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This paper aims to examine the impact of employee-based brand equity (EBBE) and perceived environmental uncertainty (PEU) on firm performance.

Data were collected through an e-mail survey from fast-moving consumer goods (FMCG) firms in the UK and UAE. Sample sectors included cosmetics and toiletries, household care products, packaged food, soft drinks and tobacco firms. Quantitative data were analyzed using structural equation modeling.

The results suggest strong support for the hypothesized relationships, thereby providing strong validation for the proposed model. One interesting finding was that the PEU affected employee brand equity significantly stronger in the UK than in the UAE. This phenomenon is explained in the discussion section.

Although several studies have indicated several other elements for EBBE, such as brand commitment and brand citizen behavior, the authors borrowed King et al.’s (2012) EBBE concept and limited their variables on EBBE for brand endorsement, brand allegiance and brand consistent behavior.

Knowledge is expanded through an empirical study validating the proposed model, which provides meaningful insights for developing training tools for internal brand management. Firms have to increase the brand manager’s commitment to increase the employee brand equity, which in turn increases the firm’s performance.

This paper makes three imperative contributions to the branding literature: expanding the existing brand equity literature to incorporate employee brand equity; being the first known empirically tested PEU on employee brand equity; and empirically testing employee brand equity, which has been ignored in branding literature on firm performance.

The purpose of this paper is to investigate how firm-generated content (FGC) impacts consumer brand awareness, brand loyalty and electronic word of mouth (eWOM), and how this, in turn, influences consumer purchase intention.

In order to test this conceptual framework, statistical analysis was carried out employing structural equation modelling.

The findings indicate that FGC has a positive impact on brand awareness, brand loyalty, eWOM and purchase intention. Furthermore, the results reveal that a link exists between consumer eWOM behaviour and brand awareness and loyalty. This study also demonstrates that company communication through Facebook and Instagram has a positive effect on consumer purchase intention. Finally, it has been shown that, regarding eWOM and purchase intention, FGC posted on Instagram has a greater impact on its users than that posted on Facebook.

Consumer purchase intention is increasingly impacted by the growing use of social media by companies and marketers. This changing environment has opened up new challenges. However, there is still much work to be done in understanding the full effects of FGC communication, and how this influences consumer brand perception and purchase intention.

This study aims to examine the impact of firm-generated content (FGC) on lesbian, gay, bisexual, transgender, queer/questioning (LGBTQ+) influencers, focussing on inclusive marketing strategies and enquires the ability of LGBTQ+ influencers to enhance brand engagement and loyalty within diverse communities.

A quantitative approach was utilized, and data was collected via social media platforms. Structural equation modelling (SEM) was employed to explore the relationships between FGC, influencer content, dimensions of place attachment and brand loyalty.

According to the findings FGC positively influences LGBTQ+ influencers, which in turn affect in a significant way place identity and place social bonding. Both dimensions of place attachment were found to have a positive impact on brand loyalty, which indicate that LGBTQ+ influencers have an important role in enhancing brand engagement through inclusive marketing.

Firms in order to increase their brand loyalty and customer engagement, need to adopt inclusive marketing strategies that resonate with LGBTQ+ communities. In order to do so they need to work with LGBTQ+ influencers that can effectively communicate the brand’s commitment to diversity and inclusion, thus fostering a stronger emotional connection with the brand.

This study introduces a conceptual framework that highlights the mediator role of place attachment in the relationship between influencer marketing and brand loyalty. This research contributes to the existing literature by providing empirical evidence on the effectiveness of leveraging LGBTQ+ influencers in inclusive marketing campaigns.

The purpose of this paper is to shed light on the innovation adoption process taking place in the public relations field through the use of Web 2.0 applications and social network activities.

Innovation adoption of electronic public relations (E-PR) is examined at personal, organizational, and environmental levels by employing, for each one of the previous, a number of different sub-dimensions leading to the creation and verification of a hierarchical tree structure.

E-PR innovation adoption can be influenced at personal, organizational, and environmental levels. Each of the aforementioned levels is hierarchically linked to a number of factors that can actually speed up the process.

Never before to the authors’ knowledge the E-PR adoption process was examined as a hierarchical model bridging the innovation adoption literature with the public relations literature.

The purpose of this paper is twofold. First, the paper seeks to identify whether the role of product manager in UK and in France differs and second, the paper models the relationship between brand managers’ role, role stressors, job satisfaction, job commitment and propensity to leave, in the aforementioned countries.

To test the hypothesized associations an e-mail survey was conducted among UK and France firms. Sample sectors included cosmetics and toiletries, household care products, packaged food, drink/beverages and tobacco. These industries represent a significant volume of UK and France FMCG trade.

The results reveal the existence of a same pattern in the brand managers’ role but also reveal some differences in the variables that affect the brand managers’ intention to leave the corporation.

The examination of the proposed model takes place only in UK and France. Conclusions should not be made for the role of the brand manager in general. The study must take place in other countries in order to make some more indulging conclusions. A more fruitful approach would be to gather data and from other sectors.

Carefully planned job descriptions which comply with the moral values and strategic plans of the firm, reduces the propensity of their employees to leave and increases commitment and satisfaction.

No prior research has been undertaken in order to demonstrate how the role of the brand mangers affects their commitment, satisfaction and finally their propensity to leave the firm.

The purpose of this paper is to examine and compare gender differences of Greek and Turkish public relations (PR) managers. In addition to that, the background variables, the job‐related factors and activities of the PR managers are examined.

In the present paper, a cross cultural study between Greece and Turkey is undertaken. A mail survey is adopted as the most efficient data gathering technique and a total of 138 questionnaires are collected from companies of the service sector in both countries.

There are minor differences between male and female Greek and Turkish PR managers of the service sector, since there is a standardized type of scientific management. The role of PR managers is shown to be evolving, following a similar route internationally.

Difficulties are encountered in specifying the firms that use PR managers in Turkey. A list of service companies known to use PR managers in Greece as well as in Turkey is provide by three major international advertising agencies.

The findings of this study provide an insight for the PR managers in Turkey. It is the first time that the PR managers in the Turkish service sector are under investigation.