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The Panama Papers comprise one of the most recent influential leaks containing detailed information on intermediary companies (such as law firms), offshore entities and company officers, and serve as a valuable source of insight into the operations of (approximately) 214,000 shell companies incorporated in tax havens around the globe over the past half century. Entities and relations in the papers can be used to construct a network that permits, in principle, a systematic and scientific study at scale using techniques developed in the computational social science and network science communities. In this paper, we propose such a study by attempting to quantify and profile the importance of entities. In particular, our research explores whether intermediaries are significantly more influential than offshore entities, and whether different centrality measures lead to varying, or even incompatible, conclusions. Some findings yield conclusions that resemble Simpson's paradox. We also explore the role that jurisdictions play in determining entity importance. [ABSTRACT FROM AUTHOR]

Abstract: Bibliometric studies at the micro level are increasingly requested by science managers and policy makers to support research decisions. Different measures and indices have been developed at this level of analysis. One type of indices, such as the h-index and g-index, describe the most productive core of the output of a researcher and inform about the number of papers in the core. Other indices, such as the a-index and m-index, depict the impact of the papers in the core. In this paper, we present a new index which relates two different dimensions in a researcher’s productive core: a quantitative one (number of papers) and a qualitative one (impact of papers). In such a way, we could obtain a more balanced and global view of the scientific production of researchers. This new index, called -index, is based on the geometric mean of h-index and the median number of citations received by papers in the h-core, i.e., the m-index, which allows us to combine the advantages of both kind of indices. [Copyright &y& Elsevier]

The case study evidence in this paper suggests that management of technological change is more complicated than the existing literature has acknowledged. Rather than merely introduce or not introduce new technology, managers have to choose between more or less advanced technologies whose implications are difficult to assess. Moreover, the choice between advanced and conventional production technologies seems to be influenced more by situational determinants than by the habitual actions of managers or changes in management characters. Taking these situational determinants and firm-specific critical incidents seriously is essential, especially for an understanding of why managerial actors alter their approach to managing technological change. By adopting a longitudinal firm-in-sector perspective to technological change this paper demonstrates how coinciding increases in material resources and competitive pressures encourage management to adopt advanced instead of conventional technology. To justify this argument, the paper compares two consecutive technological change projects in the same firm and describes the background of their profoundly different degrees of sophistication. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine how boundaryless career relates to competence development of managers in Finnish information and communication business sector (ICT) and paper business sector. The research was qualitative by nature and the used research method was a focused interview. The research group included 15 managers from three ICT companies in the field of software and 15 managers from three paper companies specialising in pulp, paper and paperboard manufacture. Managers were themselves responsible for updating their competence; continuous development of skills and knowledge enabled managers to make their own career decisions and manage their career. Career decisions directed the managers' further training needs. High competence level created shelter and self-confidence to managers. Managers were more committed to their competence related to the business sector than any particular organisation, and they wanted to combine work, family and hobbies in their lives as well. Only two Finnish business sectors were included in this study and the target was in the middle management level in organisations. Therefore, the study is not comprehensive. However, the results of the study give information concerning the relation between boundaryless career research and competence research in changing work environments. [ABSTRACT FROM AUTHOR]

The article presents a study which aims to shed light on the boundary choices of firms that operate in the pulp and paper industry. The study conducted interviews with senior managers of pulp and paper companies and collected comparative data on other industries while theoretical approach was based on extended transaction-cost economics (TCE). Results of the study demonstrate the relevant factors when company decision makers consider the governance choice for different activities. It demonstrates that the factors that managers take into account could be assessed through applying TCE.

Background: The Pontifical Academy for Life (PAV) is an academic institution of the Holy See (Vatican), which aims to develop and promote Catholic teachings on questions of biomedical ethics. Palliative care (PC) experts from around the world professing different faiths were invited by the PAV to develop strategic recommendations for the global development of PC ("PAL-LIFE group"). Design: Thirteen experts in PC advocacy participated in an online Delphi process. In four iterative rounds, participants were asked to identify the most significant stakeholder groups and then propose for each, strategic recommendations to advance PC. Each round incorporated the feedback from previous rounds until consensus was achieved on the most important recommendations. In a last step, the ad hoc group was asked to rank the stakeholders' groups by order of importance on a 13-point scale and to propose suggestions for implementation. A cluster analysis provided a classification of the stakeholders in different levels of importance for PC development. Results: Thirteen stakeholder groups and 43 recommendations resulted from the first round, and, of those, 13 recommendations were chosen as the most important (1 for each stakeholder group). Five groups had higher scores. The recommendation chosen for these top 5 groups were as follows: (1) Policy makers: Ensure universal access to PC; (2) Academia: Offer mandatory PC courses to undergraduates; (3) Healthcare workers: PC professionals should receive adequate certification; (4) Hospitals and healthcare centers: Every healthcare center should ensure access to PC medicines; and (5) PC associations: National Associations should be effective advocates and work with their governments in the process of implementing international policy framework. A recommendation for each of the remaining eight groups is also presented. Discussion: This white paper represents a position statement of the PAV developed through a consensus process in regard to advocacy strategies for the advancement of PC in the world. [ABSTRACT FROM AUTHOR]

The objective of this research is to identify the roles performed by managers of incubators and incubated companies, in the light of Mintzberg's studies on the nature of managerial work, as well as to emphasize the administrative functions performed by them. The directors of five incubators located in Manaus, capital of the state of Amazonas, Brazil and thirteen managers of the incubated companies participated in the study through a structured questionnaire. The results show that the most important roles played by incubator managers are monitor, leader, contact and disseminator. The most cited roles performed by the managers of the incubated companies are the leader, entrepreneur, contact and resource allocator. [ABSTRACT FROM AUTHOR]

This article contains the results produced by an international group of industrial managers, engineers, consultants and researchers who came together in a Roundtable meeting to formulate recommendations for integrating people, organization, and technology in modem advanced manufacturing environments. The wink of this Roundtable was focused on identifying what human factors knowledge manufacturing industry should be applying now to improve its competitive position. The Roundtable also proposed a R&D framework and agenda for the future which is aimed at ensuring that industrial and government funded research is directed at areas where industry can derive benefits or where deficiencies exist in relation to the design and operation of advanced manufacturing enterprises. Many specific ideas that industry can act upon immediately are presented and 43 areas for future research are identified and discussed. [ABSTRACT FROM AUTHOR]

This study focuses on the political advocacy of human service administrators following implementation of a highly restrictive state immigration law. It tests hypotheses to assess whether factors associated with the political advocacy of human service administrators generally are also associated with advocacy at a time of policy crisis. Findings suggest that few human service administrators engaged in immigration-related advocacy, and that those who did advocate were those most likely to perceive organizational benefit for doing so. The findings raise questions about the conditions under which human service administrators will advocate for social benefit in an organizational or individual role. [ABSTRACT FROM AUTHOR]

The article focuses on a discussion of the paper "Bad News and Differential Market Reactions to Announcements of Earlier-Quarters Versus Fourth-Quarter Earnings" concerning differences in how the stock market reacts to earnings announcements in the fourth quarter compared to the other quarters. It states that executives have incentives to exercise discretion allowed in quarterly earnings reporting rules. It mentions the use of multiple earnings forecast models in measuring unexpected earnings. It comments on limitations in the sample used in the paper, including the exclusion of the smallest 10% of the companies from the sample, and the use of an arbitrary truncation rule for earnings and for price-deflated unexpected earnings.

In this study, 5,257 employees provided upward feedback ratings for 759 target managers who had the option of having their subordinates rate them using a traditional paper-and- pencil (opscan) response mode or using the company's intranet. Preliminary analyses showed mean online ratings were more favorable than were mean paper-and-pencil ratings (d = .38). The authors then conducted rater- and ratee-level hierarchical regression analyses in which they controlled for rater and ratee characteristics. Results showed that (a) the association between response mode and upward feedback ratings was largely artifactual, with response mode accounting for 1% or less of the variance in upward feedback ratings after controlling for rater and ratee characteristics; (b) ratee characteristics accounted for much more of the variance in upward feedback ratings than did rater characteristics; and (c) response mode was unrelated to the number of missing responses. [ABSTRACT FROM AUTHOR]

The article reports that the Association of Suppliers to the Paper Industry of Falls Church, Virginia held its fall meeting with several paper industry executives in attendance for the educational session and networking opportunity in Stone Mountain, Georgia.

Reports on career developments of executives in the paper industry in the U.S. Appointment of Jacques Bougie as the board of directors of Abitbi-Consolidated Inc.; Selection of Avi Brener as the chief executive officer of American Israeli Paper Mills Ltd.; Election of Charles H. Greiner to the board of Caraustar Industries Inc.

This paper explores the extent to which a manager can paradoxically develop a contestation to managerialist practices. By taking an autoethnographic approach, as a departmental head of a U.K. business school myself, I reflect upon the cultural, political, and individual tensions that emerged over a year from my attempt to develop a liminal space or place for my colleagues. This was initially framed as research development, called the "Shoreside Sessions," organized around a disconnected social and physical space. The intention was to understand whether this would lead to a respite from managerialism or any contestation to managerialist practices. Looking through a Lacanian conceptual lens, the research findings offer a tempered hope that middle management, which has been demonized by much of the critical management studies literature, could play a partial but pivotal role in providing a hysteric, questioning space for contestation to emerge. Such emergence is limited in a temporal sense, due to the growing conflicting managerialist, institutional agendas that department heads are increasingly expected to deliver. The paper's other main contribution lies in the role played by Lacanian discourses and psychic registers, which will help academic managers with the process of reflexivity around intent and impact of liminal spaces. [ABSTRACT FROM AUTHOR]

Purpose: Emotions and emotional contagion are being increasingly recognized as crucial variables influencing individual behavior and organizational functioning. This position paper serves the function as a ready reckoner by reviewing and consolidating existing literature in the field of emotional contagion. The review is categorized into three broad headings: (a) individual, (b) interpersonal, and (c) contextual factors, based on their relationship with emotional contagion. Design/Methodology/Approach: The article focuses on analyzing and critiquing studies of emotional contagion conducted in several streams such as psychological processes, personality, organizational behavior, marketing, and consumer behavior. A conceptual framework of emotional contagion is presented, supplemented with research propositions. Findings: The phenomenon of emotional contagion in workplace and its effects on personal and group outcomes has emerged as a critical area of research. It has been firmly established in literature that spread of emotions, if not properly managed, is bound to influence work effectiveness. Implications: Importance of understanding the effects of transfer of emotions, for both academicians and practicing managers is one of the critical take-aways of this article. Suitable interventions are the need of the hour in order to ensure proper management of emotions. Originality/Value: The contribution of the article is expected to be fourfold, in terms of: (a) presenting a structured and comprehensive review of literature on emotional contagion, (b) identifying gaps in the existing literature, (c) proposing a conceptual framework, and (d) developing propositions for future research. [ABSTRACT FROM AUTHOR]

Background In the USA, new regulations require the collection of information on tobacco constituents by brand and variety and publication of this information in a way not likely to be misconstrued by consumers. Understanding of such information becomes increasingly important as new tobacco products are marketed and modifications are made to reduce the toxicity of some products. This pilot study assessed the current knowledge of tobacco control professionals regarding the relative harmfulness of several tobacco products, and evaluated an online educational intervention aimed at improving understanding of variations in nicotine and tobacco-specific N-nitrosamines (TSNAs). Methods Fifty-two tobacco control professionals participated in an online intervention which presented and discussed the results of constituent analyses of Camel Snus and Marlboro Snus compared to several conventional smokeless tobacco products. Comparisons with cigarettes were also discussed. Pre- and post-intervention questions assessed understanding of the concepts. Results Pre-intervention responses demonstrated that 31% did not know that cigarettes are more harmful than smokeless tobacco, 67% did not know that smokeless products higher in nicotine are likely to be more effective substitutes for cigarettes, 52% did not know TSNAs are the major carcinogens in tobacco and 81% did not know new snus products tend to be lower in TSNAs than conventional spit tobacco. After intervention participation, knowledge increased on all points except one where pretest results were 100% correct. Conclusions Public education campaigns are urgently needed for tobacco control professionals and consumers to increase awareness and understanding of the continuum of risk among tobacco products. [ABSTRACT FROM AUTHOR]

The authors sought to explore the implications of the Patient Protection and Affordable Care Act's establishment of Accountable Care Organizations (ACO). Summit participants, who discussed best practices and issues to be addressed when designing and implementing ACOs. Healthcare leaders from across the country in charge of running, developing, and/or implementing ACOs for health systems. Participants were asked to consider the challenges, benefits, and strategies to ACO implementation. [ABSTRACT FROM AUTHOR]

Audit working papers are typically reviewed by the senior, manager, and partner, and in some instances, by a second partner. Thus, firms invest costly professional time in working paper review. However, little is known about working paper review, despite its importance to the audit. This paper examines the information processing characteristics of audit managers' working paper review. In a structured experimental task, audit managers specified the audit review activities they would perform and which specific audit procedures they would review, for four different balance sheet accounts. Classification of the managers' review approaches suggested a review strategy characterized by directed and comprehensive information search. Managers also changed the focus of their review (i.e., emphasized different evidence in the working papers) in response to changes in the task environment. Based on these results, a number of directions for future research are suggested. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to share learning about practical steps that can be taken to eliminate persistent racism from the workplace, including racism by people who have cognitive impairments who do not understand the impact of their behaviours. Design/methodology/approach: This paper is informed by qualitative research. An independent researcher was commissioned to recruit 45 black British, black African and black Caribbean women living in Norfolk and working for a range of employers. Parameters were agreed in advance (aims, consent, data protection). A list of questions was provided to the researcher. The questions covered experiences of prejudice and discrimination. Data collection included face to face/online/telephone interviews, focus groups and questionnaires. The researcher recorded the women's views and compiled them in a findings report. The report was shared with the women to confirm that their views had been recorded accurately. The author has also convened conversations with over 100 professionals representing providers of public services, including social and domiciliary care. Findings: The author identified that it will be impossible for employers to eliminate persistent racism from their workplaces until all managers consistently and diligently address every report of racism effectively, in line with the steps set out in this paper. The purpose is to establish, over time, a workplace culture where racism is never tolerated or allowed to persist, and workers and managers learn – and become more confident – to recognise, address and eliminate racism at work. Until this is embedded, racism affecting workers will continue to go unchecked and unacknowledged in the workplace. Research limitations/implications: The data gathered to inform this paper (specifically the research commissioned and described in this abstract, in addition to other data, such as conversations convened with professionals) is qualitative data. It cannot be assumed that the experiences of the people interviewed reflect the experiences of all people. However, the voices of participants have highlighted issues to inform future planning. Practical implications: The author must be clear that, so far there has been no definitive solution to persistent racism in the workplace. The learning so far is being shared with the hope that this assists others with developing strategies to eliminate persistent racism. Social implications: Workplaces across the UK are committed to eradicating racism. However, the rate of change is glacial. This research paper shares learning about how to address this, to increase the pace of change, to begin to genuinely eliminate persistent racism from the workplace. Originality/value: To the author's knowledge, the learning from this research is original and not replicated elsewhere. [ABSTRACT FROM AUTHOR]

Fulfilling corporate social responsibility (CSR) is crucial for society's sustainable development. Executives' academic experience significantly affects their awareness of social responsibility, value orientation, professional ability, and network resources. Thus, it is critical in CSR-related corporate decision-making. This paper explores the impact of executives' academic experience on the fulfillment of CSR. It focuses on non-financial, Special treatment enterprises (ST), and ST* enterprises listed in the A-share market from 2012 to 2021. It utilizes a fixed-effects analysis model to examine the relationship between executives' academic experience and CSR fulfillment. The CSR score and executives' academic experience were positively correlated. This paper also explores the intermediary role of compensation incentives and the moderating effect of marketization level. Both compensation incentives and the level of marketization positively moderated the relationship between executives' academic experience and CSR fulfillment. Meanwhile, the robustness results showed that the experimental findings still held after replacing the explained and explanatory variables. This paper contributes to the advancement of the Upper Echelons Theory and provides empirical evidence for the society's sustainable development. [ABSTRACT FROM AUTHOR]

The article provides an update on the 2024 Annual Meeting of the Pennsylvania Geographical Society, set for 15 November at Villanova University. Topics include the event details and deadlines, such as the Call for Papers on 3 September and registration, presentation guidelines for papers and posters, and the various awards for student papers and posters, including reimbursement of fees and cash prizes for the best submissions.

Objective: To explore the barriers associated with the adoption of the Alberta Nutrition Guidelines for Children and Youth in schools according to characteristics of the innovation (guidelines) and the organization (schools). Design: Cross-sectional telephone survey. Setting and Participants: Schools in Alberta, Canada. Principals from 357 schools. Main Outcome Measure: Barriers to adopting the nutrition guidelines. Analysis: A 19-question telephone survey, including open- and closed-ended questions, was used to obtain information regarding schools' characteristics and barriers to adopting the guidelines. Qualitative data were coded according to common themes a priori, based on constructs from the Diffusion of Innovations framework. Results: Schools reported many barriers related to the relative advantage, compatibility, and complexity of adopting the guidelines. Parents' resistance to change and cost were the key reported barriers. Lack of knowledge, student preferences, the physical location of the school, and barriers related to the provision of healthful food were also reported. Conclusions and Implications: Disseminating guidelines without providing adequate support for their implementation may not promote change within the school setting. School nutrition initiatives need to involve the parents and have access to sufficient financial and human resource support. [ABSTRACT FROM AUTHOR]

The article presents abstracts on psychological topics which include biofeedback, social interaction and electroencephalography.

Do you know that happy employees are one of the most significant factor when you think about productivity and satisfied customers? It is important to analyze if the benefit packages offered by today's companies are tailored to the needs of the employees. Historically, there has been a strong correlation between wealth and happiness, so are the benefit packages good enough in order to be a factor in attract and retain the outstanding employees that show commitment towards work? Can these benefits impulse the employees to achieve superior output at work? Will the employees be happier and relying on this state, to overcome their limits in everyday job tasks? A proposal in order to achieve this state of happiness among the employees would be to provide a tailored system of C&B that meet the employees' expectations, system, which also includes the well-being concept. According with a study realised by Social Market Foundation in 2015, happy employees are up to 20% more productive than unhappy employees. When it comes to sales people, happiness has an even greater impact, raising sales by 37%. But the benefits don't end there, also happy employees will have better decision-making abilities and greater innovation abilities, also will be a reduction in lost productivity and better customer service. The present paper work describes, within theoretical aspects and a practical case, the role of occupational welfare in having happy, committed employees and successful organizations. [ABSTRACT FROM AUTHOR]

Innovation activities are an essential factor to maintain enterprises' growth. This study takes Taiwan stock market listed companies as the research object and explores the relationship between the corporation's innovation activities and the chairman and CEO as an inventor. Furthermore, we use panel regression analysis to obtain robust results. Under such a trend of information circulation, innovation plays an important role in various emerging trends advocated in Taiwan in recent years. Therefore, this paper attempts to conduct an in-depth study on it. This paper verifies the important role of CEO duality in corporate innovation, which means that the corporation's R&D expenditure can be further evaluated by the president and CEO. It is found that the chairman who is an inventor and CEO can reduce the corporation's R&D expenses but can increase the number of patents of the company, which shows that the chairman and CEO who is an inventor has better R&D efficiency, but this phenomenon only exists in the electronics industry. Therefore, future research is suggested to examine real cases from different innovation activities, and although some case studies may be confusing, cross-cultural real research should also be encouraged in future work. [ABSTRACT FROM AUTHOR]

The 21st century has witnessed increasing fluctuations in both the real economy and financial markets around the world. How to maintain the stability of the capital market has attracted more serious attention. This paper examines the impact of executive mobility on the stock price crash risk at the company level. Based on the data of A-share listed companies during 2010–2019, our empirical results show that executive mobility can effectively reduce the stock price crash risk. Furthermore, our research confirms that employee salaries play an intermediary role in the impact of executive mobility on the stock price crash risk. This paper has important implications for companies in emerging markets to optimise the structure of their executive teams. [ABSTRACT FROM AUTHOR]

Background: This paper evaluates the introduction of ten Community Health and Well-being Workers (CHWW) in four pilot sites across Cornwall. The period evaluated was from the initial start in June 2022 until June 2023, covering the project setup and implementation across a range of Primary Care Networks (PCNs) and Voluntary sector partners (VSCO). Methods: All ten CHWWs and their managers at each site were interviewed (n = 16) to understand the barriers and enablers to implementation and wider learning that could be captured around the project setup. Qualitative methods were used for data collection, including semi-structured interviews and focus groups. Transcripts were thematically analysed for cross-cutting themes, as well as site-specific effects. Results: In terms of learning, we cover the following key areas, which were of most importance to the successful implementation of the pilot: The CHWWs were introduced into an already established, successful social prescribing (SP) system by the time the CHWW project began. CHWWs can access some of the same training and office space as SPs, with overlapping meeting schedules allowing them joint input on some topics. It seemed that all the pre-work in terms of relationships and learning about a similar role helped a rapid implementation. Each site's CHWW management structure uses the same line management as the SPs. Roles were clustered together to remove duplication, maximise coverage and triaging of residents. The largest barrier to overcome was integrating VSCO staff into NHS systems. Conversely, hosting CHWWs within an NHS organisation has pros and cons, namely better access to NHS data and staff, but longer lead-in time for registration on systems, and more bureaucracy for procurement/spend. Conclusions: Looking to the future, the pilot's success has spread the programme to other integrated care areas in the country, with ongoing plans for further rollout and evaluation in the coming years. [ABSTRACT FROM AUTHOR]

Purpose: Organizations have always faced the possibility of disruptions. Traditional approaches, such as shifting risks through insurance or improving organizational resiliency, view disruptions as threats. This study aims to propose a new perspective where disruptions can also be opportunities. By adopting project portfolio management (PPM), organizations can develop proactive capabilities to manage uncertainty and prepare to exploit future disruptions. Design/methodology/approach: Drawing on publicly available research reports, company reports, professional standards and press reports, this study describes key features of PPM and provides detailed practical guidance on how to apply PPM in daily operations, especially in preparation for the next disruption. Findings: The key steps in applying PPM in daily operations are: align portfolios and projects with strategic goals and objectives; establish a robust governance framework; optimize resource capability and capacity; build and implement appropriate implementation methodologies; continuously monitor, review and optimize the project portfolio; and develop a culture that embraces risks, innovation and adaptability. Research limitations/implications: This research has several limitations and implications. On limitations, the study was constrained by publicly available data, an in-depth interview with a consulting firm and a survey based on convenient sampling. These limitations will impact the generalizability of the findings. On implications, this paper shows how organizations can prepare for future disruptions by applying PPM. There are other ways to prepare for the unpredictable future, and further research is needed to explore other methods. Practical implications: The results of this study have important practical implications for all organizations and in all sectors. Major disruptions are matters of "when," not "how," and responsible organizations need to pay attention. Based on the PPM discipline, this research provides an approach for business executives and project management practitioners to tackle this challenge. Furthermore, portfolio managers should use this information to promote and advocate for more disciplined planning to confront the uncertain future. Social implications: The findings of this paper carry important social implications. As the recent events showed the vastness of disruptions, from extreme heat to fires in Maui, sitting idly and waiting passively for an unpredictable future is not an option. This paper advocates the need for more awareness and preparation for future disruption by applying PPM. Furthermore, this research provides concrete guidelines for organizations and practitioners to consider as they confront the unknown. Additional research should investigate other effective strategies to meet the challenges of an uncertain and volatile future. Originality/value: This study offers practical steps on how organizations may manage not only to survive but also to thrive in an uncertain and volatile world. [ABSTRACT FROM AUTHOR]

In implementing the equity incentive system, this paper delves into the listed enterprises' selection of equity incentive models. While previous research has extensively covered the effects, models, and influencing factors of equity incentives, there needs to be more in-depth literature focusing on the diverse incentive models and their impact on corporate performance. Notably, there needs to be more literature on considering entrepreneurial spirit as a mechanism. It aims to explore the relationship between executives' choices under different incentive models, the entrepreneurial spirit fostered by these models, and their combined impact on corporate performance. The findings reveal that adopting the restricted stock incentive model by listed enterprises implementing the equity incentive system significantly positively affects enterprise performance. Mechanistic tests show that when a company implements the restricted stock incentive model, executives prioritize maximizing their interests, leading them to embrace more risk in their investment decisions. This behavior, in turn, stimulates the adventurous spirit of executives, positively impacting enterprise performance, particularly pronounced in companies with more concentrated executive power. Moreover, executives may be more inclined to invest in high-risk, high-reward innovative projects, a behavior indicative of innovation and more prevalent in firms with higher research and development (R&D) investment. However, the limitation of this paper is that the study evaluates the operation of the equity incentive system in China by taking listed companies in China as an example, which is not necessarily suitable for foreign developed capitalist countries. This study contributes to the study of principal-agent problems by exploring the relationship between executives, entrepreneurship and firm performance. [ABSTRACT FROM AUTHOR]

The context in which work is distributed, organized, and performed has certainly changed in recent decades. In recent years, shock events such as COVID-19 have contributed to the revision of human resource management (HRM) dynamics, which was previously for "standard work". Overall, hybrid work is not a novelty but has significantly expanded, particularly in the post-COVID-19 period, creating new opportunities in human resource management, especially for female employees, who often manifest the need to reconcile family and work. The new post-pandemic situation has paved the way for gender sustainability processes in organizations by pushing towards a more general organizational sustainability. In fact, in recent decades, sustainability in companies has ceased to be merely environmental and has expanded its boundaries to a "sustainable" business model, whereby human resource management must also meet organizational sustainability criteria. The literature shows that women add value to organizations. Therefore, companies that take on the implementation of management policies with the aim of gender inclusion are committed to social and organizational sustainability, which leads to strategic ideas of competitive advantages. Starting from these considerations, the main purpose of this paper is to compare several strands of research on organizational sustainability and diversity management using an integrative literature review method that offers the opportunity to discover areas where further research is needed. This allows fields of study to be mapped. This paper, derived from a review, provides insights for line managers and upper management regarding pursuing sustainability goals within organizations' boundaries. Limitations and potential future research directions are also discussed, contributing to the ongoing development of research on these subjects. [ABSTRACT FROM AUTHOR]

Maintenance effectiveness in manufacturing facilities is a critical factor in achieving significant competitive advantage. Consequently, attaining higher levels of maintenance effectiveness has recently become a primary goal for managers of world-class organizations. This paper presents a study, which will demonstrate how managers can identify best in class performers in terms of maintenance and how to conduct an improvement analysis using data envelopment analysis (DEA) approach. Data on 13 paper mills collected from a large U.S manufacturing company are used to identify low performers and determine which high performer plants to benchmark in order to improve their efficiency. A discussion of results is also presented. The emphasis of this paper is on the application. [ABSTRACT FROM AUTHOR]