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Research examining the antecedents of recalls, instead of their consequences, is relatively sparse and has not considered whether firms' likelihood to recall products is influenced by legal changes that could induce managerial opportunism, such as those reducing shareholder litigation risk. To examine this question, the authors exploit the staggered adoption of universal demand (UD) laws across several U.S. states as a quasi-natural experiment. UD laws aim to prevent frivolous litigation from disrupting a firm's normal business operations by making it more difficult for shareholders to sue managers for neglecting their fiduciary duties and hold them personally liable. Although UD laws are well-intended, the reduced threat of shareholder litigation disciplining a firm's managers could have unintended negative consequences. Indeed, using a difference-in-differences analysis, the authors find that following the adoption of UD laws, affected firms become less likely to recall products. This effect is weaker in the presence of organizational mechanisms constraining managers' self-interest-seeking behavior, such as a corporate culture focused on customer needs and interests or the exercise of normative control through monitoring by institutional investors. The authors do not find support for a potential alternative explanation of operational improvement and therefore higher product quality driving their findings. [ABSTRACT FROM AUTHOR]

In interfirm exchanges, transaction cost economics (TCE) argues that asset specificity, critical for value creation, poses hazards requiring contractual safeguards. TCE assumes actors have foresight to mitigate these hazards even though specificity is typically hard to observe, suggesting that managers' impressions may be biased. Taking a microfoundational approach, we explore how individual negotiators form perceptions of optimal asset specificity and aggregate them to a firm-level assessment that may be influenced through negotiation. We then explore how managers may actively manipulate their counterparts' perceptions to maximize their firm's value capture. We theorize about when this may occur and the implications for contractual governance, value creation and capture, and repeated exchanges—each of which may vary from extant predictions. By symmetrically applying an expanded bounded rationality assumption (including cognitive distortions) and net value capture motivation, we augment contract design research by enabling prediction of when and how managers' strategic behavior may impact exchange outcomes. As a result, this analysis provides a more nuanced understanding of when contract design may intentionally deviate from efficient governance predictions. [ABSTRACT FROM AUTHOR]

What are the longer-term consequences of premigratory experiences on the political attitudes of those who migrate out of extremely authoritarian regimes? In this paper, using data from an original survey of North Korean defectors in South Korea conducted in 2022, we examine whether attitudes on executive power, self-sacrifice for the sake of the national community (postmigration), state ownership, and the duty to participate politically, vary among North Korean defectors, and whether those attitudes are based on their individual experiences in North Korea. Although we find little evidence that defectors express a greater willingness to sacrifice for the nation, former members (especially male members) of the Workers' Party of Korea are significantly more likely than nonparty members to express support for a strong unchecked leader. Some other indicators of elite status (such as higher education and organizational leadership) also suggest that defectors who were elites are more likely than defectors with less elite backgrounds to retain elements of the authoritarian socialization they experienced in North Korea. [ABSTRACT FROM AUTHOR]

The success of diversity initiatives depends on the support of those in positions of structural power—that is, managers. However, managers often resist such initiatives. Existing academic and practitioner conversations point to managers' demographics or ideology as the source of resistance to diversity initiatives. We propose that such resistance may originate from the managerial position itself. We argue that positions of structural power induce organizational identification, which motivates a view that one's workplace is equitable. Seven archival studies of government employees (Studies 1a–1 g) and three surveys of working adults (Studies 2a, 2b, and 3) suggest those higher in structural power perceive less inequity in their workplace due to higher organizational identification, resulting in lower support for diversity initiatives. Asking managers to deliberate on inequities within their own organization, thus challenging their default positive view, helps managers overcome their identification barrier (Study 4). This research helps shift the foci of resistance toward diversity initiatives from demographics or ideology to one's managerial position and provides practical implications for organizations seeking to support their diversity initiatives. [ABSTRACT FROM AUTHOR]

Community schools extend traditional school responsibilities by providing additional resources to support students, families, and communities, and ultimately attempt to change the school institution. Integral to the institutionalization of community schools are community school managers (CSMs) and their institutional work. Drawing from institutional theory, this study uses interview data to explore the deliberate actions taken by CSMs to create institutions, focusing on their efforts to develop their institutional identities and change normative associations. Institutional identities of CSMs were defined by their implementational responsibilities and organizational positioning. While CSMs skillfully identified, provided, and allocated resources within their implementational identity, the organizational identity remained ambiguous, lacking clarity on their organizational position or consistency in the teams on which they served. CSMs struggled to create normative associations that linked the resources they provided to the community school strategy. Moreover, the local leadership structure and principal support significantly and differentially impacted CSMs' institutional work. [ABSTRACT FROM AUTHOR]

Introduction: The COVID-19 pandemic has posed challenges to entities responsible for qualifying healthcare professionals worldwide, needing adaptation to offer distance learning courses in the face of implications such as social distancing. However, despite these courses, there are still gaps in understanding their effects. Objective: To analyse the feeling of professional managers on the effects of a distance learning course, implemented for the development of public health competencies during the COVID-19 pandemic. Methodology: Qualitative research based on data collected from the virtual course environment, which included responses to a question posed to manager-professionals one month after completion: "Which tasks do you routinely perform that have undergone any modification due to your participation in the course?" Data analysis used Descending Hierarchical Classification with the aid of the IRAMUTEQ® software, focusing on Simple Segments of Text (SST). SSTs were classified based on their respective vocabularies of higher frequency and words with significant association (p<0.001). Finally, the software produced a dendrogram illustrating the hierarchical class scheme. Results: 256 responses were processed with a utilization rate of 76.3% of SSTs, resulting in a dendrogram with four classes, revealing modifications in (1) Execution of daily work tasks; (2) Expansion of knowledge about work in the Unified Health System; (3) Coordination between areas for the development of actions in Public Health; (4) Support and guidance for health surveillance actions in collaboration with municipalities. Final Considerations: The use of IRAMUTEQ® software eased the processing and analysis of a large amount of qualitative data, yielding findings that showed significant changes in the professional practice of managers and, so, a positive impact on the development of public health competencies even during a pandemic. [ABSTRACT FROM AUTHOR]

This research article examined the primary healthcare managers' managerial competency in enabling and managing changes. The study was conducted in Tanzania. This study used a cross-sectional research approach. A census sampling approach was used to gather data from one hundred and two healthcare managers. Utilizing SPSS version 25, statistical product and service solutions were used to analyze the data that had been gathered. Results show that, about the indicators within the preparation for change, implementation of change, evaluation of change, and leadership qualities concerning lead changes constructs, respectively, (73.53%), (65.69%), and (76.47%) of the healthcare managers are competent, and (26.47%), (34.31%), and (23.53%) are less competent. The study concludes that primary healthcare managers in Tanzania have shown both levels of competence and less competent practices in facilitating and managing changes. [ABSTRACT FROM AUTHOR]

Traditional research has suggested that external environmental regulations and internal executive attitude are important factors. However, no in-depth study has yet to be conducted on the interaction between internal and external factors. This study constructs a model of the relationship between the different driving factors of eco-innovation from internal and external perspectives. By analyzing survey data covering 214 enterprises, this study explores the impact of environmental regulations on eco-innovation and further analyzes the moderating effect of the environmental awareness and commitment of top managers. Results show that, first, formal and informal environmental regulations and the environmental awareness and commitment of top managers have significant positive effects on eco-innovation. Second, the environmental awareness of top managers has no significant moderating effect on the relationship between environmental regulations and eco-innovation. Third, the environmental commitment of top managers has a significant positive moderating effect on the relationship between formal environmental regulations and eco-innovation. However, such environmental commitment has no significant moderating effect on the relationship between informal environmental regulations and eco-innovation. Finally, based on the empirical results, this study provides relevant managerial implications and policy suggestions. [ABSTRACT FROM AUTHOR]

The research examined the effect of top management commitment (TMC) on operational performance and the mediating effect of green production. The study selected 219 manufacturing companies of Iraq. The result analyzed the direct effect of TMC on green production and operational performance. Also, the effect of green production on operational performance is analyzed. In addition, the mediating effect of green production between the association of TMC and operational performance analyzed. So, the direct and also indirect results found in the study were significant. This finding offers crucial understanding for managers in the manufacturing business, indicating that a strong commitment from top management and the use of green production may improve operational performance. Moreover, this study expands on the findings of prior research about the correlation between TMC and GP in enhancing OP. Therefore, this study enhances the existing research in Structural Equation Model (SCM). [ABSTRACT FROM AUTHOR]

Globally, food waste is a significant environmental, economic and social issue. Food waste in landfill creates the potent greenhouse gas, methane, contributing to climate change, with its management predominantly falling to local governments. Despite efforts by many countries, and extensive infrastructure and market development funding, food waste continues to be landfilled, with apparently similar councils taking diverse approaches. Using a mixed methods study design, data was firstly collected from a National online survey of Australian council-based waste management staff (n = 183), with descriptive and factor analysis of the survey data revealing a strong sense of structural empowerment (PCA.75 to.90) and a preference for sourcing information from networks (48%). These results informed a series of semi-structured interviews (n = 43) which, after thematic analysis, provided rich insights into the attitudinal and situational interpretations council-based waste managers bring to decisions around household food waste management. Framed by four pillars of Structural Empowerment, the findings suggest that waste manager's attitude is equally as important as support, resources, and knowledge and that, despite mandates and targets, individual motivational factors and organisational paradigms determined decision-making. Identified barriers included perceived capacity constraints, inadequate focus on actionable interventions, and fragmented, uninspiring, planning. This article provides important insights around 1) leveraging networks for knowledge dissemination, 2) fostering capacity-building initiatives, and 3) advocating for sustained engagement with food waste diversion within councils. This underscores the need for additional research into evolving council typologies and effectively engaging key stakeholders to achieve food waste diversion targets and address climate change impacts. [ABSTRACT FROM AUTHOR]

Nowadays, environmental issues and cleaner products are interest to many customers, considering whether to buy or continue using a product. This will affect the perception, attitude of upper managers in the process of strategic choices and operational management behavior. This study is based on the Upper Echelon Theory, research under the influence of customer pressure to attitude toward the environmental, decision choices for cleaner production strategies, implementation of environmental management accounting towards achieving green competitive advantage of Vietnamese manufacturing enterprises. In addition, the role of two moderator variables: (1) perceived benefit of cleaner production strategies and (2) perceived benefit of environmental management accounting in the research model is also considered. This study surveyed 234 CEOs of Vietnamese manufacturing enterprises. This study employed PLS-SEM, version 3 for data analysis. Results have shown that all relationships are statistically significant. Moderator variables have a statistically significant and positive impact in relationships in which they play a moderator role. This study helps CEOs realize the importance of producing products that are customer-oriented, environmentally friendly, and the implementation of environmental management accounting will have a strong impact on achieving a sustainable competitive advantage. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to develop a comprehensive model for performance improvement management among educational group managers by identifying critical factors and components that influence managerial effectiveness in educational settings. Methodology: The research adopts a descriptive-survey methodology, with a statistical population comprising 400 educational group managers from Islamic Azad University in Tehran. Using the Morgan table, a sample of 196 participants was randomly selected. Data were collected using a researcher-made questionnaire and analyzed using structural equation modeling (SEM) based on an exploratory factor analysis approach with LISREL software. Validity was assessed using composite reliability (CR) and Cronbach's alpha, with additional evaluations through Bartlett's test and KMO measure. Findings: The analysis identified six significant factors affecting performance improvement management: continuous monitoring and evaluation (R = .67, t = 9.56), knowledge management (R = .58, t = 8.27), professional development (R = .61, t = 8.70), empowerment (R = .89, t = 13.12), professional ethics (R = .71, t = 15.81), and managerial role (R = .69, t = 9.85). These factors encompass 25 specific components, such as planning, educational needs assessment, knowledge sharing, self-development skills, cognitive support, and strategic planning ability, all demonstrating significant factor loadings (p < .001). Conclusion: The findings underscore the importance of structured and continuous management practices in educational settings. Emphasizing continuous monitoring, effective knowledge management, professional development, empowerment, ethical standards, and strong managerial roles can significantly enhance the performance of educational group managers. These insights provide a robust framework for educational institutions to improve their management strategies and achieve better organizational outcomes. [ABSTRACT FROM AUTHOR]

Organizational inertia as a defensive mechanism has pervasive effects on the functional aspects of organizations, including financial functions. One of these financial aspects affected by inertia is the cost of equity capital. Hence, This article aims to contribute to the accounting knowledge literature by presenting the framework of organizational inertia (OI) and investigating the effect of the cost of equity capital (COE) on it. This article uses meta-synthesis, the Delphi process, and, finally, questionnaire design to measure organizational inertia. The mentioned questionnaire was sent to the managers of the sample companies, and finally, 138 questionnaires were completed and returned and included in the statistical analysis. To measure the cost of equity capital, we use three proxies, including the O'Hanlon and Steele (2000) Model (OSM), CAPM, and Industry-Adjusted Earnings-to-Stock Price Ratio (IndEP). The results show that organizational inertia has a positive and significant effect on the cost of equity capital. The research results have confirmed that organizational inertia has a positive and significant effect on the cost of equity capital. This means that the increase in structural resistance causes the company's financing costs to increase, and the company faces more challenges in obtaining resources. [ABSTRACT FROM AUTHOR]

This study explores the impact of organizational factors on strategic unlearning through the mediating role of knowledge sharing in Iran's state-owned banks. The aim is to develop human resource capabilities based on organizational learning and strategic unlearning patterns to effectively attain the objectives of Iran's state banks. The research population includes 412 managers and deputies of Iran's state-owned banks, and the sample size is 199 participants. A researcher-made questionnaire was applied to collect data, and SmartPLS3 software was used for statistical analysis. The results indicate that organizational factors positively impact strategic unlearning through the mediating role of knowledge sharing. Strategic unlearning leads to greater motivation for talent development in creative environments, causing constructive changes that improve individual and organizational performance, leading to innovation and creativity. The study highlights the importance of strategic unlearning in Iran's state-owned banks and its positive impact on progress toward a better future. [ABSTRACT FROM AUTHOR]

Facing competitive market situations, customer recommendations are an essential tool to attract potential customers as well as to get free promotions. This study aims to measure the most important airline's service quality attributes of customer recommendations toward full-service and low-cost carrier airlines from Indonesia. To measure the most important airline's service quality attributes influencing customer recommendations, a feature selection approach was used. The performance of feature selection algorithms was evaluated using support vector machines (SVM). Findings revealed that airlines' reputation, employee knowledge, and information system were the most important airline service quality attributes of customer recommendations toward full-service airlines. On the other hand, airlines' reputation, employee knowledge, employee courteousness, on-time performance, safety & security, error records, responsive employees, and information systems were for low-cost carrier airlines. This research provides paths to airlines managers on how to get free advertisements through customer recommendations. [ABSTRACT FROM AUTHOR]

This study attempts to compare innovative and less innovative agencies on innovative behavior, knowledge sharing behavior, Islamic work ethic and entrepreneurial orientation. Subsequently, data processing for the study adopts the use of the Dependent Sample T-test, known as the Paired T-test. Results of the study proved that there are significant differences between the public sector in terms of innovative behavior, Islamic work ethic, and its dimensions, i.e., effort, cooperation, and moral responsibility. There is also a significant difference between more innovative and less innovative agencies in terms of entrepreneurial orientation and its dimensions, i.e., innovativeness and proactiveness. Nevertheless, there is no significant difference between more innovative agencies and less innovative agencies in terms of knowledge-sharing behavior and its dimensions, i.e., knowledge donating and knowledge collecting. Likewise, one of the dimensions of entrepreneurial orientation, i.e. risk taking, has no significant difference between more innovative and less innovative agencies. Importantly, research findings provide a guideline for the government to find the solution of problem innovation in the public sector to improve service to society. Specifically, management support is very important in order to build a culture for knowledge sharing and a strong awareness among civil servants of the value of Islamic work ethic. Managers are expected to be first in implementing entrepreneurial orientation. Subsequently, this empirical study is the first that examines the comparison between innovation, knowledge-sharing behavior, Islamic work ethics, and entrepreneurial orientation in public sector knowledge-sharing behavior, Islamic work ethics, and entrepreneurial orientation in the public sector, which is more innovative and less innovative. [ABSTRACT FROM AUTHOR]

Senior managers are the customers of organizational performance measurement methods to help them make better decisions at the firm level. One of the most applicable methods is Network Data Envelopment Analysis (DEA). Network DEA models consider systems that have a network structure in which system inputs, after passing several intermediate interactions, are transformed into intermediate productions and finally leave the system as output products. However, many realworld cases do not necessarily conform to this network structure, which is related to the system outputs during multiple time periods or the same "dynamic" impacts. These structures cannot handle dynamic impacts. Therefore, this paper presents a novel structure that can consider the dynamic impacts and influences of sub-units on each other at various time periods. Besides, two models based on slack variables are proposed which can consider dynamic effects and calculate the efficiency of such networks. Using these models, the overall efficiency of networks is calculated for the whole time period. Finally, these models are applied to two examples, and the results obtained are compared with other methods. [ABSTRACT FROM AUTHOR]

This study examines the networking and learning capabilities of small and mediumsized businesses (SMEs), which enable organizations to generate strategic ambidexterity on environmental dynamism. For this purpose, 190 respondents from SMEs in Indonesia were polled and analyzed using SEM PLS. The results show that networking and learning capabilities substantially impacted strategic ambidexterity. Surprisingly, environmental dynamism does not moderate the association between SMEs' capability in networking and strategic ambidexterity. In addition, networking and learning capabilities positively affect ambidexterity in SMEs. Conversely, environmental dynamism moderates the link between learning capabilities and strategic ambidexterity. The study's findings assist SME owners/managers and practitioners in developing and sustain networking and learning capabilities to achieve ambidexterity. [ABSTRACT FROM AUTHOR]

Purpose: Prior research has revealed that a large share of managers is reluctant towards the use of artificial intelligence (AI) in decision-making. This aversion can be caused by several factors, including individual drivers. The purpose of this paper is to better understand the extent to which individual factors influence managers' attitudes towards the use of AI and, based on these findings, to propose solutions for increasing AI adoption. Design/methodology/approach: The paper builds on prior research, especially on the factors driving the adoption of AI in companies. In addition, data was collected by means of 16 expert interviews using a semi-structured interview guideline. Findings: The study concludes on four groups of individual factors ranked according to their importance: demographics, familiarity, psychology and personality. Moreover, the findings emphasized the importance of communication and training, explainability and transparency and participation in the process to foster the adoption of AI in decision-making. Research limitations/implications: The paper identifies four ways to foster AI integration for organizational decision-making as areas for further empirical analysis by business researchers. Practical implications: This paper offers four ways to foster AI adoption for organizational decision-making: explaining the benefits and training the more adverse categories, explaining how the algorithms work and being transparent about the shortcomings, striking a good balance between automated and human-made decisions, and involving users in the design process. Social implications: The study concludes on four groups of individual factors ranked according to their importance: demographics, familiarity, psychology and personality. Moreover, the findings emphasized the importance of communication and training, explainability and transparency and participation in the process to foster the adoption of AI in decision-making. Originality/value: This study is one of few to conduct qualitative research into the individual factors driving usage intention among managers; hence, providing more in-depth insights about managers' attitudes towards algorithmic decision-making. This research could serve as guidance for developers developing algorithms and for managers implementing and using algorithms in organizational decision-making. [ABSTRACT FROM AUTHOR]

The intersection of sustainability and sports has emerged as a pivotal arena for exploring the evolving dynamics of contemporary society. In the context of Formula 1, sustainability-related norms and policies have started to affect sponsorship relations. The study aims to examine how F1 teams’ sustainability strategies have impacted their sponsorship policies. To get a better understanding of views, motives and activities related to the adaptation of the sustainability concept to their sponsorship propositions, semistructured interviews with commercial managers from three F1 teams were conducted. Facing diverse stakeholder pressures and expectations, as well as the newly adopted internal policies, the teams’ commercial departments have embraced sustainable development for strategic and instrumental reasons. The adjustments concentrate on aligning the teams’ sponsorship practices with their management vision and sustainability prioritisation. Simultaneously, they also aim to support the implementation of the teams’ sustainability commitments. However, the data suggests that sustainability is not yet consistently a decisive factor in F1 sponsorships. That sparks ethical dilemmas, as teams continue partnering with sponsors from contradictive industries, highlighting a paradox between the sport’s dedication to sustainability and its reliance on commercial ventures. The paper unpacks the under-researched relationship between the adoption of sustainability norms and policies and their practical manifestations in organisational sponsorships. [ABSTRACT FROM AUTHOR]

Purpose: This study explores the managerial practices that influence governing Public-Private Joint Ventures (PPJVs) between appointed managers of State-Owned enterprises (SOE) and International Firms under the moderating role of Sharīʿah. Methodology: The study utilises qualitative empirical data gathered through interviews with long-practised public and private managers in the Egyptian extractive industry. Findings: The study elucidates the differing managerial philosophy and its associated concepts between appointed managers of SOE and International Firms in PPJVs hosted in Islamic economies and based on Sharīʿah Law. Findings report on the tensions of power asymmetries resulting from interdependence between appointed managers of both parties. The identified tensions of power asymmetries can be eased through sound ethical behaviour and management of the differing concepts by employing the managerial practices of Trust-building and Experience Compatibility. Trust-building reported mutual occurrence between all participants signifying its importance in governing PPJVs. Experience Compatibility reported a contrast between participants on its importance in governing PPJVs. Significance: The contribution of this study lies in expounding the consequences of interdependence between appointed managers from Sharīʿah-compliant firms (The SOE) and International Firms, and the resulting tensions of power asymmetries that they face in governing PPJVs. Appointed managers of Sharīʿah-compliant firms should embrace sound ethical grounds rooted in the ethical values derived from the ethos of Islam. Similarly, appointed managers of international firms should realise the ethical concepts of their counterappointed managers of Sharīʿah-compliant firms. This eventually helps in building mutual trust and ease in increasing levels of experience compatibility between them. Limitations: The study is based on data from the Egyptian PPJVs in the extractive industry. Future comparative studies can be held on countries with similar social and political settings to validate and test the findings. Implications: This paper provides theoretical foundations that bridge the differing managerial philosophy and its associated concepts between appointed managers from Sharīʿah-compliant firms and international firms on the ethical grounds of Islam. Furthermore, it purports practical ways to build mutual trust between appointed managers from both parties. [ABSTRACT FROM AUTHOR]

Background: The Covid-19 pandemic will have an impact on the funding strategies of companies in the health sector, as fluctuations in income will play a significant role in determining their ability to finance various activities. This phenomenon will manifest itself in the context of capital structure policy determinations. Purpose: This study aimed to investigate the impact of COVID-19 on the capital structure behavior of healthcare companies in Indonesia. Design/methodology/approach: Utilizing the data from fourteen companies that were listed on the Indonesia Stock Exchange for the period of 2017-2022, a panel data regression based on the Generalized Least Squares (GLS) approach was used to analyze the impact of COVID-19 and other factors on the capital structure decision. Furthermore, the partial adjustment model with the Generalized Method of Moments (GMM) estimator was employed to measure the speed of adjustment toward target leverage. Findings/Result: We found COVID-19 had a significant impact on capital structure. Other factors that influenced the capital structure were the return on equity, current ratio, and growth. Finally, the healthcare companies in Indonesia readjusted their capital structure toward target leverage at a rapid rate. Managers of companies in the health sector can arrange considerations according to the order of funding sources, using internal funding sources first in the form of retained earnings, then debt, and if necessary, issuing equity. Conclusion: During a crisis, the effects experienced by different sectors exhibit variations. Consequently, conducting sector analysis research during a crisis becomes crucial in order to ascertain the precise impact of specific crises on particular sectors. Originality/value (State of the art): This research contributes to the existing literature on capital structure decision and speed of adjustment by adding the COVID-19 crisis dimension, especially when the industry play the important rule. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this research is to analyze the influence of national culture on knowledge sharing and to suggest the managers and practitioners how to manage the knowledge sharing effectively and efficiently in culturally diversified organizations. Methodology/Approach: Basically, this research is part of the PhD research dissertation of the author. The research was conducted through qualitative content analysis of research articles on the subject matter. Findings: The results revealed that national culture draws significant influence on sharing of knowledge. Members of different societies show different types of behaviors, trends and tendencies toward KS. Apart from cultural differences, language differences and translation issues also create several problems in the process of knowledge sharing, making it complicated for both sharers as well receivers of the knowledge. Implications/Originality/Value: This research offers key thoughts and implication for the managers and practitioners, to know the issues, difficulties, complications and delicacies of cross-cultural knowledge sharing. The author has also suggested valuable recommendations at the end, for the effective management of knowledge sharing in a cross-cultural working environment. The author has also offered areas and new dimensions of conducting research in this important domain of research. [ABSTRACT FROM AUTHOR]

The adoption of Artificial Intelligence (AI) is a growing topic, particularly in the context of decision-making processes. However, there is a limited focus on this subject, especially in developing and emerging countries, which present unique challenges distinct from those in developed nations. Small and Medium Enterprises (SMEs) in these regions have received insufficient empirical attention, and existing literature suggests that variables influencing AI adoption may vary based on the configurations of these companies. This study addresses two critical research gaps by examining AI adoption in the specific context of Colombian organizations, particularly focusing on SME managers. Replicating scales and a structured model from a previous study in the United Kingdom, the research involves 83 companies from the Caribbean region of Colombia. The findings reveal partial differences from the UK study, emphasizing the impact of facilitating conditions on behavioral intentions to adopt AI in decision-making, while peer influence lacks significance. While 10 out of 17 hypotheses replicate UK results, the study raises questions about how SMEs in Latin America perceive threat, severity, effort, personal concerns, and external support differently. [ABSTRACT FROM AUTHOR]

The digitalization of the aesthetic experience influences the quality of participation in musical arts. Due to differences in perception among consumers of musical arts belonging to particular generations, this study aims to assess the influence of the participation form (in-person or digital) in the aesthetic situation. The COVID-19 pandemic forced the common digitalization of the aesthetic situation and catalyzed broad research on all art disciplines. Qualitative data analysis (based on ten criteria) constructed on an international sample concludes that the form in which one participates in musical arts determines the perception of quality in the aesthetic situation, which is assessed differently depending on one's generation. Significant determinants exist among generations in participation in musical arts and between particular forms of participation. The research results should interest musical arts creators, managers, marketers, recipients, and researchers. [ABSTRACT FROM AUTHOR]

Objectives: The impact of the COVID-19 pandemic on all areas of human life has been great. The prevailing disease also turned out to be a challenge for managers and the entire educational environment, which is the genesis of this article. Therefore, the aim of this article is to compare interest in the issue of improving managerial competences in the period before and after the Covid-19 pandemic and to draw conclusions in this area. Material and methods: The article contains a presentation of the results of research relating to the need to improve competences by the management staff of the organization before the pandemic (2018) and after its end (2022). The research covered middle-level managers and small business entrepreneurs. Results: The obtained results prove that it is necessary to constantly adapt to new market conditions and requirements, and new competences are indispensable in order to do so. Respondents see the need to improve the level of their knowledge, opting for forms that will not absorb them excessively (e.g. self-improvement). The respondents emphasize the need to know international issues and law, and the main inspiration for improving competences is the changeability of the company’s operating conditions and concern for its fate. The COVID-19 pandemic emphasizes that, especially in such circumstances, improving managerial competences is indispensable. Conclusions: The obtained results undoubtedly show significant changes that have taken place in the way of performing professional functions, including managerial ones and shaping the competencies of managers, but also the complexity of the analyzed phenomenon and the problems articulated in this area. The analysis carried out and its results constitute an important guideline for management practice, mainly in relation to people holding managerial positions. [ABSTRACT FROM AUTHOR]

Aim: The purpose of the research is the diagnosis of competencies of people holding managerial positions in the geriatric care sector in Germany. Methods: Scheitler’s concept of competency was employed in this study. The method of in-depth unstructured interviews was also used. The method of qualitative content analysis according to Mayring was applied to evaluate the obtained data. Results: As a result of the conducted analyses, professional tasks and competencies of people holding managerial positions in the geriatric care sector in Germany were presented. Discussion: The research results showed that the tasks of people performing managerial functions in geriatric care in Germany are complex and exceed medical or caregiving tasks. They are related to personnel management, responding to their needs, as well as the needs and expectations of people managing medical facilities. An extremely important task is cooperation with the relatives of the elderly. The research results also revealed the importance of having a wide variety of competencies. The respondents were of the opinion that professional skills are less important and social and personal skills are gaining in importance. [ABSTRACT FROM AUTHOR]

The telecommunications industry is highly competitive, as operators engage in fierce attacks, especially in bundled services, to acquire new customers originating high churn rate. The objective of this paper is to gain a comprehensive understanding of the factors influencing the switching of operators for bundled services among telecom operators. The paper includes a quantitative study with 3,004 customers utilizing bundled services from a Portuguese telecom operator. Employing covariance-based structural equation modeling and logit regression, the research shows that internet service, television service, and the service provided by the contact center exert the greatest impact on loyalty to the operator. In contrast, landline service has an insignificant effect, while loyalty has a negative influence on customer churn. This study offers telecommunications managers insights for identifying the main factors to retain customers and curbing customer defection. Additionally, it provides a framework for assessing customer experience within bundled telecom services, which is useful for researchers, managers and marketing practitioners alike. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore the opinions of administrators about the effect of administrator replacement circulation in non-formal education institutions providing adult education on organizational culture. In this qualitative study, ten randomly selected administrators were interviewed using the convenience sampling method. The data were analyzed via the content analysis technique. As a result of the research, most managers think that the institutions providing adult education should be subjected to a different management appointment system than other institutions. While some managers find the organizational change circulation necessary and important for organizational culture, and the preservation and development of the existing culture, some managers stated that changes negatively affect the organizational culture structure. Although there are some differences in opinions among the managers, all managers agree on the importance and provision of the organizational culture in terms of a healthy system functioning in such institutions. [ABSTRACT FROM AUTHOR]

Resource limitation has always been an issue discussed in different fields of science. By using dynamic capabilities, companies can respond to environmental fluctuations despite their limited resources. This study aims to understand the development of dynamic capabilities in new ventures. The methodology is a qualitative multiple-case study analysis. It draws on in-depth interviews with 15 new ventures in the field of IT selected using purposive sampling. The results identified four critical factors for the development of dynamic capabilities in new ventures, which are the antecedents of dynamic capability development: characteristics of the management team, resources, and capabilities of the firm, strategic orientations, and the environment. These improve the performance of the firm through radicalness. The results provide valuable insights for managers and researchers on creating and developing dynamic capabilities in new ventures. [ABSTRACT FROM AUTHOR]

The objective is to enhance an understanding of how the KASH model can be used as a training tool to help managers achieve their goals of increasing individual commitment and organizational effectiveness. This study employed a qualitative method using a semi-structured interview to examine the application of the KASH model in Malaysia's automotive industry. Thus, the population of this study consists of employees, trainers, and training managers from various departments in Malaysia's automotive industry, with a population of approximately 709,000 predicted in 2023. The KASH model is a strategy and degree of innovation that assesses a person's competence to do an individual activity with various elements or characteristics that can be categorized might make a little more sense as their level of professional commitment by constructing an efficient training program. The KASH model should be recommended and implemented in all industries to foster employee commitment to their professions. [ABSTRACT FROM AUTHOR]

Although previous research has shown that supervisor incivility reduces commitment, this study endeavors to address some research gaps regarding 1) the boundary condition of age in the relationship between supervisor incivility and affective commitment and 2) the mediation of two age-related coping strategies (i.e., distraction and reappraisal) by which age can moderate incivility-commitment relationship 3) the relationship between age and the coping strategies. Drawing on socio-emotional selectivity theory, it is argued that, the association between supervisor incivility and commitment is weaker when employees are older. Additionally, it was proposed that the moderating impact of age is mediated by two coping strategies of reappraisal and distraction in a way that older employees, relative to younger employees, would demonstrate an increased tendency for distraction over reappraisal after experiencing incivility. The final sample comprised 287 employees in diverse businesses. The results revealed that higher supervisor incivility was significantly associated with less commitment. Confirming the moderating role of age, this research also showed that the older the employees are, the more distraction (not reappraisal) is used. These results have implications for managers and future researchers. [ABSTRACT FROM AUTHOR]

The implementation of Human Resource Development (HRD) practices in family firms presents several challenges. In attempting to protect the socioemotional wealth of the firm, family managers might design HRD practices that ignore the well-being of nonfamily employees. Moreover, Human Resource professionals (HRPs) may lack the power to influence HRD practices. We adopt an interpretive single case study of a large Mexican family firm to explore HRPs' role in influencing mutual gains for the firm and its employees through HRD. The findings illustrate HRPs' use of power over meaning to persuade family managers by creating a legitimate rhetoric that tailors HRD practices to foreign subsidiaries, and satisfies both family and nonfamily stakeholders. The paper has implications for the literature on HRD in family firms by drawing on the mutual gains' perspective and the micro-agency of nonfamily executives. [ABSTRACT FROM AUTHOR]

PURPOSE: The entrepreneurship-ethics nexus draws considerable interest from researchers and practitioners with little resolution. Our purpose with this paper is to contribute to the debate by shedding light on the relationship between managers' attitudes toward unethical behavior and their subsequent entrepreneurial intention (EI) in an emerging economy context. Given the complex and multifaceted interplay between unethical behavior and EI, we extend our investigation by including decision-making speed and attitude toward risk to explain the relationship further. We take a granular approach to facets of unethical behavior to gain deeper insights into the specificity of influences they pose on subsequent behavioral intentions. METHODOLOGY: Primary data were collected from 214 Kosovan managers employed in companies from different industries. Hypothesized relationships were tested by conducting hierarchical regression analyses. FINDINGS: Our results indicate that managers with higher EI are not necessarily unethical overall. We did not find support for the hypothesis that managers with stronger attitudes toward unethical behavior demonstrate higher entrepreneurial intentions. Focusing on dimensions of unethical behavior, we find that managers who favor bribery are more entrepreneurially inclined. Furthermore, we find that managers who are quick decision-makers and risk-takers express higher EI. IMPLICATIONS: Theoretically, we add to the existing body of research on ethics and entrepreneurship by empirically examining the relationship between attitude toward unethical behavior and EI and the viability of the Theory of Planned Behavior as a framework for integrating unethical behavior in entrepreneurship research. Our study affirms the extension of the theoretical and empirical underpinnings concerning ethics and entrepreneurship, contemplating that they are pervasive across contexts. We provide important practical implications for managers, especially in the corporate entrepreneurship and training context. Managers are encouraged to foster an entrepreneurial-friendly environment that abides by ethical standards. Our study also informs policymakers of the importance of formal education on entrepreneurship as a mechanism to enforce ethical awareness in future entrepreneurs and intrapreneurs. ORIGINALITY AND VALUE: This study is among the first attempts to test the relationship between unethical behavior and EI in a managerial sample and nonwestern context. [ABSTRACT FROM AUTHOR]

This article explores the challenges that businesses face in today's uncertain and dynamic organizational environment. It emphasizes the importance of incorporating entrepreneurship into corporate strategies to increase adaptability and create value. The article covers various sources of value creation, such as pricing strategies, innovation, unique selling propositions, market coalitions, and sensing and seizing opportunities. It also discusses the role of business ecosystems and stakeholders in fostering entrepreneurship, the importance of managerial attitudes and characteristics, and the relationship between entrepreneurship and firm performance. The article provides insights from specific papers in the issue, including topics such as modifying entrepreneurial strategies during crises, rural entrepreneurship, unethical attitudes and entrepreneurial intentions, and the relationship between entrepreneurial agility and organizational performance in the IT sector. Overall, the article aims to contribute to the understanding of entrepreneurial and managerial success in vibrant environments. [Extracted from the article]

Purpose: The aim of this article is to diagnose the attitudes of Polish managers towards the implementation and use of ICT technologies. Design/methodology/approach: The paper is based on a review of the literature in the field on the application of ICT in the work of managers, research reports on the digitization of enterprises and an own research. The survey was conducted in 2001 among 163 companies located in Poland (16 provinces). The survey used a diagnostic survey method, CAWI technique and an author's survey questionnaire. The research results presented in the article are part of a research subject on digital leadership. Findings: The analysis of the literature and the results of surveys indicate that managers have a low level of involvement in the process of digitization of enterprises. Despite their knowledge of the need to implement modern technologies, they do not take real steps in this direction. The results of the survey show that managers appreciate the facilitation of ICT, and what might seem to be an obstacle, such as the unlimited availability of the manager, is not a problem. Among the obstacles to the effective use of electronic means of communication, managers see first of all the low competence of employees and supervisors. Research limitations/implications: Regarding the limitations of the digitization of organizations, it would be useful to know the perspective of employees. It should be especially concerned with the evaluation of digital competence of managers. The research results presented in the article are the result of self-assessment of managers, which may explain to some extent the high evaluation of their own digital competence in relation to other employees. Originality/value: The paper has cognitive value. The results of the study can serve as a reference for further research aimed at identifying the degree of digitization of enterprises and the role of managers in it. [ABSTRACT FROM AUTHOR]

Purpose: This study comparatively examines the collaborative policy mechanisms for interlocal cooperation (ILC) utilized by municipal managers in Nebraska, USA, and Norway. The research addresses differences in ILC, factors of national setting and implications for ILC management in public service delivery. Design/methodology/approach: Over a seven-year period, the researchers collected data from 16 communities in the two countries to observe perceptions and usages of ILC. Using a policy tools theoretical framework, the authors apply a typology of collaborative mechanisms for comparative analysis. Findings: The findings suggest that institutional orientations in the USA and Norwegian systems of government affect managerial approaches to collaborative service delivery, namely the operationalization of local governments within federal and unitary structures may influence perceptions toward the formality and specificity of ILC policy mechanisms. Originality/value: This study offers further understanding of ILC mechanisms for public sector management. Theoretical and practical implications of ILC in a comparative international context of governmental systems for collaboration are explored. [ABSTRACT FROM AUTHOR]

The aim of the study presented in this article was to examine how people in independent senior management positions (exposed and highly placed in the organisational structure), who are perceived as successful people in the social space, perceive themselves and the achieved professional success, and to what extent the attitudes adopted, perceptions and evaluation regarding themselves can be identified with impostor syndrome. Successful people, especially in the context of professional success, are usually defined as those who, in the professional and social dimensions, have achieved above-average results expressed in social, financial, economic, and job status. This article presents the results of a preliminary qualitative study conducted among 32 senior managers, directors, and business owners employed in large Polish organisations and in subsidiaries of foreign companies located in Poland. The research used Rosenberg's SES self-assessment scale and individual in-depth interviews (IDI). The research showed to what extent the problem of impostor syndrome actually affects people who seemingly should not be affected by it (managers). Research shows how diverse the perception of professional success is among people holding prestigious managerial positions. Further in-depth research should be conducted to explore additional, individual psychological aspects related to the sense of professional success among managers. [ABSTRACT FROM AUTHOR]

This paper discusses the transformation of the content, role, and status of economic research at the Bank of England in the past sixty years. We show how three factors (the policy functions and missions of the Bank, the attitude of its executives toward economics, and its organizational structure) shaped the evolution of in-house economic research at the Bank during three distinctive periods (1960–91; 1992–2007; 2007–14). Our account relies on a broad set of sources and methods (the Bank's publications, archives, interviews with current and former Bank economists, citation analysis, prosopography, and topic modeling). [ABSTRACT FROM AUTHOR]

Competencies (knowledge, skills, and dispositions) enable employers and educators to speak a common language regarding what computing graduates are expected to demonstrate on the job. This study focuses on competencies required by managers in the computing industry, based on semi-structured interviews of ten individuals in managerial roles, such as directors, project managers, and product managers with prior experience in computing-related roles. Constant Comparative for Naturalistic Inquiry was used to analyze the data. The most frequently discussed managerial skills included leadership, project management, hiring and evaluating candidates, and mentorship. In addition, professional skills such as communication, problem-solving, and lifelong learning were mentioned, along with essential dispositions that support the development of these skills, e.g., collaborative mindset, lifelong learning orientation, and self-regulation. Participants also emphasized the need to make judgments, build relationships, and collaborate within or outside their team. Career readiness in the computing industry is not limited to entry-level jobs; professionals should have the opportunity to navigate their preferred career path—whether they aspire to move down a technical or managerial path. This study can contribute to both students' and educators' understanding of the managerial career path and what types of competencies and experiences should be included in computing education programs to set them up for success across their career path. Implications for pedagogical approaches will also be discussed. [ABSTRACT FROM AUTHOR]

Supply chain management plays a pivotal role in the smooth execution of prefabricated construction. One key aspect involves strategically placing and sizing buffers to handle uncertainties (e.g., stochastic material lead-times and activity durations) within the prefabricated construction supply chain (PCSC). This study examines three buffering policies based on varying combinations of time and inventory buffers to mitigate stochastic material delays and activity prolongs in PSCS, namely, pure inventory buffering policy, pure time buffering policy, and mixed inventory-time buffering policy. To enable this analysis, we characterize how stochastic material delays originating from off-site supply chains impact project schedules, and then develop mathematical procedures for sizing inventory and/or time buffers under the three buffering policies. Case application and numerical analysis are conducted to investigate the performance of these buffering policies and the impact of the project characteristics on them (e.g., due date and arrival rate). Finally, insights are extracted to assist managers in choosing appropriate policies for projects with different characteristics. In general, combining inventory and time buffers results in better performance, particularly under tight project deadlines and high arrival rates. The pure time buffering policy can also be a viable option in specific situations, allowing managers to have more choices. [ABSTRACT FROM AUTHOR]

Like the oft quoted Shakespearean adage, 'To be or not to be', the safety conundrum always poses a dilemma - to adhere or not to adhere to the safety norms - as Indian culture is not basically safety-oriented and safety is not in our mindset. This gets further complicated by the eternal question that a businessman faces - safety first or business first - which greatly impacts the way the corporates drive their Zero-Harm objectives. There are differentials in definition of safety observations and safety culture among managers, directors, contractors, and engineers. For an employer, the safety consideration should be an incident-free environment; but for the employees, it should be injury-free. This makes a vast difference in what we look for while being on a field visit in plants. If our outlook is injury-free, we observe at-risk behaviour and spot-correct it, whereas an incident-free bent of mind would focus not necessarily on the person but on the targets, profit, plant, production etc. Safety culture in any corporate needs to be adopted as procedures that are communicated, demonstrated, reinforced and celebrated, not merely raising messages of safety-first by managers or directors. The present qualitative study comprised of field visits to 10 site locations from where 250 managers and 235 contractor staff were sampled across diverse Indian locations. It concludes that safety culture is a big turning point for corporate businesses; behaviour is not only a science but also a collective wisdom, and companies are increasingly embracing safety culture. [ABSTRACT FROM AUTHOR]

Purpose: Complexity has been called the 21st-century supply chain (SC) challenge. Most SC managers view it as a necessary evil, ever-present, costly and tough to manage, and few prioritize it. Still, anecdotes suggest some leverage it to drive operational excellence. This study aims to explore how they do it, delving into the development of a complexity management capability, under what circumstances it emerges and its effect on competitiveness. Design/methodology/approach: To better understand why, and how, companies develop (or not) a distinctive SC complexity management capability, this study employed an inductive study of 10 leading European companies, each operating a complex SC. Findings: Although SC complexity raises costs, increases disruptions and makes decision-making difficult, few companies have made complexity management a priority. Among those, most focus on reducing or absorbing complexity to improve operational excellence. A few invest to develop a distinctive SC complexity management capability. They manage complexity for market success. The interaction among competitive pressures, managerial attitudes and investments delineate a dynamic capability development process. Research limitations/implications: Despite extensive research on complexity drivers, the tools used to manage SC complexity and the impact of SC complexity on performance, the interplay among factors that promote, or hinder, the development of an SC complexity capability continues to be poorly understood. By mapping the complexity capability development process, this study explicates a more nuanced approach to managing SC complexity that can yield a competitive edge. Practical implications: SC complexity prevails because the dynamic, iterative complexity capability development process is overlooked. Managers can use the complexity capability roadmap to assess the cost/benefits of pursuing a distinctive complexity management capability more accurately. Originality/value: This study demystifies the development of a complexity management capability, showing how some companies develop the capability to distinguish between value-added and value-dissipating complexity and thus become empowered to leverage SC complexity for competitive advantage. [ABSTRACT FROM AUTHOR]

This article examines the differences between federal, state, and jurisdictional recreational cannabis laws and how these differences are creating challenges and risks for organizations. Research for this article was conducted by surveying 118 managers and supervisors from varying businesses across the U.S. to gauge their perspective on training needs when determining and confronting potential cannabis impairment in the workplace. Realizing managers and supervisors may not be knowledgeable of rapidly evolving state, district and jurisdictional cannabis laws, a brief training was provided to managers and supervisors, after which they were asked to answer some of the same questions to see if their responses were affected. This research revealed that managers and supervisors overwhelmingly want impairment detection training, access to Subject Matter Experts (SME's), and resource material when needing to determine potential cannabis impairment in the workplace. This research also revealed that managers and supervisors have a very low confidence level in their ability to detect cannabis impairment in an employee. Gender plays a role in manager and supervisor stress level and desire for access to resource material to detect cannabis impairment. Organizations that review and amend their drug and alcohol policies to align and comply with changing cannabis laws, educate employees on the dangers of working while impaired, and develop robust cannabis impairment detection training for managers and supervisors will be best positioned to comply with state, district and jurisdictional law, and most importantly, keep their employees safe within the workplace. [ABSTRACT FROM AUTHOR]

The flow of information in the capital market is strategically important because it determines the path of investors' decisions. In this decision-making process, the managers of the companies can disclose timely and reliable information based on their cognitive and perceptual characteristics of capital market situations. This article aims to contribute to the capital market knowledge literature by presenting the framework of managers' inertia drivers in response to reliable disclosure of information. This study adopted mixed, both inductive and deductive approaches to develop an integrated framework, validate its practicability, and verify its effectiveness in selected firms listed on the Tehran Stock Exchange, respectively. In developing the framework and implementation procedure, the study employed a systematic screening data collection (qualitative) approach to review the managers' inertia drivers. Then, in this study's second phase, the Interpretive Rating Process (IRP) and Fuzzy Reference System are used to develop the framework of managers' inertia drivers in response to reliable disclosure of information. The study's results in the qualitative part indicate the determination of 8 driving areas of managers' inertia in the reliable disclosure of information. On the other hand, the quantitative section results showed that managers' overconfidence and excitability are the most influential fields in stimulating managers' inertia in the timely disclosure of information. Based on the results, it was determined that the excitability of managers' overconfidence in creating inertia causes managers' subjective estimates to cause exclusivity in information disclosure. [ABSTRACT FROM AUTHOR]

Evidence is a central concept in epistemology, and good evidence is essential for developing effective community development programs. There is a range of theoretical approaches for helping to understand and ensure program effectiveness, but none uses evidence as a central pivot, and they may be difficult for the managers of community development programs to apply. An evidence-focussed theoretical framework and tool could help build the evidence literacy of communities and their advocates, assist community groups and members that struggle to gain representation, and help ensure that community development programs are inclusive, efficient, and effectively improve health and wellbeing outcomes. This paper presents an eight-step evidence cycle conceptual framework for helping communities ensure evidence is foundational to all stages of their programs. The steps are recognize , gather , appraise, integrate , use , create, manage , and share evidence. Each step is described, and example approaches applicable to both descriptive and intervention evidence are provided. A tool (specifically, a rubric) for program managers to self-assess their work against the cycle, informed by UK-based development network, Bond's five principles for evidence use in community development (voice/inclusion, appropriateness, triangulation, contribution, and transparency), is also provided. The approach, which is applicable to all stages of a program, has the potential to not only increase managers' and participants' evidence literacy, but to also facilitate attention to evidence throughout the life of a program and beyond, leading to better results for community development. [ABSTRACT FROM AUTHOR]