i) compilar dados sobre a distribuição geográfica de O. discicolle na América do Sul com intuito de contribuir e atualizar a revisão feita para o gênero há 30 anos, abordando aspectos conservacionistas e climáticos que influenciam a distribuição da espécie; ii) investigar a atratividade alimentar de O. discicolle por carcaças de Sus scrofa em diferentes estágios de decomposição oferecidas simultaneamente em um fragmento de mata de galeria no Cerrado, discutindo características bionômicas, reprodutivas e ecológicas; iii) observar o padrão temporal diário de atividade (diurno vs. noturno) da espécie no Cerrado. Oxelytrum discicolle está atualmente distribuída em cinco países e o Brasil detém o maior número de referências na literatura, estando a espécie associada a ambientes florestais e de elevada altitude. Apesar desta ter sido a primeira vez que a espécies foi registrada em Brasília (Distrito Federal), O. discicolle foi a mais abundante, mostrando-se significativamente mais atraída por carcaças em estágios mais avançados de decomposição em ambas as estações. Uma correlação positiva foi encontrada entre a abundância dos indivíduos e a estação chuvosa. A espécie apresentou um padrão de atividade prioritariamente noturno. O número de machos e fêmeas coletados não diferiram significativamente durante todo o experimento. Dessa forma, a espécie é um potencial indicador para estudos forenses, corroborando estudos anteriores que sugerem o papel fundamental dos besouros em casos onde os cadáveres são encontrados em estágios mais avançados. / Forensic Entomology refers to the study of insects associated with criminal situations and can be used as an auxiliary tool in the investigation of crimes involving violent death. Coleoptera (beetles) is the second largest order of forensic interest. Among the species of forensic importance, Oxelytrum discicolle (Coleoptera: Silphidae) stands out, since it is often associated with carcasses and human corpses. This study aimed to: i) compile data on the geographical distribution of O. discicolle in South America in order to contribute and update the revision made about the genus 30 years ago, addressing conservation and climatic aspects that can have an influence in the species’ distribution; ii) investigate the attractiveness of O. discicolle by Sus scrofa carcasses at different stages of decomposition offered simultaneously in a gallery forest fragment in the Cerrado Biome, discussing bionomic, reproductive, and ecological characteristics; iii) observe the daily temporal pattern of activity (daytime vs. nighttime) of the species in the Cerrado. Oxelytrum discicolle is currently distributed in five countries, and Brazil has the largest number of references in the literature, being the species associated with forest environments and high altitude. Although this was the first time that the species was recorded in Brasília (Distrito Federal), it was the most abundant one, being significantly more attracted by carcasses in advanced stages of decomposition in both seasons. A positive correlation was found between the abundance of individuals and the rainy season. The species had a primarily nocturnal activity pattern. The amount of collected males and females did not differ significantly throughout the experiment. Thus, the species is a potential indicator for forensic studies, confirming previous studies that suggest the key role of beetles in cases where the bodies are found in more advanced stages.

The Aspects of Tourism Attractiveness: Case Study Lipno nad Vltavou Abstract: The village Lipno nad Vltavou is becoming one of the most progressively growing tourist destinations in the Czechia. It's a destination with a great potential for tourism development but it has been greatly suppressed due to the previous political system. Nowadays, the destination prosper again and its radical development can be seen in changes of functional land use, changing the composition of the offered services or the attitude of residents. This thesis should clarify if the destination is still for visitors an attractive tourist destination or it is already affected by tourism so much that it occurs to losing some visitors. key words: attractiveness, tourism, Lipno nad Vltavou

Recruitment is a mission-critical process for human resources management. Due to the high turnover rate and lack of specific skill requirements, the retail sector has an acute need to hire new employees to fill vacancies. Therefore, recruiting a relatively large number of new employees in a limited period of time is crucial for companies in the retail industry. Existing studies have suggested that by designing recruitment activities and utilising appropriate recruitment sources to promote and announce a job, employers are able to attract jobseekers to apply for jobs and join the organisation. The social communication theory highlights four major elements involved in any information communication: the information communicator (source), the information receiver (audience/jobseeker), the response (the receiver’s attitude towards the information received and the decision taken to apply or not) and the stimulus (the message/information content that is transmitted by the communicator). An individual’s ‘attitude’ towards the recruitment information can significantly affect their ‘intention’ of making a job application decision, and this intention can significantly influence their actual decision-making ‘behaviour’, such as accepting a job offer. Consequently, most of these studies focus on the effectiveness of the stimulus (e.g., how the design of the recruitment information content can attract more jobseekers).However, there are divergent results in the literature. For instance, numerous researchers have attempted to investigate how different recruitment information sources can impact jobseekers’ application and recruitment decisions. Some researchers claim that the formal, company-controlled, recruitment information sources, such as advertising and corporate websites, are less effective than informal. By contrast, other researchers indicate that formal sources are used and accepted more often by jobseekers because this information is regarded as considered to be more objective and reliable than the experience-based route (e.g., word-of-mouth). Some researchers suggest that employers should provide objective, hard information (confirmable information such as salary and location) and provide the message in the employer’s tone’ using company-controlled sources; thereby not to convey too much soft, experience-based information from employees. Only very limited research has considered the influences of receiver’s differences (individual differences) on the stimulus (content) and communications (source) as a moderator. The receivers’ differences could be the essential information that can be used to interpret the divergent findings in the literature. Psychologists have demonstrated that individual differences will influence personal values and will be translated into personal preferences. Decision-making research suggests that every decision-making process involves individuals’ decision habits and preferences. People tend to keep their decision habits and preferences throughout different decisions. Therefore, individual traits should be considered when seeking to understand how jobseekers evaluate information to make decisions. A well-known classification of individual differences that has been shown to affect decision-making preference is an individual’s decision-making style: maximisers (those who always try to find the best possible result and carefully evaluate all types of information from different sources) and satisficers (who aim for good-enough results and tend to save time resources). The present study aims to address the gap in the existing literature by exploring the possible reactions of different decision-making styles (maximiser vs. satisficer) in response to recruitment messages with different lengths, valences, forms and provider backgrounds that are provided from various sources. Study 1 and Study 2 are employed as groundwork studies to provide a deeper understanding of maximiser-style and satisficer-style retail-trade jobseekers’ traits. The results illustrate retail trade jobseekers’ job-information-seeking preferences and the relationship between an individual’s maximising tendency and other cognitive-based individual characteristics. The results suggest that employers should not exclude either maximiser-style or satisficer-style jobseekers because the current maximiser-style and satisficer-style employees demonstrated the same levels of job satisfaction with no particular group showed a higher or lower turnover intention. Based on the findings of Study 1 and Study 2, Chapter 5 starts with a scenario-based experiment (Study 3). This experiment assesses whether, when presented with a realistic job-information-searching scenario of receiving basic job information from a typical formal short job advertisement, maximisers and satisficers differ in their need for further information. It also explores whether further evaluation is required from informal information sources in relation to valence and tie strength. Study 3 leads to the reflection that staff ‘word-of-mouth’ (SWOM) messages were influential but could not be controlled by organisations. Study 4 expands the findings of Study 3 and tests whether employers can satisfy more maximiser-style and satisficer-style jobseekers’ information needs to encourage their perceived organisational attractiveness (OA) by providing more detailed formal job advertisement messages. The findings highlight that more details of hard information could effectively satisfy jobseekers’ information needs, even though a group of jobseekers still wanted to search for more experience-based information. However, the findings also show that more detailed messages only slightly increase maximisers’ perceived OA and do not increase satisficers’ perceived OA. By extending the findings of Study 3 and Study 4, three scenario-based experiments (Study 5.1, Study 5.2 and Study 5.3) are designed to test how employers can attract more maximiser-style and satisficer-style jobseekers by tailoring their recruitment messages. The results demonstrate that the SWOM-formed realistic job preview (RJP) messages with some negative information could best increase jobseekers’ perception of source credibility and OA. Furthermore, when maximisers and satisficers looked for different job positions they would perceive the source credibility differently if the background information of the information provider as different. A qualitative-based supplementary study (Study 6) is further conducted to delineate three issues that are not directly measured or not sufficiently clarified in the above-mentioned five studies. This complements Studies 3, 4 and 5 and theoretically enhances the understanding of how jobseekers refer to job recruitment messages and how they evaluate the job information. The results contribute to decision-making theory and social communication theory by demonstrating that the notion of maximisers and satisficers represents a significant and central individual trait in job-application information searching and decision-making in the retail trade. Furthermore, the findings suggest that an individual’s decision-making style is an influential moderator for the effectiveness of communication elements. This research also provides a fundamental basis for further studies to apply individual-differences in human resource management field.

The thesis explores the trend in recent years by HCI designers to create an interface which is increasingly more anthropomorphic in nature, due to advances in computer graphics and interface technologies. The thesis has researched the effects of one such manifestation of this anthropomorphic trend on the human user, which embodies the human persona, in the form of embodied agents. The thesis is anchored in the growing area of human-agent interaction studies; and how the agent's appearance in terms of their visual cues (i.e. gender, ethnicity, realism, and attractiveness levels), affects the human user interacting with these artificial entities. The aim of this thesis is to explore how the agents' visual appearance can elicit change in the user's perception and behaviour, in order to improve human-agent design, and the interaction experience for the user. The thesis extends HCI studies investigating the effect of embodied agents, by highlighting the effect of the attractiveness stereotype which can elicit various impressions, stereotypes and behavioural changes within the human user. The thesis results demonstrate that attractive agents were perceived and evaluated more positively, as well being more persuasive than the unattractive agents. Hence, the agents' attractiveness was the main visual cue which played a major role in affecting the participants' opinion and behaviour towards the agents. The thesis advances the current understanding of CASA, by providing evidence to suggest that although users may respond socially to agents; this human-agent experience is not always equal to human-human experience. The thesis concludes by stating that the CASA methodology and Media Equation require some modification and needs to be adapted when applied to human-agent interaction, and especially within the interaction-based context.

This thesis analyses influencers of employer attractiveness with high focus on company performance and other elements concerning company as such. Theoretical part of this thesis aims to bring relevant background for the practical analysis. In particular, it examines areas such as talent management, employee value proposition and employer branding and their connection to employer attractiveness. Practical part identifies objective and subjective drivers of employer attractiveness. This part consists of three analyses: Questionnaire, Correlation Analysis and RPC Graduate Survey. Triangulation of all three analyses brings complex results concerning employer attractiveness influencers. Empirical part works towards answering of research questions and creating a recommendation manual that shall help companies to become attractive employers.

The Master's thesis is focused on the migration of population within the Czech republic. The migration flows within each individual region are explored and compared with selected economic indicators of the regions. Regions of the Czech republic are chosen as the main units for analysis, complemented by research on individual counties. The analysis highlights key trends in spatial movement of the population in the recent years. Subsequently the analysis focused on, whether the population movement is associated with an economic attractiveness of given administrative unit. The hypothesis being whether the increase in economic indicators of an administrative unit is follow by an increase in migration inflows to that unit. This hypothesis was not confirmed in any of the analyzed regions; only a weak correlation was established.

Studien undersöker Älvsbyns kommuns arbetsgivarvarumärkning avseende lärare och berör frågan kring hur kommunen kan säkerställa dess kompetensförsörjning. Undersökningen är av kvalitativ karaktär och bygger på semistrukturerade intervjuer där fem verksamma lärares åsikter och tankar lyfts fram i relation till tidigare forskning. Den tidigare forskningen berör employer branding inom offentlig sektor och dess konkurrensfördelar gentemot privat sektor samt dess utvecklingsområden. Forskningen tar även avstamp i intern och extern arbetsgivarvarumärkning, detta för att få en mer nyanserad bild aven organisationens arbetsgivarvarumärkning.Studiens resultat visade att legitimerade lärare vid Älvsbyns kommun upplevde att kommunen utmärkte sig som en attraktiv arbetsgivare som värdesatte arbetsmiljöfrågor, kompetensförsörjning och lön högt. Återkommande var att respondenterna upplevde att arbetsgivaren även gav sitt fulla stöd för de förmåner som erbjöds, detta synliggjordes bland annat vid kompetensförsörjningen. Respondenterna menade att den utbildning som erbjöds var anpassad efter deras behov och att rektorerna stöttade de lärare som valde att läsa till fler ämnen. Vidare synlig gjordes vissa utvecklingsmöjligheter exempelvis marknadsföring av läraryrket, små klasser och fler grupprum. Relationsbyggande var även det ett återkommande tema, detta framhävdes med förslag om mentorskap och metoder för introduktion i syfte att behålla nyanställda. Sammanfattningsvis anses Älvsbyns kommun vara en attraktiv arbetsgivare med flera konkurrensfördelar, särskilt i relation till grannkommunerna.

This article investigates the antecedents and consequences of source credibility within the context of the relatively new but growing phenomenon of Chief Executive Officer (CEO) endorsers. The study results indicate that source credibility is a central determinant of a CEO endorsers’ ability to effect desired outcome states. Results also indicate that the effect of message source credibility on purchase intentions, though strong, is not direct because beliefs about critical product attributes mediate the effect of a message source’s credibility on behavioural intentions. The results of the study also indicate that models of source credibility derived from the celebrity endorser literature do not generalize to the CEO endorser context. Specifically, the attractiveness and expertise of the message source had no significant impact on receivers’ perceptions of credibility.

Organizations compete to attract and retain top talent and differentiate themselves from their competitors; they work on employer branding strategies. This study analyzed how organizations should communicate their employer brand in social media to attract Generation Z talent. This is a qualitative research with a phenomenology design. The research technique used was the semi-structured interview. Twenty university students and graduates of business or engineering schools were interviewed; they participated on a voluntary basis. This study reveals that participants apply to an organization for the following reasons: salary, work environment, reputation, benefits, and career path. Regarding social media, the interviewees’ favorites are LinkedIn and Instagram. In relation to social media content, companies should keep in mind that Generation Z not only wants to see job offers but also to learn more about them, specifically their characteristics, as this will increase their desire to become a part of them, and in some cases, may even be decisive in accepting an offer.