The rapid advancements in the Fourth Industrial Revolution and artificial intelligence (AI) necessitate a transformative approach to leadership in higher education. This paper investigates the current state of leadership in Iraqi universities and proposes strategies to enhance leadership capabilities aligned with technological advancements. Through a comprehensive review of existing literature, qualitative analysis, and quantitative data collection, the study identifies key challenges and opportunities for developing effective university leadership. The findings underscore the importance of strategic human resource management, high-performance work systems, and technological integration in fostering leadership excellence. Practical recommendations for policymakers and educational leaders in Iraq are provided, highlighting the need for strategic investments in leadership development to meet the demands of the evolving educational landscape.

Given its substantial impact on project outcomes, increasing productivity in construction has been a major industry priority. Researchers studying construction have been focusing more on it and supporting various enhancement measures since determining the elements influencing labour productivity is a crucial step in this process. This research article uses questionnaires given to direct employees and midlevel employees to discover and comprehend the productivity elements influencing projects at a construction company located in the United Kingdom. After the questionnaire's answers were examined, it was simpler to pinpoint organisational and managerial flaws and to contrast the findings with those of previous productivity studies. The findings helped formulate suggestions for raising productivity. The primary conclusions show that truck availability, worker motivation dynamics, rework, tools, and machinery were the key factors influencing construction productivity. These findings are in line with earlier research conducted in the UK and the US. Salary expectations, the main reason for employee turnover in the organisation under investigation, was a component left out of previous studies. Finally, additional research seems to suggest that some productivity-affecting factors are common to international construction projects, supporting the gathering of data and the possibility of learning from experience in a variety of settings and even at different times of occurrence.

This study evaluates how automation and digital transformation affect Human Resource Development (HRD) strategies, focusing on AI-driven training programs, the effectiveness of remote work technologies, and the challenges related to digital transformation fatigue. Employing a mixed-methods approach that combines quantitative surveys (n=500) and qualitative interviews (n=30), the study offers comprehensive insights. Key findings reveal that 75% of respondents noted improved skill acquisition through AI, 60% expressed satisfaction with remote work technologies despite some challenges, and 55% reported experiencing digital transformation fatigue. The study suggests strategic investments in AI, robust remote work infrastructure, and wellness programs to mitigate fatigue, emphasizing the importance of balancing technological advancements with employee well-being.

In the fields of partnership research and social innovation, there have been an increasing number of calls for evidence regarding the kind of collaborative multi-level governance structures that might support large scale transformation processes, specially towards climate-neutral cities. This paper conceptualizes a new type of intermediary actor; the Systemic Collaborative Platform (SCP). Using the example of a multi-stakeholder arrangement set up to design and implement Madrid’s Climate Neutrality Roadmap, the key features of an SCP include a focus on multi-stakeholder and cross-sectoral collaboration for public policy development, in this case operating at both a systemic level and a city scale, and a strong link to a key actor within this regime (a city council). Our study reveals how a SCP can contribute to articulation of a shared mandate among city actors and enhance the efficiency and effectiveness of a targeted transition by attracting, aligning and managing a wide and diverse organizational ecosystem through distributed facilitation, collaborative leadership and continuous learning.

This study, based on proactive motivation theory, explores the relationship between perceived overqualification, digital leadership, and constructive deviant behavior, as well as generational differences. Using data collected in two waves from 596 employees, the results show that perceived overqualification positively influences constructive deviant behavior, and digital leadership enhances this effect. Employees born in the 1980s are most influenced by both factors, followed by those born in the 1990s, where the effect of digital leadership is less significant. The study suggests that effectively utilizing digital leadership and recognizing generational differences in perceived overqualification can help organizations better manage overqualified talent, improving employee satisfaction and productivity.

While being a workaholic supervisor may be viewed as admirable due to their commitment to work, existing findings on its effects on subordinates are mixed. Drawing upon the principle learning perspective and activation theory, we propose a curvilinear relationship between supervisor workaholism and subordinate job performance and investigate the moderating role of subordinate social-related social media usage. Specifically, we suggest that subordinate job performance increases (decreases) as supervisor workaholism increases from low (moderate) to moderate (high) levels and that this inverted U-shaped relationship becomes flatter when subordinates have higher social-related social media usage. The results, based on a multi-source survey collected from 321 supervisor-subordinate dyads, support the predictions. Our research moves beyond linear thinking and suggests that there exists an optimal level of supervisor workaholism that maximizes subordinate job performance. We also provide insights into the ongoing debate and potential ethical concerns surrounding whether employees should use social media at work. Implications for practice and future research are discussed.

The emergence of Artificial Intelligence (AI) has transformed the way historical data is interpreted, uncovering previously unseen trends and fundamentally altering modern management practices. This shift has significantly impacted the analysis of business history and leadership studies. However, there is still a notable gap in research regarding the effects of AI-driven reinterpretations of historical events on contemporary business strategies, leadership frameworks, and ethical considerations. This study aims to address this gap by exploring the methodologies and implications of AI in business history analysis, focusing on case studies of Walmart and JPMorgan Chase. Integrating foundational theories such as evolutionary theory, path dependency, transformational, and authentic leadership reveals how AI-driven insights can refine strategic planning, advance leadership development, and promote equitable management practices. It also highlights the ethical challenges in using AI for historical analysis, particularly the risks of perpetuating existing biases. Findings indicate that AI's capacity to analyze large volumes of historical data significantly reshapes our understanding of business evolution and leadership effectiveness. The study concludes with actionable recommendations for adopting ethical AI practices, outlining future research directions, including developing AI models for contextual analysis and exploring AI’s role in promoting diverse leadership models. This research advances academic discourse by providing a theory-driven framework for leveraging AI in business history and leadership studies. It underscores AI's transformative potential and complex implications for future business practices.

This research article investigates the application of artificial intelligence (AI) in human resource management (HRM) within the Australian commercial media sector, addressing a critical gap in scholarly knowledge. Despite increasing interest in AI’s potential, there is a lack of consensus among managers and HR professionals regarding its application. Through qualitative interviews with 22 industry professionals, this study examines perceptions, understanding, and the potential for leveraging AI across key HRM functions. Findings indicate significant potential for AI to enhance HRM processes, particularly in job/work design and staffing. This research contributes to a deeper understanding of AI’s role in HRM and offers insights to optimize organizational efficiency and effectiveness in the Australian commercial media sector.

This paper is intended to correlate the impact of leadership skills on organizations' performance, all organizations grow differently, and their growth depends mostly on positive performance from one year to another which has direct correlations to the leadership dreams, visions, foresight and aspirations for the organization. There is one thing for the leader to have vision, but the leader needs to have followership to assist in implementing their vision to make it goals which translate to performance in the organization and growth. The leadership style or management skills greatly influence how they command and motivate followership to actualize their dreams or the organizational visions and mission which results in the organization's performance. A positive leadership influence produces or actualizes a positive organisational performance that will move the organization towards the vision of the organization. Knowing the difference between a manager and a leader is pertinent in explaining the correlation between leadership and organizational performance. The understanding of these two roles provides credence to the correlation between effective leadership and organisational performance, and the understanding of the term, the use and the importance of strategic management to leadership and organizational performance. There is a wide difference between managers and leaders, which is based on personality and their approach to the resolution of challenges they are confronted with.

Timor-Leste, since its independence in 2002, has faced challenges in managing the growing number of civil servants, currently numbering over 13,000. Civil servants are classified under two regimes: General (GCR) and Special (SCR). This classification leads to disparities in salary, benefits, promotions, and performance evaluations, creating dissatisfaction among employees in both regimes. GCR employees enjoy regular salary increases and promotions based on performance, whereas SCR employees, despite earning higher salaries, do not receive the same opportunities for career advancement. This policy paper analyses these differences and recommends abolishing the dual regime structure. It proposes a unified system where salary progression, benefits, and promotions are based on education level, service length, and performance evaluations. Additional allowances should be provided to those working in rural areas to encourage retention and equitable service delivery. Regular external monitoring and audits are essential for effective performance management. Evidence from Indonesia supports these recommendations, showing that additional allowances and strong leadership improve employee performance and discipline.

In an era where collaboration between academia and the EdTech industry is crucial for innovation, this study explores how academic profiles align with industry needs. In this study we examine the professional profiles available online of educational researchers from the Tallinn University School of Educational Sciences across the international LinkedIn, national ETIS and institutional TLU platforms, to identify how researchers market their skills that are relevant to the EdTech sector. Our findings indicate that some of the key areas such as instructional design, project management and technical proficiency that are vital for EdTech industry remain often underrepresented in academic profiles. While LinkedIn facilitates networking, it may not necessarily reach the depth needed for comprehensive representation, whereas the Estonian national research database ETIS provides rich academic details with limited industry appeal. Our suggestions call for strategic improvements in how researchers can present their expertise online, in order to improve industry-academia collaboration. By creating more precise and strategically targeted professional profiles, researchers will stand better chances to attract EdTech industry’s attention.

This study explores the impact mechanism of the service-oriented transformation of new energy enterprises on the satisfaction of employee performance evaluation systems under the background of China's electricity market reform. Using CGN New Energy's Guangxi branch as a case study, and adopting the grounded theory method, this research systematically analyzes the influencing factors and action paths of the service-oriented transformation on the satisfaction of employee performance evaluation systems through in-depth interviews and questionnaires. The study finds that the service-oriented transformation significantly enhances employees' sense of professional achievement and skill levels but also increases work pressure and psychological burden. Optimizing the performance evaluation system and improving its fairness and transparency are key to enhancing employee satisfaction. The research results provide a scientific basis for the management practices of new energy enterprises and hold significant reference value for relevant policy-making.

Social responsibility is imperative for its important function in the growth of societies and organizations. However, the research on corporate social responsibility (OSR) has predominantly focused on the actions of organizations. Not much has been discussed regarding the employee's behaviours in promoting the development of social responsibility within organizations. CI is known for its significant role in the organization's various outcomes, Although a conceptualization and some empirical support have been provided for its relationship with the behaviour of employees, However, the effect of CI on employee socially responsible behaviours has not yet been investigated. In this article, following OC and OI theories, we improve the research model which can describe mechanisms underpinning through which CI, OI and POS support actions for employees' social responsibility. Data was collected from members of service professionals in Saudi Arabia and examined using Structural Equation Modeling- Partial Least Squares. The findings indicated that CI actions and activities develop the skills that motivate employees to support social responsibility inside and outside the organization. Moreover, our research paper explained the mechanism under which CI activities reshape employees' socially responsible manners. The current study is among the first to look at how to modify the socially responsible behaviour of employees across organizations, which can be a starting point for transforming those employees into a sustainable society.

This paper provides a narrative review of previous research on effort-reward imbalance and passion exploitation, and provides a perspective for future research. Previous research has shown that ERI can cause work stress, negative economic behavior such as job turnover, and illnesses such as metabolic syndrome. Previous research also claims that loyal and generous people, as well as young people and women, are more likely to be targets of passion exploitation. However, there are unresolved issues in previous research, such as (i) the mechanism by which effort-reward imbalance leads to stress and illness, (ii) there is a lack of research on what types of jobs are more likely to experience imbalance, and (iii) there is a lack of research on what level of imbalance is acceptable, and therefore further research is required. To this end, this study recommends addressing these challenges through the integration of ERI and passion exploitation theory.

This paper develops an understanding of False Performance as a negative form of workplace behaviour which has received scant attention. According to the quantitative literature, which measures False Performance using the Organisational Charlatan Scale (OCS), false performers are incompetent employees who deliberately portray themselves as better able to perform in a job role than they know themselves to be capable. In this study, False Performance was explored in United Kingdom public sector organisations for the first time, using novel focus group methodology and grounded theory. Eight focus groups (n=51) were conducted to explore employees’ perceptions and experiences of False Performance, with a focus on job interviews and performance appraisals. Using NVivo for analysis, five categories emerged: Co-Worker Perceptions of False Performance in the Workplace, False Performance in Interview/Appraisal Settings, The Impact of Trust on the False Performer, The Effect of False Performance on Co-Worker Morale, and Preventing False Performance in the Workplace. The results support the literature review that False Performance is a new and negative addition to the taxonomies of job performance. Human Resources (HR) managers are, therefore, urged to prevent and reduce False Performance via well-designed selection processes and performance appraisals, thereby improving co-worker trust amongst employees.

The adoption of an entrepreneurial mindset within the lenses of green entrepreneurship contributes to negotiating a transdisciplinary and multidisciplinary approach by intertwining industrial psychology and industrial engineering through [system dynamics] which forms part of the paper's focus. The methodology used in this study is a system dynamics methodology using data readily available online with a focus on quantitative methodology. This study's dynamic variable and the causal loop are formulated using the Euler mathematical equation with support from the Vensim modelling software (academic purposes license). Results and variables simulated in the current study are entrepreneurial mindsets [through subfield of education, values, intentions and gender representation] contribution and the conclusion is explained towards the end of the paper.

The aim of this work was to classify the business incubators in Spain according to the four phases of the startup’s incubation process. Considering that the graduation rate implies greater survival and business success of the incubated companies, they have been identified at each stage of the incubation (spread of entrepreneurship, pre-incubation, advanced incubation, and graduation). The activities that present higher impacts on the success of the incubated companies and the activities carried out by the business incubator that have a greater relevance on the graduation of the companies have concretely been considered. Principal component (PC) cluster analysis has been applied. All the incubation variables were used simultaneously, reducing their number, and grouping them into factors. Finally, the cases were grouped according to these latent variables. Principal components analysis reduced dimensionality to 8 factors with a 74 % of explained variance. Factor 1 was positively related to pre-incubation variables, factor 2 was linked to training and collaboration variables within the entrepreneurship diffusion phase. Factor 3, named activity monitoring and control, was related to phase 3 or basic incubation variables. Cluster analysis facilitates the grouping of business incubators into three clusters: Group 1 (16 % of the total), incubators with strong deficits in incubation phases 1, 2 and 3. They are small sized business incubators, often located in rural areas or cities and low graduation rate. Group 2 (30 %), business incubators with very high graduation rate, and strongly positive values in factors 1 and 2. Factor 3, although positive, it is susceptible to improvement. They are the largest group of business incubators and usually located in industrial and technological parks. Group 3 (54 %) is the majority, with values close to cluster 2 and 3.

This research investigates the relationships between occupational health and safety (OHS), staff resilience (SR), staff engagement (SE), and organizational resilience (HOR) within Saudi Arabian hospitals. Employing a quantitative, cross-sectional design, data were collected from 127 administrative staff members working in both public and private hospitals in Saudi Arabia. Using SmartPLS to test the hypothesized relationships and mediation effects, the findings reveal that OHS significantly impacts both SR and SE, and SR significantly influences HOR. Additionally, SE significantly affects HOR. The study also confirms a partial mediation effect of SE and SR in the relationship between OHS and HOR. The model demonstrates substantial explanatory power for HOR, SE, and SR. These results underscore the critical role of OHS in fostering a resilient healthcare environment by enhancing staff engagement and resilience. The study’s implications highlight the importance of targeted interventions to improve OHS practices, promoting overall hospital resilience in alignment with Saudi Arabia’s Vision 2030.

In response to the increasing importance of knowledge as a key competitive advantage, the role of knowledge management in value creation cannot be overstated. The International Standards Organization (ISO) has recognized this and announced a Management Standard for Knowledge Management Systems (KMS). This initiative is significant because, by viewing knowledge strategically, organizations are seeking ways to enhance their processes and align them to address their challenges. A synergistic effect can be achieved when another management system highly relevant to KMS is joined and later integrated. This new system is Artificial Intelligence Management (AIMS). The paper is structured as follows: Firstly, we explore knowledge and knowledge management (KM), along with the challenges companies face in implementing and operating KM. Next, we examine the ISO 30401:2018 standard as a guide for KM implementation. Finally, we discuss how ISO 30401:2018 and ISO/IEC 42001:2023 can help solve key organizational problems and support machine learning and knowledge extraction through AI. In conclusion, we summarize the key outcomes of the paper. The main purpose of the paper is to determine how these standards contribute to solving practical problems in the creation and development of a knowledge management system supported by artificial intelligence and to demonstrate their synergistic effect when used together.

The risk factors and positive factors of teleworking have been widely analyzed. Emotional exhaustion has been one of the most studied among them. However, the impact of ethical leadership in virtual environments has remained completely unnoticed. There is no clear answer to whether the ethical leader is a factor that buffers or accelerates stress-related processes in teleworking. Furthermore, the role of perceived work autonomy as a theoretical mechanism that protects against specific adverse psychological outcomes requires more scientific evidence because the results obtained so far are confusing and contradictory. Therefore, this study explores how and when ethical leadership influences emotional exhaustion through work autonomy and teleworking intensity (TI). The sample consisted of 448 professionals from six organizations in the Colombian electricity sector. The mediation effect was evaluated through a four-step procedure, and the moderated mediation model was analyzed using statistical tools such as PROCESS and AMOS macros for SPSS. Surprisingly, our results revealed a positive relationship between ethical leadership and emotional exhaustion, with work autonomy potentially mediating this relationship. However, teleworking intensity (TI) was found to moderate this mediation process. Specifically, the negative impact of ethical leadership on emotional exhaustion was nullified when TI was high. Moreover, a high level of TI strengthened the relationship between ethical leadership and work autonomy, while weakening the positive relationship between work autonomy and emotional exhaustion. In conclusion, our study suggests a potential positive relationship between ethical leadership and emotional exhaustion from the follower's perspective. However, the number of teleworking days can influence this trend, potentially even reversing it. In other words, teleworking intensity (TI) is a resource as its intensity increases, and it can alter the direction of work autonomy and reconfigure the relationship between ethical leadership and emotional exhaustion. This study, to the best of our knowledge, is the first to analyze these variables, significantly contributing to our understanding of the attributes of ethical leadership and its impact on employee well-being.

In order to help the transportation industry achieve the goal of carbon peak and carbon neutrality, this study is based on the selection of eight variables, such as population size, per ca pita GDP, personal vehicle ownership, passenger and freight turnover, and green space coverage, as the factors influencing the carbon emissions of the transportation industry in Jiangsu Province, and the prediction and analysis of the transportation carbon emission trends from 2000 to 2021, and the prediction and analysis of the carbon emissions of the transportation industry and the time of the peak of the carbon emissions in Jiangsu Province. The trend of transportation carbon emissions from 2000 to 2021 was predicted and analyzed, and the carbon emissions and peak time of carbon emissions in the transportation industry in Jiangsu Province were predicted and analyzed. Comparing the predicted results with other models to verify the accuracy of the results, it was found that the WOA-SVM model had the smallest error among several models. On this basis, targeted measures are proposed to accelerate the process of carbon peak and ensure the smooth achievement of carbon neutrality goals in Jiangsu Province. The results indicate that under the current policy measures, the peak carbon emissions in Jiangsu Province will occur in 2038, with a peak of 48.72 million tons. Jiangsu Province should actively adopt energy-saving and emission-reduction measures, build a green and low-carbon transportation development model, and achieve the carbon peak target ahead of schedule.

The Industrial Revolution 4.0 (IR4.0) is transforming the global economy, necessitating mall and medium-sized enterprises (SMEs) to adopt new technologies like artificial intelligence (AI), the Internet of Things (IoT), blockchain, and cloud computing. Therefore, SMEs need to assess their readiness to identify capabilities and areas for improvement to remain competitive. However, existing IR4.0 readiness assessment such as the Industry4WRD Readiness Assessment and Industry 4.0-Readiness by IMPULS German are time-consuming and restrict the participation of various sectors. Using the understanding of theories such as Technology Acceptance Model (TAM), Unified Theory of Acceptance and Use of Technology (UTAUT), Technology Readiness Index (TRI), and Diffusion Of Innovation (DOI), this study developed an initial research model that identifies the dimensions of IR4.0 readiness; (i) organization, (ii) data, (iii) infrastructure, (iv) analytics, and (v) IT, development and operations. This study carried out qualitative methods through four different phases. The first phase is a systematic literature review, and data collection through participant observation (PO) in IR4.0 skills training programs, seminars, and workshops. The second phase is the development of an initial research model to identify the dimensions of IR4.0 readiness that will be used in the next phase. The third phase is a survey on SME’s IR4.0 readiness via the IR4.0 e-Readiness Checker (IR4.0 eRC) readiness assessment system, which produces the final research model, IR4.0 SME Readiness Model. In the fourth phase, the IR4.0 Readiness Model is confirmed for use by SMEs in Malaysia through interviews with three industry experts in Malaysia. Based on the 50 responses in the IR4.0 eRC evaluation, the average IR4.0 readiness of SMEs is 66%, and only 10 SMEs with less than 50%, showing room and improvement opportunities for the continuous research and development of IR4.0 transformation. This study developed IR4.0 readiness model for SMEs to assess readiness for IR4.0 transformation, support investments in IoT projects and employee upskilling programs.

The purpose of this paper is to assess the differential impacts of transformational and transactional leadership styles on employee performance during change initiatives within commercial banks in Sierra Leone. The research study utilised a cross-sectional survey design, and data was collected from 903 participants employed in the banking industry. The study used the structural equation model as the investigative instrument to examine the hypotheses. The findings reveal that transformational and transactional leadership styles demonstrate a strong bearing on employee performance, with the latter having a bigger influence. Organisational citizenship behaviour has a mediating effect between leadership styles and employee performance, while employee commitment does not act as a mediator between transformational leadership and employee performance, but it acts as a mediator between transactional leadership and employee performance. Commercial banks need to devise training programmes that will advance both leadership styles to arouse, energise, or inspire followers to display favourable behaviour and commitment to attain organisational. The paper makes an insightful contribution to the existing leadership literature by ascertaining the significance of leadership styles on performance and the role of commitment and organisational citizenship behaviour as mediators of the nexus between leadership styles and performance in the Sierra Leone banking industry.

This study examines the differential impact of proactive and reactive job crafting behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) after work has attracted widespread attention from scholars on the relationship between WCBA and employee well-being. One view suggests that the impact of WCBA is negative, while another view suggests it is positive. Obviously, the impact of (WCBA) on well-being at work is still contradictory. To clarify the complexity of the impact of WCBA on well-being at work, based on boundary theory, we divided WCBA into proactive WCBA (PC) and reactive WCBA (RC), and examined the double-edged sword effect of WCBA on well-being at work, as well as the mediating mechanisms of job control and work-to-home conflict, and the moderated effects of boundary segmentation preferences. This study uses empirical sampling method to collect data from 125 employees for a period of five days for quantitative research. The results show that, first, PC has an inverted U-shaped effect on job control, and job control is negatively related to well-being at work. Thus the mediating effect of job control is significant. Second, RC has a negative impact on job control, and there is also a negative relationship between job control and well-being at work. Therefore, the mediating effect of job control is significant. Third, PC and RC are positively correlated with work-to-home conflict, and work-to-home conflict has a significant positive impact on well-being at work. Therefore, the mediating effect of work-family conflict is significant. Fourth, the study also found that integration preference moderates the relationship between work-to-home conflict and PC on well-being at work, that is, the mediating effect of work-to-home conflict is stronger for employees with low integration preference. This study enriches our understanding of WCBA, PC and RC from the perspective of proactive and passive employee behaviors. The study also provides a new interpretation of the impact of WCBA on well-being at work and offers valuable insights for the sustainable development in digital social transformation and the application of boundary theory and the theory of empowerment-subjugation in achieving the United Nations Sustainable Development Goals. In addition, the study deepens our understanding of the heterogeneous regulatory role played by work-family integration preferences in influencing well-being at work under different types of WCBA.

The study analyzes how graduate students in economics, administration and accounting perceive their managerial skills for employability. It focuses on the importance of developing transferable skills that meet current and future job demands. To measure the perception of skills, a structured and duly validated questionnaire (Employability Skills 2000+) was used, answered by 225 graduate students in Economics, Administrative and Accounting Sciences in Tegucigalpa, Honduras. The data obtained from the application were analyzed using the Confirmatory Factor Analysis (CFA) method with the FACTOR software. The CFA generated an adaptation of the original scale with 21 variables. The resulting scale determined three predominant factors: Personal Management Skills, Fundamental Skills and Teamwork Skills, which presented good consistency and validity, allowing us to conclude regarding employability skills in the context studied. The findings show the existence of a correlation between fundamental skills and variables such as work experience, employment status and gender, as well as a high correlation between teamwork skills and work experience and employability conditions.

Internships can foster educational alliances between industry (business environment) and academic institutions, which can facilitate both flexibility and accelerated innovation. The purpose of this research is to search for the factors that determine HRD through the implementation of the Internship program among the students of Democritus University of Thrace and reveal the correlation between the factors. Also, this paper investigated the impact of the COVID-19 Eras on Human Resource Development (HRD) Factors and finally, investigated the correlation between the two variables "Recruitment in the specialization" and "Covid Eras". The sample of the research consisted of 1398 students of DUTh who implemented Internships during the academic years 2015-2016 to 2021-2022. A questionnaire with 60 variables was created for data collection. A random sampling method was applied to collect the sample. From the results of the survey, ten factors were extracted for human resource training that explained 75.512% of the total variance and for each one, Cronbach's Alpha reliability was tested, which was high. In detail, the factors revealed were Learning Outcomes, Efficacy, Emotional Commitment, Satisfaction, Participation, Empowerment, Role Ambiguity, Role Conflict, Supervisor and Collaboration. From the results of the study, it was evident that HR development - training is a multi-dimensional concept and is a necessary condition for the competitiveness of the firms. Training can help to improve the flexibility of the firm, but also to motivate the staff by implementing multidisciplinary training programs. In general, internship programs are valuable ways for students to acquire broad competences, where the practical knowledge gained supports and complements the theoretical studies acquired in educational institutions.

Debates regarding human capital disclosure (HCD) emphasise the usefulness of people-related information in stimulating investor confidence and building stakeholder trust. Despite this, human capital (HC) information is interwoven in most international sustainability reporting standards such as the global reporting initiative (GRI), thereby concealing the impact of human resource (HR) practices in shareholder value creation. The aim of this study is to develop a taxonomy to assess HCD in the sustainability reports to capture the true value of HC distinctively. A content analysis-based study with a deductive approach was followed by utilising the GRI standards to isolate and classify people-related information into an HCD sustainability taxonomy. 40% HC metrics were extracted from the GRI standards and subsequently classified into 7 dimensions, namely, human capital allocation, human capital wellbeing, human capital investment, human capital network, human capital governance, human capital risk and human capital earnings. Furthermore, 40 GRI content indexes of the companies listed in the Johannesburg Stock Exchange (JSE) revealed that most disclosures are covered in the human capital governance and human capital earnings categories. HCD sustainability provides investors and HR professionals with a useful tool to assess people-related information from the sustainability reports for isolating the true value of HC.

This study investigates the relationship between authentic leadership and socially responsible behavior among employees in Saudi Arabia's service sector. Utilizing social cognitive theory as the theoretical framework, the research proposes that authentic leadership indirectly influences socially responsible behavior through psychological empowerment and psychological capital as parallel and serial mediators. Additionally, the study examines the moderating effect of CSR perceptions on these relationships. A cross-sectional survey was conducted with 349 professionals from the service sector. The results, analyzed using partial least squares structural equation modeling (PLS-SEM), revealed that authentic leadership does not directly impact SRB. Instead, the relationship is fully mediated by psychological empowerment and psychological capital. Moreover, CSR perceptions significantly moderate the relationship between authentic leadership and psychological empowerment, as well as the indirect effects of authentic leadership on SRB through psychological empowerment and psychological capital. The findings highlight the importance of fostering an authentic leadership style and how psychological resources of empowerment, and psychological capital carry forward this effect to promote SRB in the service sector. Additionally, the study underscores the role of CSR perceptions in strengthening the impact of authentic leadership on employee outcomes. The research contributes to the literature on leadership, CSR, and employee behavior, and offers practical implications for organizations aiming to enhance their social responsibility initiatives.

The attempt of this study made us to Study the Competency Mapping (CM) in Software Companies”. CM is a process of categorizing the gap of a person or an employee’s performance routine or professional related skills to fill the gaps through effective programs. (1) Background: Integrating competencies such as “Developing people through Empowering and Training Programs, Providing Feedback, and Rewards, Recognizing the Employee for their work, Effective Communication, Aligning right values ensuring standards, etc. to evaluate and improve the performance an employee to get desired results; (2) Methods: This study involved 100 software employees (n = 100) to state that the competencies that are mapped have a significant impact on performance.. Chi- square and one – way ANOVA tests we used to identify the relationship between two variables; (3) Results: Goal oriented people can adopt the changes and work in any kind of circumstance for better outcomes; (4) Conclusions: competencies that are mapped have a significant impact on performance. And the person who is goal oriented will try to achieve his/her goals in any type of circumstances.

This paper aims to explore differences between the perception of dark traits in formal leaders and levels of workplace stress among employees working in family and non-family businesses. Furthermore, we assess if the company nature (family-owned versus non-family-owned) moderates the relationship between the employees' perception of dark triad traits in their formal leaders and their workplace stress levels. The empirical evidence is provided by a sample of 220 Portuguese employees who responded to a questionnaire that included their perceptions of their formal leaders’ dark triad traits and workplace stress measures. All respondents work in small and medium-sized private companies with no management responsibilities and under formal hieratical supervision. The initial ideas that family firms’ employees perceive higher levels of dark triad traits in their formal leaders than non-family firms’ employees and that they also show higher levels of workplace stress than non-family firms’ employees were confirmed. The results also support the notion that higher perceptions of dark triad traits in formal leaders are related with higher levels of workplace stress of employees and that the company nature significantly moderates this relationship. These findings contribute to the research literature by addressing two aspects under-addressed in the comparison between family and non-family firms, while offering insights on the relationship between dark triad traits in formal leaders and workplace stress levels of employees.

This study investigates the impact of real-time emotional feedback on the quality of teamwork conducted over videoconferencing. We developed a framework that provides real-time feedback through a virtual mirror based on facial and voice emotion recognition. In an experiment with 28 teams (84 participants), teams collaborated over Zoom to set up a virtual Mars station using custom simulation software. Participants were divided into 14 experimental teams which were shown the virtual mirror, and 14 control teams without it. Team performance was measured by the improvement in the Mars simulation output quality. Our analysis using correlation, multilevel regression, and machine learning revealed that fewer interruptions but an increasing number over time correlated with higher performance. Higher vocal arousal and happiness also enhanced performance. We confirmed that female presence in teams boosts performance. SHAP values indicated that high variability in happiness, head movement, and positive facial valence—an “emotional rollercoaster”—positively predicted team performance. The experimental group outperformed the control group, suggesting that virtual mirroring improves virtual teamwork and that interrupting each other more, while speaking less, leads to better results.

The study aims to evaluate the impact of organizational culture on labor efficiency at foreign-invested logistics service enterprises that are on its ways towards business sustainability. The authors develop theoretical basis on organizational culture and explore factors that contribute to organizational culture and labor efficiency; from which 03 research hypotheses are proposed. Primary data are collected from logistics businesses through questionnaires; multiple linear regresion model is used to analyze the influence of organiational culture on labor effeciency at foreign-invested logistics enterprises. Research results indicate 05 factors of organizational culture contribute positive impact on employee productivity, including employees’ trust, company ideals, leadership styles and authority division, business philosophy and mission, people’s relationship with naturual environment. Based on the research results, proposed recommendations are suggested for improving labor efficiency at foreign-invested logistics service enterprises in a sustainable way.

This study draws on both the theory of resource-based view and the theory of stakeholders to investigate the effects of Green Human Resource Management (Green HRM) practices on Sustainability and Employee Health Orientation (EHO) through the mediating effect of Environmental Performance (EP). Based on a cross-sectional survey questionnaire, the data were collected from 318 service and manufacturing firms across India. Partial least squares structural equation modeling (PLS-SEM) was applied to determine the link among constructs. The findings of the empirical evidence reveal that Green HRM practices have positive and significant effects on EP, Sustainability and EHO. Also, the findings demonstrate that EP partially mediates the link between Green HRM practices and Sustainability. Similarly, the findings establish that EP partially mediates the link between Green HRM practices and EHO. Finally, the potential implications of this research and future research for practitioners and scholars are addressed.

This study encourages volunteer managers to innovate when enhancing volunteers' organizational commitment by adopting the new variable of psychological ownership, thus creating new management practices and systems. The findings indicate that psychological ownership significantly affects organizational commitment and can also enhance it through the partial mediating effect of volunteer motivation. Evidently, psychological ownership can become a major factor influencing volunteer retention. Consequently, two innovative management strategies are suggested to foster volunteer organizational commitment: Firstly, construct a diverse knowledge base for volunteer managers, facilitating a cognitive shift in leaders to enhance leadership, achieve better information sharing, and collaboration using diverse knowledge. Secondly, treat the organization's volunteers as a subsystem, develop psychological ownership as the foundation for system operations, integrate the volunteer system with the staff system through a decentralized decision-making structure, 'empower' the volunteer system, and stimulate members' sense of participation and responsibility, thereby fostering innovation and continuous improvement.

This study explores the complexities of sport manager selection, investigating the impact of affirmative action, recruitment strategies, organizational culture, diversity initiatives in board selection, and career advancement insights from coaches' perspectives. To conduct this investigation, a purposive sampling technique was employed, selecting 65 prominent sports managers and coaches from Romania. Participants, aged between 35 to 58 years old, boasted an average of 10 to 20 years of sports experience and were chosen based on specific criteria, including academic qualifications. Data collection occurred over an extended period, spanning from fall 2022 to spring 2024, through semi-structured interviews with sport managers and coaches. The findings unveiled persistent challenges in effectively implementing affirmative action measures, as sport managers grapple with balancing the promotion of deserving candidates while maintaining continuity in board culture. Achieving meaningful diversity necessitates nuanced approaches that consider both candidate quality and cultural compatibility. Moreover, the study sheds light on coaches' perspectives when considering executive council positions, highlighting various pathways to career advancement. Recruitment practices prioritized informal methods, emphasizing board cohesion. Despite the recognized importance of diversity, challenges persist in selecting candidates solely based on demographic representation. The study provides valuable insights into promoting diversity and inclusivity within sports organizations' executive councils. Future research directions may include exploring longitudinal trends and delving into the qualitative experiences of underrepresented groups, with the aim of advancing understanding and promoting equity within sports organizations.

The management of an organization's human resources is the first stage in the governance process for any operation. This present study examine the strategies employed in Saudi Arabia for establishing effective governance through the implementation of human resource management practices and the key sustainable strategies criteria for effective human resource management practices. This step is considered crucial in governance as it involves the selection of highly qualified individuals who are expected to contribute to the achievement of optimal governance outcomes and the overall well-being of the population within a nation as well as the key criteria involves. Qualitative research methodology as well as Decision making trial and evaluation laboratory (DEMATEL) were utilized with a sample of 31 participants from 8 government ministries and 14 companies in Saudi Arabia. The study's findings from qualitative interview exert four key criteria influencing sustainable effective human resources management practices. Cultural reflection" is the most important long-term goals of Saudi Arabia's HRM initiatives found from DEMATEL evaluation impacting three criteria with7.9181, 8.2294, 8.1961 above the threshold value of 7.783599781. This means that HR professionals should take the time to study and evaluate the cultural dynamics at work, in order to promote cultural introspection and understanding of cultural differences.

The objective of this study was to investigate the relationship between high-performance work systems and a company’s social performance, taking into account the organizational climate as a situational variable. Specifically, this study aimed to analyze the impact of perceptions of a high-performance work system on the perception of a company’s social responsibility (CSR) among employees of Jordanian companies with an organizational size of 300 or more. This study used 175 valid questionnaires, and SPSS and AMOS 24 were used to test the hypotheses. The results showed that there was a positive relationship between the perception of a high-performance work system and the perception of a company’s CSR. Furthermore, this study found that a positive diversity climate could enhance the positive relationship between the two. These findings suggest that high-performance work systems can contribute to the development of sustainable human resource management systems and that a positive diversity climate is essential in shaping these systems. Based on these results, it is recommended that companies implement HPWSs and encourage workforce diversity to maximize the value of CSR activities and ensure their sustainability.

As companies increasingly undergo digital transformation, the role of talent management pro-cesses becomes pivotal in enhancing overall organizational performance. The research addresses the significance of talent management in corporate digital transformation, examining whether variations in the digitalization of these processes can be attributed to company size. A qualitative approach was employed, utilizing a questionnaire, collecting responses from 202 organizations across diverse sectors. Findings reveal disparities in digitalization throughout the talent man-agement process, with pronounced presence in the attracting, selecting, and rewarding phases, but diminishing in deployment and development, further declining in planning. A positive cor-relation between company size and adoption of specific digital platforms was observed. Larger enterprises exhibit greater utilization of digital platforms in talent deployment and development. Moreover, corporate communication tools are consistently utilized in the rewarding phase, irre-spective of company size. These findings offer practical insights for organizations to optimize their digitalization strategies based on their scale, thereby contributing to more effective and tailored digitalization endeavors. The uniqueness of this research lies in its exploration of the in-fluence of company size on the digitalization of talent management processes and its potential to explain variations across different stages of these processes.

This study investigates the relationship between Corporate Social Responsibility (CSR) dimensions and employees' satisfaction and retention for sustainability in banks. Carroll (1991) proposed a theoretical approach that consists of four components (economic, legal, ethical, and philanthropic) to analyze CSR activities and their effects on employee’s satisfaction and retention in the company. Simple random sampling was used to get the information from 221 participants. The entire form of the dataset is utilized to execute regression and correlation analysis using SPSS. In order to find out the relationship between economic, legal, ethical, and philanthropic factors and employee's satisfaction and retention, regression beta coefficient and correlation coefficients were used to analyze. This study also examines the relationship between job satisfaction and intentions to retain with an organization. The findings demonstrate that the CSR aspects of ethical and philanthropic have a considerable and favorable influence on employee's satisfaction. The outcome also demonstrates a good and prominent influence of legal CSR on the satisfaction of employee's to retain with the firm. Moreover, this study demonstrates that economic aspect of CSR has no significant impact on employee's retention and satisfaction. Correlation analysis depicts that economic CSR is positively and significantly connected with employee's retention and satisfaction. This research came to the conclusion that enhancing employees view regarding CSR activities such as economic, legal, ethical, and philanthropic will increase employee's satisfaction. Therefore, executives and managers in the banks should take steps to influence how employees see CSR areas in order to raise employee's satisfaction and retention in the banks for sustainability.

We argue for reconsidering leadership development based on systems design principles. A primary advantage of systems thinking is that it encourages holistic approaches to development and avoids episodic program-based training and piecemeal thinking. The latter approaches are both limited and limiting yet tend to be the preferred approach to leadership development in organizations. Systems approaches to development offer numerous advantages both conceptually and pragmatically, especially through the incorporation of ongoing feedback cycles. Core practices that define a leadership development system are presented and implications are discussed.

This study examines the dynamic relationship between Green Human Resource Management (Green HRM), Environmental Performance (EP), Green Employee Behavior (GEB), and Environmental Knowledge and Awareness (EKAW) within the Egyptian hospitality sector context. Using Pearson correlation coefficients and regression analyses on a sample of 400 staff members from hotels and tourist villages in Egypt, the study examines Green HRM practices’ influence on EP, mediated by GEB and moderated by EKAW. The findings reveal significant positive correlations between Green HRM practices and these mediators, indicating that comprehensive environmental strategies and incentive management are pivotal in promoting eco-friendly practices among employees. The study further confirms GEB and EKAW’s substantial mediating role in enhancing EP. The results also suggest that while EKAW and GEB independently contribute to EP, their interaction and the role of environmental awareness as a potential moderator warrant further examination. This research contributes to the literature on sustainable business practices by underscoring human resource strategies’ integral role in achieving environmental sustainability goals, highlighting the importance of incentivizing green practices, and cultivating an organizational culture that prioritizes EKAW. These insights are particularly valuable for organizations seeking to enhance their ecological footprint through effective Green HRM practices.

The concept of Green Human Resource Management (GHRM) is regarded as a major turning point in managing human capital among firms. Sustainable practices, ecofriendly initiatives, and adequate management of employees (i.e. recruitment, training, performance, rewards, and involvement) are fundamental aspects of GHRM, which enable improvements in the performance of firms and enhanced competitiveness among their rivals. In this regard, the current study takes a quantitative approach towards analyzing GHRM practices and their effects on employee retention among hotels of UAE. Furthermore, the indirect effect of green innovation is analyzed as a potential mediating variable that can better explain the GHRM-employee retention relationship. A total of 207 employees from five 5*-hotels were selected as participants to provide information regarding the factors under examination in this research. The collected data is analyzed using Smart-PLS v.3 and via PLS-SEM technique. The perspective of employees on the outcome of GHRM initiatives and their willingness to remain in their firms can greatly contribute to the current understanding of GHRM and its effectiveness on employee retention in the context of hotel industry of UAE, and thus, aid the practitioners and scholars alike.

An exposition of entropy applications to highlight some potential entropic applications to artificial intelligence and knowledge transfer. Entropy is a basic idea in artificial intelligence that is applied to many different tasks, such as reinforcement learning, data compression, and decision-making. By quantifying uncertainty and information content, it helps artificial intelligence models provide predictions and decisions that are well-informed. Therefore, this paper shines on spotlighting the significance of entropy to attract the attention of artificial intelligence research community to entropy as a powerful tool to advance artificial intelligence.The significance of knowledge transfer (KT), particularly intergenerational knowledge transfer (IGT), in knowledge management is also covered in this paper. To quantify the complexity of knowledge distribution inside an organisation and assess the efficacy of knowledge transfer (KT) initiatives, the notion of knowledge entropy (KE) is presented. Additionally, the KT model—which is based on the conceptions of tacitness and information content—is introduced. It combines personalisation and codification methodologies. Future research directions are offered alongside a few difficult open problems.

During the pandemic, educational digitization experienced a significant increase. In Mexico, social service is a crucial component of technical and professional training, a phase during which individuals apply the knowledge gained throughout their university education. The aim of this study is to standardize a digital model for the management of social service in the health care sector within health care units. This study employed an analytical, observational, retrospective, and longitudinal approach, involving two groups of trainees: Group A (n=133), utilizing a Non-Digital Model, and Group B (n=50), employing a Digital Model. In Stage I. the model design underwent validation through the Delphi method with a panel of three experts. The model was implemented on a Classroom® digital platform with the integration of the elements 1) a monthly rotation rubric 2) care services rubric 3) clinical cases or nursing process rubric, and 4) innovation project rubric. The validation of the model achieved 100% agreement (K=1). The variables measured for each group included the school of origin, career, unit of assignment, timely enrolment, and timely delivery of rubrics on the platform. The difference between the two groups was measured using Chi-Square. To measure the impact, the difference in the timeliness of the products was considered. From the University of Quintana Roo, the difference was 20.3 vs 34%. According to the Unit of Attachment the most frequent was HGR No. 17 with Group A at 22.5 vs 52%. According to the product the least delivered was Product 4, with 69% vs 81%. Timely enrollment was observed in Group A at 89% vs Group B at 80% p=0.001. Overall timely delivery in Group A was 81% vs Group B at 91% p=0.001 in the first 6 months post-implementation. Demonstrating that the implementation of the digital platform was effective, representing a significant advance in the adaptation of medical education to the circumstances imposed by the pandemic, highlighting the feasibility and effectiveness of digital teaching methods in the training of health professionals.

This review article seeks to systematically identify appropriate ways to measure managerial skills. The systematic literature review was conducted according to the criteria in the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guide, and the eligibility criteria were declared through the PICOS tool (population, interventions, comparators, outcomes and study); a tool based on 6,803 records identified bibliometrically in the Web of Science database. The literature review stages determined a reduced set of articles that presented valid and reliable measurement scales covering some determinant constructs on managerial skills for employability such as fundamental, emotional, managerial, leadership, decision-making, communication and teamwork skills.

In the empirical dimension, the authors' intention was to define the criteria that should be taken into account by universities to meet the requirements of sustainable university development - in terms of activities and reporting through the analysis of good practices developed by top Polish universities. The aim was also to select activities that, based on benchmarks, could be used by universities at every stage of implementing SDG goals. This is not an easy task, considering that for educational institutions the priority is the educational process, and the implementation of the principles of sustainable development is only possible through an intensive educational process combined with the application of knowledge in practice. This is a challenge for the university because it requires remodeling the current culture, changes in processes and the perception of certain cultural and social phenomena, and will involve a change in the teacher-student relationship, a change in the traditional education process to practice-based education, and will also require an interdisciplinary context. in the content provided. But this is precisely the challenge for outstanding educators. The authors compared three significant world rankings to which Polish universities also report. They collected information and data mainly regarding the activities undertaken by the reporting Polish universities in the area of ​​developing good practices. Many ideas and tips will enable the preparation of further material, which the authors plan to deepen with a detailed analysis of SD indicators.

Rural women constitute one of the most marginalized and vulnerable groups in the world. Despite playing a critical role in sustainable development and food security, they face systemic inequalities and structural constraints that limit their access to resources, services and opportunities. The purpose of this research is to identify advances and setbacks in the formulation of 17 SDG indicators for rural women. Systematic Review Registered in PROSPERO: CRD42023420583. Sixteen articles were included. Three indicators were identified: entrepreneurship, empowerment and gender equality. Due to its relevance in rural areas where women have an active role in family income through cooperatives, associations and companies to improve quality of life and that of their community, however, aspects of discrimination are still evident in gender and inequality in participation in economic spheres and decision making.

Human resources management (HRM) development aims at career sustainability. Work-related flow, as originated and defined by Csikszentmihalyi, is a process experienced by those optimally challenged by their work, considered the optimal work-related experience. Happiness is a judgment-dependent state of a pleased satisfaction with one’s current experience that one hopes will continue. PERMA (Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment) represents five measurable factors of positive psychology that constitute well-being. As the optimal work-related experience, flow determines career sustainability compared with either happiness or PERMA factors. HRM development programs focused on happiness or PERMA factors thus represents risk factors regarding an inability to develop career sustainability. Established from this publisher’s founding ongoing concern with sustainability, articles published in MDPI journals with the keywords “flow, Csikszentmihalyi, work” were searched, excluding those pertaining to education, health, leisure, marketing, non-workers, and spirituality. Of 628 results returned, 28 reports were included for potential assessment. Although current studies on flow represented only three, the results regarding flow position it as the best indicator of career sustainability, contrasted to either happiness or PERMA. Consequently, HRM is advised to concentrate on developing practices for assessing and encouraging employees’ engagement with work-related flow in its aim of career sustainability.

This research article aims to examine the factors that influence behavioral intentions using the traffic accident claim system in Indonesia. This research uses the Theory of Planned Behavior, the Model of Technology Acceptance, and the Integrated Theory of Technology Acceptance and Use, as well as using the Structural Equation Modeling-Partial Least Squares. The questionnaire was distributed to 580 respondents from three institutions – police, hospitals, and state-owned insurance companies – using quota sampling techniques. The results showed that TPB, TAM, and UTAUT had a significant influence in encouraging behavioral intentions using the traffic accident claim system. Further, the study found that 21st-century digital skills have a moderate role in the impact of acceptance models, planned behavior, and technology use on behavioral intent. Although the study was conducted in Indonesia and is limited to three institutions, it provides strategic guidance for policymakers to improve the use of traffic accident claim systems and reduce Road Traffic Accidents. Further research is recommended to explore from different angles and focus on service providers/operators of traffic accident claim systems to refine the findings of this study. This study contributes to the literature by investigating the factors that influence behavioral intentions using traffic accident claim systems and has a high degree of accuracy of answers from the point of view of traffic safety officers.

This study aims to determine the Antecedent of employee engagement among police officers in Tanjung Perak Police Station. The approach used in this research is quantitative with survey and correlation methods. The sampling technique used is purposive sampling which obtained by respondents as many as 146 employees of Police officers in Tanjung Perak Police Station which include all the population. The data analysis technique used in this research is descriptive statistics and inferential statistical analysis. Inferential statistical analysis using Structural Equation Modeling (SEM) approach using Smart PLS application. Furthermore, the measurement of the model (outer model). The test findings suggest that internal and external job transitions improve capital mobility. Movement capital boosts internal employability. Movement capital boosts external employability. Employee engagement and participation are negatively impacted by perceived external employability.

Abstruct Green Human Resource Management (GHRM) has emerged as an essential strategy for achieving environmental sustainability within organizations. However, there remains a significant gap in understanding its direct impact on sustainable performance. This study seeks to address these gaps by investigating the relationship between GHRM and sustainable performance, with a focus on the mediating role of green innovation and the moderating influence of transformational leadership. A cross-sectional study was conducted among Malaysian small and medium-sized enterprises (SMEs) to explore the interrelationships between Green HRM, green process and product innovation, sustainability, and the role of sustainable leadership. The study's findings reveal a positive and significant relationship between green HRM practices and sustainability, encompassing environmental, economic, and social aspects. The findings suggest that management support for environmental initiatives is a critical factor in enhancing the effectiveness and spread of green innovations, emphasizing the importance of GHM in the broader context of organizational change and sustainability. In addition, the study underscores the critical role of transformative leadership in fostering sustainable practices, particularly the significant moderator role of responsible leadership in driving sustainable business practices. In summary, this study provides a roadmap for businesses, particularly SMEs, to leverage HGRM as a strategic tool in their pursuit of sustainability.

This article critically examines Warren Bennis's understanding of leadership, with a particular focus on the overlooked aspect of followship. While Bennis's theories have greatly influenced the leadership discourse, their limited consideration of follower perspectives raises crucial concerns. By exploring the intersection of leadership and followship, this article uncovers the gaps in Bennis's approach and emphasizes the need for a more integrative understanding of leadership dynamics. Through a comprehensive analysis of existing literature, this article aims to contribute to a more nuanced and holistic viewpoint on leadership, highlighting the importance of follower perspectives in effectively sustaining leadership excellence.

In contemporary society, organizations increasingly prioritize ESG (Environment, So-cial, Governance) management to generate social value alongside profit-seeking. This commit-ment to social responsibility plays a positive role for organizational members, contributing to overall organizational growth This study explores the impact of perceptions of ESG management within public sports organizations on organizational civic behavior and proposes strategies for improving management and attachment, with the goal of fostering a more sustainable and so-cially responsible organizational culture. A survey involving 343 employees from govern-ment-affiliated public sports organizations in South Korea was conducted. Structural equation modeling, coupled with dual mediation analysis, unveiled that the perceived performance of ESG management significantly relies on both social value orientation and organizational identifica-tion to drive organizational civic behavior, confirming complete mediation effects. These findings underscore ESG management's ability to foster social value orientation and organizational iden-tification, thereby bolstering organizational civic behavior and significantly shaping the culture and conduct of public sports organizations. This research offers valuable insights for upholding organizational social responsibility and ensuring sustainable development within such organi-zations.

As a prominent organizational issue there was limited evidence in the literature about the relationship between organizational strategy, workplace health, safety, and wellbeing, and performance measurement that demonstrate a measurable impact on organizational performance. Whilst the literature reports numerous studies into the relationship between employee engagement and performance, they hardly incorporate workplace health, safety, and well-being within this relationship. This mixed-methods study investigated the relationship between organizational strategy, workplace health, safety, and wellbeing strategy, employee engagement, and strategy efficacy from a corporate perspective. Findings from Phase two, the online survey, revealed a seven-factor HSW Strategy framework. The workplace health, safety, and wellbeing strategy framework provide empirical evidence towards a suitable and valuable framework for high-risk businesses to improve individual and organizational performance.

A The guinea pig value chain in Jauja, Peru, has been developed through the application of productive projects, institutional strengthening and implementation of the principles of responsible investment in agriculture and food systems (CFS-RAI). The actors in this chain have been showing economic improvements, representativeness and participation, characteristics that make them the key human capital for development. To improve the performance of the actors in the sustainable rural development of the territory of Jauja, Peru, the research carried out an evaluation of the competencies and capacities for project management in 46 actors linked to the business programme on the CFS-RAI Principles, representing 1,094 people in the guinea pig value chain in Jauja, using the Working With People (WWP) model and empirical instruments based on the Octagon method, International Project Management Association (IPMA) competencies, performance evaluation carried out by experts, attitudinal evaluation and the Business Model Canvas. The results have helped to structure the actors of the value chain, who show an intermediate mastery of project management competencies (2.73/5), institutional capacities in development (2.89/7) and a growing organizational management performance (26.2/100). In addition, trust and proactivity have been generated among the actors in the chain, with an interest in continuing with the implementation of the CFS-RAI Principles in order to achieve sustainability in their productive projects with commercial innovation. The results have allowed us to generate the design of an innovative programme for the development of competencies, which balances the three dimensions of IPMA competencies (perspective, person and practice) in connection with the CFS-RAI Principles. Both processes complement the strengthening of human capital in agrifood value chains through sustainable project management and contributing to sustainable development in the region.

We confidently approach current issues in Green Finance (GF) from the perspective of an international organization, where the first author has previous experience as a support assistant. In fact, the economy of the EU (European Union) is deeply involved in the changing needs related to the dramatic consequences of climate change and environmental degradation, which has placed the needs of a more sustainable economy at the top of the international agenda. The environmental, social and governance (ESG) aspects are marginally addressed to arouse a major interest in questions raised by green financial products which require long-term profit expectations, and which above all contain a margin of risk that is difficult to calculate in the landscape of traditional financial instruments. Through a careful approach akin to artificial intelligence research methods, we attempt to “materialize” at least the most visible clues of this fashionable economic shift through what we call SMC (sustainable material culture) objects. The presented SMC objects serve as tangible representations of sustainable practices and can promote awareness and action incorporating into everyday life and business practices a powerful reminder and catalyst for a shift towards more sustainable investment and consumption patterns.

The main purpose of the work is to indicate the effects of the implementation of the concept of sustainable production from the perspective of the well-being of employees. The diagnosis was made among manufacturers operating in the sector of agricultural technical means of transport (production of parts and subassemblies). Achieving the main goal required the formulation and implementation of partial goals, which the authors included: (C1) analysis of the concept of sustainable production from the perspective of employees' well-being (theoretical plane); (C2) compiling a research model in the form of an evaluation sheet being the result of a literature query and an expert study (theoretical and design layer); attention was paid to the articulation of categories relevant to the content and scope of research; (C3) verification of the research model (indication of the effects of the implementation of the concept of sustainable production (the perspective of employee well-being) by the surveyed enterprises).

Artificial Intelligence (AI) stands as an emerging technology poised to reshape various facets of our daily lives, with a particularly noteworthy influence on the labor market. In Morocco, AI adoption has commenced in diverse sectors, including finance, insurance, and telecommunications, opening up fresh avenues for employment. Nevertheless, this technological shift also ushers in challenges for Moroccan workers, necessitating training and upskilling to effectively engage with AI-driven systems. Within this article, we delve into the burgeoning impact of AI on the Moroccan economy and job landscape, delving into both the opportunities and obstacles that accompany its proliferation. Furthermore, we explore strategies that authorities and businesses can employ to harness the benefits of AI while mitigating its potential adverse effects on Morocco's workforce.

In the age of artificial intelligence (AI) and automation, understanding the factors that contribute to successful upskilling and reskilling is crucial for workforce adaptability. Research on AI and automation has shown that they affect the workforce, but there is still a gap in understanding what factors contribute to successful upskilling and reskilling initiatives, especially from an organizational perspective. This study employs fuzzy-set qualitative comparative analysis (fsQCA) to analyze these factors and identify effective combinations for promoting upskilling and reskilling. By examining complex causal relationships and incorporating case studies, this article aims to enhance the understanding of upskilling initiatives in the AI and automation era. The findings provide insights into key factors driving successful upskilling and reskilling and offer implications for organizations seeking to improve their initiatives, ultimately promoting workforce adaptability and competitiveness.

The current organisation is facing intensifying competition in the global business world with loads of challenges and tries to sustain itself in the market through innovation and cost-cutting. The scientific community has a growing interest in management to make a niche in the global competitive era. They have started focusing on the expediency of green human resource management (GHRM) to steer the way to excel the organizations and their employees for sustainability. Green HRM tries to build an organization that encourages employees to adopt environmentally friendly workplace behaviours and minimize costs. The aim of this study is to identify and analyse the comprehensive research advances made in the field of green human resource management through bibliometric analysis. The Scopus database has been used to conduct the research. A total of 551 documents were inferred from Scopus, considering the department time period, 2004 to 2023. The outcomes of the study shed light on the eminence of green HRM research, identifying prolific authors and co-authorship patterns, commonly used keywords, country-wise and organization-wise analysis, research themes, theoretical foundations and simple statistics. This comprehensive exploration has provided valuable insights into the concept of green HRM, its objectives, and its potential benefits for businesses and society as a whole.

Purpose: This study's objective was to examine international research trends in behavior management that had been written about in journals that were indexed by Scopus and authored by scientists from all around the world.Patients and methods: We examined publications in the Scopus database using bibliometric and content analysis. We only retrieved English-language articles. The VOSviewer program was used for content analysisResults: We found 808 papers on behavior management during the previous 50 years by following the study strategy. The study concentrated more on authors, nations, institutions, journals, documents, and keywords, as well as the annual scientific production (classification by subject area and document type)Conclusion: The finding prompts a discussion regarding behavior management for next research.

Work on callings has burgeoned in the past 20 years, yet recent reviews exposed a lack of conceptual clarity and disagreements around its definition, components and measures. One lingering point of contention revolves around the element of prosociality: Is a calling orientation primarily motivated by self-interest, prosocially orientated, or a mix of both? This conceptual paper reviews and examines the pro-self and prosocial component of a calling outlook, by examining and comparing the ways in which they feature in different calling subtypes: Classic, neoclassic, and modern callings. Our analysis suggests that these subtypes vary in where they are located on a pro-self – prosocial continuum: Classic callings are located on the prosocial side of the axis, modern callings are located on pro-self side of the axis, and neoclassic callings can be situated in the middle of the con-tinuum, integrating self-orientated and other-orientated motivations. Our analysis further suggests that these calling subtypes draw on divergent value systems: Classic callings are propelled by self-transcendent values, modern callings are driven by self-actualization motivations, and neoclassic callings integrate both value systems. We therefore argue that the subjective experiences of pursuing a calling within each subtype pathway differ, alt-hough they may culminate in similar outcomes. The paper offers a novel framework for analyzing people’s calling that draws on their values.

Using a variety of theoretical foundations, this paper examines the association between corporate social responsibility (CSR) and employees’ knowledge-sharing behavior, investigating the sequential mediation role of perceived organizational support and organizational commitment as well as the moderating role of ethical climate. Hypotheses were formulated to address both the sequential mediation effect of perceived organizational support and organizational commitment on the link between CSR and knowledge-sharing and the moderation effect of ethical climate on the relationship between CSR and perceived organizational support. In order to mitigate the problems of potential common method bias, data were gathered from a sample of 204 South Korean employees at three distinct time points. The results of the study offer compelling evidence that CSR activities exert a positive influence on employees’ knowledge-sharing behavior, an effect that is sequentially mediated by both perceived organizational support and organizational commitment. Furthermore, the research uncovers the positive moderating role played by ethical climate in the relationship between CSR and perceived organizational support. By integrating multiple theoretical frameworks, this study not only advances the extant literature but also offers invaluable insights for organizations striving to bolster knowledge-sharing through the strategic implementation of CSR initiatives.

Abstract Purpose – The purpose of this study is to investigate the impact of spiritual leadership on knowledge hiding behavior of employees in agriculture research institutes of Khyber Pakhtunkhwa, Pakistan. The study also aims to analyze theoretically and then investigate empirical evidence concerning the mediation pathway (namely, professional commitment) to clarify the significant association amid spiritual leadership and subordinate's knowledge hiding behavior. Design/methodology- The cross-sectional data using five point lickert scale was used in this survey based study to investigate the given hypotheses. In order to account for the prim effect and any potential for common method bias, data was gathered at two different time points with a gap of four weeks. Smart PLS4 was used to assess a sample of 298 complete and valid responses for hypotheses testing. Findings – The results show that spiritual leadership impacts negatively the employees’ knowledge hiding behavior. Moreover, this relationship is mediated by professional commitment. Originality/value – First, in contrast to the majority of past studies that concentrated on antecedents of knowledge sharing, the present study examined the impact of spiritual leadership on employee’s knowledge hiding behaviors, which are two opposing concepts. Secondly, the study examined empirically, the mediation effect of professional commitment. These three variables have not been studied together previously.

The diffusion of New Ways of Working (NWW) is an important trend in contemporary organi-zations. Many related empirical studies have been produced, but none have focused on differences in employees’ perceptions of the opportunity to use NWW according to organization sector (pri-vate, semi-public, public). This study, based on neoinstituionalism and HR attributions theory, investigated these differences via a survey (n=2693) of employees at private (n=358), semi-public (n=204), and public (n=2131) organizations. The results show that public employees reported less opportunity to use NWW than their private and semi-public counterparts. Furthermore, private sector employees were more likely to attribute well-being and productivity benefits to NWW than their public sector and semi-public counterparts. We also show that institutional and organiza-tional variables specific to the characteristics of organizations in the three sectors partially ex-plain the degree of perceptions with respect to the opportunity to use NWW.

We are living in a business context characterized by change, which today behaves with an unprecedented intensity, driven by the technological revolution and increased competition. As a result, increasingly large and complex companies are facing profound transformation processes in which the role of the human factor and of managers in particular, due to their high capacity to impact the organization, is essential. In response to this reality, the literature has developed a large number of approaches from different areas of knowledge: from business economics to psychology, including technical disciplines. This article offers a classification of these approaches that provides an overview of research on the role of managers in change management.

Proactivity is a particularly important attribute of knowledge-intensive organizations, where the work required to increase the potential of knowledge-intensive employees is crucial. A priority challenge for these firms is also to understand the increasing importance of the functioning of cognitive mechanisms leading to increased knowledge workers' well-being following the implementation of the psychological contract. The aim of this article is to identify the relationship between inclusive leadership, the fulfillment of the psychological contract, two dimensions of well-being: workplace and life well-being and knowledge workers' proactivity. Based on survey data collected through the CAWI method from 1.000 knowledge workers employed in Polish companies in the business services sector, the research hypotheses were tested using a stepwise equation modelling (SEM) technique, leading to a model containing all the main constructs. The results obtained indicate that inclusive leadership positively impacts the fulfillment of the psychological contract. Furthermore, the fulfillment of the psychological contract positively affects proactive working behavior with and the wellbeing of knowledge workers. Along with proactive work behavior, two dimensions of well-being, were examined as outcome variables. The analysis also shows that knowledge-intensive organizations, intending to build the proactivity of their employees and nurture a high level of well-being in their lives and in the workplace, should take care to fulfil the expectations and obligations of the psychological contract. However, one way to achieve this is for managers to use an inclusive management style, which supports an atmosphere of a safe working environment in a diverse setting and leads to employees feeling comfortable sharing their opinions and ideas. The study of inclusive leadership in the context of knowledge-intensive organizations provides human resource professionals and employee man-agers with important insights into how inclusive leadership can effectively contribute to the psychological contract, which will consequently lead to proactive work behavior and also improve employees' workplace and life well-being.

Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination and they are often examined in isolation of each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with experts (N = 3) in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely internal (employees, managers) and external actors (clients, customers, public, family members) at work and their roles (i.e., target, perpetrator, perpetrator's assistant, target's defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).

The study is focused on identifying areas of individualization in those mature organizations in which employees are free to make changes. In addition, factors affecting work-life balance and overlap between the jobs employees do and would like to do are determined. A critical review of the literature and a diagnostic survey, including interviews, questionnaires and observations, were used in the research process, together with the analysis of data concerning working conditions. Employees' opinions (n=300) on individualization areas, job crafting and overlap between performed and preferred jobs were analyzed. Calculations were done using IBM SPSS. According to the results, the maintenance of work-life balance (WLB) and the implementation of job crafting positively affect employee efficiency, counteracting professional burnout and a decrease in motivation. It turns out that employees of mature organizations are familiar with the areas of individualization and in some cases have freedom to implement job crafting. They like the work they do, which translates into well-maintained work-life balance. However, a big challenge for mature organizations is the constantly changing economic environment, the long-term nature of work-life balance programmes and their deferred effects. The results of the research can be an important starting point for extended studies.

Organizational diagnosis (OD) is a comprehensive review of an organization's objectives, re-source allocation, and utilization to achieve those objectives. This study employed OD to en-hance the effectiveness of the Department of Special Education within the Government of Punjab. A questionnaire based on Weisbord's six-box organizational model called the Organ-izational Diagnostic Questionnaire (ODQ), was administered to N=1200 participants, consist-ing of heads of top, middle, and bottom tiers at district and tehsil levels of special education schools, centers, and the main office. Out of these, 506 participants voluntarily completed the ODQ survey. The study findings indicated that the employees of the department possess a good understanding of the organization's objectives. However, there is a lack of opportunities for employee participation in departmental discussions, centralized decision-making, irra-tional task distribution, and unsupportive allocation of human resources. Additionally, there is poor communication, unsatisfactory promotions, incentives, and a lack of knowledge shar-ing among employees, as well as poor inter-relationships, conflicts, and ineffective help-seeking mechanisms. The study also revealed low readiness for change in the organization. Respondents' opinions differed significantly based on their qualifications, job experience, years served, and gender. To improve the department's capacity to absorb change, the study recommends enhancing collaboration and inter-departmental communication, soliciting comprehensive input from all tiers, and promoting employee participation, supportive supervision, and communication. The study contributes to the body of knowledge on OD and highlights the need for improved communication, collaboration, and employee participation, as well as a supportive and supervisory support system to enhance the effectiveness of organizations.

A claim management office (CMO) is a new intra-organisation fit based on an organisational project management (OPM) approach and deals specifically with improving claim performance. However, CMO is either misunderstood or often overlooked in construction companies, mainly due to ignorance of the OPM context but further exacerbated by a lack of real case study research on how to adopt CMO in these organisations. This study addresses this prevailing knowledge gap by investigating the nature of the construction industry from the CMO viewpoint and developing an extensive framework through which to improve organisational claims performance. Organisational ambidexterity theory integrated with X-inefficiency theory is adopted for claims performance outcomes, due to organisation intra-firm irrational decisions when managing such claims. Data was obtained and analysed from a international large construction company (which used CMOs) and its internal focus group discussion (as a multi-method approach). The reference framework provides new perspectives on how construction-related companies can adopt a CMO structure, which enables them to improve claims performance by planning in three interrelated activities viz. function-, process- and performance-based-. Furthermore, findings contribute to researchers and practitioners by providing a true understanding of the CMO-related mechanism and plausible roadmap for future work.

In order to counter the impending shortage of skilled professionals in the aging societies of our time in many western countries such as Germany, solutions for business and society are urgently needed. Here, artificial intelligence (AI) can play an important role in mitigating the problem with the help of diverse applications. At the same time, it is important to consider both the needs of the respective employee1 and the company to ensure that the use of AI has a positive impact on the organization and finds social acceptance. In this article, we describe the newly developed OSQE model (Optimize, Secure, Qualify, Expand), which for the first time outlines an AI cycle against the shortage of skilled professionals in a holistic approach that focuses equally on people and companies. This can serve organizations as a guide for strategy development, decision-making for and implementation of AI-supported measures in an entire cycle of an employee's affiliation with a company. The model takes three driving forces into account: companies, professionals, and AI applications. In the model, the measures to be implemented are prioritized with ascending numbering based on what would be most urgent for a company to implement. All measures relate to areas of action that place people at the center and can be assigned to the classic cycle of belonging of an employee in the company. In this regard, the opportunities that AI offers to professionals and companies are highlighted.

The United Arab Emirates (UAE) has established itself as the medical device industry’s preferred regional center. Major multinational corporations either have a regional subsidiary or are planning to open up a principal office in the UAE to expand their business. Employees in the industry are in high demand as new opportunities open up frequently and that causes challenges to companies, namely employee turnover. This research helps bridge the gap found in the literature by investigating the factors that impact employee turnover in the medical device industry in the UAE. These factors were tested with their subsequent sub-factors. Using a quantitative approach, the study surveyed 230 participants from 47 medical device companies in the UAE. The result of one-way ANOVA demonstrated a significant relationship between employee salary and employee turnover. The linear regression analysis was statistically significant between perceived external prestige, location, flextime, organizational justice, job satisfaction, organizational commitment, extrinsic rewards, career advancement, lack of alternatives, constituent attachments, and employee turnover. These findings indicate the need for a strategy utilizing these factors for existing and new medical device companies in the UAE to prevent high employee turnover or limit it at least.

Digital technologies play a key role in reviving the world economy. The EU has pledged to combine recovery support with resilient digital transformation. The COVID-19 pandemic highlighted the lack of digitization in Slovakia and the shortcomings of digital skills in citizens and communication with institutions. Digital skills are important and should form part of educational policy. ICT skills can help people succeed in the labour market and improve communication with public administration. Digitization and globalization increase the importance to communicate through the Internet, applications and other e-based gadgets. Digital skills are one of the essential parts of e-Government, so people can use e-Government services in communication with public administration. The current crisis citizens' use of online services. In-dices concerning the digital economy are analysed, such as the digital economy and society index DESI and e-government digital skills (EGDI) from 2018 to 2021 revealed a stagnant state in 2018 and 2019 and 2020, there was a decrease in basic digital skills". The next index is E-Government Digital Index It focuses on human capital and digital skills in these indices. The paper analyses and identifies the digital skills of citizens in the context of e-Government development and describes the use of e-Government services by EU citizens with a focus on the Slovak republic. The data were collected through a questionnaire survey with citizens in Slovak republic's digital skills according to selected categories, the use of e-Government services as well as awareness of e-Government services. Solutions that improve e-government in the Slovak Republic are gradually being implemented. Improving digital skills according to National Coalition for Digital Skills and professions in the Slovak republic and is one of the priorities of The Ministry of Education, Science, Research and Sport of the Slovak Republic which has adopted an action plan for 2019 – 2022 to improve the results in the DESI index by 2025 and focus on the digital skills required by employers. The survey revealed that in Slovakia, the majority of schools offer only weak support for digital education (about the EU-27 average of 68% and 45%, respectively). The research revealed also decreased level of digital literacy among young people. These competencies are very important to gain a position in the labour market in the digital society. The projects aim to support the development of digital skills of primary and secondary school students, and the integration of new technologies into teaching.

There are different Maturity, Motivation, and Development models. The models can be applied to the development of organizations, businesses, information technology infrastructure, human resources, and so on. This paper discusses society patterns that can be used in modeling society and team development. The model discussed has many advantages over existing ones. It assumes the Age of Creativity and the Creative Society Pattern as the upmost level of development. The patterns are juxtaposed with the 16 levels Simple Learning Motivation Hierarchy Model that allow modeling of dynamic processes with Expansion and Totality as the upmost levels. This approach eliminates the limitations of existing models and allows detailed modeling and planning. Explanation of the future development of humanity (up to the Age of Creativity) is one of the advantages of the model. The paper contains the description of the main peculiarities of society patterns and creates a basis for practical implementation of the model for society and team development. Organizations and teams can benefit from this model through its implementation in consulting and coaching processes. The model can be used in regional/organizational development and investment planning.

The article deals with human resource management and selected personnel indicators in sus-tainable development. The main goal of this paper is to analyse and describe human resource management focused on audit of workload, motivation of employees, the competence of staff, their knowledge and experience. The article shows how the selected personnel indicators are examined in selected establishments of multinational company in Slovakia, as an attractive em-ployer interested in growth of its employees, thus employer branding. For research methods, a case study methodology is used. Data collection was carried out through a questionnaire survey with employees in the company as well as an interview with sale advisors and managers. The research aimed to point out a case study of the investigation of selected personnel indicators in human resources management in a selected company and to examine the perception of the per-formance of employees in connection with their financial evaluation and their satisfaction in the selected company with an impact on employees´ performance. Furthermore, the research aimed to determine whether there was a dependence between the subjectively perceived performance of the employees and selected aspects. Further indicators were calculated, such as employment rate, proportion of wasted time and labour productivity.

The pandemic is fast moving, accelerating rapid changes that lead to new challenges and making organizations suffer an impact. A big mark has been left on the workplaces - places where we do business, because an ongoing change to remote work challenges the role of the office. It is highly possible that as the change is progressing, it is not only the workplace that will change its design, but also the way in which work will be planned, organized, done and controlled. However, as the restrictions ease up questions appear: What is the potential of office sustainability? How has the perception of flexible office space changed due to the COVID-19 pandemic? This paper used an online survey as a quantitative research method. In this paper, we looked at the employer’s vision of the office. We investigated employers’ perspectives of where and in what settings the work will be done in the post-pandemic time. Specifically, we discussed the changes employers will apply in terms of work environment and office layout. The findings suggest that an increasing mobile workforce and expansion of the new workstyle will not mean an office exodus, but will certainly have an impact on office utilization.

Previous research has either neglected to consider misbehaviour or misconduct in the virtual workplace during the current COVID-19 pandemic or highlighted some challenges encountered with remote working or work from home but in isolation, e.g., misbehaviours or ethical concerns associated with improper use of technology when accessing clients’ confidential information, without understanding their aetiology and context in a holistic manner. This has impacted the ability of existing research in providing recommendations organisations can practically implement to improve the sustainability and productivity of the virtual workplace, especially as they seek to navigate the current pandemic and prepare for the global business environment in the next decade. Instead, this study, for the first time, proposes a novel holistic methodology to identify the aetiologies of ethical and performance challenges with focus to the Information Technology consulting sector, as well as developing a set of recommendations companies can adopt to manage such behavioural and productivity challenges. Thus, this study illustrates the key issues associated with remote working implemented to respond to the current COVID-19 pandemic, which mine not only the individual performance in an organisation but also its overall productivity, as well as suggests the main performance and reward management strategies that can be leveraged to mitigate them. Tailored strategies are described and discussed as referred to this industry to help in navigating a more unstable yet competitive market to manage the virtual employees’ misbehaviours in the workplace and drive growth for individuals and organisations alike.

The Social Economy (SE) emerges as an interesting alternative to deal with social problems that often cannot be met by the services provided by the State. However, one of the concerns relates to the ability of these institutions to meet the demands of stakeholders concerning accountability. In this sense, the present work aimed to determine if the IPSS are prepared to meet the management requirements by increasing their accountability. For that purpose, we conducted qualitative research, with an exploratory focus, with 31 Portuguese Private Social Solidarity Institutions (IPSS). The interviews took place between June and July 2019, with those responsible for managing the entities. The interviews were guided on a semi-structured script based on the literature review. After Content Analysis, it was found that, in most of the institutions interviewed, the board does not use management tools, such as performance analysis, social impact assessment, strategic planning and quality management systems, even recognising the importance of using them. The fact is due to the lack of access or knowledge about its use. In addition, the majority of the IPSS interviewed showed concern about the transparency and ethics of managers. Current strategic management practices are remarkably targeted at companies in the for-profit sector and can compromise the principle of investments in human and social issues. Thus, the introduction of new activities can further reinforce the pressure felt by these institutions in carrying out operational activities.

The increasingly rapid flow of technological development is now a tool to improve backwardness, renew the system, as well as a means of improvement in various aspects of life. For companies, the development of information and communication technology is a new innovation or breakthrough to improve service quality. Various benefits provided by technology and information. However, if not handled properly, technology and information will become a boomerang for an organization. HRIS is the application of HRM functions in the application of information and communication technology. The concept of HRIS as a digital form of HRM is increasing along with the outbreak of the Covid-19 pandemic which has caused a large loss impact on all lines of life. The limitation of social interaction in an effort to prevent the wider spread of covid-19 and the higher number of casualties causes business activities to stall. This research uses quantitative methods with a study sample of 100 randomly selected. This study aims to see how clarity of high-tech goals in human resources management, perceived benefits, perceived ease of use, company conditions that can influence attitudes towards HRIS.

The Ministry of Health evaluates hospital management in accordance with the standard of quality of service. The concept of Shariah hospitals offers management services that exceed the standard of quality of hospital care. The study aims to illustrate the concept of Shariah hospitals in Indonesia. We collect related literature from various media via online search with the keywords “Shariah hospitals,” “implementation of Shariah hospitals,” and “application of Shariah hospitals.” Main findings: The study finds that the Shariah hospitals built by the philosophy of Islam are willing to provide the best health-care services to patients. A code of conduct must be fulfilled by the hospital management in Shariah hospitals: (1) general liability, (2) obligations to society and the environment, (3) obligations to patients, (4) obligations to the leaders, staff, and employees, and (4) relationships with related institutions. The foremost challenges include the improvement of health personnel performance and the quality of services in addition to perceptions that are not inclusive of the system of Shariah hospitals. This implementation should run consistently and with the commitment of all parties. Such insight, in turn, can be counted as an input to an approach to health services, particularly in increasing the performance rates, such as hospital. This study is the first to provide new insight into discussion about shariah hospital by presenting its focuses on Islamic approaches in meeting the quality standards of health services in hospitals so as to obtain more value. However, exclusive principles—Islamization, heterogeneity, and the performance of health workers—challenge the implementation of this hospital system.

Background: The purpose of this study was to evaluate and compare the performance of health, safety and environmental management of civil, traffic and urban services contractors in the 18th district of Tehran municipality in 2015-2016. Methods: This is an applied, longitudinal, descriptive-comparative study. The statistical population of this study was construction contractors, urban services and traffic in the municipality of district 18 of Tehran in the years 2015-2016. from 52 contractors, 18 construction contractors, 21 utilities contractors and 13 traffic contractors, respectively, were selected using census method. the research instrument consisted of periodic direct observation and completion of the HSE standard checklist by researchers. Data were analyzed using Kruskal-Wallis nonparametric test by SPSS software.Results: The HSE performance of all contractors (civil, utilities and traffic) was acceptable and the results of Kruskal-Wallis test showed that the HSE performance of contractors at the second visit of 2015 and the first visit of 2016 was significantly different in favor of civil contractors )p <0.01), but there was no significant difference between the first and third visits of 2015 and the second and third visits of 2016 (p> 0.05). visits in six periods indicate HSE Civil Contractors status increased from 100% unfavorable to 88.88% acceptable level and 11.11% good level, and in the case of civil service contractors who initially had 95.23% in an unfavorable situation and 4.76% in a favorable situation achieved 100% acceptable performance, and finally, the traffic contractors, who were 100% unfavorable, were upgraded to 100% acceptable. Conclusion: According to the findings of the study, it seems that the supervision of municipality inspectors on HSE performance of contractors can be effective in improving and strengthening the commitment to HSE requirements, therefore, it is suggested that periodical visits be made to the municipal contractors.

Despite the considerable focus on job characteristics and individual differences in job crafting research, the influence of social factors on job crafting has not been well-acknowledged. This meta-analysis estimates the associations between social factors and job crafting, and how social factors contribute to employee outcomes through their job crafting. Based on a sample of 51 empirical studies that included 54 independent effect sizes (N = 17,863), we found that social factors of positive leadership styles (e.g., empowering and transformational) and coworker support were positively related to employee job crafting. Further, our study showed that employee job crafting positively mediate the relationships between social factors and work outcomes (e.g., job performance and well-being). Our study contributes to job crafting literature by integrating social factors into the job crafting model and demonstrating that the social context of work (in particular organizational-insiders) play a crucial role in shaping employees’ job crafting behavior. We also emphasize the critical role that job crafting plays in transmitting valuable social resources into improved work outcomes. Building on our results, we provide future direction for job crafting research and discuss how our results can imply practice in terms of job crafting training.

In this paper we have discussed the importance of human resource management in project management. As a concept human resource management emerged in 1980 [9]. It is very important to utilize resources effectively in any organization. Like triple constrains (cost, quality, scope) human resources are also considered as one of the most important factor for the success of any project. Management of human resources involve hiring experienced workers, giving appropriate training, acknowledgement about the significance of the project and the effective use of techniques and tools in order to get the project done productively with in time and budget. It becomes the responsibility of the project manager to effectively manage human resources as it is more challenging than managing other technical resources. In this paper we have also discussed the challenges that an organization faced during the management of the resources and use of some strategic human practices in order to overcome these challenges.

The main moto of this study is to examine and study on behavior of Software Quality Assurance (SQA) issues of project stakeholders in a Scrum environment and their consequences. This inductive case study identifies SQA principles relevant to Meeting User Expectations. The Stakeholders in the Scrum project having lack of Concrete Guidance on Scrum’s SQA approaches, methods, and techniques. The insufficiency of concrete guidelines in Scrum needs a management squad to develop concepts that can include implementing practices from other methodologies and wisely modifying the system structure to incorporate the practices adopted, ensuring improvement in the processes, and creating a shared ownership environment. Through explaining the incompleteness of Agile approaches with special attention to the lack of concrete instructions in Scrum, the study uses techniques to customize literature and advocate for Scrum’s versatility. The study uses strategies to adapt literature and argue for Scrum’s simplicity by illustrating the incompleteness of Agile approaches with special attention to the lack of concrete instructions in Scrum methodology.

The employee turnover literature to date is teeming with process models that assume only organizational and personal factors contribute to employees’ intentions to leave and stay. However, with the average percentage variance explained still only around 50%, it is clear that other factors play a substantial role in these decision-making processes. One possible explanation is to explore the unique role that clients play in employees’ intentions to stay or leave. This paper extends the conceptualization of the role that clients play on employee’s intentions to stay and leave their roles, particularly within service industries such as health care. This paper presents the results of two qualitative studies that examine employees’ decision-making process for turnover and retention intentions. The first study explores the factors influencing employees’ intentions to stay and leave the Australian aged care sector (N = 420) and the second study explores prison health care nurses in the United States (N = 175). The results of both studies reveal that client-related factors affect the choice to stay within a job and, in some cases, are the favoured aspect of the role. Therefore encouraging client-staff relationships will expand job satisfaction and therefore increase retention of employees within both contexts.

Nowadays, environmental circumstances and business rules of organizations are complicate, active and uncertain, so, they cannot assurance their long- term survival through some actions such as, structural changes and methods or relying on creativity of some people in organization. Companies and organizations should prepare conditions to institutionalize entrepreneurial culture in their organization. Corporate entrepreneurship can improve the value of the organization. The entrepreneurial oriented organizations are more responsive for environment and market changes. Opportunity recognition is the base of being successful. The research is applied and in terms of method is descriptive. Data were analyzed, using Linear Regression and Multiple Moderated Regression (MMR) and SPSS software. In this research the effects of organizational entrepreneurship (innovation, proactiveness and risk-taking) on performance of the centers influenced by environmental factors (government’s strategies, competitiveness and technology) as moderating variables, were studied. Furthermore, the study presents that there is a significant positive relationship between organizational entrepreneurship and performance. Although the study does not show any significant moderating effect of environmental factors (Government’s strategies, competitiveness and technology) on the relationship between organizational entrepreneurship and performance, however, the result of the study manifests direct relationship between environmental factors and performance of such centers.

Responsible innovation combines philanthropic and economic aspects and it is common to refer to entrepreneurs who lead it as "social entrepreneurs". The present study of 100 Mexican SMEs, provides knowledge of exploratory nature about what the models of organization are conducive to SMEs in the generation and development of responsible innovations. Through the statistical technique of cluster analysis, this study identified and characterized four models of organization according to the level of social entrepreneurship reached: (1) “The techno-scientific organization”, (2) “The techno-social organization”, (3) “The capitalist-social organization” and (4) “The capitalist organization”. While in Europe the dominant discourse about responsible innovation focuses on the control of the risk of social rejection of the advance of science and technology; in contexts such as the Mexican, the phenomenon is configured as the mechanism through which entrepreneurs articulate its technological and scientific capabilities to solve priority and specific problems of the society, however, the social impact does not crucially affect their business initiatives. The techno-scientific organization (50% of studied SMEs) is proposed as the model of organization with greater viability for Mexican entrepreneurs.

This study aims to examines three elements shape leadership in Leader-Member Exchange (LMX) theory as a relationship and process. LMX quality is important for the company, because it relates to employee behavior and attitudes, including improving employee performance. The research method applied literature review using description logic and systematics. In this article the theory will be observed specially the effect of LMX on employee performance and antecedents of LMX. The results of the study found that the effect of LMX quality on performance is determined by the characteristics of the task as antecedent LMX in the company.

Academic staffs’ organizational commitment has been a critical issue to determine work performance for successes of University, as well as, to keep its Academic staffs motivation granted for achieving better work performance. This subject has therefore, been investigated so as to draw attention for enhancement of effective work performance and success. The main objective of this study was to assess academic staffs’ level of organizational commitment in Haramaya University. The study also investigated whether significant differences exist in academic staffs’ level of organizational commitment in reference to their gender and level of education. Researchers used cross-sectional research design. Primary and secondary data sources were used to study the problem. A commitment scale questionnaire was used to collect data from 275 participants who were selected from 877 target population of the study using stratified sampling technique; furthermore, focus group discussion and document review were also used to triangulate the data. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were also analyzed using narration methods of analysis. The study revealed that academic staffs of the university have moderate level organizational commitment. This implies relatively no more expected effective work performance for success of the institution; In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among staffs. The study further revealed that although there is no significance difference in employees’ level of commitment with reference to gender, their level of organizational commitment was significantly different in reference to level of education.

Performance appraisal is a fundamental indicator in public accountability to achieve the good governance principles. Hence, this study aims to analyze the performance measurement that can improve performance on government agencies in South Sulawesi, Indonesia. The study was conducted in qualitative approach. The research found that non-integrated models of performance measurement in South Sulawesi are inefficient and ineffective. Inefficiency happens because it uses time and cost resources separately, while being ineffective is because both models focuses on each goal instead on performance goals and the process is not supported by the actual management.

There has been a growing call for reform of the U.S. biomedical community in recent years. As a community, we face a growing list of issues including excessive waste, reproducibility, bias, inadequate training, and the absence of sustainable long-term planning that detract from the overall goal of advancing human health. In response to this debate, biomedical stakeholders have taken positive steps forward to remedy these issues. However, we must continually improve upon these steps to promote the long-term stability of the biomedical enterprise. Given the widespread interest of the scientific community in addressing these issues, there exists a unique opportunity to come together and create a new era of biomedical discovery. The completion of this exciting task requires reflection on our view and management of the system, and what the best route to sustainable change may be. Importantly, a coordinated approach that considers the collective make-up of the biomedical system and how processes and people influence collective output and create value for patients is needed. Here, these three areas and the concepts of systems theory, total quality management, and organizational development and their contribution to the management and effectiveness of biomedical discovery are discussed. Importantly recommendations are made concerning overall management strategy, process efficiency and quality research, administrative tasks, organizational cultural challenges, individual and team development, and funding strategy.

This article analyzes the emergence of partnerships between corporations and nongovernmental organizations (NGOs) through voluntary product labeling schemes. The economics, management, and business literatures are reviewed to highlight cross-checking, consistencies, and complementarities among these disciplines. The objective is to identify and analyze the motives, risks, and joint benefits of partnering via voluntary product labeling, using examples from the agri-food sector. This study is an attempt to offer a framework of corporate-NGO partnerships by showing that the drivers and risks of each partner merge because each takes a step into the sphere of the other. The main risks – namely, a loss of profitability, credibility and legitimacy – are related to the financial and existential dependency and the asymmetric information between the partners in favor of corporations, inducing an ``NGO-capture'' risk.

From the perspective of individual resource and social capital, this paper aims to explain how employees’ political skill affect their job satisfaction and turnover intention, through the mediating role of popularity. Using a sample of 237 dyad surveys from supervisors and employees in the Yangtze River Delta of China, we found that: 1) political skill is positively correlated with job satisfaction and negatively correlated with turnover intention, and that these correlations are partially mediated by individual popularity; 2) positive affect (PA) moderates the relationship between political skill and job satisfaction, and negative affect (NA) moderates the relationship between political skill and turnover intention. The implications of our findings and future research directions are discussed.

This research paper contributes to the literature of deterrence theory in general, and in particular with respect to white-collar crime, offering valuable inside by using a unique data set of fraud and violation of trust incidents for Paraguay. Descriptive evidence show a clear and continuous misallocation of funds and human capital, and therefore providing less efficient services for the public. Regression analysis suggests that clearance rate exerts a highly significant effect in deterring fraud but results are not clear for violation of trust incidents. Despite the limitations of available data, results confirm deterrence theory in Paraguay. However, to more than two-thirds of victims, not even the attempt was made to seek justice. As a side-result, it seems that a soft on crime strategy, induced from the former German penal code, has led to an increasing share of pre-trial diversion and therefore enhancing white-collar crimes like fraud and violation of trust due to impunity.

The fact that individuals are spatially close to each other in the urban environment increases the potential number of encounters between them. Thus, theoretically speaking, the probability of interaction and social intercourse among people increases as they get closer to each other spatially. This reduction in spatial distance and propensity for larger networks can offer advantages in lower communication and transaction costs. However, there is also the possibility of entropy in a single (organizational) urban subsystem, characterized by reduced spatial distances between individuals that can lead to more toxic outcomes and the possibility of generalized deconstruction in an urban system as a whole. The current paper considers, through a theoretical model and secondary data analysis, how reductions in spatial distance between individuals in urban business organizations can lead to withdrawals of energy through toxic forms of entropic citizenship behavior, and lead to the development of toxic organizations. Such toxic organizations can ‘infect’ the urban system and lead to systematic entropic urban deconstruction. Practical, implications for management of the theoretical explanatory heuristic of toxic forms of organizational entropy and toxic organizations are briefly discussed in the paper.

Leadership performance by village leaders is essential to promote sustainable life among rural communities, especially fisheries community who living along coastal villages. Otherwise, previous studies found that performance issues among village’s leaders remain as serious problems, and need to find the best solution. This study was conducted to profile the job performance among village leaders based on demographic factors such as educational level, age and experiences as village leader. The data of this cross-sectional survey were collected by questionnaires on 300 respondents consist of members of village organization through stratified sampling’s technique, while the data was analysed by SPSS using items of mean, standard deviation, independent-sample t-test and anova. The finding shown that there were differences in job performance among village leaders on educational level, age and experiences. Interestingly, the finding told the best on job performance among village leaders are (i) the age between 41 to 50 years old; (iii) the experience between 11 to 20 years; and (iii) the higher educational level the higher job performance among them. This result can be using by government or any responsible parties to improve job performance among village leaders, especially for recruitment selection and for in-service training.

Social customer relationship management (SCRM) is a new philosophy influencing the relationship between customer and organization, where the customer gets opportunity to control relationship through social media. The paper aims on (a) identification of current level of SCRM and also on (b) influence of basic organizational characteristics on SCRM level. The data were gathered through the questionnaire distributed in 362 organization headquartered in the Czech Republic. The questionnaire comprised 54 questions focusing on the significance of marketing and CRM practices, establishing a relationship with the customer, online communities, the use of social media in marketing, and acquiring and managing information. The majority of questions were scalable and used typical five-level Likert scale. Results showed that larger firms more often set up their own online communities and manage them strategically, moreover they are able to manage information better. Contrariwise, small sized organizations use social networks as a way to establish communication with the customer more than large sized entities. Use of social media for marketing purposes is significantly higher in organizations oriented on consumer markets than on business markets.

This is a theoretical and empirical article. In the first part, an original definition of the cross-border market for cultural services has been developed, based on classic market definitions. The structure and conditions of functioning for this market have also been presented. The next part of the article discusses the supply side of the cross-border market of cultural services for the two twin towns: Cieszyn (Poland) and Český Těšín (Czech Republic). Next, based on the surveys conducted, the participation of residents of both towns in the most important cultural events organised by cultural institutions on both sides of the border was examined.

Over the past few decades, aircraft Ground Handling Operations (GHO) have been investigated by numerous researchers. Some aspects of GHO have been more focused on than others due to their importance in the GH processes. For instance, GHO performance has been tackled from different perspectives while workers and vehicles allocation suffer from the lack of research in the area. This paper is a literary review of the research that has been conducted in different areas of GHO. It sheds light on GHO performance, resource allocation and scheduling, operations scheduling, vehicle routing, and workers and vehicles allocation.