(1) Background: This paper examines the organizational readiness of Polish energy enterprises in the face of these challenges, exploring factors [1-2] that influence their ability to undertake exploratory innovation and meet the demands of the energy-climate nexus. The study aims to investigate the organizational readiness of Polish energy enterprises, focusing on their capacity to explore and adopt innovative solutions in response to the dual pressures of advancing energy technologies and addressing climate imperatives [3-4]; (2) Methods: briefly describe the main methods or treatments applied; (3) Results: The model illustrates the impact of each interaction among the three types of affordances, presenting a corresponding set of results specific to digital affordances and entrepreneurial dynamics.; (4) Conclusions: Furthermore, it offers policy recommendations to support the sector’s adaptive capacity and proposes frameworks for energy firms to enhance their exploration capabilities in response to both market and regulatory imperatives [5]. The research objective is to assess the current state of organizational readiness among Polish energy enterprises for implementing and scaling new technologies that contribute to both enhanced energy efficiency and resilience to climate change [6-7].

Organizational diagnosis (OD) is a comprehensive review of an organization's objectives, re-source allocation, and utilization to achieve those objectives. This study employed OD to en-hance the effectiveness of the Department of Special Education within the Government of Punjab. A questionnaire based on Weisbord's six-box organizational model called the Organ-izational Diagnostic Questionnaire (ODQ), was administered to N=1200 participants, consist-ing of heads of top, middle, and bottom tiers at district and tehsil levels of special education schools, centers, and the main office. Out of these, 506 participants voluntarily completed the ODQ survey. The study findings indicated that the employees of the department possess a good understanding of the organization's objectives. However, there is a lack of opportunities for employee participation in departmental discussions, centralized decision-making, irra-tional task distribution, and unsupportive allocation of human resources. Additionally, there is poor communication, unsatisfactory promotions, incentives, and a lack of knowledge shar-ing among employees, as well as poor inter-relationships, conflicts, and ineffective help-seeking mechanisms. The study also revealed low readiness for change in the organization. Respondents' opinions differed significantly based on their qualifications, job experience, years served, and gender. To improve the department's capacity to absorb change, the study recommends enhancing collaboration and inter-departmental communication, soliciting comprehensive input from all tiers, and promoting employee participation, supportive supervision, and communication. The study contributes to the body of knowledge on OD and highlights the need for improved communication, collaboration, and employee participation, as well as a supportive and supervisory support system to enhance the effectiveness of organizations.

Entropy is a concept derived from Physics that has been used to describe natural and social systems’ structure and behaviour. Applications of the concept in the social sciences so far have been largely limited to the disciplines of economics and sociology. In the current paper the concept of entropy is applied to organizational citizenship behaviour with implications for urban organizational sustainability. A heuristic is presented for analysing personal and organizational citizenship configurations and distributions within a given workforce that can lead to corporate entropy; and for allowing prescriptive remedial steps to be taken to manage the process should entropy from this source threaten its sustainability and survival.

Leveraging on the theory of social exchange theory, the current study investigated the influential role that perceived organizational support plays in understanding the relationship between organizational cynicism and organizational deviant work behaviour. Scant research has addressed contextual factors in determining organizational cynicism and its relationship to negative work outcomes such as deviant work behaviour. An interactive effect of perceived organizational support was investigated to determine if deviant individuals are more or less prone to become organizational cynics based on the presence or absence of organizational support. The study was conducted in South-Eastern Nigeria, involving 575 nurses using two-wave design. Validated self-reported measures were used to collect data for perceived organizational support, organizational cynicism and organizational workplace deviance, which were analyzed using the Hayes PROCESS Macro for SPSS model 1 version 3.00. The results revealed that organizational cynicism positively correlated with organizational workplace deviant behaviour, whereas perceived organizational support negatively correlated with workplace deviant behaviour among nurses. In addition, perceived organizational support moderated the relationship between organizational cynicism and organizational workplace deviant behaviour. The study's findings revealed the imperativeness of a supportive work environment by underscoring the importance of contextual factors like perceived organizational support in mitigating workplace deviant behaviour. By focusing on fostering a supportive environment, organizations can better manage employee attitudes and reduce deviant behaviours, which enhances overall workplace performance and culture.

The present paper deals with research on maintenance strategy and maintenance process improvement procedures to increase the efficiency and quality of the production system. It includes the design of maintenance performance indicators relevant to today's manufacturing systems to track improvements in the sustainable development of the manufacturing system. There are also the basic principles of maintenance strategy with linkages to the manufacturing system and selecting the strategy for the organization. The paper emphasizes maintenance management auditing and quality implementation in maintenance. Further, there is the process of changing the maintenance strategy described. This process includes reassessing the criticality of machines and equipment and their design units, then resource and capacity planning and input for maintenance management. It describes the impact of changing the maintenance management organization and maintenance capacity considering the change of strategy and the evaluation of maintenance choice alternatives, together with an analysis of the optimization procedure, which has an impact on social implication. The paper concludes by presenting the achieved impacts of maintenance strategy are: (1) increase in production efficiency (10%), (2) quality improvement in production (20%), (3) performance improvement (30%), (4) reduction of maintenance process costs (35%).

Job characteristics shape organizational sustainability, conferring tangible benefits to employees. Job characteristics shape attitudes toward work, such as satisfaction and engagement, and are related to the well-being and health of employees. The aim of the study was to determine and describe the role of work engagement and support at work in the relation between selected job characteristics (organizational justice, job control, and role clarity) and self-rated health. The study was conducted on a sample of 368 employees representing various industries. The study used: Utrecht Work Engagement Scale (UWES), Organizational Justice Survey, Coworker Support Scale, Supervisor Support Scale, Role Clarity Scale, Job Control Scale. Cantril ladder was used to measure self-rated health. The presented study established the importance of lower scores on the UWES subscale: dedication as a significant moderator of the examined correlations. In relation to the correlation: justice and its dimensions, and self-rated health, support from supervisors showed a greater effect than that from coworkers. The conducted study expands knowledge on the formation of employees' self-rated health through the sense of justice experienced within the organization. The results obtained are applicable to organizational practice. This finding highlights the importance of supporting organizational justice, which contributes to employee well-being (particularly when combined with high levels of work engagement and supervisor support) and ultimately increases organizational sustainability. Further research can be continued taking into account the limitations of the previous procedure of selecting people for the study and the measurement tools used.

Crisis management is essential for businesses to effectively respond to, recover from, and mitigate the effects of unexpected disruptions. This study investigates factors influencing organizational resilience in Himachal Pradesh's pharmaceutical sector (India), focusing on crisis management techniques. The primary goal is to identify key components that support resilience in this industry. Data were collected using structured online and offline questionnaires, yielding 483 valid responses from a sample size of 500 across six pharmaceutical companies. Factor analysis with SPSS software identified three crucial components: "Innovations and Employee Engagement," "Organizational Resources," and "Organizational Culture and Values." Innovations and Employee Engagement" highlight the importance of fostering a creative environment where employees feel empowered to take initiative during crises. "Organizational Resources" underscore the critical role of adequate infrastructure, financial resources, and technological advancements in building resilience. "Organizational Culture and Values" emphasize the importance of shared standards, values, and beliefs in promoting cohesion and unity during adversity. By prioritizing these elements, pharmaceutical companies in Himachal Pradesh can enhance their crisis response capabilities and foster a resilient organizational culture. Implementing these insights through targeted strategies can ensure long-term viability and improve preparedness for future crises.

In contemporary society, organizations increasingly prioritize ESG (Environment, So-cial, Governance) management to generate social value alongside profit-seeking. This commit-ment to social responsibility plays a positive role for organizational members, contributing to overall organizational growth This study explores the impact of perceptions of ESG management within public sports organizations on organizational civic behavior and proposes strategies for improving management and attachment, with the goal of fostering a more sustainable and so-cially responsible organizational culture. A survey involving 343 employees from govern-ment-affiliated public sports organizations in South Korea was conducted. Structural equation modeling, coupled with dual mediation analysis, unveiled that the perceived performance of ESG management significantly relies on both social value orientation and organizational identifica-tion to drive organizational civic behavior, confirming complete mediation effects. These findings underscore ESG management's ability to foster social value orientation and organizational iden-tification, thereby bolstering organizational civic behavior and significantly shaping the culture and conduct of public sports organizations. This research offers valuable insights for upholding organizational social responsibility and ensuring sustainable development within such organi-zations.

Purpose: The impact of ethical leadership on employee emotional exhaustion has been widely analyzed. However, the effect of the leader's moral intensity on the employee's emotional state has gone unnoticed. This research seeks to show that ethical management by the leader affects employees' emotional exhaustion in accordance with the scope of the leader's moral standards. Their relationship is not necessarily linear but adopts a curvilinear pattern as a function of the leader's ethical intensity, and affective commitment acts as a mediating mechanism. Methods: A simple mediation model is used. The sample consists of 448 professionals in six organizations in the Colombian electrical sector who responded to an online questionnaire. The sampling is probabilistic by conglomerates. Findings: This research revealed that ethical behavior is voluntary in nature and develops in an environment of trust. When the ethical leader surpasses specific moral turning points, the follower's learning becomes an obligation, preventing affective fluidity. A search for acceptance implies constant consumption of resources that weakens the follower's capacity for self-regulation until it is exhausted. Furthermore, when the leader's expectations are difficult to achieve, affective commitment causes emotional ambiguity in followers, intensifying the stress associated with their role and increasing the likelihood of burnout. Originality: This research challenges conventional wisdom about the positive, linear effect of ethical leadership on employees' emotional state. It broadens the understanding of this management style and fills a crucial knowledge gap by introducing a new perspective. Practical Implications: A horizontal, balanced, and accessible leader can quickly convey a convincing ethical discourse. Emphasizing the vulnerability and importance of human beings can help prevent moral anguish and ethical distances. This, in turn, provides followers with resources to mitigate exhaustion and strengthen commitment.

Affected by the COVID-19 and the international development pattern, the international environment has undergone profound changes, and enterprises, as the main body of activities rushing in the front line of production and operation and the main battlefield of market competition, are facing various risk challenges in the domestic and international markets. For theoretical research, the impact of organizational change on employee innovation performance has become a key issue in organizational behavior and human resource management research. However, the influence mechanism of organizational change on employee innovation performance is still unclear. In this study, we examine whether, how, and when organizational change increases employee innovation performance in accordance with job demands-resource theory, as well as the effect of work pressure and work engagement on employee innovation performance. Data from 289 employees at three time points are examined. The results show that: (1) Organizational change negatively affects employee innovation performance through work pressure, i.e., work pressure mediates the impact of organizational change on employee innovation performance. (2) Organizational change positively affects employee innovation performance through work engagement, i.e., work engagement mediates the impact of organizational change on employee innovation performance. (3) Organizational identity plays a moderating role between organizational change and work pressure and work engagement, respectively, and there is a moderating effect in the process of mediation of work pressure and work engagement. The findings of this study provide important insights into how and when organizational change influences employee innovation performance.

Based on a literature review, a framework for digital organizational culture with a focus on innovation is proposed. This digital organizational culture becomes relevant today since digital transformation requires an appetite for risk and a willingness to undertake, aspects that are strengthened by an environment and atmosphere that motivate individuals to generate new ideas. The proposal begins with a diagnosis of the existing organizational culture, which allows identifying the differences between the components of the current organizational culture and the innovation-oriented digital organizational culture. Through this diagnosis, the gaps that need to be addressed to achieve a digital organizational culture with innovative characteristics are identified. In addition, specific recommendations are proposed to carry out this transformation. In the process, the assumptions underlying the current typology of the company's organizational culture are highlighted. The importance of integrating creativity, risk readiness, and entrepreneurial willingness into the digital organizational culture aimed at innovation is emphasized. These elements are essential to create an environment

The purpose of this study was to explore the relationship between teachers' perception of organizational justice and organizational citizenship behavior and to reveal the mediating role of teacher job burnout between teachers' perception of organizational justice and organizational citizenship behavior. This study used a questionnaire to collect data from 857 teachers in 21 secondary schools in Chongqing, China. Through a series of hierarchical regression analyses, mediating effects tests, structural equation modeling tests, and dominance analyses, the findings consistently indicated that procedural justice was a positive predictor of organizational citizenship behavior, while teacher’s job burnout was a negative predictor of organizational citizenship behavior. In addition, the study results also indicated that job burnout had a significant mediating effect on the relationship between teachers' perceptions of organizational justice and organizational citizenship behaviors, particularly with the passion burnout and burnout of professional self-effectiveness.

This study offers a concise summary of the research that has been done on alternative methods of HRM. A survey of 47 articles on the topic of creative human resource management uncovered three primary schools of thinking. At its core, innovation in HRM entails nothing more than that. One such topic worthy of investigation is the way human resource management approaches new situations. Third, research on inventiveness in the business world has given rise to the concept of "innovative HRM." Each of these three approaches, as well as the theoretical underpinnings of each, will be covered in this article. The note wraps up with a discussion of the significance of the findings for next research as well as clinical practice.

Understanding that organizational communication is crucial for the consistent functioning of any establishment, this research assesses its influence on work-life balance, organizational climate, and job satisfaction among Portuguese firefighters, a rarely studied group. Effective organizational communication is identified as a potential pathway for nurturing a favorable work setting and bolstering employee contentment, essential elements of work-life balance. Data compiled from a group of 102 firefighters, using a sociodemographic questionnaire, the Work Social Climate Scale, and Portuguese versions of the ICA Communication Audit Survey Instrument and the Labor Satisfaction Questionnaire S20/23, unveil multiple significant correlations among various dimensions of the ICA, the Work Social Climate Scale, and communication metrics. Explicitly, correlations were discerned between received and sent communications and aspects of implication, support, and cohesion. Links were also evident between desired communications and the control dimension. Positive and statistically significant relationships were further observed between received and sent communications, all five satisfaction dimensions, necessary outgoing communications and the physical environment, and required outgoing communications and benefits, highlighting the pivotal role of adept communication in augmenting work-life balance, organizational climate, and job satisfaction among firefighters.

Using a variety of theoretical foundations, this paper examines the association between corporate social responsibility (CSR) and employees’ knowledge-sharing behavior, investigating the sequential mediation role of perceived organizational support and organizational commitment as well as the moderating role of ethical climate. Hypotheses were formulated to address both the sequential mediation effect of perceived organizational support and organizational commitment on the link between CSR and knowledge-sharing and the moderation effect of ethical climate on the relationship between CSR and perceived organizational support. In order to mitigate the problems of potential common method bias, data were gathered from a sample of 204 South Korean employees at three distinct time points. The results of the study offer compelling evidence that CSR activities exert a positive influence on employees’ knowledge-sharing behavior, an effect that is sequentially mediated by both perceived organizational support and organizational commitment. Furthermore, the research uncovers the positive moderating role played by ethical climate in the relationship between CSR and perceived organizational support. By integrating multiple theoretical frameworks, this study not only advances the extant literature but also offers invaluable insights for organizations striving to bolster knowledge-sharing through the strategic implementation of CSR initiatives.

The landscape of business intelligence (BI) is marked by rapid growth, extensive research, and practical implementations, reflecting its sustained relevance in modern business strategies. This paper delves into the dynamics of BI, particularly focusing on the interplay between maturity and agility. While BI maturity emphasizes optimization and predefined goals, BI agility prioritizes adaptability and response to change. The paper highlights the contradictions between these concepts, emphasizing the need for a balanced approach in BI strategy formulation.The role of organizational culture in fostering BI agility is explored through literature review and interviews with BI professionals. Key insights include the necessity of an open culture for effective BI utilization, clear strategic vision, decision delegation, information sharing, business-IT cooperation, and a learning-oriented mindset. These cultural factors contribute significantly to BI effectiveness and the ability to navigate dynamic business landscapes. The paper proposes pillars of agile maturity supported by an open organizational culture, including efficient communication, information integration, creative problem-solving, and close collaboration between business and IT. These pillars underscore the importance of a flexible and open mindset in navigating BI challenges and ensuring sustained value. Empirical validation and further research are suggested to deepen our understanding of the impact of organizational culture on BI agility and effectiveness.

The main goal of this paper is to address how quickly and to what extent are international organizational cultures, brought by the world companies after the process of privatization, being implemented in a single monolithic culture. For this purpose was adopted and applied Denison model of organizational culture, which has been chosen because it emphasizes the need for balance between requirements for organization’s stability demands and its required flexibility. Considering that a different organizational culture reflects systematic change of an entire organization, this paper focuses on exploring the differences in culture dimensions among companies in domestic and foreign ownership in Serbia. A sample of 1000 employees was statistically processed. Changes in organizational culture tend to be relatively slow. The results confirm that organizational culture is a complex working environment, concerning organizational values, which represents a fundamental element of organizations. Given that the process of company ownership changes occurred fifteen years prior to the research implementation, obtained results show effects of interaction between national and organizational culture in this, relatively short, period of time. Obtained results can be generalized to countries that are passing or have recently passed a transition, and are similar in cultural characteristics.

Supply chain disruptions pose significant challenges to organizations, highlighting the critical importance of resilience in contemporary supply chains. This qualitative research explores the implications of supply chain disruptions on organizational resilience, drawing insights from interviews with supply chain managers and executives across various industries. The study identifies key factors that contribute to resilience, including agility, collaboration, risk management, strategic planning, technology integration, leadership, and organizational culture. Through thematic analysis, the research elucidates how these factors interact to enable organizations to manage and recover from disruptions effectively. Findings underscore the importance of agility in adapting to changing circumstances, collaboration with stakeholders to coordinate responses, and proactive risk management to anticipate and mitigate disruptions. Strategic planning and technology integration emerge as vital enablers of resilience, along with effective leadership and a resilient organizational culture that fosters adaptability and continuous improvement. The implications of supply chain disruptions extend beyond operational and financial impacts to include reputational and relational dimensions, emphasizing the importance of transparent communication and stakeholder engagement. The practical insights offered by this study provide guidance for organizations seeking to enhance their resilience and ensure continuity of operations in an increasingly complex and dynamic supply chain environment.

Using the culture-work-health model, this study investigates the factors influencing the quality of life of maritime workers. This study conducted a survey of 320 maritime workers who have experience living and working on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect after passing through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in maritime workers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of maritime workers, having both direct and indirect effects. Moreover, organizational support may prove the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

This paper examines cognitive biases which affect the ability of decision makers to make rational decisions in an organizational context. The motivation for this analysis begins with the observation of catastrophic accidents caused by human error but in an organizational context. This paper expands on the concept of cognitive bias to define organizational biases which are the factors that affect decisions in an organizational context. The paper distinguishes between organizational biases, which are the focus of this paper, and individual biases, which are biases experienced by individuals but may have organizational consequences. The purpose of this paper is to identify methods to mitigate the risks of organizational accidents, accidents which involve many people operating at different levels of an organization. The methodology is to identify those decisions that would address the specific organizational biases. The focus of this paper is the decisions for mitigating the risks associated with decisions in an organizational context. Results are shown for seven organizational biases, six specific case studies, and four decision options. This paper concludes that organizational biases are intrinsically different from individual biases and that these differences lead to different decision options from those that mitigate individual biases; however, they may exist concurrently.

This qualitative study investigates the influence of organizational culture on procurement practices across multiple industries, aiming to enrich understanding of how cultural dynamics shape decision-making, supplier relationships, and strategic outcomes within procurement departments. Through semi-structured interviews with procurement professionals, organizational leaders, and industry experts, data were gathered to explore the impact of leadership styles, ethical frameworks, industry dynamics, and external influences on procurement strategies. Findings reveal that transformational leadership fosters innovation, strategic alignment, and long-term partnerships in procurement, whereas transactional and autocratic styles may prioritize cost efficiency over broader strategic goals. Ethical cultures within organizations significantly influence supplier selection criteria and procurement decisions, highlighting the importance of integrating ethical standards consistently to mitigate risks and enhance organizational reputation. Industry-specific dynamics necessitate adaptive procurement strategies tailored to technological advancements, regulatory requirements, and market conditions. Effective supplier relationship management practices, emphasizing trust, transparency, and mutual value creation, enhance procurement effectiveness and resilience. Organizational structures, including centralized, decentralized, and hybrid models, play crucial roles in optimizing procurement operations. Learning cultures promoting continuous improvement and knowledge sharing foster innovation and resilience in procurement practices. External factors such as market volatility, regulatory changes, and geopolitical risks underscore the need for adaptive procurement strategies and robust risk management practices. This study contributes to theoretical insights and practical implications for aligning organizational culture with strategic procurement objectives to optimize effectiveness, mitigate risks, and drive sustainable value creation across supply chains.

The United Arab Emirates (UAE) has established itself as the medical device industry’s preferred regional center. Major multinational corporations either have a regional subsidiary or are planning to open up a principal office in the UAE to expand their business. Employees in the industry are in high demand as new opportunities open up frequently and that causes challenges to companies, namely employee turnover. This research helps bridge the gap found in the literature by investigating the factors that impact employee turnover in the medical device industry in the UAE. These factors were tested with their subsequent sub-factors. Using a quantitative approach, the study surveyed 230 participants from 47 medical device companies in the UAE. The result of one-way ANOVA demonstrated a significant relationship between employee salary and employee turnover. The linear regression analysis was statistically significant between perceived external prestige, location, flextime, organizational justice, job satisfaction, organizational commitment, extrinsic rewards, career advancement, lack of alternatives, constituent attachments, and employee turnover. These findings indicate the need for a strategy utilizing these factors for existing and new medical device companies in the UAE to prevent high employee turnover or limit it at least.

Field of Research This research study investigates the role of distributed leadership and culture within small enterprises in Malta, an area in which there has been very limited research. It focuses on the interaction between these two elements and their impact on organizational behaviour and effectiveness. Several studies (Jardon et al 2019; Cope et al., 2011; de Oliveira et al., 2015; Mohanty et al., 2012;) suggest that effective leadership and culture are vital elements in the successful endeavours of small organizations. Schein (2006) further asserts that they are two different faces on the same coin and the dyadic interaction characterizes “how leaders create culture and how culture defines and creates leaders”. Distributed Leadership is a systematic practice of interactions and synergies between leaders, followers, and the situation (Spillane 2013). It is different from traditional leadership, which involves top-down management because it tends to be more democratic and participatory, whereby influence and decision-making are shared among multiple individuals rather than being controlled by a single leader. (Xhemajli et al. 2022) Methodology Adopting a naturalistic approach and guided by an interpretivist, constructivist epistemological stance, this research delves into the intricate interplay between leadership and culture within small businesses. The chosen research methodology employs Grounded Theory, recognized for its robust and systematic process facilitating the observation of patterns through intensive iterative and highly analytical procedures (Charmaz, 2015).In the initial stages of field research, characterized by 'responsive interviewing' (Rubin and Rubin, 2012), data sampling commenced with convenience sampling. This initial phase gradually evolved into a refined strategy incorporating selective sampling and theoretical sampling (Corbin and Strauss, 2015). The shift in sampling approaches reflects a deliberate focus on collecting data based on its specific contribution to the development and comprehension of the dimensions, properties, and characteristics of key concepts.The induction of theory is a product of successive comparative analyses, involving the systematic comparison of data points to identify both similarities and variations. Abductive reasoning is integral throughout the analytical process, with particular emphasis during constant comparative analysis of categories, leading to theoretical integration (Charmaz, 2006). This meticulous approach aligns with the assertion of Strauss and Corbin (2015) that grounding theory in data enhances the likelihood of deriving theories that authentically reflect reality.The key advantage of using this approach is that the analysis carried out goes beyond deep exploration and rich description and actually develops a framework that explains the phenomena observed (Parker and Roffey, 1997, p.218). This is very important if the findings are to contribute to the knowledge enhancement of any field of practiceThe culmination of this research effort is the presentation of a set of interconnected concepts, intricately woven together into an emergent parsimonious model (Corbin and Strauss, 2015). This model serves to explain the dynamic interplay between leadership and culture, elucidating its tangible impact on the effectiveness of small enterprises. Research Contribution:Implications for Practice This research contributes to the literature on leadership and organizational culture in small enterprises, particularly in the context of Malta where such studies are scarce. By providing an initial exploration of these phenomena and their impact on organizational behavior, this paper lays the groundwork for further inquiry into this important area. Furthermore, the study offers practical insights for leaders of small enterprises by elucidating leadership behaviors observed in established organizations. Through applied cases, it demonstrates how the abstract concept of culture can be translated into a practical instrument that supports leadership and organizational development. This not only enriches the understanding of leadership dynamics but also provides tangible strategies for implementation. Moreover, the research contributes empirical evidence on the development of leadership functions within small enterprises, emphasizing the potential of shared and distributed leadership models. By grounding its findings in data, the study equips leaders with a deeper understanding of how these leadership approaches can shape organizational development, fostering more effective management practices in small businesses. Methodologically, the adoption of Grounded Theory methodology showcases its efficacy in exploring complex management phenomena. By employing this approach, the researchers were able to gather rich descriptions and develop an explanatory framework, highlighting its applicability in studying nuanced organizational dynamics. Implications for Policy and Theory This research also holds significant implications for policymakers, academic researchers and institutions involved in supporting small businesses. By providing insights into distributed leadership and cultural influences on organizational effectiveness, it offers a basis for informed policy formulation and support mechanisms. The conceptual model emerging from this study serves as a foundation for designing more targeted policies that cater to the unique needs of small enterprises. By understanding the intricacies of leadership dynamics and cultural contexts, policymakers can develop interventions that foster a conducive environment for small business growth and sustainability. Additionally, academic researchers can use these findings to further refine theoretical frameworks and empirical studies in the field, contributing to ongoing scholarly dialogue and knowledge advancement.

The management of an organization's human resources is the first stage in the governance process for any operation. This present study examine the strategies employed in Saudi Arabia for establishing effective governance through the implementation of human resource management practices and the key sustainable strategies criteria for effective human resource management practices. This step is considered crucial in governance as it involves the selection of highly qualified individuals who are expected to contribute to the achievement of optimal governance outcomes and the overall well-being of the population within a nation as well as the key criteria involves. Qualitative research methodology as well as Decision making trial and evaluation laboratory (DEMATEL) were utilized with a sample of 31 participants from 8 government ministries and 14 companies in Saudi Arabia. The study's findings from qualitative interview exert four key criteria influencing sustainable effective human resources management practices. Cultural reflection" is the most important long-term goals of Saudi Arabia's HRM initiatives found from DEMATEL evaluation impacting three criteria with7.9181, 8.2294, 8.1961 above the threshold value of 7.783599781. This means that HR professionals should take the time to study and evaluate the cultural dynamics at work, in order to promote cultural introspection and understanding of cultural differences.

This article aims to understand the role of tacit knowledge in call center organizations with the objective of understanding how call center representatives use tacit knowledge in their job roles and functions. Extant literature has focused on explicit knowledge but the research on tacit knowledge is still underdeveloped. The complexities and difficulties of the call center job role and the usage and transfer of knowledge is reviewed. Also, it takes into considerations past literature on tacit knowledge, how these respondents employ tacit knowledge in efficiently handling customers, responding to their queries, and engaging this form of knowledge in problem solving. The article concludes with discussion and implications for call center organizations and responders.

Knowledge management gains space within the school organization and can contribute satisfactorily to the quality of teaching. In everyday life the school manager intuitively uses knowledge management practices without exploiting the potentials they offer or allow. In this context, the purpose of this work is to identify the level of implementation of knowledge management practices aimed at structuring the organizational processes used by the public school manager. The methodology adopted was exploratory, with a qualitative and quantitative approach. For data collection, an already validated instrument with twenty-seven questions was used. Respondents to the questionnaires, one hundred and eleven managers of the basic education schools that make up the public school system in a city in the northwestern region of Paraná, Southern Brazil. In analyzing the results, it was only at this point that we investigated only those practices that were related to the structuring of organizational processes. This decision is justified because of the responsibilities of the school manager in the execution of his work. The results indicated that the school in its daily life, makes use of practices of Knowledge Management related to the structuring of the organizational processes and that many are already applied by the managers.

Batik SMEs, as key contributors to Indonesia’s heritage and economy, their inability to fully harness innovative and sustainable practices threatens not only their survival but also their contribution to economic. However, their path to sustainability is hindered by many limitations in adopting circular economy (CE) principles, a framework widely acknowledged to enhance organizational perfor-mance. This study examines and evaluate the application of innovation within Indonesia's batik SME sector, focusing on the simultaneous impact of open innovation and circular economy princi-ples—an area that has been largely unexplored within this specific sector. Our study analyzed the influence of open innovation and circular economy on organizational performance measured sim-ulant among 70 Batik SMEs in Banyuwangi, Indonesia, using Structural Equation Modeling-Partial Least Square (SEM-PLS). The results reveal that while both open innovation and CE enhance performance, some dimensions of CE—such as waste reduction—proved less relevant to the business models of Batik SMEs based on model iteration. Moreover, this includes a discussion about several elimination items within the iteration. These findings suggest that Batik SMEs benefit more from resource optimization and innovation networks than from rigid waste management practices. In conclusion, integrating open innovation with tailored circular economy strategies can improve the operational efficiency and sustainability of Batik SMEs, enabling them to better compete and grow. This research highlights the need for context-specific adaptations of CE principles to ensure their practical impact on different sectors, emphasizing the role of innovation in overcoming resource limitations.

This study encourages volunteer managers to innovate when enhancing volunteers' organizational commitment by adopting the new variable of psychological ownership, thus creating new management practices and systems. The findings indicate that psychological ownership significantly affects organizational commitment and can also enhance it through the partial mediating effect of volunteer motivation. Evidently, psychological ownership can become a major factor influencing volunteer retention. Consequently, two innovative management strategies are suggested to foster volunteer organizational commitment: Firstly, construct a diverse knowledge base for volunteer managers, facilitating a cognitive shift in leaders to enhance leadership, achieve better information sharing, and collaboration using diverse knowledge. Secondly, treat the organization's volunteers as a subsystem, develop psychological ownership as the foundation for system operations, integrate the volunteer system with the staff system through a decentralized decision-making structure, 'empower' the volunteer system, and stimulate members' sense of participation and responsibility, thereby fostering innovation and continuous improvement.

This study examines the attitudes of healthcare organizations and employees in the Greek Healthcare System towards climate change and the influence of management in promoting environmentally friendly practices. A questionnaire was sent electronically to the 7 Health Districts of Greece and private sector healthcare workers associated with the researchers, while the sample consisted of service (administration, nursing, technical, and medical). The main findings indicate that public sector health organizations are lacking in motivating employees to adopt "green" actions during their work. Communication and information dissemination from administration to healthcare professionals were identified as significant challenges, resulting in participants being unsure of how to respond, in contrast to the private sector which showed slightly more positive results. Moreover, the study highlights a positive association between education level and voluntary green behaviors of employees. This research emphasizes the urgency to confront climate change in conjunction with the principles of Organizational Behavior within the Greek Healthcare System.

The purpose of this study was to explore the role of moral distress on physician burnout during COVID-19. Physicians in the US were interviewed between February and March 2021; 479 responded to our survey. Results indicated that moral distress was a key mediator in explaining the relationship between perceived organizational support, medical specialization, emotional labor, and coping on burnout. There was no support for increased burnout among female physicians, and contracting COVID-19 likewise did not play a role in burnout. Our findings suggest that physician burnout can be mitigated by increasing perceived organizational support; likewise, physicians who engaged in deep emotional labor and problem-focused coping tended to fare better when it came to feelings of moral distress and subsequent burnout.

Academic staffs’ organizational commitment has been a critical issue to determine work performance for successes of University, as well as, to keep its Academic staffs motivation granted for achieving better work performance. This subject has therefore, been investigated so as to draw attention for enhancement of effective work performance and success. The main objective of this study was to assess academic staffs’ level of organizational commitment in Haramaya University. The study also investigated whether significant differences exist in academic staffs’ level of organizational commitment in reference to their gender and level of education. Researchers used cross-sectional research design. Primary and secondary data sources were used to study the problem. A commitment scale questionnaire was used to collect data from 275 participants who were selected from 877 target population of the study using stratified sampling technique; furthermore, focus group discussion and document review were also used to triangulate the data. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were also analyzed using narration methods of analysis. The study revealed that academic staffs of the university have moderate level organizational commitment. This implies relatively no more expected effective work performance for success of the institution; In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among staffs. The study further revealed that although there is no significance difference in employees’ level of commitment with reference to gender, their level of organizational commitment was significantly different in reference to level of education.

The fact that individuals are spatially close to each other in the urban environment increases the potential number of encounters between them. Thus, theoretically speaking, the probability of interaction and social intercourse among people increases as they get closer to each other spatially. This reduction in spatial distance and propensity for larger networks can offer advantages in lower communication and transaction costs. However, there is also the possibility of entropy in a single (organizational) urban subsystem, characterized by reduced spatial distances between individuals that can lead to more toxic outcomes and the possibility of generalized deconstruction in an urban system as a whole. The current paper considers, through a theoretical model and secondary data analysis, how reductions in spatial distance between individuals in urban business organizations can lead to withdrawals of energy through toxic forms of entropic citizenship behavior, and lead to the development of toxic organizations. Such toxic organizations can ‘infect’ the urban system and lead to systematic entropic urban deconstruction. Practical, implications for management of the theoretical explanatory heuristic of toxic forms of organizational entropy and toxic organizations are briefly discussed in the paper.

This study aims to examine Turkish companies from a sustainability and green innovation point of view. Through this purpose, this research’s objective is to find out relationship between sustainability drivers and green innovation and also to search for green organizational culture’s mediation effect in this relationship. Survey was carried in companies operating in Turkey which were listed among İstanbul Chamber of Industry (ICI) Top 500 companies for last 3 years successively and have ISO14001 Environmental Management Certificate. According to the survey results, it was manifested that factors directing companies to sustainability having a positive relationship with green organizational culture and green innovation. It is found that there is a partial mediation effect of green organizational culture between motivating factors for sustainability and green innovation.

In this study, we examined the effects of the organizational power resources used by school principals on teachers' work alienation and trait anxiety levels. Then, we examined the mediating role of trait anxiety in the relationship between organizational power resources and work alienation. We used the correlational scanning model and mediation model in the research. The research sample consists of 400 teachers working in Turkish public schools. In our research, "Organizational Power Scale in Schools", "Work Alienation Scale" and "Trait Anxiety Scale" were used. As a result of the research, we found significant relationships between the variables. Accordingly, there is a positive relationship between trait anxiety and work alienation, a positive relationship between trait anxiety and coercive power and legal power, a negative relationship between trait anxiety and expert, charismatic and reward power, a positive relationship between work alienation and coercive power, and a positive relationship between work alienation and reward power. Negative relationships were observed between expertise and charismatic power. Finally, it was determined that trait anxiety had a mediating role in the relationship between the power resources used by school principals and the level of work alienation of teachers.

This study investigates the impact of circular economy (CE) strategies on organizational resilience (OR) within the metal industry, focusing on a case study of a forging department in a large man-ufacturing company. The idea of the paper is to link the macroeconomic topic of circular economy (CE) with microeconomic and practical activities in the organization, exploring how CE principles can improve resource efficiency, sustainability, and organizational resilience. A systematic literature review and case study methodology were used to assess the relationship between CE and OR. The findings reveal that companies with higher circularity demonstrate better resilience, both in normal operations and during crises. Specifically, in the case study, the closure of the forging department, following a detailed analysis using the Inputs-Mediators-Outputs (IMO) model, emerged as the most sustainable option, yielding financial, environmental, and operational benefits. This decision aligned with the company’s long-term goals of energy efficiency and carbon neutrality. The research highlights the significance of integrating CE strategies with business processes to not only achieve sustainability but also to build a more adaptable and resilient organization. Future research should explore broader applications of this framework across different industries to strengthen the links between circular economy practices and organizational resilience.

The purpose of this research is to find out the mediation role of employees’ brand knowledge between organizational citizenship behavior and employees behavior in hotels. Quantitative approach used in this research, and 204 online questionnaire used to collect the data from three, four, and five, hotel employees in Jordan. The findings proposed that there is a positive mediation role of employees’ brand knowledge between organizational citizenship behavior and employees’ behavior in hotels. Moreover, findings approved that organizational citizenship behavior has a positive effect on employees’ behavior and its dimensions, helping behavior, in-role performance, and creative behavior. On the other hand, organizational citizenship behavior proposed a negative effect on employees’ deviant behavior. The value and the originality of this research is to provide deep understanding and practical implications to the hotel managements and sector on how the employees in the hotels may behave and affected by their organizational citizenship behavior.

In our digital era, digital platforms become an unprecedented opportunities for manufacturing enterprises to leverage their business strategy. This study investigates how manufacturing enterprises can enhance organizational duality through digital platforms. Specifically, this study examines the effect of digital platforms and capability reconfiguration on entrepreneurial organizational duality. The study also examines how network digital atmosphere moderates this relationship. Based on analysis of 286 manufacturing enterprises undergoing digital transformation, the results indicate that digital platforms positively affect both organizational duality and the capability reconfiguration. The results indicate that digital platforms have a positive indirect effect on organizational duality via evolutionary capability reconfiguration and substitutional capability reconfiguration, respectively. The study also shows that network digital atmosphere moderate this effect.These findings contribute theoretically to the research on digital platforms and manufacturing enterprises while also providing important managerial implications for policymakers and manufacturing enterprises to help firms implement digital strategies.

Objectives This article focuses on exploring the evolution of Palliative Care in Portugal. Ten years after the approval of its Basic Law, the aim was to investigate the quality of the path followed and the guidelines that could promote its development. Thus, this study sought to identify a) the goals of the current members of parliament concerning Palliative Care, b) the major priorities that should guide the development of Palliative Care in the coming decade, c) the facilitating or hindering factors to accelerating the process, and d) to propose consensually agreed measures for an integral development of Palliative Care within the health system. Methods Qualitative data analysis was performed from the reading of literature and interviews conducted via Zoom with several intentionally chosen participants, leading to the creation of a Focus Group. The NVivo® 10 was used for data processing and categorisation. Results Three key themes emerged concerning the current status of palliative care: the policymakers, the technicians, and the society. This first line of structuring is explained by a second set of categories, namely, a) knowledge about palliative care; b) Palliative care organisation from the policymakers’ perspective. In the technicians' domain: a) knowledge about palliative care, b) clinical training, and c) medical specialty. Finally, in society: a) knowledge about palliative care. Significance of the Results Advancing general education, increasing qualitative training for the different health professionals, reformulating laws supporting them, promoting flexibility of the implementation methodologies, and establishing medical specialty, are crucial to achieving the proposed goal.

Purpose: For businesses of all sizes, turnover is a significant issue that has a detrimental impact on organizational performance. This study investigates the variables influencing SME workers' intentions to leave their current employers. This study also examines the moderating effect of organizational commitment on the relationships between attitude, subjective norms, perceived behavioral control, and turnover intentions. Methodology: Six hypotheses were proposed regarding the connections between the initial TPB components and organizational commitment. Results: The PLS-SEM structural path analysis findings revealed that the three fundamental predictors of TPB significantly influence turnover intention, with perceived behavioral control most strongly influencing intention. Furthermore, the results revealed that organizational commitment moderated the relationship between TPB constructs and turnover intention. Practical Implications and Originality: This study used an extended TPB model to introduce fresh perspectives into the literature on SME workers' organizational commitment.

We are living in a business context characterized by change, which today behaves with an unprecedented intensity, driven by the technological revolution and increased competition. As a result, increasingly large and complex companies are facing profound transformation processes in which the role of the human factor and of managers in particular, due to their high capacity to impact the organization, is essential. In response to this reality, the literature has developed a large number of approaches from different areas of knowledge: from business economics to psychology, including technical disciplines. This article offers a classification of these approaches that provides an overview of research on the role of managers in change management.

A The aim of this article is to present the results of studies investigating the relationship between trust in supervisor and in co-workers and trust in the organization as an institution on the one hand, and employee well-being on the other hand. The presented research project was carried out from the perspective of building a positive organization with employee well-being as one of the major goals. The research covered 1,113 individuals, employed with various organizations across Poland. The sample consisted of 48% women and 52% men. Trust was measured using the Trust in Supervisor Scale, Affect- and Cognition-Based Trust, concerning trust in co-workers, and the original Trust in the Workplace Questionnaire. The Eudemonic Well-Being in the Workplace Questionnaire was used to measure well-being. Canonical correlation analysis was used to assess simultaneous associations between sets of measured variables. The results prove that trust, including trust in co-workers, in supervisor and in the organization as an institution, promotes employee well-being in all its dimensions.

Shipbreaking research has not been in the forefront until the last decade in which environmental and occupational hazards have been highlighted while economic sustainability and contextual conditions were not equally considered. The adoption of a triple bottom line approach across core business issues (environmental impacts, workplace safety ) as well as peripheral stakeholders expectation (environmental sustainability focus) has been retarded due to the less attention on the latter. Based on the findings of the 128 review papers, the study suggests that organizational learning and economic sustainability needs to prioritize through the formation of strange alliance among the stakeholders. The study argues that the dialogue and discussion on the peripheral stakeholders (NGOs, yard managers, national and international policy organizations) would lead to a more sustainable shipbreaking industry in the south Asian regions.

This current research follows up on Greenleaf’s oft-quoted best test of servant leadership that calls for employees to be better off financially, emotionally, physically, psychologically, etc. because of the time spent with the servant leader. While oft-quoted, little empirical work exists to see if this is true. In this study, 170 participants provided their perception of their supervisors’ level of servant leadership, their perception of the organization’s support, and their self-report of their general well-being. Gender and age bracket information described the participants, and there were no significant differences between gender or age brackets for participants’ perception of their supervisors’ servant leadership. The analysis showed that there was a moderate positive correlation between servant leadership, perceived organizational support, and general well-being. A modification of an existing general well-being instrument provided a new eight-item general well-being scale with a Cronbach’s alpha of 0.956.

There has been a growing call for reform of the U.S. biomedical community in recent years. As a community, we face a growing list of issues including excessive waste, reproducibility, bias, inadequate training, and the absence of sustainable long-term planning that detract from the overall goal of advancing human health. In response to this debate, biomedical stakeholders have taken positive steps forward to remedy these issues. However, we must continually improve upon these steps to promote the long-term stability of the biomedical enterprise. Given the widespread interest of the scientific community in addressing these issues, there exists a unique opportunity to come together and create a new era of biomedical discovery. The completion of this exciting task requires reflection on our view and management of the system, and what the best route to sustainable change may be. Importantly, a coordinated approach that considers the collective make-up of the biomedical system and how processes and people influence collective output and create value for patients is needed. Here, these three areas and the concepts of systems theory, total quality management, and organizational development and their contribution to the management and effectiveness of biomedical discovery are discussed. Importantly recommendations are made concerning overall management strategy, process efficiency and quality research, administrative tasks, organizational cultural challenges, individual and team development, and funding strategy.

This study investigates the emerging applications of Artificial Intelligence (AI) in strategic management and its impact on organizational decision-making processes. As AI technology rapidly advances, it has become a crucial component in redefining organizational strategies. According to a global survey by the Boston Consulting Group, over 60% of executives believe that AI can significantly improve key performance indicators and enhance opportunities for strategic differentiation and sustainable competitive advantages. Using a descriptive-survey methodology and questionnaire-based data collection, this research examines the influence of AI on strategic decision-making in large organizations. The statistical population comprises senior managers across various industries, with sampling conducted through convenience sampling. Data analysis was performed using SMART-PLS software, revealing significant improvements in strategic decision-making processes through AI implementation. The study demonstrates that AI, by analyzing complex data sets and identifying hidden patterns, assists managers in making more optimal decisions. Furthermore, AI's predictive analytics capabilities contribute to enhanced strategic planning and risk mitigation in decision-making processes. The research findings indicate a statistically significant positive correlation (r = 0.72, p < 0.001) between AI adoption and the quality of strategic decisions. This paper concludes by proposing that organizations should leverage AI as a tool to strengthen their organizational strategies, while emphasizing the importance of ethical considerations and human oversight. The implications of this research extend to both academic and practical domains, offering insights into the integration of AI in strategic management processes and its potential to revolutionize organizational decision-making paradigms.

Seaports are critical hubs in global trade, facing increasing pressure to accelerate green transi-tions while navigating evolving economic and environmental landscapes. This research analyses the intricate relationship between port organizational ecosystem resilience and the successful implementation of green transitions, highlighting the challenges and opportunities in moving towards a more sustainable future. The research employed a combined focus group interview and participatory observation methodology to gather insights from experts. Analysis revealed that while technological advancements are a primary driver for greening port operations, a lack of managerial capacity is a significant impediment to the successful integration of these innova-tions. It was identified several challenges, including outdated infrastructure, cybersecurity threats, and the need for ongoing investments in new technologies, along with the need to foster a sustainable behaviour culture. Experts emphasized the importance of developing managerial competencies and continuous learning. The research also highlights the role of strong stake-holder partnerships, including collaboration with government agencies, industry associations, and environmental organizations. This research provides valuable insights for policymakers, port managers, and other stakeholders seeking to navigate the challenges for ensuring a sus-tainable future for the maritime sport organizational ecosystems and maritime industry.

This study focuses on evaluating and improving the effectiveness of village fund management in Merauke Regency, South Papua. Village fund management faces unique challenges due to the region's geographical and socio-economic conditions. Organizational behavior transformation is critical, particularly in addressing weaknesses in organizational structure, communication, work culture, and monitoring systems, to achieve sustainable development outcomes. A qualitative case study approach was employed, with data collected through in-depth interviews, participant observation, and document analysis between May and August 2024. Merauke Regency was selected for its diversity in management practices. Thematic analysis and triangulation techniques were used to ensure the reliability and validity of findings. The findings reveal that transforming the organizational structure from hierarchical to flexible team-based models, improving communication, and fostering a positive work culture significantly enhanced village fund management. These changes led to better coordination, responsiveness, efficiency, and transparency. Increased community participation and strengthened monitoring and evaluation also contributed to more effective development outcomes.This study provides practical recommendations for policymakers to design more sustainable and inclusive village fund management strategies. Data-driven and participatory approaches are crucial for maximizing development impacts and ensuring socio-economic benefits at the village level.

Chronic stress, culminating in burnout, evolves gradually and is notoriously difficult to detect due to vague symptoms and individuals' hesitance to acknowledge their struggles. To expedite the identification and recognition of this condition, enabling timely psychological intervention, the integration of Artificial Intelligence (AI) is increasingly considered. This research does not assert the feasibility of an AI system managing all aspects of chronic stress's impact. However, it highlights the capability of current technology to detect stress indicators based on quantifiable data like Heart Rate (HR) and organizational climate dimensions. Although other physiological markers such as oximetry, skin galvanic response, and EKG have been explored, they have not shown reliable differentiation between stress and joy. Focused on the unique context of school principals in the Bedouin regions of Israel, this study investigates the interplay between HR, organizational climate, and stress levels. It introduces a novel application of a fuzzy logic tool that combines HR and organizational climate metrics to aid in stress diagnosis. This tool incorporates the psychologist's expertise to provide real-time data crucial for developing effective coping strategies. While the AI-supported fuzzy system does not replace professional psychological intervention, it significantly enhances the speed of condition identification and intervention planning, thus shortening the response time to stress-related issues in educational leadership within culturally specific settings. The application of such AI-driven tools is pivotal for sustaining the well-being and effectiveness of educational leaders, thereby supporting the broader goal of educational sustainability.

This qualitative research explores the integration of sustainability into procurement practices through the perspectives of supply chain practitioners. The study examines key challenges, strategies, and perceived benefits associated with sustainable procurement across diverse industries. Data were collected via semi-structured interviews with purposively sampled participants renowned for their expertise in procurement and sustainability. Thematic analysis revealed that while regulatory compliance, supplier engagement, and cost considerations pose significant challenges, strategies such as collaborative partnerships, embedding sustainability criteria into procurement contracts, and leveraging technology are pivotal in promoting sustainable procurement. Participants highlighted benefits including enhanced brand reputation, improved operational efficiencies, and strengthened stakeholder trust. Leadership commitment and organizational culture emerged as critical drivers of successful sustainable procurement initiatives, influencing employee engagement and organizational resilience. Looking forward, emerging trends such as circular economy principles and the integration of sustainability into corporate strategies are identified as transformative for future procurement practices. The study underscores the strategic importance of sustainability in enhancing organizational resilience, mitigating risks, and creating long-term economic, environmental, and social value. By addressing challenges, leveraging effective strategies, and embracing emerging trends, organizations can position themselves as leaders in sustainable procurement, contributing positively to global sustainability goals and gaining competitive advantage.

Trust plays a pivotal role in supplier-buyer relationships, influencing decision-making, collaboration dynamics, and organizational performance. This qualitative study explores the multifaceted nature of trust in supplier-buyer relationships across diverse industries. Through in-depth interviews and thematic analysis, the study examines how trust develops, evolves, and impacts business interactions. Participants from various organizational settings provided insights into the cognitive, affective, and behavioral dimensions of trust, highlighting its role as a strategic asset in fostering resilience and competitive advantage. Findings underscored the importance of transparency, communication, and shared values in building trust, with emotional bonds and cultural compatibility enhancing partnership longevity and mutual commitment. Challenges such as asymmetrical power dynamics, economic uncertainties, and regulatory pressures were identified as barriers to trust, necessitating proactive strategies and ethical standards to mitigate risks. Practical implications include promoting open communication, aligning incentives, and cultivating a culture of trust within supply chains to enhance operational efficiencies and innovation. Future research could explore the impact of digitalization, technological advancements, and cross-cultural differences on trust dynamics, further enriching our understanding of effective relationship management in global markets. By addressing these complexities and leveraging trust as a foundational element, organizations can navigate uncertainties and capitalize on opportunities for sustainable growth and collaboration in dynamic business environments.

This study explores the complexities of sport manager selection, investigating the impact of affirmative action, recruitment strategies, organizational culture, diversity initiatives in board selection, and career advancement insights from coaches' perspectives. To conduct this investigation, a purposive sampling technique was employed, selecting 65 prominent sports managers and coaches from Romania. Participants, aged between 35 to 58 years old, boasted an average of 10 to 20 years of sports experience and were chosen based on specific criteria, including academic qualifications. Data collection occurred over an extended period, spanning from fall 2022 to spring 2024, through semi-structured interviews with sport managers and coaches. The findings unveiled persistent challenges in effectively implementing affirmative action measures, as sport managers grapple with balancing the promotion of deserving candidates while maintaining continuity in board culture. Achieving meaningful diversity necessitates nuanced approaches that consider both candidate quality and cultural compatibility. Moreover, the study sheds light on coaches' perspectives when considering executive council positions, highlighting various pathways to career advancement. Recruitment practices prioritized informal methods, emphasizing board cohesion. Despite the recognized importance of diversity, challenges persist in selecting candidates solely based on demographic representation. The study provides valuable insights into promoting diversity and inclusivity within sports organizations' executive councils. Future research directions may include exploring longitudinal trends and delving into the qualitative experiences of underrepresented groups, with the aim of advancing understanding and promoting equity within sports organizations.

Background: Hospital accreditation has become ubiquitous in developing countries. Although studies recognize that accreditation can improve healthcare quality, efficiency, and safety, there are doubts about how hospitals deal with conflicts caused by the different institutional logics that inhabit this process. Therefore, this study aimed to investigate how professional and market logics, as well as the conflict between institutional demands, affect compliance with hospital accreditation. Methods: To this end, we developed a multiple case study in four Brazilian hospitals through in-depth interviews with sixteen participants (managers, physicians, nurses, physiotherapist) and on-site observation by the triangulation between the analysis of the narratives and the results of the multiple correspondence analysis. The interpretation and subsequent categorization of the interviews were guided by the study's analytical categories: institutional logics (professional and market); adoption objectives (legitimacy and efficiency); strategic responses to adoption (conformity, non-conformity, and customization); nature of demands (origin in the means and in goal). Results. The data showed that when professional logic is prominent, there is a greater tendency to customize activities, as there are conflicts in the means by which activities can be developed. When market logic stands out, there is a risk of non-conformity, mainly because the focus falls exclusively on goals. Finally, the data point to the absence of conflicts between justifications related to efficiency and legitimacy. Conclusion. We conclude the study by highlighting the theoretical and practical implications of recognizing the conflict between logics, contributing to a deeper understanding of how logic influences the attention given to specific demands and, more significantly, how they affect compliance with hospital accreditation standards, expanding the body of knowledge in the area.

Organization resilience indicates the capacity of an organization or system to return to its steady condition or exceed it after going through a disruptive event that disrupts its steady condition. Qatar's oil and gas sector has shown remarkable Resilience during the COVID-19 pandemic due to its preparedness and readiness to deal with such a disruption. As a lesson learned from the recent COVID-19 pandemic, local governmental institutions need to support national preparedness and Resilience to handle emergencies and unpredictable crises by learning from the success model of Qatar's oil and gas sector. This study presents the key Resilience Engineering Indicators (REIs) that make this sector resilient and validates the six Resilience Engineering indexes or dimensions adopted from [1], [2]&amp; [3], which include top management commitment, speaking up culture, learning, awareness, being prepared, and flexibility. The study evaluated the performance of these REIs using a 5-point Likert Scale survey questionnaire based on the relevance to resilience dimensions. The results show 10 REIs contributing to the organization's resilience and the top four most important Resilient Dimensions (RDs). Moreover, this is the first study to evaluate and assess the organizational resilience level in Qatar's oil and gas sector. This study's results can be integrated into different organizations' strategies to improve the efforts to enhance national response to disturbances in governance.

Background: This study aims to investigate the patient safety culture at a sports medicine hospital and explore quality of healthcare and associated factors. Methods: In a cross-sectional study design, the tool Hospital Survey on Patient Safety Culture (HSOPC) was administered online among staff at a sports medicine hospital in Doha, Qatar. About 319 staff participated from 898 staff who received emails (35.5%). Results: The results showed that 49.2% of the staff rated the patient safety grade as excellent and 36.1% as very good, which sums up to 85.3%. Factors associated with better patient safety grade were work climate (OR 10.3 95% CI (3.2 to 33.6); teamwork OR 7.6 95% CI (2.8 to 20.9) and team communication (OR 2.9 95% CI (1.1 to 7.6). Conclusions: Addressing the work climate, enhancing communication, and cohesive work within teams facilitates a culture of trust that improves patient safety grade. Ensuring quick return to play is a team effort involving multiple disciplines, hence a high performance and safety culture can enhance teamwork. Reducing punitive response to error and encouraging staff and supervisors are key areas that can improve safety culture in sports medicine organizations, and efforts should be placed in this area.

In this dynamic 21st Century global economy, managers of insurance companies cannot afford to ignore the involvement of their employees in strategic change programmes. The employee's voice in strategic change programmes is now a prerequisite for organizational performance. This study seeks to determine the effect of employee involvement in strategic change programmes through participation in decision-making, teamwork, communication, creativity, and innovation. The research approach used was quantitative to collect data from 115 respondents using a 5-point Likert scale questionnaire. The study employed the multiple regression method to analyse data using the IBM SPSS V28 software. All five constructs of employee involvement had a significant effect on the performance of insurance companies in Zimbabwe. The study findings will convince top managerial leaders of the insurance industry to acknowledge and appreciate the importance of involving employees in strategic change programmes. Besides, industry regulatory authorities can advocate for policies that encourage employee involvement in decision-making.

Organizational climate is the ascribed psychological meanings and significance associated with the procedures, policies and practices that are recognized and rewarded in the workplace, and hence mediates the effects of environmental stimuli on individuals’ response. Safety climate is a specific organizational climate, i.e., organizational climate for safety. Previous research claimed that organizational climate provides foundation for safety climate, but without elaboration on the foundational mechanisms. This paper attempts to fill up this knowledge gap. As organizational climate is a multi-dimensional phenomenon, this paper chooses two dimensions, i.e., perceived organizational support (POS) and participative decision-making (PaDM), for illustrative purposes. Drawing on an interactive approach to forming climate perceptions, this paper introduces two interactive constructs, i.e., leader-member exchange (LMX) and team member exchange (TMX), and establishes a multiple mediation model depicting the foundational effect of organizational climate on safety climate. A random sample of Hong Kong based construction personnel is used to validate the model. The results show that both POS and PaDM are positively associated with perceived safety climate, both LMX and TMX fully mediate the effect of PaDM on safety climate, and only LMX partially mediates the effect of POS on safety climate. This study sheds light on the foundational effects of organizational climate on safety climate. POS can improve the quality of reciprocal exchange about safety matters between construction personnel and their supervisors, and hence raise construction personnel’s awareness of the priority of safety. PaDM can improve the quality of reciprocal exchange about safety matters vertically and horizontally, and hence have construction personnel aware the importance of safety. In practice, this paper suggests that project managers timely recognize and reward construction personnel’s contribution, genuinely cares about their well-being, and take their suggestions seriously in making decisions. In this way, the quality of both vertical and horizontal exchange about safety matters improves, and a sound and positive safety climate ensues.

In an era characterized by rapid technological advancements, economic fluctuations, and global competition, adaptability and resilience have become critical success factors for businesses navigating uncertainty and complexity. This article explores the role of enterprise agility in today’s business landscape at Latam branch of Tata Consultancy Services (TCS), where organizations face complex and diverse operations. We aim to examine how companies can become more agile in the face of emerging challenges and seize opportunities swiftly to drive growth and deliver value. Since 2014, the division has embarked on an agile transformation journey to drive growth, deliver value, foster innovation, and build resilience in an increasingly dynamic environment. We scrutinize an approach to measuring and enhancing enterprise agility, employing statistical analysis and continuous improvement methodologies to tackle real-world challenges while offering valuable insights and recommendations for organizations aiming to implement similar systems. The results of an agile transformation in a certain company’s Latam branch serve as a compelling case study, demonstrating how the implementation of targeted measures and continuous improvement can significantly bolster enterprise agility. Methodologically, our work applies a novel sequence of parametric statistical tests which, to the best of our knowledge, have not been used in the industry to validate the results of business agility metrics. In future work, we aim to create a new workflow considering non-parametric tests to address data with other statistical distributions. We conclude our work by proposing a sequence of steps for organizations to implement business agility metrics.

Introduction: The "second victim" phenomenon, (SVP) refers to a health professional who was involved in an adverse event (AE) and continues to suffer from the event to the detriment of personal and professional functioning. The Second Victims Natural History of Recovery Model predicts stages of the phenomenon from AE occurrence until the ‘moving on’ stage and serves as a suitable structure for many organizational support programs worldwide. Purpose: Using the Second Victims Natural History of Recovery Model to examine the impact of SVP on Israeli nurses, with a specific focus on the organizational support they felt they required as compared to the support they felt that they had received from their organizations. Methods: Fifteen in-depth interviews were conducted, using a semi-structured questionnaire, among nurses who had experienced SVP. The interviews were recorded subject to the interviewee's consent, transcribed, and analyzed using thematic content analysis. Findings: Throughout all six stages of recovery, all interviewees reported physical and emotional manifestations following exposure to an AE, regardless of type of event or severity. They also reported difficulty in emotion regulation, as well as damage to functioning and overall quality of life. Most of the nurse interviewees reported a need to share the events with someone, but despite this desire to receive appropriate support, almost none of them proactively requested help from a professional source, nor did their organizational management initiate proactive support. This lack of referral for further assistance is possibly explained through limited awareness of SVP as a valid response to an AE, perceived lack of legitimacy to receive organizational support and personal barriers that accompany the phenomenon. Conclusions: Appropriate organizational support, offered proximal to an AE as well as over time, is essential for the nurse, the patient and the organization. Personal barriers, together with limited awareness, may challenge the identification and provision of appropriate assistance. Hence, it is important to address the phenomenon as part of general organizational policy to improve quality of care and patient safety.

This paper explores the relationships between marketing strategies, social media platforms, the adoption and diffusion of products and services, and organizational resilience to gain an understanding of the ability of organizations to cope with disruptive events (e.g., COVID-19). This can be achieved through effective marketing strategies and the efficient use of social media platforms. In fact, resilience thinking can help organizations maintain their operations by increasing the adoption and diffusion of their products and services through the use of effective marketing strategies. To achieve this article’s objectives, a literature review is conducted to help develop a conceptual framework that highlights a clear relationship between the previously discussed concepts. In addition, the novel nature of the relationship between marketing strategies and organizational resilience is dissected and its significance for organizations is demonstrated. In fact, the findings of this study suggest that effective marketing strategies that consider the "what," "who," and "how" dichotomies and the efficient use of social media to promote the adoption and diffusion of products and services can significantly enhance the resilience of organizations. These relationships can serve as a starting point for further studies examining and empirically analyzing marketing strategies and their positive effect on strengthening organizational resilience.

Individuals and their leadership competencies have been the sole focus of project leadership research, rather than the project leadership's behaviour and functions in project and organizational settings. As a result, this study investigates the project leadership functions and behaviours required for various project and organizational situations in order to propose a project leadership model that will be effective in all project and organizational situations. The model that was developed and tested in this study theorized on the project leadership function that project leaders are expected to perform as a result of their positions. It also described how project leaders could tailor their leadership functions and behaviours to address issues related to positions, organizational situations, and project situations. Three hypotheses were developed and tested using structural equation modelling to validate the model. The model's perceptive power demonstrates adequate validity. The model's validity implies that there are appropriate project leadership functions for different leadership levels and circumstances. The model's validity also implies that each project leadership behaviour has its own value, as conditions and necessities dictate. The study assumes that a project leader can embrace project leadership by combining a few different project leadership functions and behaviours.

This article presents a state-of-the-art system to extract and synthesize causal statements from company reports into a directed causal graph. The extracted information is organized by the relevance to different stakeholder groups’ benefits (customers, employees, investors, and the community/environment). The presented method of synthesizing extracted data into a knowledge graph comprises a framework that can be used for similar tasks in other domains, e.g. medical information. The current work addresses the problem of finding, organizing, and synthesizing a view of the cause-and-effect relationships based textual data, in order to inform and even prescribe the best actions that may affect target business outcomes related to different stakeholders’ benefits (customers, employees, investors, and the community/environment).

This article addresses the generic dynamic decision problem of how to achieve sustained market growth by increasing two interdependent organizational resources needed (1) to increase and (2) to sustain demand. The speed and costs of increasing each resource are different. Failure to account for this difference has been reported to lead to policies that drive a quick increase of demand followed by decline. Three generic policies derived from the literature have been implemented in a system dynamics model. Simulation shows that all three policies can generate sustained exponential growth but differ in performance. These results suggest that even policies which risk generating overshoot and collapse can avoid it. This poses two questions for further research: (1) what is the reasoning of human decision-makers when choosing between these policies and (2) how can the important but easily overlooked features of such decision situations be made sufficiently salient to be accounted for?

Internal and external factors influence the tendency of corruption. One of these internal factors is Dark Triad Personality, religiosity, and compensation, while the external factors are the organizational culture. This first study was conducted on 222 private employees and the second study 205 state employee in the East Java area. All subjects have worked at the company for at least 1 year and have a position as the staff, administrator, manager, and age range from 22 to 55. The results of the first study using regression analysis showed that: there was a significant correlation between dark triad personality, organization culture, and the tendency of corruption of private employee (F = 60,132; p = 0,000); there was a significant negative correlation between organizational culture and tendency of corruption (p = 0,000); there was a positive correlation between dark triad personality and the tendency of corruption (p = 0.05). The results of the second study using regression analysis showed that: there was a significant correlation between religiosity, compensation, and the tendency of corruption of state employee (F = 65.950; p = 0,000); there was a significant negative correlation between religiosity and tendency of corruption (p = 0,000); there was no correlation between compensation and tendency of corruption (p = 0.074). This research's practical implication is: the company or institution must always create a positive perception of organizational culture, minimize dark triad personality, and maximize religiosity to reduce the tendency of corruption among employees.

(1) Background: Applied health services research (AHSR) relies upon coordination across multiple organizational boundaries. Our aim was to understand how competing organizational and professional goals enhance or impede the conduct of high quality AHSR. (2) Methods: A qualitative study was conducted in two local health care systems in the UK, linked to a feasibility trial of a clinic-based intervention in secondary care. Data collection involved 24 semi-structured interviews with research managers, clinical research staff, health professionals, and patients. (3) Results: This study required a dynamic network of interactions between heterogeneous health and social care stakeholders, each characterized by differing ways of organizing activities which constitute their core functions; cultures of collaboration and interaction and understanding of what research involves and how it contributes to patient care. These interrelated factors compounded the occupational and organizational boundaries that hindered communication and coordination. (4) Conclusions: Despite the strategic development of multiple organizations to foster inter-professional collaboration, the competing goals of research and clinical practice can impede the conduct of high quality AHSR. To remedy this requires the alignment and streamlining of organizational goals, so that all agencies involved in AHSR develop a shared understanding and mutual respect for the progress of evidence-based medicine and the complex and often nuanced environments in which it is created and practiced.

Nowadays, environmental circumstances and business rules of organizations are complicate, active and uncertain, so, they cannot assurance their long- term survival through some actions such as, structural changes and methods or relying on creativity of some people in organization. Companies and organizations should prepare conditions to institutionalize entrepreneurial culture in their organization. Corporate entrepreneurship can improve the value of the organization. The entrepreneurial oriented organizations are more responsive for environment and market changes. Opportunity recognition is the base of being successful. The research is applied and in terms of method is descriptive. Data were analyzed, using Linear Regression and Multiple Moderated Regression (MMR) and SPSS software. In this research the effects of organizational entrepreneurship (innovation, proactiveness and risk-taking) on performance of the centers influenced by environmental factors (government’s strategies, competitiveness and technology) as moderating variables, were studied. Furthermore, the study presents that there is a significant positive relationship between organizational entrepreneurship and performance. Although the study does not show any significant moderating effect of environmental factors (Government’s strategies, competitiveness and technology) on the relationship between organizational entrepreneurship and performance, however, the result of the study manifests direct relationship between environmental factors and performance of such centers.

Abstract: Guanxi, a Chinese term that defines social networks of power and benefits, can be divided into inter-personal and inter-organizational relationships, and guanxi significantly influences construction innovation in China. Many studies have examined the relationship between guanxi and construction innovation at the project or organizational level. However, few of these studies explained how guanxi could affect an individual’s innovative behaviour from a double-level perspective. This paper builds on social capital theory and social exchange theory to examine guanxi’s role in motivating innovative behaviour in a China-specific construction context. It investigates the main effects of inter-personal relationships on innovative behaviour, the mediating effects of knowledge sharing, and the cross-level moderating effects of inter-organizational relationships. These elements were tested using a survey that received 178 responses from 35 different organizations. The results were analysed using Hierarchical Linear Modelling (HLM) and revealed that inter-personal relationships have positive influences on innovative behaviour, thus highlighting the partial mediating effects of knowledge sharing. In addition, the analyses showed that inter-organizational relationships augment inter-personal relationships and knowledge sharing on innovative behaviour by cross-level interaction. The research findings enhance an understanding of guanxi and innovative behaviour in China-specific construction project settings, as well as verifying the significance of guanxi in stimulating innovative behaviour.

Effective change management, corporate sustainability, and employee resilience are crucial factors influencing organizational success. This study explores how demographic factors impact these dimensions, specifically focusing on the role of leaders during change, sustainability, sustainable competitiveness, and employee resilience within a diverse workforce. Statistical analyses, including ANOVA and regression, were performed to examine the associations between demographic factors (gender, age, salary range, sector, job position, and total job experience) and the measured scales. The study found significant variations in employee perceptions of sustainable competitiveness based on gender and sector, with males and employees in the education sector reporting higher scores. Age and salary range significantly affected employee resilience, with younger employees and those in lower salary brackets showing higher resilience scores. The findings highlight the importance of considering demographic factors in assessing organizational performance, sustainability, and employee resilience. Gender and sector differences suggest targeted strategies may be necessary to address specific perceptions and experiences. Additionally, younger employees and those with lower salaries demonstrate higher resilience, which could inform organizational support programs. These insights can guide future research and organizational practices aimed at enhancing employee and organizational outcomes.

This research investigates the relationships between occupational health and safety (OHS), staff resilience (SR), staff engagement (SE), and organizational resilience (HOR) within Saudi Arabian hospitals. Employing a quantitative, cross-sectional design, data were collected from 127 administrative staff members working in both public and private hospitals in Saudi Arabia. Using SmartPLS to test the hypothesized relationships and mediation effects, the findings reveal that OHS significantly impacts both SR and SE, and SR significantly influences HOR. Additionally, SE significantly affects HOR. The study also confirms a partial mediation effect of SE and SR in the relationship between OHS and HOR. The model demonstrates substantial explanatory power for HOR, SE, and SR. These results underscore the critical role of OHS in fostering a resilient healthcare environment by enhancing staff engagement and resilience. The study’s implications highlight the importance of targeted interventions to improve OHS practices, promoting overall hospital resilience in alignment with Saudi Arabia’s Vision 2030.

Commercial banks are financial institutions that accept public deposits and provide loans for consumption and investment to generate profit. The term "bank" originates from the Italian word "banco," meaning "desk" or "bench," which was used by Florentine bankers during the Renaissance for conducting transactions. Banking activities, however, date back to ancient times. The primary objective of this study is to examine the impact of internal control components on the organizational performance of local commercial banks in Burao, Somaliland. A descriptive research design was employed, utilizing primary data collected from these banks to assess the role of internal controls on organizational performance.The findings indicate a strong influence of internal control systems on organizational performance, revealing a significantly positive relationship between the two. Effective internal control systems contribute to the administration, completeness, and accuracy of records, and provide a safeguard against fraud and collusion, particularly among those in positions of authority or trust. For optimal performance, internal control systems must be robust and well-implemented. It is recommended that local commercial banks conduct regular internal audits of their accounting systems to mitigate risk and enhance internal control measures. Strengthening internal control systems tailored to the organization's operations and ensuring strict authorization protocols for access to bank assets are essential for improving organizational performance.

This qualitative research study explores the multifaceted impacts of digital transformation on supply chain processes within contemporary business environments. Through in-depth interviews with industry professionals, the study investigates the implications of digitalization for visibility, collaboration, resilience, and innovation within supply chains. The findings highlight the opportunities presented by digital technologies for enhancing operational efficiency, mitigating risks, and creating value across supply chain networks. However, the study also underscores the challenges and barriers that organizations face in their digital transformation journey, including integration complexity, data security, and organizational culture. The research emphasizes the importance of strategic investments in digital capabilities, change management, and organizational culture to capitalize on the opportunities presented by digital transformation while addressing the associated challenges. By doing so, organizations can build agile, resilient, and competitive supply chains capable of thriving in an increasingly digitalized and interconnected world.

Green and low-carbon development has become an important embodiment of China's path to becoming a strong agricultural country. How to enable agricultural enterprises to better adopt green technologies and conduct production and operation with the concept of sustainable development has become a key link. This article utilizes a structural equation model (SEM) to analyze the role paths and mediating effects of organizational learning ability and policy orientation in agricultural enterprises' market orientation and willingness to adopt green technologies[ The definition of green technology in this paper refers to Guo Kesha, Tian Xiaoxiao. Green technology and green transformation of industrial development mode [J]. Tianjin Social Sciences, 2024 (02) :99-107, including green manufacturing (production) technology and green service technology.]. The results show that market orientation, organizational learning ability, and policy effectiveness have significant direct positive impacts on the willingness to adopt; market orientation has a significant positive impact on agricultural enterprises' organizational learning ability, organizational learning ability has a significant positive impact on policy orientation, and market orientation has a significant positive impact on policy effectiveness; the results of mediation analysis also indicate that learning ability has a significant mediating effect between market orientation and willingness to adopt, and policy effectiveness has a significant mediating effect between market orientation and willingness to adopt. Through difference analysis, it is believed that the mediating effects of the three paths are equally important, and organizational learning ability and policy effectiveness play a partial mediating role in agricultural enterprises' willingness to adopt green technologies. Based on this, policy suggestions are proposed to improve enterprises' own organizational learning ability, increase the promotion of policies related to green technologies, improve relevant policies for the application of green technologies, and increase research and development efforts for green technologies.

The main objective of this investigation was to study the effect of organizational competencies development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study's objectives was to test whether these relationships vary ac-cording to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational com-petencies development practices (training, individualized support, and functional rotation) nega-tively and significantly affect turnover intentions and that affective commitment mediates this re-lationship. However, these relationships vary according to the participant's generation. For Gen-eration Y and Generation X, this mediating effect is found in all dimensions of organizational competencies development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competencies development practices.

Coilia nasus is a typical anadromous migratory fish in the lower reaches of the Yangtze River. Every year, C. nasus cluster offshore and swim upstream along the Yangtze River into the tributaries and lakes in the middle and lower reaches of the Yangtze River to breed. In this study, female C. nasus collected as the subjects from Chongming section in Shanghai, Taizhou section in Jiangsu and Anqing section in Anhui. The ovaries were used for examining in tissue sections and researching of gene expression including follicle stimulating hormone receptor (fshr), luteinizing hormone receptors (lr), kisspeptin-1 (kiss1) and forkhead box l2 (foxl2) related to the reproductive development, and the estrogen (estradiol, E2) and progesterone (17α,20β-dihydroxy-4-pregenen-3-one, 17α,20β-DHP) were also analyzed in serum levels. The results showed that, first, the growth period of oocytes was small in stage II of ovarian development, in which both E2, 17α,20β-DHP levels and gene expression were low. Then, in stage Ⅲ, the growth period of oocytes were become large, as well as the yolk granules and oil droplets began to appear. Simultaneously, E2 and expression of kiss1 and foxl2 were significantly elevated. Finally, stage Ⅳ was the period of large accumulation of nutrients in oocytes, and 17α,20β-DHP level and expression of fshr and lhr were significantly elevated. The results have enriched the theoretical study of ovarian development in the natural population of C. nasus, supplemented the biological basis of C. nasus reproduction, and scientifically supported the study of C. nasus population ecology and resource conservation.

(1) Workplace nutrition interventions have garnered attention as a pivotal component of employee well-being and organizational productivity. However, the effectiveness of various intervention types remains inconclusive. This review aims to systematically evaluate the efficacy of cognitive, behavioral, and mixed nutrition interventions in the workplace, considering the nuances of intervention design, setting, and target demographics. (2) A comprehensive umbrella review was conducted, categorizing existing literature into person-oriented and environmental strategies. This review was prepared in line with the Joanna Briggs Institute methodology for umbrella reviews and the preferred reporting items for systematic reviews and meta-analyses reporting standard. (3) The analysis revealed a lack of definitive evidence supporting the universal effectiveness of any single intervention type. Nonetheless, behavioral and mixed interventions demonstrated more favorable outcomes compared to purely cognitive strategies. Factors such as intervention design, workplace setting, and target group characteristics were identified as significant determinants of intervention success. (4) The review emphasizes the imperative for additional investigations that utilize evidence-based approaches to formulate sound guidelines for efficacious nutrition interventions in occupational settings. This review functions as a foundational framework for guiding both scholarly research and the pragmatic execution of nutrition programs in the workplace.

Frequent employee resistance to innovation is one of the main barriers of change failure in a health care organization and one of the negative stimuli of employment relationships. Identifying the reasons of resistance is a topical issue for every organization, as the speed of change can affect their competitiveness. Consequently, it is helpful not only to know the causes of potential resistance but also to be ready to control any implicit opposition. The organizational climate and the attitude of the staff play an important role in understanding and accepting innovation. Purpose of the study is to develop a model, which would facilitate the choice of an appropriate strategy necessary to enable the health care organization to eliminate or at least to reduce resistance to often essential innovative changes. The article analyses the root causes of resistance and identifies strategies that help to mitigate or eliminate staff resistance for innovation. Use of suggested model can make easier reducing staff resistance to change processes and thus speed up the implementation of innovations. This methodology can be used to eliminate the reasons for staff resistance to change in health care institutions of different countries, but it was tested in Lithuania and achieved good enough results.

Organizations with proper human resources (HR) practices play an exemplary role in developing their employees’ innovation. Though there is extensive literature on managing organizational innovation, even in today’s scenario some organizations stand as a barrier for employees’ growth and innovation at the workplace. This study aimed to holistically explore the organizational factors affecting employee innovation using principal component analysis (PCA) and condense the dimensionalities for a better focus of organizational development. The study executed a survey questionnaire and collected useful data from one hundred and ninety-five (195) respondents of various Indian companies. The study identified forty-six sub-factors and evolved into nine major organizational factors influencing employee innovation namely organization structure, organization culture and environment, corporate strategy, innovation process, employee, technology, resources, knowledge management and management and leadership. The study recommended that any firm must focus on these factors to encourage employee innovation leading to overall organizational success. It also provides broad implications to HR managers, firm policymakers and top management to reassess and formulate the best organizational strategies to promote innovation culture in the organization.

Organizational skills are a set of cognitive abilities responsible for goal-directed behaviors. While they are moderately studied in clinical settings, the assessment of organizational skills in the general population remains under-studied. This paper presents the new Durand Organizational Skills Questionnaire (DOSQ), which was developed to examine the factors associated with organizational abilities in the general population. Exploratory factor analysis, validated by a confirmatory factor analysis, suggests eight factors: Work Organization, Communication Clarity, Punctuality, Goal-Oriented Behavior, Assiduity, Workspace Organization, Strategies, and Attentiveness. Three studies using samples from the general population provided evidence for the reliability and validity of the DOSQ’s scores. Overall, the results suggest that the DOSQ offers a valid approach to measuring organizational skills in the general population.

Economic burden due to premature mortality has a negative impact not only in health system even though in the society. The aim of this study was to estimate the potential years of work tenure lost (PYWL) due to Chagas disease in Colombia from 2010-2017. National data on mortality by sex and ages between 15 and 62 dues to Chagas from 2010 to 2017. The PYWL methodology was applied to assess the impact of Chagas disease in workers who suffer from them. In total, 1,261 deaths were analyzed in the study, of which 60% corresponded to males. The loss of labor productivity caused by Chagas disease was estimated at $29 million. Overall, 48,621 PYWL were lost, and there was an average of 21 years for all subjects with Chagas. Throughout the analyzed period, PYWL increased substantially, and it is necessary to continue with early detection programs to avoid premature death in working age population.

Open campus policies that grant access to the off-campus food environment influence U.S. high school students’ exposure to unhealthy foods, yet predictors of these policies are unknown. Policy holding and built (walkability), food (access to grocery stores), social (school-to-neighborhood demographic similarity), and organizational (policy holding of neighboring schools) environment data were collected for 200 Oregon public high schools. These existing data derived from the Oregon School Board Association, WalkScore.com, 2010 Decennial Census, 2010-2014 American Community Survey, Supplemental Nutrition Assistance Program, TDLinex, Nielson directories, U.S. Department of Education, National Center for Education Statistics, and Common Core of Data. Most (67%) of Oregon public high schools had open campus policies. Logistic regression analyses modeled open campus policy holding as a function of built, food, social, and organizational environment influences. With health and policy implications, results indicate that schools’ walkability, food access, and extent of neighboring open campus policy-schools are significantly associated with open campus policy holding in Oregon.

This paper aims to investigate impact of employees’ gender on OCB as per the employees’ perception in Jordanian governmental hospitals. A convenient sample of 126 employees working in the three main governmental hospitals in north of Jordan has been taken for the purpose of this study. The collected data includes linguistic terms that suffer from uncertainty which, in turn, cannot be dealt with traditional numerical values. The result prove that gender impact on OCB has shown statistically significant differences at (α=0.05) as far as altruism, courtesy, and civic virtue are concerned; and this variable stands in favor of males with the total score of 0.011%. Similarly, as far as the effect of age factor on OCB is concerned, there have been statistically significant differences at (α=0.05) in relation to courtesy, sportsmanship, and civic virtue with the total score of 0.27%. Finally, the results provide a baseline data for further studies which may contribute more significant in the field of OCB.

Predictive maintenance (PdM) represents a transformative approach to ensuring the security and reliability of critical infrastructure systems. This proactive maintenance strategy leverages advanced data analytics, machine learning, and sensor technology to anticipate and address potential failures before they occur. By continuously monitoring the health of infrastructure components and analyzing performance data, predictive maintenance enables timely interventions, minimizes unplanned downtimes, and enhances overall system resilience. This paper explores the application of predictive maintenance in safeguarding critical infrastructure, focusing on its impact on security, operational efficiency, and cost-effectiveness. Case studies demonstrate how PdM has been successfully implemented across various sectors, including transportation, energy, and utilities, highlighting its role in mitigating risks and extending the lifespan of essential assets. The findings underscore the importance of integrating predictive maintenance into security strategies to protect vital infrastructure from emerging threats and ensure uninterrupted service delivery.

Supplier diversity has emerged as a critical strategy for enhancing e-commerce operations by fostering inclusivity and innovation within supply chains. This qualitative research explores the role of supplier diversity in e-commerce, examining its impact on organizational strategies, competitive advantage, and stakeholder perceptions. Through semi-structured interviews with procurement managers, diversity officers, and supply chain executives from diverse e-commerce platforms, this study identifies key themes related to the benefits, challenges, and strategic implications of supplier diversity initiatives. Findings indicate that supplier diversity significantly enhances innovation and creativity within supply chains by integrating diverse perspectives and expertise. This diversity not only enriches product development and market responsiveness but also strengthens corporate reputation and brand equity, demonstrating organizational commitment to ethical business practices and community engagement. However, the study reveals persistent challenges, including financial barriers, systemic biases, and scalability issues, which hinder the effective implementation and scalability of supplier diversity programs. Effective supplier relationship management emerges as critical for maximizing the benefits of supplier diversity, fostering trust, collaboration, and long-term partnerships with diverse suppliers. Looking forward, the future of supplier diversity lies in digital transformation, globalization of supplier networks, and integration of sustainable sourcing practices to enhance transparency, efficiency, and resilience in supply chain operations. This study contributes to the growing literature on supplier diversity by providing empirical insights and practical implications for organizations aiming to leverage diversity as a strategic asset in e-commerce and global supply chain management.

Digitalization have force emerging markets (EMs) firms operating in resource-constrained environment to adopt market-driven strategies, particularly frugal innovation, to provide affordable, optimize processes and high-value solutions. However, understanding the mechanisms behind developing frugal innovation capability (FIC) at the firm level in diverse EMs remains limited. From the perspective of the Resource-based View, this study added to the existing body of knowledge by exploring how strategic orientation (entrepreneurial orientation (EO) and market orientation (MO)) and organizational ambidexterity (OA) impact the development of FIC in EMs. The study utilized a cross-sectional survey in data collection with 386 valid respondents from Tanzanian manufacturing firms to empirically validate our theoretical predictions. The results show that both EO and MO have strong and positive association with OA and the development of FIC in EMs. In addition, OA partially mediate the relationship of both EO and MO with the development of FIC. Furthermore, our results indicate that MO exerts a more significant impact on the development of FIC than EO in EMs. Managers of manufacturing firms in EMs can use these findings to review their strategic decisions and their exploitative and exploratory approaches to enhance supply chains, develop cost-effective technologies, and produce affordable offerings that cater to the preferences of price-conscious consumers in the digitalization age.

Numerous researchers acknowledge that occupational pension protects employees. However, the total occupational pension is shared by employees and employers in China, which is a cost. This study aimed to explore the occupational pension on corporate social responsibility (CSR) and organizational resilience. We drew upon insights from cost-stickiness and resource-based theories to develop a model that illuminates how occupational pension affected firms’ stance toward CSR in the context of the COVID-19 pandemic and how this, in turn, has result organizational resilience. This study categorized CSR into strategic and responsive activities based on cost stickiness. We selected a total of 34,145 observations of Chinese listed companies over the period 2010-2023 as a sample to investigate whether occupational pension changes CSR strategies. The results showed that the cost pressure to contribute to occupational pension drove firms to reduce their responsive CSR and boost their strategic CSR. Moreover, strategic CSR improved organizational resilience, but responsive CSR did not. This relationship between occupational pension and CSR was significantly and negatively moderated by the minimum wage and population aging. Whereas, the relationship between CSR and organizational resilience was significantly and positively moderated by digital transformation and marketing capabilities. This study has implications for decision-making regarding high-quality firm development.

Since the outbreak of the Covid-19, working from home has become the norm for millions of workers worldwide. The current research focuses on the benefits and challenges of teleworking in the administrative sectors of greek healthcare units, with a view to harnessing the knowledge gained through experience, in order to create the frame for sustainable behaviors. Anyways, the implementation of teleworking requires complex and dynamic changes in technical and behavioral aspects. Therefore, a systematic review was also conducted to identify the relationships between telecommuting and organizational behavior, with the aim of achieving sustainable development in businesses. Moreover, an important positive aspect of telework that emerged from this literature review appears to create opportunities for potential direct or indirect linkages between telework and many SDGs areas, based on the fact that telework appears to be a community-friendly form of work. In summary, this research strongly suggests that leaders facilitate telecommuters to adopt green practices and volunteerism that can consequently contribute to the SDGs. However, in order to meet the challenges arising from unprecedented times, the leaders of the organizations will have to redesign their policies, while the states will have to focus on guaranteeing the rights and freedoms of the workers.

The year 2022 was characterized by several major events that impacted the business world in Indonesia and even globally after the COVID-19 pandemic devastated all business sectors in Indonesia and the world. The current business environment is experiencing accelerating turbulence characterized by increasing intensity of business competition, rapid changes in the market, and industrial connections climate. The industrial connection climate of an institution can be measured by the pattern of relationships that occur between workers and management. Industrial connections are fundamental to the sustainability of an organization and are understood as an important factor in influencing institutional performance. This research aims to look at the impact of the existence of industrial connections instruments, turbulence in the business environment on the industrial connections climate. Besides, how the industrial connections climate relates to firm performance. The research design is an inferential quantitative, using sampling and snowball sampling methods with total sample are 406. The data collected were analyzed using Structural Equation Model using LISREL version 8.70. This research used a survey to build an SEM model that tested the effect of organizational turbulence and industrial connections instruments on organizational climate directly, and tested mediation on organizational performance. All related indicators have outer loading more than 0.5 and T-value more than 1.96. Therefore, the conclusion is that all measurements are valid. Composite Reliability (CR) and VE for all indicators are >0.7 and >0.5 respectively. This research shows that industrial assosiation climate has a positive effect on business turbulence and industrial connections instruments. However, industrial connections instruments show a greater impact on the assosiation climate. This is because industrial connections instruments are the media used in the implementation of industrial connections in organizations. This research also confirms that industrial assosiation climate is positively related to organizational performance. The result of the indirect influence (IE) of 0.20 with t value is 8.47 means that the climate of Industrial connections is able to mediate the influence of Industrial connections Facilities on Organizational Performance.

Migrants are mainly employed in "3D Jobs" dirty, dangerous, difficult, characterized by monotony, intense rhythms, in sectors at higher risk as construction, heavy industry, agriculture. Aim of this study is to elaborate a systematic review, in order to identify the main occupational risks and occupational diseases of this category. Research included articles published from 2013 to 2018 on the major online databases (PubMed, Cochrane Library and Scopus), using a combination of some keywords (migrant workers, expatriates, physical health, diseases, illnesses, travel, travelers, work and occupational). The online search indicated 1.109 references. We excluded 977 studies, because unrelated to physical health and 64 due to duplication. They were analyzed 68 articles, including 6 reviews and 62 original article. The main risk emerged are to developing infectious diseases, metabolic cardiovascular diseases and to manifesting a lower quality of life, in particular due to difficulties in accessing local health services. It will be crucial to implement the role of occupational medicine in order to introduce multilevel interventions designed to prevent work-related injuries and illnesses and to promote healthier working environments.

In an era of unprecedented volatility, complexity, and disruption, traditional approaches to leadership are increasingly insufficient across the globe. The conventional mindset of seeking stability, predictability, and control is no longer fit for purpose in a world that is inherently uncertain and ever-changing. Consequently, there is a pressing need to reimagine leadership frameworks that can not only withstand but actively thrive amidst chaos and adversity, irrespective of geographic or cultural contexts. This article introduces the Antifragile Leadership Model, a pioneering paradigm that draws inspiration from Nassim Taleb's concept of antifragility, while also incorporating the insights of African scholars such as Kwasi Wiredu's philosophy of conceptual decolonization and Molefi Kete Asante's Afrocentricity. Antifragility is defined as the quality of systems or entities that not only survive but actually grow stronger in the face of stressors, shocks, and uncertainties. By applying this principle to the realm of leadership, the Antifragile Leadership Model offers a transformative approach to cultivating adaptability, resilience, and meaningful transformation at both the individual and organizational levels, with a global perspective. Building upon the foundations of complexity theory, systems thinking, and integral theory – all of which have strong resonance across diverse cultural and geographic contexts – this model presents a multidimensional framework for developing antifragile leadership capacities. It delves into the essential mindsets, behaviors, and structural considerations required to harness the power of uncertainty, chaos, and disruption as catalysts for growth and breakthrough, while drawing upon the rich tapestry of global knowledge and experiences. Through a synthesis of empirical evidence, theoretical insights, and practical case studies from around the world, this article makes several groundbreaking contributions to the leadership development discourse. Firstly, it reframes the role of the leader from a controller and optimizer to an evolutionary architect and catalyst, empowering them to navigate complexity, foster adaptability, and catalyze transformative change within diverse environments. Secondly, it outlines a holistic process for developing antifragile leadership qualities, including self-awareness, adaptability, collaborative intelligence, and anti-fragile decision-making – all with a deep understanding of cultural, political, and economic contexts. Thirdly, it provides a roadmap for cultivating antifragile organizational ecosystems that are designed to thrive amidst turbulence, drawing upon globally diverse innovations, community-driven approaches, and indigenous knowledge systems. By elevating the understanding of leadership from a linear, mechanistic paradigm to a dynamic, systemic, and transformative one, grounded in a global perspective, the Antifragile Leadership Model offers a compelling alternative to traditional leadership frameworks. It empowers leaders, teams, and organizations around the world to not merely survive but to proactively leverage uncertainty and adversity as springboards for innovation, growth, and positive impact.

In recent years of technological advancements, the digitization of information has become a crucial factor for the growth and sustainability of small and medium-sized enterprises (SMEs), particularly in developing countries. These enterprises face a growing problem in accessing IT resources due to financial and lack of qualified IT personnel in their regions. This led to a growing interest in database and data warehouse technologies, which serve as foundational tools for organizing, storing, and analyzing vast amounts of data. This systematic review proposes to evaluate the impact of database and data warehouse technologies on organizational performance by employing the 2020 Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) framework, this review thoroughly synthesizes existing literature to identify the key benefits and challenges associated with the adoption of these technologies in SMEs. The proposed inclusion criteria were bounded by (1) publication date between 2014 and 2024, (2) research written in English, (3) research work focusing on evaluating the impact of database and data warehouse technologies on organizational performance, (4) research with a clear evaluation analysis of database and data warehouse technologies research framework. Following these guidelines, 150 eligible research studies were included. The analysis reveals a wide range of findings concerning the impact of database and data warehouse technologies. Key results include the identification of cost-efficiency trends, improvements in decision-making processes, enhancements in customer relationship management, and gains in operational efficiency. The findings provide actionable guidance for SMEs, policymakers, and IT professionals seeking to leverage these technologies to enhance organizational performance. To the best of our knowledge, this systematic review offers a comprehensive analysis that fills a gap in the existing literature on the impact of these technologies on organizational outcomes.

This study investigates the pivotal role of leadership in driving sustainable supply chain initiatives (SSCI), highlighting the multifaceted ways through which leaders influence the successful integration and implementation of sustainability practices within supply chains. Using a qualitative approach, the research involved semi-structured interviews with leaders and managers from diverse industries, complemented by document analysis and thematic analysis to capture the complexities of leadership in SSCI. The findings reveal that visionary leadership, characterized by a clear and compelling sustainability vision, plays a crucial role in aligning organizational goals with sustainable practices, inspiring collective action, and fostering a shared commitment to long-term environmental and social objectives. Stakeholder engagement emerged as a critical factor, with leaders who prioritize open communication and collaboration successfully building trust, leveraging expertise, and co-creating innovative solutions to sustainability challenges. Additionally, the study highlights the importance of fostering a culture of innovation, where leaders support experimentation, risk-taking, and the adoption of new technologies and processes that enhance sustainability. Ethical leadership, emphasizing integrity, transparency, and accountability, is identified as essential for gaining stakeholder support and reinforcing the legitimacy of SSCI. Furthermore, the integration of sustainability into organizational culture, driven by leadership, is crucial for aligning individual and organizational behaviors with sustainability goals. The ability of leaders to navigate challenges, adapt to global supply chain complexities, and utilize robust sustainability metrics is also emphasized as key to sustaining SSCI. The study concludes that effective leadership is integral to the success of SSCI, offering valuable insights for organizations aiming to enhance their sustainability performance and contributing to the broader understanding of leadership’s role in sustainable supply chain management.

Primary and middle school teachers are a critical part of China’s foundational education; teacher turnover heavily affects the stable development of foundational education. In this study, interviews with 20 teachers found that relatively low income, high work pressure, unfair distribution, and difficulty in achieving promotion to higher professional titles are the main reasons for teacher turnover intention. This study investigates 485 primary and middle school teachers from Zhejiang and Jiangsu provinces. We found that primary and middle school teachers reported intense feelings of unfairness about their distribution of income. Their salary satisfaction was low, and the ratio of turnover intention was high. The main reasons for teachers’ high turnover intentions were low income, high pressure from work, unfair distribution, and the difficulty of achieving professional title promotion. To lower teachers’ turnover intentions, China should raise teachers’ income appropriately and increase the number of teachers with high professional titles. Schools should improve procedural, distributive, and interactive justice. Teachers should adjust their income references and perceptions of fairness. This situation can be effectively resolved only if all parties work hard to make positive changes.

To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees' active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. In this study, we investigated the development level of and factors influencing employees' organizational citizenship behavior in current organizations. By using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale, we investigated 230 employees from 15 different enterprises. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the organizational citizenship behavior of individuals with high interpersonal intelligence increased with the strengthening of the belief in a just world, and this increase was larger than that experienced by individuals with low interpersonal intelligence. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees' sustainable organizational citizenship behavior.

This paper presents a brief account and rationale for implementation of competency-based learning in any form of management and leadership development programmes in South Africa. The fact that competency-based learning (CBL), also known as outcomes-based learning has been scrapped from the schooling system in South Africa is unfortunate as this method enhances critical thinking skills and practical problem-solving skills. This paper presents CBL as a model of meta-cognitive approach to learning that integrates both theory and practice into experiential learning through six dimensions, namely, active learning, constructive learning, cumulative learning, goal-oriented learning, learner-centred and curriculum design strategies. In the advent of the fast-paced global economy, managers and leaders need to seek those business schools that value real-time practical approach to curriculum for relevance and to maximize shareholder value through human resource development. This brief presentation ends by recommending an approach through CBL that fosters three critical pillars of leadership development, namely: intellectual, behavioural and emotional agenda.

The purpose of this study is to investigate the effect of innovation capability on business sustainability in Nigerian small and medium enterprises (SMEs), as well as consider the effects of organizational resilience, sustainable competitive advantage, and environmental dynamism as mediators in succession. The researchers adopted a quantitative approach and collected data from 401 employees in SMEs in the Lagos Metropolitan Area of Nigeria. We conducted the analysis of the collected data using the partial least squares approach (PLS-SEM). The researcher established that innovation capabilities are beneficial in ensuring business sustainability. Findings further corroborated the importance of sustainable competitive advantage and environmental dynamism for business sustainability. Finally, the results showed that environmental dynamism is important for helping small business owners keep their businesses sustained and increase their innovation capabilities. Similarly, the indirect paths also showed that resilience organizations like SMEs play a role in the paradigm. However, businesses can benefit from this study's findings by crafting strategies that adapt more quickly to changing market dynamics and capitalize on emerging possibilities. This way, businesses may take the necessary measures to stay ahead of the competition while guaranteeing sustainability. Even though the heuristic model emphasizes originality, current research on how to successfully link innovative capacity to sustainability and build sustainability in dynamic environments is sparse.

Supplier diversity initiatives in procurement have emerged as strategic imperatives for organizations aiming to enhance competitiveness and foster socio-economic equity. This research investigates the impact of supplier diversity initiatives across various industries, analyzing implementation strategies, challenges, and outcomes through a mixed-methods approach. Qualitative data, including interviews with procurement professionals and case studies of exemplary organizations, reveal diverse approaches to implementing supplier diversity—from formalized programs with dedicated resources to ad hoc initiatives driven by regulatory compliance or social responsibility goals. Challenges identified include the identification and qualification of diverse suppliers, scalability issues, and internal resistance within procurement teams. Quantitative analysis of survey data highlights positive impacts on organizational performance metrics, such as procurement spend allocation towards diverse suppliers, supplier-driven innovation, and enhanced supply chain resilience. Best practices in successful supplier diversity programs underscore strategic alignment with overall procurement strategies, effective supplier relationship management, and strong leadership commitment. Socio-economic impacts encompass economic inclusion, community engagement, and skills development among diverse supplier networks, contributing to local economic growth and broader social benefits. Despite these benefits, challenges remain in measuring qualitative outcomes and overcoming systemic barriers to implementation. Cultivating an inclusive organizational culture and leveraging leadership support are crucial for sustaining supplier diversity efforts. Continued collaboration and innovation in supplier diversity practices are recommended to maximize benefits and drive meaningful socio-economic impact globally.

Agile procurement has emerged as a transformative strategy for organizations striving to maintain competitiveness in a rapidly evolving marketplace. This qualitative research investigates the implementation, benefits, challenges, and outcomes of agile procurement practices in supply chain management. Through semi-structured interviews and case studies across diverse industries, this study explores how agile procurement enhances organizational adaptability and responsiveness. Key findings reveal that agile procurement enables organizations to swiftly adjust strategies in response to market fluctuations and customer demands, fostering increased customer satisfaction and loyalty. The integration of advanced technologies, including AI and blockchain, facilitates real-time data analysis, optimizing procurement processes and enhancing supply chain efficiency. Organizational culture emerges as a critical factor in successful agile procurement, with leadership support and a collaborative environment driving cultural change towards agility and innovation. Despite its benefits, challenges such as resistance to change and the need for significant technology investments are identified, requiring careful change management and strategic alignment. Case studies illustrate the versatility of agile procurement across sectors, showcasing its role in enhancing operational efficiencies, innovation capabilities, and overall supply chain performance. In conclusion, agile procurement offers organizations a strategic framework to navigate complexities and uncertainties effectively, capitalizing on market opportunities while mitigating risks. Embracing agile principles fosters a resilient organizational culture capable of adapting to dynamic market conditions. Future research should focus on further refining agile procurement strategies to address emerging challenges and sustain competitive advantage in the global marketplace.

Colombia has initiated the process of participating in the environmental projects of the United Nations global agenda for the mitigation of climate change and the protection of biodiversity. Consequently, organizations within the solidarity sector have devised projects with the objective of aligning themselves with regional programs and of promoting leadership in the rural development through solidarity-based environmental initiatives. These include the organizations Canapro Ambiental, Cooperación Verde and Cootregua, which have participated in and accompanied local environmental projects. This study has identified the common elements related to the principles of organizational design proposed by Elinor Ostrom as a result of the adoption of Corporate Social Responsibility (CSR) for the purpose of a sustainable growth. The above findings serve to corroborate the relevance of the principles of organizational design as a qualitative assessment methodology for environmental solidarity initiatives. In particular, the methodology demonstrates the value of supporting the objectives of environmental sustainability and governance in the long term, by means of the strengthening of Corporate Social Responsibility (CSR) for the purposes of the solidarity ecosystem.

This qualitative study investigates the adoption of Lean Principles in Supply Chain Management (SCM), aiming to explore the motivations, challenges, and outcomes associated with Lean implementation across diverse organizational contexts. Through semi-structured interviews and thematic analysis, insights were gleaned from stakeholders involved in SCM processes, revealing the critical role of organizational culture, leadership commitment, and strategic alignment in driving successful Lean initiatives. The findings underscore the importance of fostering a culture of continuous improvement, where employees are empowered to proactively identify and address inefficiencies. Leadership emerged as pivotal in setting the tone, providing resources, and championing Lean initiatives, while strategic alignment ensured integration with broader organizational goals and objectives. Operational practices and processes were central, highlighting the need for customization and contextual adaptation in Lean implementation. Despite the potential benefits, the outcomes and impact of Lean adoption varied depending on factors such as organizational maturity and industry context. The study also revealed broader cultural and organizational changes catalyzed by Lean adoption, fostering innovation, collaboration, and adaptability. In summary, this study contributes to our understanding of Lean adoption in SCM, offering practical insights for organizations seeking to enhance efficiency and competitiveness in today's dynamic business landscape.

This review article seeks to systematically identify appropriate ways to measure managerial skills. The systematic literature review was conducted according to the criteria in the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guide, and the eligibility criteria were declared through the PICOS tool (population, interventions, comparators, outcomes and study); a tool based on 6,803 records identified bibliometrically in the Web of Science database. The literature review stages determined a reduced set of articles that presented valid and reliable measurement scales covering some determinant constructs on managerial skills for employability such as fundamental, emotional, managerial, leadership, decision-making, communication and teamwork skills.

Nowadays, frameworks and models are critical to enabling organizations to identify their current sustainability integration into business and to follow up on these initiatives over time. In this context, the maturity models offer a structured way of analyzing how a supply chain meets specific sustainability requirements and which areas demand attention to reach maturity levels. This study proposes a five-level maturity model to help supply chains identify their level of engagement with sustainability practices combining three perspectives: intra and inter-organizational sustainability practices, triple-bottom-line approach and critical areas for sustainability. All the steps followed in constructing the maturity model were based on a literature review, and case studies supported its improvement, application, and testing. The proposed model presents many advantages, such as being used as a self-assessment tool, a roadmap for sustainability behaviour improvement, and a benchmarking tool to evaluate and compare standards and best practices among organizations and supply chains.