Education is a key factor to respond to the threat of climate change, increasing not only knowledge but also encouraging changes in attitudes and behaviors to adopt sustainable lifestyles. Scholars and practitioners in the field of education call for innovative ways of engaging youth—a reason why gamification has gained more attention in recent years. This paper aims at exploring the role of gamification in affecting pro-environmental behavioral change and searching for best practices for educational purposes. For that aim, pro-environmental gamification platforms are identified and analyzed by applying two different frameworks: the Octalysis Framework and the Climate Change Engagement through Games Framework. After scanning 181 cases, a final sample of six is analyzed and two of them are selected as best practices with higher potential to engage users in pro-environmental behavioral change: SaveOhno and JouleBug. Meaning, ownership, and social influence, as well as achievability, challenge, and credibility, are seen as core elements that can increase the success of gamification platforms. In conclusion, the more attributes are enclosed in the gamification design, the stronger physical and mental connections it builds up with participants. Insights from this study can help educators to select best practices and gamification designers to better influence behavioral change through game mechanics.

Energy transition is key to achieving a sustainable future. However, in this transition, an often neglected pillar is raising awareness and educating individuals on the benefits, complexities, and urgency of renewable energy supply and energy efficiency. This paper exemplifies an educational practice to create awareness on sustainable energy transition by playing a “serious” game, the We Energy Game. Concretely, this qualitative study aims to analyze communicational and educational aspects of the game by making use of a validated framework for serious games analysis, and to expose the opinion of players after maintaining group discussions. The analysis reveals a detailed insight of narrative elements, messages, and gameplay mechanisms, but also educative aspects to be considered by teachers if they are interested in putting the game into practice in their classes. The group discussion reveals that the game has been more successful in achieving cognitive (understanding/knowledge) and affective (emotion/interest and concern) engagement than in motivating attitudinal or behavioral engagement.

Purpose: 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.Design/methodology/approach: 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.Findings: 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.Originality/value: 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.

Despite increased attention since 2015, there is little consensus on why audiences believe or share disinformation. In our study, we propose a shift in analytical perspective by applying the concept of resilience. Through a systematic literature review (n = 95), we identify factors that have been linked to individuals’ resilience and vulnerability to disinformation thus far. Our analysis reveals twelve factors: thinking styles, political ideology, worldview and beliefs, pathologies, knowledge, emotions, (social) media use, demographics, perceived control, trust, culture, and environment. By applying the results to the socio-ecological model (SEM), we provide a comprehensive view on what constitutes resilience to disinformation, delineate between different levels of influence, and identify relevant gaps in research. Our conceptualization contributes to an under-theorized field, in which the term resilience is much used yet rarely sufficiently defined.

With employer branding (EB), businesses aim to align their organizational norms with the norms of their current and prospective employees, and they explicitly communicate about the firm’s norms. Communication, however, carries different meanings depending on the context in which one operates. Also, the organizational norms may vary depending on the context, i.e., industry, different countries, and geographical context in which a firm operates. As such, the process of EB may be context-dependent, too. This study explores if and how EB is applied differently in different country and industry contexts. The analysis draws on a quantitative content analysis of 226 job vacancies targeted at highly educated graduates and professionals in IT, energy, and healthcare from the North of the Netherlands and comparable regions from Germany and Bulgaria. Our findings show that EB, as manifested in core values and distinctive characteristics, is not widely adopted in the vacancies we included in our analysis. When adopted, different values are emphasized depending on the context. General information and job-specific information are most frequent among all industries and countries. EB is a multidimensional concept with different dimensions used according to the context. The study’s main implication is that companies need to be mindful of the context in which an EB strategy is used. A one-size-fits-all approach in EB is likely not the most effective. This is particularly relevant for multinationals that adopt a worldwide organizational brand.