Regional business development is driven by family firms, which are generally deeply embedded in their region, particularly in rural areas. This study explores how family entrepreneurs’ embeddedness drives an entrepreneurial ecosystem as a regional context for innovation. For this purpose, the study brings together entrepreneurship research on embeddedness and on ecosystems, and develops the entrepreneurial ecosystem embeddedness framework to better understand the connection of entrepreneurs to their local environment along three dimensions. Analyzing qualitative interviews from the hospitality context with a pattern matching approach, we highlight the role of family entrepreneurs’ (1) horizontal embeddedness in the economic and socio-political environment, their (2) vertical embeddedness in industry regimes, in particular the family, and their (3) spatial embeddedness in the region for value creation. Thereby we contribute to a differentiated understanding of how embeddedness as a social fabric relates to entrepreneurial ecosystems. The propositions of this study recommend raising awareness for managing entrepreneurs’ embeddedness along these three dimensions since unilateral engagement and a lack of coordinated embeddedness can restrict value creation.

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This study advances a differentiated understanding of job ad pre-hire effectiveness. It analyzes the utility values for varying levels of job ad attributes through a hierarchical Bayesian approach to conjoint analysis. This method allows not only to measure the relative importance of different attributes on the individual level but also to explore heterogeneity in evaluations influenced by educational level, international career orientation and time to graduation. The main results from the experiment show that for both undergraduate and graduate business students, salary and opportunity for advancement by far outweigh employer familiarity and the description of job-related tasks. The study contributes to the recruitment literature by assessing to what extent these four core attributes of a job ad drive job pursuit intentions. It also discusses the implications of attribute trade-offs for employer branding activities.