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This study aims to measure the economic benefits of business mediation in Brazil compared to lawsuits, investigating whether choosing mediation to resolve a business conflict is more economically advantageous than filing a lawsuit in the judiciary and whether opting for extrajudicial mediation to settle a business dispute is more economically advantageous than reaching an agreement in judicial mediation. The research, conducted in the Southeast region of Brazil after the implementation of the Brazilian Code of Civil Procedure in 2016, employed quantitative methods, analyzing 397 judicial processes. The results indicated that extrajudicial mediation is the most cost-effective option, while the judicial lawsuit is the most costly. This article provides essential information for businesses to make informed decisions in the resolution of business disputes. [ABSTRACT FROM AUTHOR]

The advancement of Artificial Intelligence (AI) is progressing rapidly, compelling companies to integrate it within their operational frameworks to sustain competitiveness, primarily driven by its impact on organizational agility (OA). Nevertheless, the absence of a robust theoretical framework underscores the limited understanding of the relationship between AI and OA. Within this context, the research aims to establish foundational knowledge, delineate the evolutionary trajectory of the topic, and identify prospective avenues for inquiry. To achieve this objective, bibliometric analysis is employed to gain comprehensive insights into the interplay between these variables and discern trends within this research domain. The utilization of the Web of Science (WoS) and Scopus databases up to January 2024 facilitates data collection, while Bibliometrix and Visme are instrumental in crafting a scientific production map. The analysis corroborates the novelty and growth potential of the subject matter, underscoring heightened author interest, particularly evident in 2023, against a backdrop of sparse and temporally dispersed publications until 2017. Notably, the prevalence of conference papers on this topic stands significantly high at 26.98 % in comparison to the total contributions, indicative of the research community's engagement. Furthermore, the findings underscore a robust association between the keywords AI and OA, delineating a burgeoning research domain that converges with the digital transformation of enterprises and the Theory of Standardization Process. The effective integration of AI into corporate operational frameworks marks the zenith of this transformative process, ushering in the genesis and overhaul of organizational routines. This study represents a pioneering endeavour within the literature, as it constitutes the inaugural bibliometric exploration of this subject matter. Moreover, it serves to underpin the establishment of theoretical underpinnings for future research endeavours as it outlines current trends and emerging future research trajectories, concerning the role of AI in OA. [ABSTRACT FROM AUTHOR]

Our study objective is to examine the determinants that influence the adoption of human resource (HR) analytics, along with the influence of the external variable called Innovation Performance. The research model was developed by adapting the theoretical model of the unified theory of the acceptance and use of technology (UTAUT) by adding the external variable, Innovation Performance. The data was collected using a survey at Amazon Mechanical Turk (MTurk) in the USA. Initially, a total of 602 responses were obtained. Finally, a total of 554 questionnaires were obtained after using information quality filters for debugging. This study reveals that the main influence on the adoption of HR analytics is exerted by performance expectancy, social influence, facilitating conditions, and innovation performance on behavioral intention. Likewise, facilitating conditions, innovative performance, and behavior intention are the major influences for Use Behavior. This was found from an empirical analysis using the generalized structured component analysis (GSCA) software package that shows, with tabled data, the major relationships of the research model. This research into the use of HR Analytics investigated the standard determinants of UTAUT and the Innovation Performance external variable, that influence the adoption of HR analytics in business organization.

BACKGROUND: The effectiveness of the paper's bibliometric analysis and systematic assessment of change management research in administrative and technological studies may open the way for more study in this field. This study may be the first of its type, and its findings will be useful to other academics working in the subject of change management. OBJECTIVE: The goal of this literature study is to identify essential ideas that might influence change management and to lay the groundwork for future research in change management that uses bibliometric analysis. The evaluation determines the most important and frequently used terms connected with change management. METHODS: The method used in this study is a systematic review of change management publications from Web of Science. RESULTS: The most often used terms in change management research, according to the survey, were Leadership, Organizational Change, Organizational Development, Organizational Culture, Performance, Innovation, Framework, Technology, and Transformation. Change management papers were mostly published in the United States, China, Pakistan, Germany, Australia, and Finland. IMPLICATIONS: The study's findings may be used to generate articles on change management in the market discipline, notably in the domains of business and technology. [ABSTRACT FROM AUTHOR]

Our study objective is to examine the determinants that influence the adoption of human resource (HR) analytics, along with the influence of the external variable called Innovation Performance. The research model was developed by adapting the theoretical model of the unified theory of the acceptance and use of technology (UTAUT) by adding the external variable, Innovation Performance. The data was collected using a survey at Amazon Mechanical Turk (MTurk) in the USA. Initially, a total of 602 responses were obtained. Finally, a total of 554 questionnaires were obtained after using information quality filters for debugging. This study reveals that the main influence on the adoption of HR analytics is exerted by performance expectancy, social influence, facilitating conditions, and innovation performance on behavioral intention. Likewise, facilitating conditions, innovative performance, and behavior intention are the major influences for Use Behavior. This was found from an empirical analysis using the generalized structured component analysis (GSCA) software package that shows, with tabled data, the major relationships of the research model. This research into the use of HR Analytics investigated the standard determinants of UTAUT and the Innovation Performance external variable, that influence the adoption of HR analytics in business organization. [ABSTRACT FROM AUTHOR]