The impact of perceived trustworthiness on love for news media brands needs further understanding, given that brand love brings significant business benefits. This article argues that perceived trustworthiness influences brand love for news media brands. More specifically, we explored the following: how much of the variance in brand love can be explained by the factors of perceived trustworthiness of a brand (integrity, benevolence, and ability), whether perceived trustworthiness relates differently to brand love in countries with different levels of trust in the media, and what is the relationship between political leaning and the perception of specific news media brands’ trustworthiness. The data were collected through an online survey in the Netherlands (N = 292) and Brazil (N = 239). Among the main findings, data indicated that brand love is influenced by perceived trustworthiness, and integrity is its best predictor. This study provides evidence of the importance of each factor of perceived trustworthiness for brand love, confirms the relation between political leaning and trust, and reveals the differences between these two countries.
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In this dissertation Maarten ter Huurne investigates why users in the sharing economy trust each other.
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The healthcare sector has been confronted with rapidly rising healthcare costs and a shortage of medical staff. At the same time, the field of Artificial Intelligence (AI) has emerged as a promising area of research, offering potential benefits for healthcare. Despite the potential of AI to support healthcare, its widespread implementation, especially in healthcare, remains limited. One possible factor contributing to that is the lack of trust in AI algorithms among healthcare professionals. Previous studies have indicated that explainability plays a crucial role in establishing trust in AI systems. This study aims to explore trust in AI and its connection to explainability in a medical setting. A rapid review was conducted to provide an overview of the existing knowledge and research on trust and explainability. Building upon these insights, a dashboard interface was developed to present the output of an AI-based decision-support tool along with explanatory information, with the aim of enhancing explainability of the AI for healthcare professionals. To investigate the impact of the dashboard and its explanations on healthcare professionals, an exploratory case study was conducted. The study encompassed an assessment of participants’ trust in the AI system, their perception of its explainability, as well as their evaluations of perceived ease of use and perceived usefulness. The initial findings from the case study indicate a positive correlation between perceived explainability and trust in the AI system. Our preliminary findings suggest that enhancing the explainability of AI systems could increase trust among healthcare professionals. This may contribute to an increased acceptance and adoption of AI in healthcare. However, a more elaborate experiment with the dashboard is essential.
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In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
Huzzy is een vrouwelijk georiënteerd condoommerk dat staat voor gelijkheid en diversiteit. Om de ideale omstandigheden te creëren voor een zo aangenaam mogelijke seksuele ervaring, streeft Huzzy naar het verbeteren van het welzijn van de vrouw door het verspreiden van een positieve boodschap waarbij assertiviteit en controle een centraal concept vormen, zowel voor, tijdens en na het hebben van seks.
De melkveehouderij heeft binnen circulaire voedselsystemen als doel een optimalisatie van het gebruik van veelal laagproductieve grond in interactie met productiesystemen van elders, onder andere door het gebruik van reststromen en mest. Een combinatie van ecologische en economische principes is daarbij het uitgangspunt. Nederlandse bedrijven en organisaties hebben veel kennis ontwikkeld voor het managen van bodem-dier-plant relaties die toepasbaar is in circulaire melkveehouderijsystemen. Doel van ‘Nederland Circular Hotspot’ is om de Nederlandse kennis en kunde over duurzame circulaire landbouw te delen met landen met opkomende economieën. Hogeschool van Hall Larenstein (VHL) heeft een langdurig samenwerkingsverband met de Agricultural Development Trust (ADT) in Baramati, Maharashtra, India. Onder andere via het Centre of Excellence voor Dairy, waarin ontwikkelvraagstukken voor de Indiase melkveehouderij onderzocht worden. Eén van de bij het CoE Dairy aangesloten groepen melkveehouders is de Sahiwal-club Maharashtra, die zich richt op versterking van bedrijven met traditionele melkveerassen. In dit project gaat het projectconsortium onderzoeken of en hoe het Nederlandse producten en dienstenpakket bijdraagt aan verdere ontwikkeling van het korte ketenmodel van de Sahiwal-clubleden. Daarbij wordt het lange-termijn perspectief van circulariteit en klimaatbestendigheid als uitgangspunt genomen. In het project werken VHL en ADT samen met WN-Advies, Aequator Groene Ruimte en Dairy Campus. In samenhang met hun netwerk in Nederland verkennen zij de waardepropositie van hun diensten voor circulaire melkveehouderij internationaal, gekoppeld aan de ontwikkelvraagstelling van de Sahiwal-club over melkafzet, dierproductie en grondproductie.
