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Many industries have witnessed a shift from traditional features and benefits marketing towards creating experiences for their customers (Pathak, 2014), but perhaps none more so than the service industry. The concept of experiences and experiential marketing has garnered much attention in recent years and has evolved to where it now has become more strategic and encompasses

the process of identifying and satisfying customer needs and aspirations profitably, engaging them through authentic two-way communications that bring brand personalities to life and add value to the target audience. (Smilansky, 2018, p. 12)

Despite its popular usage however, experiential marketing has had to contend with a lack of acceptance that was – at least in part – justifiable given its emergent nature and poor measurability properties. Its theoretical underpinnings have been explored but are less codified than many other areas of marketing. Nonetheless, it is an established part of a marketer’s armoury, is innovative in its use of technology such as virtual reality (VR) and augmented reality (AR) and, interestingly, has paved the way for a move to a focus on overall business experience. Where customer experience was limited to the marketing domain, business experience is a priority of the CEO, where customer-centricity becomes the driving force throughout the entire company. In this way, the role of experience is central to the ways that companies will grow and achieve better performance in a fast-changing global market. This is of particular relevance to the service industry, which perhaps has experienced the most upheaval of all, throughout the global Covid pandemic. To succeed in a post-Covid world, this chapter will establish how service companies must examine every aspect of their business to create meaningful experiences for customers, that will in turn translate into brand differentiation, ongoing customer satisfaction and business growth.

Digital transformation, and the use and pervasiveness of social media in particular, have changed society. Politicians and political institutions increasingly use social media channels; hence political communication is changing as well. Continuous availability through smartphones and other devices has not only led to more information exchange between political and public actors, but also lobbyists, who classically communicate remotely, are also starting to respond to these changes and use tools such as Twitter, Facebook and the like. Against this background, this study provides insights into the effects of digital transformation, especially social media, on lobbying in Germany. Data were gathered from 15 interviews and seven focus groups with lobbyists and political decision makers in Berlin. The analysis shows that digital lobbying operates within a novel logic, due to the public context of social media. It is the human element that becomes the decisive factor in digital lobbying due to the social aspect in social media. Accordingly, investigating digital lobbying is critical to establish implications for theory and for practice.

Over 2 million individuals are incarcerated in the US criminal justice system. More than half of incarcerated Americans are also parents of minors. Parental incarceration can lead to a higher risk of mental illness and enduring trauma in children, as well as other problematic cognitive, developmental, and educational outcomes. Examining parental incarceration through a racial equity lens is critical, as people of color make up 67% of the incarcerated population despite making up only 37% of the US population. Further, gender-related equity issues pose important challenges for families with incarcerated parents. Here, we discuss prison-based psychosocial interventions designed both to build parenting skills and to improve parent well-being within a racial and gender equity lens. We hypothesize that effective services in these areas are essential components in a broad strategy designed to mitigate the potential negative effects suffered by families and children of incarcerated parents of color as a result of their imprisonment.

Using social information processing and sense-making theory, the current study examines how the poly-contextual factors and social environment of employees provide unique cues and shape an employee's person-job (PJ) fit perceptions in ways that enable males to perceive a better PJ fit than their female counterparts at work. These perceptions of PJ fit act as mediating processes between gender-based differences in HR commitment or HR control attributions.

After collecting two waves of data over a six-month period from a sample of 498 banking sector professionals in Pakistan, the hypothesized relationships were tested using hierarchical multiple regression.

It was found that gender (female) was positively related to HR control attributions and negatively related to PJ fit perceptions and HR commitment attributions. The mean differences between males and females concerning these study variables were significant. Also, PJ fit mediated the relationship between gender and HR attributions.

The study contributes to the advancement and understanding of the predictors of HR attributions by examining the poly-contextual factors that shape unique experiences, knowledge structures and social information processing, thus forming distinct PJ fit perceptions and subsequent HR commitment or control attributions for males and females.