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Recycled Paper Hub is a business unit mainly focus in processing recycled paper sorted from local collector who also act as supplier such as waste paper collected from traditional market, ex-packaging collected from home industry and household waste, etc. Recycled Paper Hub primary goal is to participate in the sustainable business by contributing to the economy of the surrounding community along with a commitment to maintaining a green environment. In order to achieve this goals, Recycled Paper Hub conduct business development strategy which include financial planning and projection. This study uses quantitative research methotds. Data collection technique used literature studies, interviews, and observations. Strategic planning was carried out until the long-term stage, according to the business strategy and lean business canvas model. Human capital planning was carried out with the stages of goals and objectives, corporate culture and values, organizational structure, human capital planning, and human capital cost projections. [ABSTRACT FROM AUTHOR]

The research paper on Digital Transformation in Industry focuses on the study of the latest technologies and trends in industry. The research methodology used is a combination of primary and secondary research. Employees of different organizations provided insights on the recent trends in their respective industry. This helped to gather real, accurate, and meaningful data for data analysis. The research paper helps to understand the shifts in digital transformation in different industries like service industry, manufacturing, transport, construction, insurance & government, etc. The study has included how companies like Netflix, Tata Motors, Amazon, etc.have successfully undergone digital transformation to elevate customer experience. In order to measure the success of digital transformation efforts, organizations need to develop digital transformation success metrics. This has also been covered. The digital transformation technologies embraced by organizations are Machine Learning, Artificial Intelligence, Big Data, Internet of Things, Cloud Computing, Augmented Reality, Robotics and Robotic Process Automation etc. Customers, employees, technology, and a culture of change are the pillars of today's digital revolution. While embracing digitization, companies face various barriers like resistance to change, scarcity of funds, lack of technical expertise, lack of co-ordination and communication among departments, absence of a leader to handle the transition, etc. Companies need to overcome these hurdles to be successful in data driven transformation. Finally, the research paper delves on the recommendations for a thriving digitalization strategy. These include hiring competitive talent to drive the change, improving cyber security and enhancing data protection, leveraging efficient technology which is effective, developing simple, easy to use systems, encouraging people of the organization to embrace the digital initiatives as usually company culture resists new initiatives. While introducing digital initiatives, companies need to align their business objectives with the current trends and use only those technologies which are relevant for one's business. Else, the costs of digitization may pile up leading to unnecessary cost escalation. [ABSTRACT FROM AUTHOR]

Despite extensive developments in the field of Human Resource Management, we still have limited and fragmented knowledge of how the external and internal environment of an organization influences direct employee voice. In this conceptual paper, we draw on signaling theory and theorize on whether and, if so, how direct employee voice and organizational voice climate are shaped at times of macro and organizational turbulence. Specifically, we introduce the concepts of solidary, utilitarian, and opportunistic crisis‐related Human Resource (HR) practices and propose that they send different signals to employees, influencing their voice perceptions in distinctive ways. We also theorize that employees interpret these signals vis‐à‐vis the experienced meso‐ and macroturbulence, a process that affects HR system strength and the subsequent formulation of voice perceptions and voice climate emergence. With this work, we contribute to the voice and strategic HR literature by offering an integrated and multilayered understanding of how top‐down processes at turbulent times such as crisis‐related HR practices can influence bottom‐up emergent phenomena. [ABSTRACT FROM AUTHOR]

The gig economy and gig work have grown quickly in recent years and have drawn much attention from researchers in different fields. Because the platform mediated gig economy is a relatively new phenomenon, studies have produced a range of interesting findings; of interest here are the socio‐technical issues that this work has surfaced. This systematic literature review (SLR) provides a snapshot of a range of socio‐technical issues raised in the last 12 years of literature focused on the platform mediated gig economy. Based on a sample of 515 papers gathered from nine databases in multiple disciplines, 132 were coded that specifically studied the gig economy, gig work, and gig workers. Three main socio‐technical themes were identified: (1) the digital workplace, which includes information infrastructure and digital labor that are related to the nature of gig work and the user agency; (2) algorithmic management, which includes platform governance, performance management, information asymmetry, power asymmetry, and system manipulation, relying on a diverse set of technological tools including algorithms and big data analytics; (3) ethical design, as a relevant value set that gig workers expect from the platform, which includes trust, fairness, equality, privacy, and transparency. A social informatics perspective is used to rethink the relationship between gig workers and platforms, extract the socio‐technical issues noted in prior research, and discuss the underexplored aspects of the platform mediated gig economy. The results draw attention to understudied yet critically important socio‐technical issues in the gig economy that suggest short‐ and long‐term opportunities for future research directions. [ABSTRACT FROM AUTHOR]

This paper conducts a textual analysis of earnings call transcripts to quantify climate risk exposure at the firm level. We construct dictionaries that measure physical and transition climate risks separately and identify firms that proactively respond to climate risks. Our validation analysis shows that our measures capture firm-level variations in respective climate risk exposure. Firms facing high transition risk, especially those that do not proactively respond, have been valued at a discount in recent years as aggregate investor attention to climate-related issues has been increasing. We document differences in how firms respond through investment, green innovation, and employment when facing high climate risk exposure. [ABSTRACT FROM AUTHOR]

Background: Social innovation is often used as a mechanism to jump-start public–private partnerships to leverage resources to achieve social impact; the analysis of sustainability and the impact of corporate social responsibility (CSR) cannot be emphasized enough. Due to advances in the information and communication technology industry in Taiwan, this paper aims to explore whether these advancements drive CSR as a form of social innovation to meet health needs in Taiwan. Methodology: This paper uses a case study to look at CSR programs in the health sector in Taiwan. Corporations with diverse missions and different CSR approaches that are available on the internet are selected. The analysis of the case study takes a qualitative, exploratory approach to shed light on current initiatives. Results: The majority of CSR programs in Taiwan are private sector activities that emerged during the COVID-19 pandemic; current CSR activities in Taiwan are driven by awards, public relations, and external interests. Corporations in Taiwan have the potential to address the health care gaps of urban–rural health utilization among Taiwanese indigenous communities. It is recommended for corporations to (1) develop partnerships with public health experts or to (2) employ CSR personnel with health care backgrounds who can navigate the intersection between health, business, and policies to develop CSR strategies. Conclusions: Further evaluation of the projects mentioned in this paper to assess the direct and indirect impact on health outcomes could provide a more comprehensive understanding of the field of CSR in the health sector in Taiwan. [ABSTRACT FROM AUTHOR]

Purpose: This paper offers a new vision of responsible service leadership for service organizations nested in economic, societal and environmental contexts across time to foster collective flourishing. Design/methodology/approach: Following the call for novel perspectives that recognize service as a game among (vs between) people in service ecosystems, we build on service leadership theory to integrate insights from infinite (vs finite) games and biomimicry practices to propose a holistic model for responsible service leadership. Findings: We extend the 3C (competence, character and care) model of service leadership (Shek et al., 2021) adding context and chronos as essential pillars of responsible service leadership in nested ecosystems. We offer new interpretations and applications of the 3Cs through the lens of context and chronos. Research limitations/implications: This paper furthers the emerging conversation about unique leadership approaches for service, linking existing service leadership theories with holistic views of service ecosystems and enabling a shift from decontextualized models of leadership to a more inclusive approach. Practical implications: We propose that responsible service leadership can inspire new approaches to leadership development within organizations and in business education (e.g. competencies, settings) and a reconsideration of organizational structures (e.g. culture, selection and incentive design). Social implications: The proposed 5C model revisits foundational assumptions of responsibility in service leadership, integrating actors across and within service ecosystems, society at large and the environment in the present and future. Originality/value: This paper offers a conceptual framework – the 5Cs model of responsible service leadership – aimed at reimagining service leadership. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the factors influencing office occupancy and the broader implications for workplace dynamics in Australia in the post-pandemic era. Design/methodology/approach: The authors draw on industry insights, research data and expert opinions on remote work and office attendance to explain post-pandemic trends. Findings: The paper finds that average office occupancy reached 71% of pre-pandemic levels in Q3 2023, indicating a significant rebound from earlier downturns. This can be explained by factors such as improved vaccination rates, clearer return-to-office policies by large corporations and a greater understanding of the virus. Originality/value: This paper offers valuable insights on the implications of physical, hybrid and remote work highlighting the growing recognition of the importance of physical workspace in fostering collaboration, innovation and organisational culture. It also brings together evidence of the impact of flexible options that may support greater social and environmental sustainability. [ABSTRACT FROM AUTHOR]

Aim. To systematically map and identify key knowledge on organizational support for nurses' career planning and development. Design. Scoping review. Methods. Systematic electronic searches were carried out with the CINAHL, PubMed, Scopus, and Web of Science databases in May 2022. The searches were limited to scientific, peer-review papers that were published in English from January 2012 to May 2022. Data were extracted and synthetized and are presented in tables and text. The review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Results. We identified 1,400 papers and 28 met the inclusion criteria. Organizations recognized nurses' career planning and development in relation to the individual's professional development and the organization's need to promote high-quality services and workforce engagement. The organizational support included strategic work to ensure there were adequate resources and purposeful vacancies and a structured framework based on objective qualification criteria and equal assessment. Organizations focused on sharing knowledge, structured career planning, and interpersonal support. Support within the nursing profession and multilayered interprofessional collaboration were also important. Conclusion. Nurses' career planning and development was linked to their personal development and the organization's aims and required support from both fellow nurses and other professionals. Implications for the Nursing Management. Identifying the organizational structures and methods that are needed to support nurses' career planning and development can help nursing management to evaluate and develop strategies that improve the attractiveness of a nursing career and nurses' engagement. [ABSTRACT FROM AUTHOR]

Aims: To synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK. Methods/data sources: A systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias. Results: Results highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients. Conclusion: The complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation. Summary statement: What is already known: Securement and retainment issues affect different aspects of health and care services. Moreover, healthcare workforce shortages persist in the UK. What this paper adds: Our findings on the importance of workplace challenges and aggression, moral distress, on-the-job-embeddedness, leadership, flexible shift pattern, and organisational support in staff retention are important to addressing the current UK healthcare workforce crisis. Implications for practice/policy: The findings of this review are important to healthcare commissioners, policymakers, and stakeholders, offering valuable insights for dealing with factors contributing to shortages in the healthcare workforce and enhancing staff satisfaction and retention. [ABSTRACT FROM AUTHOR]

Background: De-escalation is often advocated to reduce harm associated with violence and use of restrictive interventions, but there is insufficient understanding of factors that influence de-escalation behaviour in practice. For the first time, using behaviour change and implementation science methodology, this paper aims to identify the drivers that will enhance de-escalation in acute inpatient and psychiatric intensive care mental health settings. Methods: Secondary analysis of 46 qualitative interviews with ward staff (n = 20) and patients (n = 26) informed by the Theoretical Domains Framework. Results: Capabilities for de-escalation included knowledge (impact of trauma on memory and self-regulation and the aetiology and experience of voice hearing) and skills (emotional self-regulation, distress validation, reducing social distance, confirming autonomy, setting limits and problem-solving). Opportunities for de-escalation were limited by dysfunctional risk management cultures/ relationships between ward staff and clinical leadership, and a lack of patient involvement in safety maintenance. Motivation to engage in de-escalation was limited by negative emotion associated with moral formulations of patients and internal attributions for behaviour. Conclusion: In addition to training that enhances knowledge and skills, interventions to enhance de-escalation should target ward and organisational cultures, as well as making fundamental changes to the social and physical structure of inpatient mental health wards. Psychological interventions targeting negative emotion in staff are needed to increase motivation. This paper provides a new evidence-based framework of indicative changes that will enhance de-escalation in adult acute mental health inpatient and PICU settings. [ABSTRACT FROM AUTHOR]

Moral distress is a pervasive phenomenon in healthcare for which there is no straightforward "solution." Rhetoric surrounding moral distress has shifted over time, with some scholars arguing that moral distress needs to be remedied, resolved, and eradicated, while others recognize that moral distress can have some positive value. The authors of this paper recognize that moral distress has value in its function as a warning sign, signaling the presence of an ethical issue related to patient care that requires deeper exploration, rather than evidencing identification of the "right" course of action. Once the experience of moral distress is identified, steps ought to be taken to clarify the moral issue, and, if possible and reasonable, the patient's values ought to be prioritized. This paper offers concrete actions steps, drawn from theory, which can be used in clinical practice to provide peer support or to facilitate self-reflection for morally distressed individuals. This approach empowers morally distressed individuals to explore ethical issues, identify concrete steps that can be taken, and mitigate feelings of powerlessness that are often associated with moral-constraint distress. The questions guide individuals and peers to reflect first on the micro-space and then more broadly on the institutional culture, facilitating meso- and macro-reflection and action. [ABSTRACT FROM AUTHOR]

There are two parts to this paper. In the first part, the paper takes a preliminary look at an emerging dominant literacy, IT literacy, and its potential impact on some members of relevant communities. Drawing on the perception of literacy as social practice, the paper locates organisational processes within institutions as belonging to a specific social practice and explores the pattern of dominance of IT literacy that is beginning to emerge within this practice. Using qualitative methods of interviews and a focus group discussion, the study conducted a preliminary exploration of the views of staff within one organisation on the impact of this new dominant literacy. Some of the emergent views elicit the notions of exclusion, inadequacies, and imposition. The second part of the paper explores how this potentially excluding process could be addressed in a democratic way. It suggests that organisations can avoid the negative impact by drawing on transformative approaches to literacy development. It emphasises the use of dialogic engagement with staff to identify needs and map out the processes for meeting the identified drives and advocates that employers should shift from a reductive model and instead build a transformative approach into their needs analysis processes to promote a cycle of empowerment. [ABSTRACT FROM AUTHOR]

This conceptual article aims to explore how self-determination theory can be utilized in integrating workplace spirituality in social work administration to help address issues such as those related to employee well-being, job satisfaction, and motivation. The paper examines the interconnection between self-determination theory, workplace spirituality, and social work administration through a review of pertinent literature on these interrelated concepts. The complementation of self-determination theory and workplace spirituality in the realm of administration hopes to create a spiritually sensitive environment that boosts self-determination and promotes the well-being of social workers for them to become healthy and productive members of human service organizations. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the healthcare sector of the United Arab Emirates (UAE) to explore the significance of servant leadership and collaborative culture in fostering social sustainability. The primary objective of this paper is to investigate how servant leadership and a collaborative culture contribute to social sustainability in health care in the UAE. With a focus on promoting well-being within healthcare organizations, the paper aims to uncover the synergies between servant leadership, collaborative culture, and social sustainability. Design/methodology/approach: This paper conducted a multilayer literature review of existing literature on servant leadership, collaborative culture and social sustainability in health care, both globally and specifically in the UAE context, and a conceptual model was proposed. Findings: Servant leadership proves to be a culturally pertinent and effective leadership model within the UAE due to its alignment with cultural values, emphasis on community support, and the robust health-care system that contributes to individual well-being. This combination establishes a solid foundation for fostering a healthy and sustainable society. Research limitations/implications: Limitations and implications are discussed. The current research has not identified the boundary conditions under which servant leadership and collaborative culture may be more or less effective. This could involve exploring industry-specific influences or contextual factors. Theoretical and practical implications are discussed. Originality/value: The research seeks to unravel the interconnections between servant leadership, collaborative culture and social sustainability. To the best of the author's knowledge, none of the studies have explored the interrelationships of these constructs, particularly in the UAE context. [ABSTRACT FROM AUTHOR]

Copyright of European Journal of Management & Business Economics is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research paper brings the analysis on the impact of the digitization of public services in increasing transparency, institutional accountability and citizens' access to digitized public services in Kosovo. Digitization with dynamic developments in the field of technology remains almost surpassed as a concept and approach for the modernization of Public Administration, namely the deployment of public services on digital platforms. Digitization is an extremely complex and demanding process with particular emphasis on societies where the institutional culture is challenged by various problems such as lack of accountability, limited transparency, the presence of corruption, the lack of sustainable economic development, an education system that has not been achieved to adapt to the demands of the labour market as well as the last but not least the importance where disadvantaged groups in all their diversity are recognized and protected by the legal framework but their inclusion in practice is at an unsatisfactory level as a result of not being priority during policy planning and their budgeting. Therefore, it is of scientific interest, but simultaneously for the creation of applicable policies that aim to regulate and improve the access of citizens to public services, and to increase accountability, transparency, and reduce corruption in the Public Administration sector to analyse how and how much through the digitalization of public services, such an increase of the system in the service of citizens is possible, and what does digitalization actually bring. [ABSTRACT FROM AUTHOR]

Purpose: This paper demystifies the fluid workforce phenomenon increasingly discussed in the circles of organizational innovators and explores the characteristic aspects of the fluid workforce in the healthcare sector. Design/methodology/approach: We analyze the concept and provide a generic review of definitions of a fluid workforce in relation to other similar concepts established in the academic and practitioner literature, contextualize the fluid workforce phenomenon in healthcare and distinguish relevant drivers and categories of fluid workers in this sector. We also discuss the implications of a fluid workforce for healthcare organizations, drawing on the health labor market and human resource management (HRM) practices frameworks. Findings: The fluid workforce in healthcare is not new. Today's main novelties are related to the wide diversity of types of fluid workforce that have emerged, the expanding scale of diffusion of the fluid workforce and the emergence of digital technologies to support HRM decisions. While a fluid workforce may provide solutions to address mismatches in the supply and demand of health workers, it can also worsen working conditions, increase dual practice and have implications for existing HRM practices. Originality/value: We disentangle a novel term for the public sector, healthcare and HRM literature. We discern similarities and distinctions, presenting a framework for managing and analyzing this workforce at organizational and labor market levels in the healthcare sector. Acknowledging the challenges in estimating the existing fluid workforce labor market size, we offer practical methodologies to empirically estimate its prevalence within the healthcare industry and build an agenda for future research. [ABSTRACT FROM AUTHOR]

Purpose: Doing a bibliometric analysis of the papers on Total Quality Management published in Algerian Scientific Journals Platform (ASJP). Methodology/Approach: Following Bibliometric analysis approach that reaches the export of scientific papers from ASJP during 2005-2022 and using Bibiloshiny based on the R language (RStudio). Findings: The study highlighted the prominent authors, universities, and journals, identifying both opportunities and research advancements in TQM research and urging scientific collaboration. TQM practices in different sectors remain a current and relevant research topic, however, the analysis outlined some conceptual structure gaps within particular areas. The outputs provide insights and suggestions for scholars and practitioners in the field of TQM. Research Limitation/Implication: The study examines only papers published in ASJP until 2022. Findings could be useful for TQM stakeholders in emerging countries. Practitioners benefit from experiments to deal with the TQM method. Originality/Value of paper: In Algerian context, the study's substantive contribution denotes that Industrial and Health care Areas constitute knowledge and empirical gaps in the TQM field; for future, researchers should exploit key words used by prominent authors; the TQM performance and higher education are the most explored topics as Motor themes; organisational culture as emerging theme had grown interest need exploration; total quality or continuous improvement themes are important for the TQM research require further works. [ABSTRACT FROM AUTHOR]

Background: The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic. Method: A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic. Findings: A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%). Conclusion: The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses' and physicians' intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings. [ABSTRACT FROM AUTHOR]

This document is a summary of a special issue on prosocial behaviors at work. The issue explores the concepts, measures, interventions, antecedents, and outcomes of prosocial behaviors in the workplace. It includes papers that clarify definitions, examine the role of prosociality in career calling, discuss kindness in healthcare settings, and explore the relationship between prosocial behavior, organizational culture, and work. The issue also includes quantitative and qualitative studies on outcomes and predictors of prosocial behaviors. The papers contribute to understanding and offer practical insights for fostering such behaviors in different workplace settings. In the article "Conflicts of Interest" by Rona Hart, the author states that there are no conflicts of interest declared by the authors, ensuring the integrity and credibility of their work. [Extracted from the article]

Social innovation is one of the key drivers of the sustainable development agenda of the Republic of South Africa in the wake of the new global focus on sustainable development. Furthermore, it is within the agenda of sustainable development that community development, poverty alleviation and eradication and the improvement of the living standards of all South Africans can be realised in the current era of connectivity, advanced analytics, automation, and advanced-manufacturing technology that has been transforming global business for years. Through the extensive review of purposively selected written documents such as journal articles, books, book chapters and newspapers, the paper discusses the role that social innovation plays in pursuing and attaining sustainable development in and by South Africa within the context of the Fourth Industrial Revolution (4IR). Succinctly, the focus of this manuscript is to analyse the role that social innovation in a 4IR context can be the conduit for improving how the government intensifies social and community development. The article indicated that lack of critical skills, scarcity of resources, poor accountability, poor organisational culture, lack of integrity, and low equity and inclusion, among others, were identified as the challenges to social innovation in South Africa. To this effect, the paper showed that the Fourth Industrial Revolution in South Africa can be used to drive social innovation and address urgent socioeconomic issues. It can also promote inclusive growth and build a more sustainable and equitable future for all South Africans. [ABSTRACT FROM AUTHOR]

Copyright of Zeszyty Teoretyczne Rachunkowości is the property of Stowarzyszenie Ksiegowych w Polsce Rada Naukowa and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper offers a bibliometric analysis of Green Competences (GCs) within Green Human Resource Management (GHRM). With the growing recognition of business sustainability, organizations are increasingly adopting green practices in GHRM. Therefore, GCs are often redefined in research and are presented in light of specific keywords explored in this bibliometric study. The article aims to present and explore various GCs definitions and scientific interest areas. This study uses the triangulation method based on Classical and Structured Literature Review. Query characteristics were explained and provide an inspiration for other researchers interested in GCs in GHRM context and provide information about reproducibility or future research directions. The paper also outlines future research direction towards a green psychological contract, focusing on aligning employee and management commitment to environmental norms and values, and provides theoretical insights and managerial recommendations for sustainable business practices. [ABSTRACT FROM AUTHOR]

Moving beyond the extant HR implementation research that has often viewed the implementation decisions primarily as front‐line managers' (FLMs) prerogative, this article explores interactive processes involving three key actors: HR managers, senior managers, and FLMs. Drawing on a political lens, the authors find that the way in which FLMs enact HR practices depends on the relative power of the enforcing actors (i.e., HR managers) and the endorsing actors (i.e., senior managers). The study findings reveal that while the enforcers employ a range of influence tactics (e.g., legitimization, pressure, rational persuasion, and consultation) to facilitate strict HR enactment, the endorsers use counter‐influence tactics (e.g., legitimization, assertiveness, and inspirational appeal) in support of deviant HR implementation behaviors. Carefully navigating both sides' influence tactics in light of past involvement experiences, FLMs choose subsequent implementation behaviors accordingly. The paper makes a meaningful contribution to the HR devolution research by delving into relational power dynamics that develop over an early phase of HR implementation. The resulting theoretical framework provides novel insights into the reasons behind FLMs' divergent forms of implementation behaviors. It shows that the ongoing multi‐lateral interactions and political maneuverings involving HR‐related actors trigger distinct HR involvement patterns. [ABSTRACT FROM AUTHOR]

Aim: Develop evidence‐based recommendations for managers to support primary healthcare nurses to thrive at work. Design: A mixed‐methods sequential explanatory design. Methods: National data were collected in 2020 via an e‐survey based on a meta‐analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open‐ended e‐survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses. Results: The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work–life balance. Conclusions: Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting. No Patient or Public Contribution: This study collected data from Registered Nurses only. What Is Already Known: A plethora of existing research focuses on resilience in nurses rather than thriving at work.Enabling employees to thrive at work contributes to improved well‐being and sustainable organizational performance. What This Paper Adds: Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work.The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time.Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work–life balance. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A new form of volunteer-based intervention is mushrooming across Europe: social mentoring. Such programmes turn 'ordinary' citizens into mentors for individuals from disadvantaged groups. Related initiatives are becoming more institutionalised and social mentoring has gained popularity as a social policy measure, especially in the face of crises. However, the social work discussion has taken little notice of this burgeoning phenomenon adjoining our professional field. There is a lack of concepts and data that could fuel a debate at the intersection of mentoring for social inclusion, human services, and welfare policies. This paper presents a first attempt to outline what social mentoring means, why social work should engage with it and how we can research into it. It offers theoretical reflection on ongoing developments in the EU, based on observation of the literature and field. To expand the available knowledge, it is suggested that research should pay equal attention to all three constituent elements of the topic: personal relationships, programmes, and policies. In line with critical traditions, this paper suggests a holistic, multi-scalar perspective that is sensitive to social inequalities and power imbalances, while also embracing innovative and transformative aspects of social mentoring as a 'popular' form of social problems work. [ABSTRACT FROM AUTHOR]

Background: Compassionate communities have been put forward as a promising model for community-based support for people facing serious illness, caregiving, dying, and loss. In particular, educational institutions are increasingly acknowledged as potential settings to function as compassionate schools and compassionate workplaces, cultivating acceptance and validation of these experiences beyond the university setting. Objectives: This paper investigates the activities and outcomes of a compassionate community initiative—the Compassionate University program at the Vrije Universiteit Brussel in Belgium. Design: Ripple Effects Mapping was used to guide the focus group and individual interviews conducted with core team members responsible for the development and implementation of the Compassionate University program. Methods: During the focus group and individual interviews, the core team members reflected on the program contributions, with their narratives visually depicted via a hand-drawn mind map. Qualitative data derived from this mind map were entered into XMIND mapping software and fine-tuned based on the focus group and individual interview transcripts and additional project records. Results: Thematic analysis identified four outcome areas that encapsulate the key contributions of the Compassionate University program: (i) increased acceptance and integration of topics such as serious illness, death, and bereavement into existing practices; (ii) broader support for and formalization of compassionate procedures and policies; (iii) emergence of informal networks and internal collaboration on the topics; and (iv) diffusion of compassionate ideas beyond the university. Conclusion: The Compassionate University program facilitates a cultural shift within the university environment, fostering greater acceptance of integrating topics such as serious illness, death, and bereavement into existing practices. Additionally, compassionate procedures and policies for students and staff have been formalized, and core team members are increasingly called upon to provide support on these matters. Notably, Compassionate University stands out as one of the pioneering initiatives in Europe, attracting different educational institutions seeking guidance on cultivating a more compassionate environment. [ABSTRACT FROM AUTHOR]

This opinion paper investigates how healthcare organizations identify and act upon different types of risk signals. These signals may generally be acknowledged, but we also often see with hindsight that they might not be because they have become a part of normal practice. Here, we detail how risk signals from patients and families should be acknowledged as system-level safety critical information and as a way of understanding and changing safety culture in healthcare. We discuss how healthcare organizations could work more proactively with patient experience data in identifying risks and improving system safety. [ABSTRACT FROM AUTHOR]

Due to the growing population and advancing economy, medical waste accumulation has come to the attention of all facets of society. Although the issue of medical waste management planning has been addressed in developed nations, it still exists in several developing nations. This paper examines the effects of barriers under the Organization action, work handling, and Human Resource Practices section on the healthcare waste management (HCWM) sector in a developing country India. In this study, three hypotheses were constructed and tested using Structural equation modeling. The questionnaire was distributed among 200 health professionals to collect their responses. Ninety-seven responses were received, and 15 barriers were identified affecting the healthcare waste management sector. The results show that all three barriers (i.e., Organizational, Waste handling, and Human resources) hinder the Healthcare waste management sector. Organizational Barriers are the most significant among other barriers. So, the hospitals have to take appropriate actions to overcome these barriers. This paper helps to complete the research gap by providing the different characteristics of barriers. The development of a model for the analysis of barriers influencing HCWM is the Author's original contribution. [ABSTRACT FROM AUTHOR]

Purpose: During crises, notably the recent COVID-19 pandemic, a heightened sense of urgency has manifested as a catalyst for improvement within organizations. The present study aims to explore the influence of a sense of urgency on individual kaizen performance. Additionally, the study delves into the potential moderating roles of organizational culture in this relationship. Design/methodology/approach: Data samples include 481 employees who are working at Japanese manufacturing companies. SPSS software is used for data analysis, comprising measurement test, correlation and regression analysis. Findings: A sense of urgency was found to predict a higher number of accepted suggestions. Moreover, there is a significant and positive interaction effect of adhocracy culture and a sense of urgency on writing and submitting ideas. Originality/value: As an initial study that empirically tests the relationship between a sense of urgency and individual kaizen performance, this paper contributes to the literature on kaizen, change management and innovation. It also corroborates previous research on the Person-Organization fit framework. [ABSTRACT FROM AUTHOR]

Of all the most prominent business concepts (e.g., DE&I, employee well-being, employee engagement, organizational culture, etc.) none rivals leadership in terms of public interest and annual monetary investment. Despite the obvious importance of leadership as a determinant of many important outcomes, the concept of leadership has been surprisingly hard to pin down, lacking consensus as to its precise meaning. As numerous authors introduce ever more constructs (e.g., servant leadership, toxic leadership, sustainable leadership, transformational leadership, etc.), the leadership concept has become emblematic of the problem of construct proliferation. Like the related fields of employee engagement, subjective well-being, and organizational culture, the leadership field is in desperate need of a clearly articulated meta-theory to house its many constructs, allowing theory and measurement to build up instead of continuing to pile up. This paper argues for grounding the concept of leadership within the psychological literature on human needs. In reviewing the leading definitions of leadership in the literature we find that they are reducible to a core set of follower needs that can be facilitated or inhibited by leaders. We propose that there is substantial value in adopting a comprehensive needs-based taxonomy over current approaches. We consider the impact of setting the concepts of leadership within existing need constructs for each of the following: (a) theory, especially the development of leadership frameworks and particularly how the concept of leadership relates to the concepts of organizational culture, employee well-being, and employee engagement; (b) methods, including the value of applying a comprehensive, structured model; and (c) practice, where we emphasize the practical advantages of clear operational definitions. [ABSTRACT FROM AUTHOR]

Purpose: The paper redefines workplace spirituality (WS/WPS) by transcending the existential vacuum (in psychiatric terms a sense of lack of meaning of human existence and thus of work), leading to the development of workplace creativity, productivity and satisfaction, targeting operational profitability and organizational optimization. Design/methodology/approach: Spirituality is analyzed philosophically, following the Nietzschean definition in response to Schopenhauer's primordial suffering. Philosophical syncretism yields a viable organizational culture change model of spiritualizing the workplace. For this purpose, specific techniques are proposed which are combined with those already applied to various large companies and organizations. Findings: Spirituality in the workplace acts as a catalyst for developing beneficial qualities by increasing employee job satisfaction, organizational efficiency and business profitability, when equally responding to stakeholders' needs. Practical implications: The suggested change model holistically fosters organizational, operational, individual and collective effectiveness through work place spirituality redefined. Originality/value: For the first time spirituality in the workplace is discussed under a brand new perspective, resulting in an interdisciplinary emerging model, contributing to the field by providing guidance to academics and practitioners to its auspicious implementation through organizational culture change. [ABSTRACT FROM AUTHOR]

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Situated and Activity theories have exercised a significant influence in the field of vocational learning for some considerable time, both sharing a focus on bounded forms of work and forms of learning that facilitate learning in, or to changes to, bounded forms of work. Yet much learning occurs in unbounded contexts often referred to as projectification, where collaborations occur only for the life of a project thereby creating new contingent contexts for learning. Given the existence of this form of working and learning, what type of unit of analysis (UoA) is required to analyse that vocational working and learning in the context of projectification? To address this question, the paper advances the following inter-theoretical argument. Firstly, it is timely to develop a new unit of analysis (UoA) to capture the fractional (intermittent, discontinuous and concurrent) working and learning dynamics associated with the forms of projectification, where funding has to be procured in order to commence. Secondly, that unit of analysis is constituted by the concept of project assemblage, which is based on ideas from Actor Network Theory, Cultural-historical Activity Theory and Cultural Sociology. Thirdly, this new UoA enables researchers to identify the way in which project teams, where members are coming in-and-out, learn to use their different forms of specialist activity to enact objects, why team members will have different backgrounds and understandings of their work, why objects may not cohere, even though team members may treat them as unified and coherent, and how team members learn to incorporate one another's insights and suggestions, and establish a finalized object. [ABSTRACT FROM AUTHOR]

Purpose: Building on social exchange and leader-member exchange theories, this paper aims to propose a model of the impact of coronavirus-induced anxiety on health-care professionals' burnout and turnover intention through the mediation role of servant leadership. Design/methodology/approach: This model was examined by adopting partial least square-based structural equation modeling using data collected from 271 health professionals (doctors, nurses, midwives and analysts) from Turkey. Findings: The findings of the research illustrate that coronavirus-induced anxiety is positively associated with burnout and turnover intention. Furthermore, servant leadership mediates the relationship between coronavirus-induced anxiety, burnout and turnover intention. Yet, according to factor loadings, the mediating role of servant leadership is not strong (β : 0.035 and 0.053, respectively). Research limitations/implications: First, this study targeted the health-care professionals from Turkey. Therefore, this population may not be able to provide general information on the topic. Thus, this study suggests that the subject be addressed in other populations as well. Second, the data were self-reported by the participants. Although common method bias and social desirability bias were not an issue in this study, it should be known that the results are based on the subjective judgments of the participants. Third, this study was limited to investigating the mediating role of servant leadership only. Practical implications: This study gives much beneficial information to both administrators and organizations by mirroring highly stressed workers' inside throughout statistically results. Hence, it is assumed that the findings will help leaders to cope with several difficult situations, especially in crisis moments. As the chaotic circumstances occurred, achieving organizational goals became more and more difficult. To do this, some leaders play critical roles for members like servant leaders by contributing uniquely spiritual dimensions. Social implications: Struggling with the COVID-19 pandemic has aggravated the health-care professionals' existing mental health and has loaded more agitation on them. According to Mozes (2021), suicide cases among nurses have doubled the number of women in the general population. Thus, leaders should do something to lower those ratios. This study points out that servant leaders could break down those unwanted issues by decreasing burnout and turnover intention rates of health workers. Barbuto and Wheeler (2006) highlighted this situation by creating a dimension called "The Natural Desire to Serve Others." Originality/value: To the best of the authors' knowledge, to date, this study is the first to examine the mediating role of servant leadership in the effect of coronavirus-induced anxiety on burnout and turnover intention. Furthermore, this research reveals that servant leadership may play a role in avoiding burnout and turnover intention in the health sector. [ABSTRACT FROM AUTHOR]

A death that occurs inside a prison cell initiates a distinct set of procedures from those around a death on the outside. When a confined space within a penal institution of total surveillance and control becomes a crime scene, it may reflect the prevailing institutional cultures and the ways in which they react and adapt. This paper analyses the case of Marcos, who was found dead in a Portuguese prison cell which he shared with another individual. From the discovery of the body to the crime scene inspection by the police, and from the autopsy to the trial, the qualitative analysis of the inscriptions produced in this case reveals and highlight the epistemic cultures involved. As each culture is developed from the professional practices and modes of acquiring and using knowledge, the analysis of their logic contributes to an understanding of how forensic evidence is co-produced and appropriated in the Portuguese legal context. We identify five epistemic cultures: institutional defence, hunch, office, bubble, and 'rubber stamp'. We argue that the apparent neutrality of an inquisitorial criminal justice system enables the development of particular ways of producing, understanding and using scientific knowledge and forensic evidence. [ABSTRACT FROM AUTHOR]

Using a sample of Chinese A‐share listed firms over the period 2010–2017, this paper investigates the impact of local donation culture on corporate tax avoidance. We find that firms located in areas with a strong local donation culture are less engaged in tax avoidance. The results remain robust under a variety of robustness tests. Furthermore, we find that this relationship is driven by enhancing the moral identity of managers. In further analysis, we also explore the role of media attention, chief executive officer's (CEO's) childhood famine experience, and CEO duality in the relationship between local donation culture and corporate tax avoidance. This study enriches the existing literature on culture and firms' behaviors, and the conclusion of this paper has significant policy implications for governing corporate tax avoidance. [ABSTRACT FROM AUTHOR]

Copyright of European Journal of Management & Business Economics is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Positive Organisational Psychology (POP) has experienced significant growth in the past two decades, contributing to our understanding of work-related well-being and performance. However, the discipline is now on the cusp of a new wave of research and innovation that may reshape its discourse. This paper introduces the concept of 'Positive Organisational Psychology 2.0' (POP 2.0) as an evidence-based, data-driven field that utilizes technological advancements and human-centred design to understand and enhance positive characteristics of individuals, organisations, and society for optimal psychological functioning, wellbeing, and performance. The paper begins with an overview of POP's emergence, highlighting its key characteristics and exploring the factors behind its rapid growth and declining relevance. We then conceptualize POP 2.0, outline its defining features, and advocate for a broader scope, expanded focal audience, enhanced methodologies, and transformative role shifts for practitioners. We conclude by outlining opportunities, challenges and perspectives for the next wave of innovative research. [ABSTRACT FROM AUTHOR]

Purpose: This paper investigates the impact of performance management (PM) practices on firms' financial performance and the mediating role of co-worker and supervisor support. Design/methodology/approach: Data were collected through a two-wave survey. The authors tested the hypotheses using data from 439 employees. Findings: The authors find that PM practices positively influence a firm financial performance. The results also show a positive indirect relationship between PM practices and firm financial performance through co-worker support. The mediated effect is about 0.2 times as large as the direct effect of PM practices on firm financial performance. The results also show that supervisor support partially mediates the relationship between PM practices and firm financial performance. Research limitations/implications: The authors extend our knowledge of PM practices–firm financial performance relationships. The study advances the existing knowledge on this relationship beyond the traditional input-output models by exploring the mediating role of employee involvement in the relationship between PM practices and firm financial performance. Specifically, the authors' findings reveal that co-worker and supervisory support can act as a mediator in this relationship, shedding new light on the importance of employee/supervisor involvement in PM practices. Practical implications: The findings highlight the need for managers to take a crucial look at the importance of co-worker and supervisor support. This suggests that organisations can focus on providing adequate training to managers and supervisors to enhance their ability to provide social support to their employees. Organisations can also encourage a positive and supportive workplace culture to foster an environment that promotes employee engagement, motivation and performance. Originality/value: The results of this study enrich the literature on PM practices–firm financial performance by conceptualising supervisor and co-worker support as mechanisms through which this relationship occurs. By so doing, the authors clarify how PM practices affect firm financial performance. [ABSTRACT FROM AUTHOR]

Professional practice placements are an essential component of allied health and nursing programs. Whilst most students pass these placements, a small percentage of students will fail or be at risk of failing. Supporting students undergoing a failing experience is a time critical, time consuming, emotional and resource-heavy task which is often undertaken by key university staff and impacts all stakeholders. Whilst several studies have provided insight into this experience from the educator and/or university perspective, this scoping review aimed to identify the students' experience of failing or nearly failing a professional practice experience. Following Arskey and O'Malley's framework for scoping reviews, 24 papers were included in this review. This review generated six themes including the reasons for failure, how failure looks and feels, how supports, service and strategies influence the student experience of failure, the importance of communication, relationships and organisational culture, the impact infrastructure and policies have, and the consequences of failure. The outcomes of this scoping review highlighted three key characteristics of the research to date: (a) the student voice is still largely missing; (b) the student perspective is distinctly different to that of other stakeholders; and (c) the interventions used appear not to be student-informed or student-led. Better understanding this experience from the student's perspective could create a more sustainable practice education environment by designing and implementing more effective supports, services or strategies that reduce the overall impact a failing experience has on students and key stakeholders. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to highlight the importance of cultivating belongingness within an organization. This paper will also indicate ways human resources (HR) practitioners can enhance inclusivity and foster a more diverse workplace. Design/methodology/approach: This paper is written for practitioners who want to create a more inclusive organization. Exploring lessons learned from an environment seemingly disparate from a typical workplace revealed common generalizable themes. HR practitioners can use these themes to better understand the need for an intentionally designed workplace that prioritizes belonging as a means of improving overall organizational efficiency. Findings: Organizations compete globally for market share and consumers, who are nonhomogeneous. Attracting, retaining and growing a diverse talent pool that is representative of their heterogeneous customers will help organizations better understand and adjust to dynamic market demands. Research shows that promoting diversity, inclusion and belongingness in the workplace oftentimes enhances employee performance, improves organizational culture and increases profitability. Originality/value: Learnings from outdoor adventure sports are explored to garner insight for HR professionals seeking to enhance diversity and inclusion. This paper proposes three ways HR professionals could foster a more diverse environment where employees will be more engaged, empowered and fulfilled: create safe spaces, open access to opportunities and cultivate belongingness. [ABSTRACT FROM AUTHOR]

Based on data from China's A-share listed companies from 2008 to 2017, this paper examines the influence of the contemporary values of Confucianism, namely benevolence, righteousness, propriety, wisdom, and fidelity on the effectiveness of internal control. It indicates a significant positive correlation between the contemporary values of Confucianism and the effectiveness of internal control. Furthermore, this positive influence is noticeable in family-owned businesses but is unobserved in foreign-invested enterprises in China. In addition, the contemporary values of Confucianism enhance internal control quality through two pathways: promotion incentives and corporate reputation. In regions with lower degrees of openness, lower levels of rule of law and slower marketization, or in companies facing operational crises, the contemporary values of Confucianism have a more pronounced effect on enhancing the effectiveness of internal control. The contemporary values of Confucianism have strengthened the ability of internal control to decrease agency costs and mitigate the negative influence of internal control on risk-taking. [ABSTRACT FROM AUTHOR]

Employee mental health is a central issue in today's global workplace. This paper analyzes the effect of high performance work systems (HPWSs) on employee mental health. We integrate HPWS concepts with job demands‐resources (JD‐R) theory to examine competing theoretical perspectives—a positive HPWS influence and a negative HPWS influence on employee mental health. We examine employees' perceptions of psychological empowerment as an indicator of the motivational pathway of the JD‐R and work‐role overload as an indicator of the strain pathway to explain the differential effect of HPWSs on mental health. We also incorporate organizational identification theory to demonstrate how one's identification with the organization can either accentuate or attenuate feelings of both psychological empowerment and work‐role overload. Findings from a study of 999 employees in 174 South Korean organizations indicate that HPWSs are positively associated with employee mental health via employee perceptions of empowerment and that HPWSs are negatively associated with employee mental health through perceptions of work‐role overload. Furthermore, the study finds that organizational identification attenuates the relationship between HPWS and both empowerment and overload. Practice‐level post hoc analyses also reveal that the job design characteristics, pay level, and participative decision‐making are linked to empowerment. In addition, participative decision‐making is most strongly associated with work overload. [ABSTRACT FROM AUTHOR]

The aim of this paper is to understand the long-COVID impact on cultural heritage organisations, and future research needed. COVID-19 was disruptive to cultural heritage socioeconomic activities across the world during 2020 and 2021. Whilst government intervention and changes from physical to digital engagement generally prevailed, the long-COVID impact on cultural heritage organisations, their people and users, buildings, and collections remains unknown. The extent, also, to which financing, curating, visiting, and volunteering patterns have changed is uncertain. Following the pandemic closures and associated support, cultural heritage organisations are facing continuing economic, social, political, environmental, technological, and organisational culture pressures. This research examines the existing academic literature, sector publications, annual reports and associated visitor information to understand whether cultural heritage organisations have long-COVID, whether they can survive another pandemic, and what further research is needed to be better prepared. Four case studies from the UK look at the visitor and financial impacts of COVID-19 on the British Library, the London Transport Museum, The Theatre Royal Drury Lane, and Kensington Palace. This paper contributes to heritage research by providing a deeper understanding of the impact that COVID-19 had on heritage, and how to proactively plan for similar future disruptions. The impact themes show that change did not result in a new normal but in the need for a new space, consisting of blended space (physical and digital), mixed space (indoors and outdoors), and community of practice space (isolated or cross-sector networking space). The literature highlights the significance of the sector coming together during the pandemic to share knowledge and provide support through its networks. It also highlights how important it is for such unity not to be lost but to be harnessed to support ongoing organisational sustainability and better preparedness for future crises. Finally, future research suggestions are proposed grouped into social, digital, financial, and operational research themes. [ABSTRACT FROM AUTHOR]