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This article argues that a society's level of social trust influences employers' hiring strategies. Employers can focus either on applicants' potential and select on foundational skills (e.g., social skills, math skills) or on their readiness and select on more-advanced skills (e.g., pricing a derivative). The higher (lower) the social trust—people's trust in their fellow members of society—the more (less) employers are willing to invest in employees and grant them role flexibility. Employers in higher-trust societies are therefore more attentive to applicants' potential, focusing more on foundational skills than on advanced skills. We empirically test this theory by using a novel dataset of more than 50 million job postings from the 28 European Union countries. We find that the higher a country's social trust, the more its employers require foundational skills instead of advanced skills. Our identification strategy takes advantage of multinational firms in our sample and uses measures of bilateral (country-to-country) trust to predict job requirements, while including an instrumental variable and fixed effects on country, year, employer, and occupation. These findings suggest a novel pathway by which social trust shapes employment practices and organizational strategies. [ABSTRACT FROM AUTHOR]

This paper is one of the first attempts at empirically identifying organizational capabilities—in this work concerning Italian firms. Together, it proposes new evidence on the link between capabilities and economic performances. To this aim, we employ the Indagine Multiscopo del Censimento Permanente delle Imprese (IMCPI), a survey carried out by the Italian Statistical Office (ISTAT) in 2019, covering the three-year period 2016–2018, addressing a wide range of organizational characteristics including various organizational routines, human resource management (HRM), internationalization strategies, and many others. Our contribution is threefold: first, we aim at detecting what practices and combinations of them result in underlying different capabilities; second, we propose a taxonomy of the production system, both at firm- and sector-level based on the mapping of such capabilities; and third, we study the performance outcomes of different capability taxa in terms of productivity growth. [ABSTRACT FROM AUTHOR]

Business strategy literature argues that firm survival and growth in any competitive environment depend on the adaptation of suitable competitive business strategies. Despite the growing interest in strategic management within the fish farming industry, there is a notable lack of empirical evidence exploring how the competitive environment influences companies’ business strategy and performance. This paper examines the direct effect of competitive strategy and the moderating effect of competitive intensity on business strategy-performance relationship. Using hierarchical regression to analyze 306 samples gathered from fish farming firms of south-Benin, empirical evidence shows that competitive strategy including cost-leadership, and both product quality and marketing differentiation strategies impact positively firm financial performance. This research highlights the relative importance of product quality differentiation strategy. In addition, findings indicate that competitive intensity structure contribute to firm success. Surprisingly, findings show that competitive intensity does not significantly moderate the effect of cost-leadership and product differentiation strategies. Besides, the effect of marketing strategy on firm performance becomes more negative under high competition in the domestic market. Study recommends that firms should gain organizational economic outcomes by pursuing cost-leadership strategy and product differentiation strategy whatever competitive intensity states in the domestic market of fish farming. [ABSTRACT FROM AUTHOR]

The Mesulam Cancellation Test is a low cost, quick measure used to screen for hemispatial inattention. The task is also useful for observing a patient's organizational approach. We developed a method to quantify the organizational strategy used by patients in completing this visual scanning task. In this study, we evaluated the reliability of the new method. Participants were 40 patients seen in an outpatient neuropsychology clinic. The 34 men, 5 women, and 1 transitioning individual had a mean age of 49 (SD = 13.94), and mean education of 13.59 years (SD = 2.15). Two raters blinded to patient information provided independent ratings of organization using our new scoring method. Scores ranged from 1 to 5 based on increasing organization. Cohen's weighted Kappa and Spearman's rank order correlation indicated good interrater reliability (Κ(weighted) =.84; rs =.89). The average absolute difference between the raters was.25 (SD =.54). We also found preliminary evidence for the validity of the organizational measure. This study supports the reliability of this new embedded measure of organization. A next step will be to gather normative data, to further establish its validity, and to assess the reliability of the scoring system with other cancellation tests. [ABSTRACT FROM AUTHOR]

Non‐compliance with transparency obligations among publicly owned enterprises has revealed the lack of coercive capacity of the legislation. In this context, literature suggests that mandatory disclosure becomes a matter of company willingness, but this has not been empirically tested so far. Drawing on Oliver's (1991) typology of organizational strategies and studies on normativity production, this study analyzes whether voluntary disclosure levels of financial and non‐financial information determine compliance with transparency legal requirements for the case of Andalusian state‐owned enterprises (SOEs) owned by local and regional governments. We have verified this question using linear regression analysis. The analysis proves that when transparency legislation lacks enforcement power, the level of voluntary disclosure determines the level of legal compliance. Both voluntary and mandatory disclosure levels are explained by the same determinants, suggesting that disclosure is determined by reasons of legitimacy and commitment to transparency. This contributes to the research lines on normativity and transparency in SOEs, being also relevant for lawmakers. This study provides evidence for Oliver's (1991) theoretical arguments about firms' strategies in the face of institutional pressures. It offers policy‐makers and SOE managers an insight into how prepared SOEs are to respond to the demands for greater transparency. [ABSTRACT FROM AUTHOR]

National Sport Organizations are increasingly expected to modernize their management practices and comply with governance principles. This research developed, validated, and applied a questionnaire to assess the modernization process of Brazilian Olympic NSO's. The first stage established the components of modernization based on a review of academic literature. Next, these components were used to create a questionnaire to audit Brazil's 35 Olympic NSO's. Data collection involved gathering and analysing material from organizational policies, strategies, and websites. Results suggest that most Brazilian Olympic NSO's have a moderate - weak adherence to modernization aspects of management. NSOs that present a high stage of modernization tend to present better practices of governance. In Brazil, it appears that the government and Brazilian Olympic Committee are sources of pressure for NSO's to modernize their management and governance. [ABSTRACT FROM AUTHOR]

Nomophobia, or the fear of being without one's smartphone, is a growing concern in workplaces around the world. This phenomenon affects both employee well-being and organizational productivity. Despite its prevalence, there is a notable lack of systematic reviews investigating nomophobia in workplace, as well as the factors that intensify or inhibit it in workplace settings. This paper bridges this gap by conducting a systematic literature review of workplace nomophobia, drawing insights from 15,009 observations across 36 studies. Our review uncovers the widespread nature of nomophobia, its antecedents, symptoms, and the significant consequences it has in professional settings, such as increased anxiety, work stress, and frequent work interruptions. Demographic factors like age, gender, and education level influence the severity of nomophobia, with younger and more educated employees being especially vulnerable. The findings highlight the urgent need for interventions and organizational strategies to mitigate the negative effects of nomophobia and foster healthier digital habits at work. This study enriches the theoretical understanding of nomophobia and offers practical insights for future research and organizational practice. [ABSTRACT FROM AUTHOR]

This article aims to discuss the relationships between work-family conflict, organizational support, and gender through a narrative literature review. Unlike systematic reviews, the narrative approach adopted in this study does not follow strict procedures for selecting and analyzing studies. The selection of the literature was conducted more flexibly, allowing for a freer and more comprehensive discussion of the proposed topic. In light of discussions about the relationships between work-family conflict, organizational support, and gender, it is noted that despite the progress of women in the labor market, inequalities persist, fueling conflicts between work and family, especially for women. Organizational support strategies are essential in reconciling professional and family life, promoting healthier work environments and, consequently, successful organizations. [ABSTRACT FROM AUTHOR]

Despite notable advancements, person-centered implementation is still propelled at a service level. This study aims to empirically determine organizational actions to achieve a person-centered culture through conceptual mapping of essential strategies. A participatory, multi-staged, group concept-mapping approach was employed. Mid and high-level healthcare managers responsible for managing healthcare delivery within the Malaysian Ministry of Health were recruited. In two separate meetings, 12 managers provided a set of related concepts and strategies, while 17 rated the importance and feasibility of implementation strategies. Cluster labels generated from the multidimensional scaling and hierarchical clsuter analysis were: multidisciplinary team, training and education, service user empowerment and quality assurance. The rating of statements created go-zone maps to determine the relative importance and feasibility of each person-centered strategy. Extending professional activities that cover a comprehensive spectrum of services and training healthcare providers on person-centered competency were rated the most important and feasible strategies. Nevertheless, these strategies must be balanced with additional resources to avoid the increasing workload to healthcare providers juggling many different tasks. In conclusion, the participatory evaluation allowed a better understanding of stakeholder-perceived priorities in developing short and long-term strategic plans for person-centered transformational practice and culture development. [ABSTRACT FROM AUTHOR]

This article reviews and compares the establishment and trajectories of foreign banking firms (British, French, German, and Spanish) in the early financial markets of various Latin American countries from 1863 to 1914. We describe and compare their organizational models and strategies to expand their businesses. We argue that the model of multinational banking was preceded by diverse banking experiments which need to be better appreciated. [ABSTRACT FROM AUTHOR]

Background: Physiatry is a specialty with high rates of burnout. Although organizational strategies to combat burnout are key, it is also important to understand strategies that individual physiatrists can use to address burnout. Objective: To identify changes that resulted in improvement of occupational well‐being of physiatrists over a 6‐ to 9‐month period. Design: We employed two quantitative surveys spaced 6 to 9 months apart to identify physiatrists who experienced meaningful improvement in occupational burnout and/or professional fulfillment between the two survey timepoints. These physiatrists were subsequently recruited to participate in a qualitative study using semi‐structured interviews to identify changes that respondents felt contributed to improvements in burnout and professional fulfillment. Setting: Online surveys and interviews. Participants: Physiatrists in the American Academy of Physical Medicine and Rehabilitation (AAPM&R) Membership Masterfile. Main Outcome Measure: Burnout and professional fulfillment were assessed using the Stanford Professional Fulfillment Index. Results: One hundred twelve physiatrists responded to the baseline and follow‐up surveys. Of these, 35 were eligible for interviews based on improvements in the Stanford Professional Fulfillment Index, and 23 (64%) agreed to participate. Themes from the qualitative interviews highlighted the importance of personal lifestyle choices, approaches to improve professional satisfaction, and strategies to foster work‐life harmony. Personal lifestyle strategies included investing in wellness and mental health. Efforts to improve professional satisfaction included decreasing work intensity, prioritizing meaningful aspects of work, and building relationships with colleagues. Fostering work‐life harmony also included making trade‐offs in both domains, setting boundaries at work, setting expectations at home, and overcoming personal challenges. Conclusion: Our findings illustrate that, in addition to organizational strategies demonstrated to be effective, there are actions that individual physiatrists can take to recover from burnout and foster professional fulfillment. [ABSTRACT FROM AUTHOR]

In this special issue 'Fact or Fake: Information, Misinformation, and Disinformation via Social Media', the Journal of Strategic Marketing presents a collection of papers that delve into various topics aimed at gaining a comprehensive understanding of the impacts of fake news on social media. The objective of this special issue is to enhance our comprehension of marketing theory and practice concerning solutions, prevention, and the effects of fake news propagated through social media platforms. The topics covered within the special issue include, but are not limited to (1) Organizational and regulatory strategies to counter the dissemination of false news on social media; (2) The influence of fake news on social media on consumer behavior; (3) The correlation between social media fake news, consumer perceptions of credibility and trustworthiness, and their self-efficacy in relation to purchasing intentions; (4) The phenomenon of an 'infodemic' characterized by disinformation and misinformation in the digital age; and (5) Perceptions of credibility surrounding disinformation and intentions to share such content across social media platforms. [ABSTRACT FROM AUTHOR]

The automotive industry's shift towards electric vehicles (EVs) is driven by technological advancements and environmental concerns. This paper examines Mercedes-Benz's strategy in this transition, highlighting the challenges and opportunities involved. Using thematic analysis of semi-structured interviews with key professionals at Mercedes-Benz, the study reveals a dual strategy: integrating new talents with specific EV competencies and upskilling the existing workforce. This approach reflects the company's recognition of evolving vehicle development requirements and commitment to maintaining a skilled workforce. Emphasis on data-driven functions highlights the industry's shift towards technological advancements. The transition significantly impacts workforce roles, necessitating role reassignment and collaborative planning, indicating a culture of inclusivity and proactive change management. Challenges include the importance of mindset change and adaptability among employees, as well as managing overlapping traditional and EV projects, leading to increased workloads and compressed timelines. Tailored training and development strategies are essential for a comprehensive transition. Mercedes-Benz's commitment to an electric-only strategy signals a clear future direction. However, this raises questions about workforce preparedness and ongoing skill development. The study offers insights into managing workforce transformation in the EV transition, contributing to academic discussions and providing practical guidance for industry professionals. [ABSTRACT FROM AUTHOR]

Copyright of Anuario Turismo y Sociedad is the property of Universidad Externado de Colombia, Facultad de Empresas Turísticas y Hoteleras and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: The present study aims to design a model of predictive factors for entrepreneurial opportunities in international companies. Methodology: This study employs a mixed methods approach (qualitativequantitative), with data collection conducted in both qualitative and quantitative sections. In the qualitative section, data were gathered through the study of documented sources and semi-structured interviews with 17 managers and experts in the field of entrepreneurship. These individuals were selected using purposive and snowball sampling and data were analyzed using the software MAXQDA18 through the grounded theory method. In the quantitative section, data from 148 senior and mid-level managers of international companies based in Tehran were collected using a researcher-made questionnaire and convenience sampling, and then tested using structural equation modeling. Findings: The results indicated that causal conditions (unexpected events, industry-based changes, market structure changes, method-based deficiencies, value and cognition-based changes, new knowledge, and demographic characteristics) impact the phenomenon of entrepreneurial opportunities. The strategies included organizational strategies, market-related strategies, business strategies, and effective performance management. Contextual conditions (capital, corporate factors, individual characteristics, and social factors) and intervening conditions (environmental factors, personality traits, driving forces, economic factors, and errors) also influenced the strategies, which in turn had a positive impact on the outcomes. Conclusion: The results suggest that based on the views and opinions of senior and mid-level managers of international companies regarding the indigenous model of predictive factors for entrepreneurial opportunities, planners should leverage the effective factors in this model to advance their objectives. [ABSTRACT FROM AUTHOR]

This integrative literature review aims to provide a broader and updated perspective of teachers’ intergenerational learning (IL). The search was done in Web of Science and EBSCO ultimate databases between 2011 and 2022. Thirty-two empirical studies were selected and submitted to a thematic analysis and five themes were identified: (a) defining and conceptualising generation, (b) IL from understandings to practices, (c) contexts, factors and roles from different generations and institutions to promote IL, (d) factors that facilitate the success of IL, and (e) factors that make IL difficult. Data shows an increase in the last decades of research in IL within the educational context, but an absence of the prospective dimension still prevails. Intergenerational knowledge has been researched mainly from an individual professional perspective at the micro and meso levels of scholarship. Effectiveness requires intentional cultivation and a genuine desire for intergenerational knowledge exchange, involving active engagement and awareness among diverse generations and alignment with organizational aims. The promotion of IL takes place in very different ways and forms, and reflection on what is different seems to be a dominant trait. Furthermore, the review could conclude that intergenerational opportunities to work together will improve teacher education and continuous professional development. [ABSTRACT FROM AUTHOR]

With innovation becoming more collaborative, the influence of digital business strategy (DBS) on interfirm cooperation has grown. This study investigates how DBS can enhance collaboration innovation capabilities across pharmaceutical companies in developing countries. Further, it investigates organizational culture as a moderating variable in the relationship between DBS and collaborative innovation capability (CIC). A total of 205 questionnaire responses were gathered on six Jordanian pharmaceutical corporations. The findings showed that each DBS element (development, objectives, resources, management capabilities, and digital leadership) positively affected CIC, and that organizational culture positively moderated the relationship between DBS and CIC. These results provide valuable insights for managers seeking to improve collaborative capability by leveraging digital business strategies and organizational culture. [ABSTRACT FROM AUTHOR]

The study investigated the impact of high‐involvement work systems (HIWS) on knowledge‐sharing intention (KSI) through the mediation of organizational commitment (OC) and the moderation of workplace allocentrism, particularly in the manufacturing units of small and medium enterprises operating in Pakistan. Data collection involved 328 workers, utilizing self‐administered structured questionnaires translated into Urdu to ensure understanding and inclusivity. SmartPLS software was used to analyze data using the structural equation modeling technique for the examination of complex relationships between multiple variables simultaneously. The findings suggest that the association between HIWS and KSI strengthens among the individuals high in workplace allocentrism and that cultural factors play a significant role in shaping how employees respond to HIWS and engage in knowledge‐sharing behaviors. The study highlights the importance of considering cultural factors in organizational practices and strategies, thus providing novel insights for entrepreneurs to enhance the performance, innovation, and competitiveness of their enterprises through a knowledge‐sharing culture. Overall, study offers valuable contributions to both academia and practice by shedding light on the intricate relationships between HIWS, KSI, OC, and workplace allocentrism. [ABSTRACT FROM AUTHOR]

Purpose: Despite being a Muslim-dominated country, Bangladesh has widely embraced traditional microfinance since its inception in the mid-1970s. However, Islamic microfinance, which has a lot to offer to the poor, is still in its infancy and has yet to gain momentum in the country. Therefore, the purpose of this study is to analyze the importance of Islamic microfinance and propose alternative Shariah-compliant microfinance models in Bangladesh. Design/methodology/approach: This study is based on the desk research method, which relies on existing literature to collect secondary data on key concerns of traditional microfinance programs. In addition, institutional-level secondary data were also collected from the Microcredit Regulatory Authority (MRA) of Bangladesh. Guided by the Maqasid-al-Shariah, this study then proposes several Islamic microfinance models to overcome selected challenges faced by the microfinance industry in Bangladesh. Findings: This study suggested three composite Shariah-compliant microfinance models, which are likely to help the underprivileged and thus ensure the achievement of the sustainable development goals in Bangladesh. The first model explained how the operational strategy of incumbent microfinance institutions (MFIs) could be restructured, while the second proposed the organizational strategies for establishing a new MFI. The third model used the notion of Sadaqah (charity) to address the multiple borrowing issues of the industry. Meanwhile, the successful transformation of the conventional microfinance industry to an Islamic one is dependent on the effective collaboration between the regulatory authorities, practitioners and MFIs. Originality/value: Albeit the paucity of literature on the topic, the findings of this study will guide policymakers/practitioners in designing relevant microfinance models to help transform conventional microfinance into Islamic microfinance in Bangladesh. [ABSTRACT FROM AUTHOR]

This research endeavor was conducted with the objective of discerning and prioritizing the determinants that influence the execution of green marketing strategies by Iraqi executives operating in the oil and gas sector. The research adopted a mix methodology, wherein factors were elicited through thematic analysis in the initial phase and subsequently assessed through AHP in the subsequent phase. At the first part, a comprehensive review of a related scholarly articles published between the years 2018 and 2024 was diligently carried out. The data gleaned from these articles was subsequently analyzed and categorized utilizing the advanced MAXQDA software 18. Consequently, a total of 5 overarching categories of factors that play a pivotal role in influencing the implementation of green marketing strategies were identified: economic and political factors, competitive factors, organizational factors, governmental factors, social awareness, and environmental factors. At the second part, through the utilization of the Analytical Hierarchy Process (AHP), a total of 10 engaged Iraqi oil industry executives took part in the prioritization endeavor. The outcomes reveal that economic and political elements wield a paramount influence on the implementation of eco-friendly marketing strategies. This investigation furnishes valuable perspectives for executives and decision-makers within the Iraqi petroleum sector, facilitating a deeper comprehension of the fundamental factors that impact the embrace of eco-friendly marketing strategies and the formulation of efficacious approaches for sustainable advancement. [ABSTRACT FROM AUTHOR]

Both lean and agile practices have emerged as dominant organizational strategies to improve supply chain and firm performance. In addition, combinations of lean and agile, so‐called leagile practices, have developed. Most extant studies have tested the effects of specific subsets of lean, agile, or leagile practices on performance. This study proposes a comprehensive framework to investigate the complementary versus mutually exclusive performance gains of lean, agile, and leagile practices and their combinations. We review the literature and conduct a meta‐analysis of 127 empirical studies, yielding a total of 969 effect sizes across 30,741 firms. Our results indicate support for the positive link between lean, leagile, and agile practices and firm performance. Further analyses provide support for some aspects of cumulative capability theory, while others support aspects of trade‐off theory. We thereby enlighten the discourse about the cumulative and comparative effects of lean, leagile, and agile leveraging our comprehensive framework of practices. Specifically, our contribution identifies practice combinations that can be considered more valuable performance enhancers than others. Furthermore, our research guides managers on aligning and adapting lean, leagile, and agile practices with their firms' strategic priorities and performance goals. Finally, we showcase areas that require additional empirical investigation. [ABSTRACT FROM AUTHOR]

Law-abiding firms often attempt to conceal their corporate political activity (CPA), yet the concealment of CPA has not been matched by our understanding of the phenomenon. We develop a theoretical framework consisting of three components to analyze firms' CPA concealment strategies. First, we provide a detailed conceptual background on CPA concealment, including what CPA concealment is and how it can occur. Second, we develop an in-depth analysis of the key benefits and costs of concealing CPA for firms. Finally, we integrate this analysis with positive political theory to place our firm-level calculus in the context of policymaking by identifying the public policymakers whom firms are most likely to influence via CPA concealment. Based on this framework, we generate additional empirically testable propositions on how CPA concealment changes with factors at the country, institution, issue, and firm levels. This study is the first to generate systematic theory on firms' CPA concealment strategies. Moreover, this research context highlights the particular importance of theory for investigating consequential phenomena that yield scarce data; it is theory which guides data discovery ex ante, helps assess bias ex post, and uncovers key insights that empirical analysis alone cannot generate. [ABSTRACT FROM AUTHOR]

Although legitimacy is critical when attempting to introduce new practices in the nonprofit charity sector, little is known about individual processes of legitimation within such organizations, and how legitimacy emerges and interacts with perceived external pressures. This article investigates how charity organizational actors (using rhetorical arguments) linguistically legitimate/delegitimate new practices as a means of facilitating internal and external legitimacy. The study explores, as an example of organizational change in its early stages, newly-introduced accountability and reporting practices emanating from the current Charity Statement of Recommended Practice in the United Kingdom and Republic of Ireland. The findings show that external regulative and cognitive pressures can be assessed and legitimated as something rational and reasonable in cases where organizational actors perceive the change as "exploitable." Moreover, they provide evidence of how different interpretations can foster implementation and action (or trigger inaction) and affect the introduction of business-like practices in the nonprofit sector. [ABSTRACT FROM AUTHOR]

Drawing on regulatory focus and brokerage literatures, we develop new theory that explains individuals' motivation to form and change their relationships in organizational networks. Specifically, we examine how promotion and prevention regulatory foci influence such relational processes as tie formation, maintenance, dissolution, and reconstitution. We further explore the relationship between motivational orientations of regulatory foci and relational orientations to brokerage (i.e., tertius iungens/gaudens) and develop a typology that outlines four major ego-level configurations. Each of the four configurations, labeled dutiful coordinators, aspirational arbitrators, versatile brokers, and indifferent egos, offers distinct predictions on network change and structuring. Overall, our theory contributes to organization theory by elaborating on the important role of ego motivation and strategy in organizational networks, and in so doing, advances research that focuses on individual agency in social networks and complements structuralist approaches to understanding social network dynamics. [ABSTRACT FROM AUTHOR]

This paper brings forth an empirical study of organizational resilience strategies in standard setting. The selection of ETSI (The European Telecommunications Standards Institute) as a case study for this purpose was motivated by ETSI's legal status as an ESO (European Standardization Organization), global impact, and the history of external criticism directed at the organization. Based on theoretical considerations and author's previous empirical research, it was expected that the organizational resilience strategies used by ETSI differ with regards to two dimensions: anticipation of the disturbance (proactive and reactive strategies); and the locus of the strategic effort (internal or external to the organization). A combination of deductive and inductive content analysis was applied to 12 semi-structured interviews with individuals who participate in standard setting activities within ETSI. The conducted analysis confirmed the expected 2 × 2 type of taxonomy determined by anticipation and locus of strategic effort. The identified 29 categories were thus categorized into four clusters of resilience strategies: proactive external (5), proactive internal (9), reactive external (5) and reactive internal (10) strategies. The discussion reflects on the historical organizational challenges, the resilience strategies reported in response to them, and how they might have contributed to continued thriving of ETSI despite organizational challenges. [ABSTRACT FROM AUTHOR]

This paper examined accounting information systems (AIS) as a mediator between small and medium-sized enterprises (SMEs) strategies, including (finance source, administrative innovation, organizational culture, developing capabilities levels of SMEs, information source, development of business managers, and technological innovation) and organizational performance. In this quantitative study, 450 self-administered questionnaires were distributed to the managers and owners of SMEs using purposive sampling. Data were analyzed using the structural equation modeling (SEM) method via SmartPLS3 Software. The study offers empirical findings on the importance of AIS as a mediator, considers various factors, and provides clear strategies for better work performance. The study confirmed that the SMEs' strategy and the use of an AIS significantly and positively affected SMEs' organizational performance, while AIS use partially mediated between SMEs' strategy and organizational performance. This result confirms that an SME can enhance its performance by using AIS. AIS can support organizational performance through an SME strategy, avoid human errors, provide cost-against-time savings, and assist in timely internal decision-making considering long-term benefits. However, the results may not reflect the actual performance situation and cannot be generalized to all provinces or other countries because environments differ. [ABSTRACT FROM AUTHOR]

The purpose of the study was to examine the organizational strategy and tools of employee well-being, as perceived by employees. Although improving physical, mental, and social conditions of employees have positive impact on economic performance and competitiveness of organizations, little is known about how employee wellbeing appears in human resource management strategy and practices of organizations. Few research is available examining the adaptability of well-being strategy and tools from the perspective of employees as stakeholders. Therefore, the methodology of the current study was an exploratory sequential mixed method, with an embedded case study. Qualitative exploratory phase consisted of 27 semi-structured interviews with human resource management experts of Hungarian and international for-profit organizations. The results supported the definition for selection criteria of case study sampling and the design of a research tool for the quantitative phase. In the case study, interviews and quantitative research were conducted at the selected organization. The self-developed questionnaire included the Workplace PERMA Profile, reflecting the five pillars of well-being: Positive emotions, Engagement, Relationships, Meaning, and Accomplishment. The questionnaire has been filled out by 222 employees. The data integration results explored that the well-being is less characterized by a strategic approach, despite its importance defined by respondents. Employee perception analysis has led to the creation of employee well-being profiles, mapping organizational tools supporting employee satisfaction, and highlighting the inconsistences of organizational strategy and employee perceptions. The results could contribute to further studies and development of human resource management practices to improve employee well-being by directing the focus on its growing importance in economic and labor competitiveness. [ABSTRACT FROM AUTHOR]

On the basis of a comparative analysis of market risks (re)distribution between labour and management in public‐service outsourcing in Italy and Denmark, this article examines different cross‐national patterns of social solidarity in similar encompassing and co‐operative employment relations regimes. It seeks to explain why similar inclusive and collaborative systems of public‐sector employment relations are not functionally equivalent in preventing labour inequalities under market‐making pressure, as predicted by the extant literature. The analysis demonstrates that variation between the countries considered was due to three interrelated factors which mutually reinforced each other in either virtuous (Denmark) or (semi)vicious (Italy) circles: (i) the availability of legislative loopholes; (ii) the cross‐sectoral (public/private) organizational structure and strategy of trade unions and (iii) employers' outward/inward orientation. The findings confirm the capacity of cross‐sectoral public/private dynamics to either build or erode solidarity in inclusive systems, and they highlight the importance of incorporating the strategic agency exerted by unions and public employers as a crucial determinant of the granular differences emerging between similar models. [ABSTRACT FROM AUTHOR]

This study examines efforts to build a culture of integrity within the Indonesian National Police (Polri) through leadership strategies, strengthening organizational structure, and optimizing leadership processes. Data were collected through questionnaires distributed to 1,735 respondents, comprising both police officers and civilians, as well as through five rounds of Focus Group Discussions (FGDs). The qualitative approach involved in-depth interviews and FGDs to understand behaviors related to integrity and ethical leadership, while the quantitative approach was conducted through questionnaire distribution to civilians. The research findings indicate that the public's perceptions of integrity in Indonesia are in line with the perception of polri members. However, there is a significant percentage of respondents stated that their leaders have shown concern for ethical values, conveyed ethical standards, set an example in integrity behavior, and courageously admitted mistakes, but the results of FGD reveal a gap between rhetoric and practice, and a lack of consistency in integrity behaviors. This study contributes valuable perspectives on fostering integrity within law enforcement organizations, with implications potentially extendable to other contexts facing similar challenges. [ABSTRACT FROM AUTHOR]

Background: Human locomotion involves the coordinated activation of a finite set of modules, known as muscle synergy, which represent the motor control strategy of the central nervous system. However, most prior studies have focused on isolated muscle activation, overlooking the modular organization of motor behavior. Therefore, to enhance comprehension of muscle coordination dynamics during multi-joint movements in chronic ankle instability (CAI), exploring muscle synergies during landing in CAI patients is imperative. Methods: A total of 22 patients with unilateral CAI and 22 healthy participants were recruited for this research. We employed a recursive model for second-order differential equations to process electromyographic (EMG) data after filtering preprocessing, generating the muscle activation matrix, which was subsequently inputted into the non-negative matrix factorization model for extraction of the muscle synergy. Muscle synergies were classified utilizing the K-means clustering algorithm and Pearson correlation coefficients. Statistical parameter mapping (SPM) was employed for temporal modular parameter analyses. Results: Four muscle synergies were identified in both the CAI and healthy groups. In Synergy 1, only the gluteus maximus showed significantly higher relative weight in CAI compared to healthy controls (p = 0.0035). Synergy 2 showed significantly higher relative weights for the vastus lateralis in the healthy group compared to CAI (p = 0.018), while in Synergy 4, CAI demonstrated significantly higher relative weights of the vastus lateralis compared to healthy controls (p = 0.030). Furthermore, in Synergy 2, the CAI group exhibited higher weights of the tibialis anterior compared to the healthy group (p = 0.042). Conclusions: The study suggested that patients with CAI exhibit a comparable modular organizational framework to the healthy group. Investigation of amplitude adjustments within the synergy spatial module shed light on the adaptive strategies employed by the tibialis anterior and gluteus maximus muscles to optimize control strategies during landing in patients with CAI. Variances in the muscle-specific weights of the vastus lateralis across movement modules reveal novel biomechanical adaptations in CAI, offering valuable insights for refining rehabilitation protocols. [ABSTRACT FROM AUTHOR]

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines the determinants of agile leadership and their impact on organizational success. Through a systematic literature review, the study explores organizational culture, organizational structure, business requirements, innovation, team productivity/performance, satisfaction/engagement/team morale, and team dynamics as critical factors influencing organizational functioning. The findings highlight the significance of these determinants in shaping various aspects of organizational performance and effectiveness. The research underscores the crucial role of organizational culture, as it sets the tone for employee behavior, values, and norms within the organization. A positive and supportive culture fosters engagement, satisfaction, and high morale, enhancing performance. An agile and flexible organizational structure also enables teams to adapt quickly to changing business requirements, improving productivity and overall performance. Aligning business requirements with organizational strategies and goals is critical for success. Organizations must understand and meet customer demands and market trends to stay competitive. Moreover, embracing innovation and encouraging creativity contributes to maintaining a competitive edge and driving continuous improvement. [ABSTRACT FROM AUTHOR]

Animal ethics has been recognized as an emerging issue in tourism, but limited research has concentrated on tourists' behaviors toward animal ethics and its fundamental mechanisms. This study develops a research framework to address this gap, including media coverage and organizational strategies on reducing animal abuse, cognitive and affective states toward animal ethics, norm activation model variables, and behavioral intentions using stimulus–organism–response (S-O-R) theory. Findings indicate that media coverage and organizational strategies can be construed as underlying external stimulus constructs within the S-O-R model in the background of animal-related tourism. This study additionally shows the mediating nature of cognitive and affective states. Findings particularly indicate that personal norm is the focal influencing factor of tourists' behavioral/word-of-mouth intentions toward animal ethics. This research contributes to reducing animal abuse and understanding the underlying theoretical mechanism linked to tourist behaviors and animal ethics. [ABSTRACT FROM AUTHOR]

Most organizations use command hierarchies—the type of hierarchy depicted in a common organizational chart—but it is not well understood why and how environments make this structure useful. One possibility is that command hierarchies provide positive net benefits when groups of agents must respond to changes in the environment, particularly when each group member’s local conditions are similar and somewhat synchronous. We ask: How does the performance of hierarchical groups vary with changing environments? We build an agent-based model to better understand the strengths and weaknesses of hierarchy for groups faced with these changes in space and time. In these environments, a local worker has more information about local conditions, but a manager has more information about overall conditions. We show that command hierarchy outperforms non-hierarchy in many synchronous and asynchronous environments, including those where local conditions differ substantially and would seem to make a manager’s “big picture” input much less useful to workers. In these more asynchronous environments, a manager’s view of overall conditions does give useful information to workers, with crucial caveats: workers must have the autonomy to judge the accuracy and relevance of manager input to their local work, or they perform worse than non-hierarchical groups. This autonomy enables the organization to learn. Relatedly, we also find increased agent memory is important for performance in all environments. Our model reveals that environments that vary locally can cause unavoidable tension between the views of front-line workers and managers, or local offices and head offices; even perfect agents find themselves in an inevitable computational dilemma. The best organizational strategy to manage this dilemma is continuing to provide manager input while enabling some degree of worker autonomy. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to determine whether and how objectives and key results (OKRs) can be used to solve performance measurement issues encountered by organizations. Design/methodology/approach: A total of 204 staff members from 26 Thai organizations that adopted OKRs were interviewed. Five senior executives and five operational staff members with experience using OKRs were selected from each organization. Content analysis was also performed. Findings: OKRs facilitate the acceptance of performance indicators and help solve issues of alignment between indicators and organizational strategies as well as improper target setting. Research limitations/implications: The results have limited generalizability because of the qualitative approach undertaken in the study. Further research can test whether the results hold true if OKRs are used for longer than six months. Practical implications: The results of this study can be used to help managers and employees set challenging targets, utilize their competencies and find a sense of relatedness, which can lead to organizational success. Originality/value: This study is one of the first to thoroughly investigate the use of OKRs by adopting the self-determination theory (SDT) as the main theoretical framework. [ABSTRACT FROM AUTHOR]

Objectives. The study aimed to substantiate theoretical and methodological approaches to choosing a development strategy for the National Sports Federation based on a strategic analysis of its activities in the current socio-economic conditions. Material and methods. The study involved an analysis of scientific and methodological literature, SWOT-analysis, methods of formalization and generalization, as well as mathematical statistics. Results. A study was conducted on the activities of the public organization "Fencing Federation of Ukraine" ("FFU" PO) using SWOT analysis, considering the current socio-economic conditions. As a result, the following components of four possible directions of the organization's activities are determined: development strategy, limitedgrowth strategy, stabilization strategy, and protection strategy. After determining and quantitatively evaluating the factors and quality of the four directions in the "FFU" PO development, while taking into account the trend of world sports development, it can be concluded that the most promising direction for the "FFU" PO activities is a development strategy envisaging the use of the organization's strengths to realize the external environment opportunities. Conclusions. It is proposed to use a development strategy in the activities of the "FFU" PO -- diversification, which envisages innovations in management and marketing, ensuring the financial stability of the organization, improving the quality of athlete training through the introduction of new technologies, and consolidating the organization's positive image. [ABSTRACT FROM AUTHOR]

Research has been done in Paranaque City on the relationship between organizational performance and entrepreneurial orientation, product innovation, and differentiation strategies. The purpose of this study was to identify potential strategies for creating small-business owners of successful coffee shops who could continue to provide high-quality goods and services. Based on a representative sample of 153 micro entrepreneurs aged 20 to 41 and above, an indication was obtained from the small coffee shop entrepreneurs' survey. Based on the entrepreneur's personal and business profile, the researcher used multiple linear regression technique to identify changes pertaining to business and small coffee shop entrepreneurs in terms of demographic features, entrepreneurial orientation, product innovation, and differentiation strategies, use of resources, organizational structure, and organizational performance. The findings demonstrated the empowerment of small coffee shop owners in Paraaque City, as evidenced by the independent variable of entrepreneurial orientation, the dependent variables of organizational performance and the entrepreneur's individual business profile, and the mediating variables of product innovation and differentiation strategies. [ABSTRACT FROM AUTHOR]

This document is a guest editorial from the Journal of Corporate Real Estate, focusing on the topic of corporate real estate (CRE) in Africa. It highlights the importance of CRE for companies worldwide and its significant role in their operations and costs. Despite extensive research on CRE, there is limited information available specifically on the African continent. However, there has been growing interest in Africa as a new frontier for global real estate investment, leading to significant construction projects and the development of new cities. The editorial emphasizes the need to explore the development and management of CRE in Africa, considering factors such as technology, ecological considerations, and employee satisfaction. The special issue of the journal includes four articles that cover various aspects of CRE in Africa, including the alignment of CRE strategy with corporate strategy, the impact of COVID-19 on the office sector in Johannesburg, the implications of artificial intelligence adoption on employee well-being, and the well-being of employees in open-plan offices. The editorial concludes by expressing gratitude to the contributors and reviewers and hopes that the special issue will stimulate further research in CRE across Africa. [Extracted from the article]

The fusion of quantum computing and artificial intelligence (AI) heralds a transformative era for Industry 4.0, offering unprecedented capabilities and challenges. This paper delves into the intricacies of quantum AI, its potential impact on Industry 4.0, and the necessary change management and innovation strategies for seamless integration. Drawing from theoretical insights and real-world case studies, we explore the current landscape of quantum AI, its foreseeable influence, and the implications for organizational strategy. We further expound on traditional change management tactics, emphasizing the importance of continuous learning, ecosystem collaborations, and proactive approaches. By examining successful and failed quantum AI implementations, lessons are derived to guide future endeavors. Conclusively, the paper underscores the imperative of being proactive in embracing quantum AI innovations, advocating for strategic foresight, interdisciplinary collaboration, and robust risk management. Through a comprehensive exploration, this paper aims to equip stakeholders with the knowledge and strategies to navigate the complexities of quantum AI in Industry 4.0, emphasizing its transformative potential and the necessity for preparedness and adaptability. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: Emphasis on different non-market strategies development of the organizational resilience that is becoming increasingly important for successfully navigating through crisis situations. By focusing on these strategies, firms can become more resilient and build a platform to attain growth and sustainable development. Originality/value: The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to develop a model of learning-by-hiring in which knowledge gains may occur at the time of recruitment but also after recruitment when other incumbent organizational members assimilate a recruit's knowledge. The author's model predicts that experienced recruits are more likely to catalyze change to their organization's core technological capabilities. Design/methodology/approach: The continuous-time parametric hazard rate regressions predict core technological change in a long panel (1970–2017) of US biotechnology industry patent data. The author uses over 140,000 patents to model the evolution of knowledge of over 52,000 scientists and over 4,450 firms. To address endogeneity concerns, the author uses the Heckman selection method and does robustness tests using a difference-in-difference analysis. Findings: The author finds that a hire's prior research and development (R&D) experience helps overcome inertia arising from her or his new-to-an-organization "distant" knowledge to increase the likelihood of core technological change. In addition, while the author finds that incumbent organizational members resist technological change, experienced hires may effectively induce them to adopt new ways of doing things. This is particularly the case when hires collaborate with incumbents in R&D projects. Understanding the effects of hiring on core technological change, therefore, benefits from an assessment of hire R&D experience and its effects on incumbent inertia in an organization. Practical implications: First, the author does not recommend managers to hire scientists with considerable distant knowledge only as this may be detrimental to core technological change. Second, the author recommends organizations striving to effectuate technological change to hire people with considerable prior R&D experience as this confers them with the ability to influence other members and socialize incumbent members. Third, the author recommends that managers hire people with both significant levels of prior experience and distant knowledge as they are complements. Finally, the author recommends managers to encourage collaboration between highly experienced hired scientists and long-tenured incumbent organizational members to facilitate incumbent learning, socialization and adoption of new ways of doing things. Originality/value: This study develops a model of learning-by-hiring, which, to the best of the authors' knowledge, is the first to propose, test and advance KM literature by showing the effectiveness of experienced hires to stimulate knowledge diffusion and core technological change over time after being hired. This study contributes to innovation, organizational learning and strategy literatures. [ABSTRACT FROM AUTHOR]

Most social enterprises (SEs) face constant challenges to scale up their social impact, especially for those in transforming societies such as China, where the ecosystem of SEs is still immature. Previous literature has examined how and why SEs select specific scaling strategies; however, the scaling performance of different scaling strategies has rarely been empirically explored. Therefore, this study takes a hypothesis‐testing quantitative approach, for the first time, to investigate how different scaling strategies contribute divergently to scaling performance and how their contributions are subject to the moderating role of SEs' organizational capabilities. The findings show that the three types of scaling strategies positively contribute to scaling performance, and the magnitude and significance of their influences descend from knowledge dissemination, through organizational growth, to contractual partnerships. Meanwhile, when SEs have a higher level of stakeholder engagement capabilities or strategic management capabilities, knowledge dissemination has a stronger effect on scaling performance. Conversely, when SEs have a lower level of marketing capabilities or strategic management capabilities, organizational growth has a stronger effect on scaling performance. These results offer practical implications, suggesting that SEs selecting knowledge dissemination as a scaling strategy should prioritize advancing their stakeholder engagement capabilities and strategic management capabilities. [ABSTRACT FROM AUTHOR]

This paper delves into the transformative role of the Fourth Industrial Revolution (4IR) technologies—Artificial Intelligence (AI), the Internet of Things (IoT), Robotics, and Blockchain—in reshaping strategic intelligence and dynamic capabilities in businesses. It presents an in-depth analysis of how these technologies enhance strategic decision-making, predictive analytics, and operational agility, thereby contributing to a sustainable competitive advantage in rapidly evolving markets. The paper also explores the synergistic effects of integrating these technologies and the resulting challenges and opportunities, including cybersecurity risks, workforce displacement, and ethical considerations. Furthermore, it proposes a comprehensive framework that integrates technology adoption with organizational strategy, emphasizing continuous learning, sustainability, and ethical practices. This study concludes by discussing the implications for practitioners and policymakers and suggesting directions for future research, particularly in understanding long-term impacts, cross-industry applications, and societal implications of 4IR technologies. This paper aims to provide valuable insights for businesses and policymakers navigating the complexities of the 4IR era. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate whether the corporate environmental, social and governance (ESG) performance of enterprise is influenced by the enterprise digital transformation. In addition, this study explains how enterprise digital transformation affects ESG performance. Design/methodology/approach: The sample covers 4,646 nonfinancial companies listed on China's A-share market from 2009 to 2021. The study adopts the fixed-effects multiple linear regression to perform the data analysis. Findings: The study finds that enterprise digital transformation has a significant inverted U-shaped impact on ESG performance. Moderate digital transformation can improve enterprise ESG performance, whereas excessive digital transformation will bring new organizational conflicts and increase enterprise costs, which is detrimental to ESG performance. This inverted U-shaped effect is more pronounced in industrial cities, manufacturing industries and enterprises with less financing constraints and executives with financial backgrounds. Enterprise digital transformation mainly affects ESG performance by affecting the level of internal information communication and disclosure, the level of internal control and the principal-agent cost. Practical implications: The government should take multiple measures to encourage enterprises to choose appropriate digital transformation based on their own production behaviors and development strategies, encourage them to innovate and upgrade their organizational management and development models in conjunction with digital transformation and guide them to use digital technology to improve ESG performance. Social implications: This study shows that irrational digital transformation cannot effectively improve the ESG performance of enterprises and promote the sustainable development of the country. Enterprises should carry out reasonable digital transformation according to their own development needs and finally improve the green and sustainable development ability of enterprises and promote the sustainable development of society. Originality/value: This study examines the relationship between enterprise digital transformation and ESG performance. Different from the linear relationship between the two in previous major studies, this study proves the inverse U-shaped relationship between enterprise digital transformation and ESG performance through mathematical theoretical model derivation and empirical test. This study also explores in detail how corporate digital transformation affects ESG performance, as well as discusses heterogeneity at the city, industry and firm levels. It is proposed that enterprises should take into account their own characteristics and carry out reasonable digital transformation according to their development needs. [ABSTRACT FROM AUTHOR]

We review the empirical archival literature on the consequences of business strategy and strategic deviation on accounting, finance, and corporate governance outcomes. We use Miles and Snow's (Organizational strategy, structure, and process. McGraw‐Hill, 1978; Organizational strategy, structure and process. Stanford University Press, 2003) strategy typology that has been quantified using financial statement data by Bentley et al. (Contemporary Accounting Research, 2013, 30, 780). Research has used this strategy score to investigate the consequences of firms following two distinct strategies namely, prospectors versus defenders, on various organisational outcomes. Our survey provides mixed evidence on the relationship between business strategy, financial reporting quality, finance outcomes, and corporate governance including corporate social responsibility (CSR) activities. We offer some suggestions for future research. [ABSTRACT FROM AUTHOR]