To contribute to small and medium enterprises (SMEs) sustainable transition into the circular economy, the study proposes the activation of organizational learning (OL) processes – denoted here as multi-level knowledge creation, transfer, and retention processes – as a key phase in introducing circular business models (CBMs) at SME and supply chain (SC) level. The research employs a mixed-method approach, using the focus group methodology to identify contextual elements impacting on CBM-related OL processes, and a survey-based evaluation to single out the most frequently used OL processes inside Italian construction SMEs. As main result, a CBM-oriented OL multi-level model offers a fine-grained understanding of contextual elements acting mutually as barriers and drivers for OL processes, as possible OL dynamics among them. The multi-level culture construct – composed of external stakeholders’, SC stakeholders’, and organizational culture – identify the key element to activate CBM-oriented OL processes. Main implications are related to the identification of cultural, structural, regulatory, and process contextual elements across the external, SC, and organizational levels, and their interrelation with applicable intraorganizational and interorganizational learning processes. The proposed model would contribute to an improved implementation of transitioning into the circular economy utilizing sustainable business models in the construction SMEs.

The research aims to examine the extent to which the perceived organizational support (POS) predicted career related self and environmental exploration via the mediation effect of career adaptability. Multi-group comparisons based on the gender, majors and places of origin were also performed to evaluate the differences among these variables. An internet survey was conducted to collect empirical data from 611 Chinese undergraduates. Structural equation modeling (SEM) was conducted to demonstrate the proposed relations in the model and multiple group analysis. Clearly supported was the direct relations between POS and career related self and environmental exploration and the mediation effect of career adaptability. The results also showed that gender and major are the moderating variables for the proposed model, and no significance difference among the rural and urban subgroups was found. POS could be effectively delivered to students in general, marginalized social groups, such as females and those majored in the humanities and social sciences in particular. Four dimensions of career adaptability (concern, control, curiosity and confidence) could also be targeted at in order to promote students’ sustainable employment. The findings provide a better understanding of the career construction model by incorporating the contextual factor in a collective cultural environment.

In this digital world, organisations are facing global competition as well as manpower pressures leading towards knowledge economy, which heavily impacts on their local and international businesses. The trend is to foster collaboration and knowledge sharing to cope with these problems. With the advancement of technologies and social engineering that can connect people in virtual world across time and distance, several organisations are embarking on knowledge management (KM) systems, implementing community of practice (CoP) approach. However, virtual communities are relatively new paradigms, and there are several challenges to their successful implementation from an organisation’s point of interest. There is lack of CoP implementation framework that can cater to today’s dynamic business and sustainability requirements. To fill the gap in literature, this paper develops a practical framework for a CoP implementation with a view to align KM strategy with business strategy of an organization. It explores the different steps of building, sharing and using tacit and explicit knowledge in CoPs by applying Wiig KM cycle. It proposes a practical CoP implementation framework that adopts the Benefits-Tools-Organisation-People-Process (BTOPP) model in addressing the key questions surrounding each of the BTOPP elements with a structured approach. Finally, it identifies key challenges such as organizational culture and performance measurements, and provides practical recommendations to overcome them for a successful CoP implementation.

We investigate the human sustainability of ICT and management changes using a French linked employer-employee survey on organizational changes and computerization (COI). We approach the human sustainability of changes through the evolutions of work intensity, skill utilization and the subjective relationship to work. We compare in the private sector and the State civil service the impacts of ICT and management changes on the evolution of these three dimensions of work experience. We find that when ICT and management changes are intense, they are positively associated in the public sector with work intensification and new knowledge. In the private sector ICT and management changes increase the use of skills, but at a rate decreasing with their intensity and without favoring the accumulation of new knowledge. However, their impacts on the subjective relationship to work are much stronger, with public sector employees expressing discouragement as well as the feeling of an increased effort-reward imbalance when private sector employees become more committed. We tested that the self-selection of employees, the specific sources and paths of changes and the implementation of performance pay did not explain this divergence. We identify two partial explanations: one is related with employee turnover in the private sector, the other one with the role of trade unions. These results suggest that the human sustainability of ICT and management changes depends on their intensity and on how their implementation takes into account the institutional context of the organization.

In the face of escalating cybercriminal sophistication, an innovative approach to network anomaly detection has been pursued in this longitudinal study, integrating computational data analytics in a geographic, organizational, and behavioral context. A data-driven scoring mechanism was employed to systematically analyze and correlate source countries of IP addresses and organization-associated Autonomous System (AS) Numbers (ASN) with network anomalies. Significant correlations between certain countries, specific organizations, and high behavior scores were identified through the data analytics. An increase in connection requests was also found to be linked with elevated behavior scores. Validated by cross-validation techniques, these findings emphasize the necessity for continuous model recalibration. The transformative role of integrative data analytics in cybersecurity is underscored, paving the way for the development of more sophisticated, context-aware anomaly detection systems. Specifically, the analysis underscores the need for organizations to adopt a proactive and adaptive approach to cybersecurity that can keep pace with the evolving threat landscape.

The new Post Accelerating Data and Knowledge Online Society, or ‘Padkos’ requires a new model of decision making. This introductory paper proposes a model where decision making and learning are a single symbiotic process, incorporating man and machine, as well as the AADD (ánthrōpos, apparatus, decider, doctrina) diamond model of individual and organizational decision-making and learning processes. The learning is incorporated by using a newly proposed quadruple loop learning model. This model allows for controlled changes of identity, the process of creating and the sense making of new mental models and assumption, and reflections. The model also incorporates the recently proposed model of quantum decision-making, where time collapse of the opted past and the anticipated future (explicitly including its time horizon) into the present play a key role in the process, leveraging decision-making and learning by human as well as Artificial Intelligence (AI) and Machine Learning (ML) algorithms. The paper closes with conclusions.

Healthcare workers' stress, burnout, and job dissatisfaction were exacerbated by the Covid-19 pandemic, whose mid-term negative effects are still present. The aim of this study was to investigate in healthcare workers the effect of the dimensions of burnout (Psychophysical exhaustion, Relational deterioration, and Professional inefficacy) on Career satisfaction. These relationships were evaluated by considering the direct and mediated effects of Disillusion. For these purposes, the Link Burnout Questionnaire (LBQ) and the Career Satisfaction Scale (Occupational Stress Indicator - OSI) were administered to 295 healthcare professionals working at three Italian public hospitals in Cagliari, Italy. The analyses were conducted using the Partial Least Square Structural Equation Model (PLS-SEM) method. Findings highlight that healthcare workers were in a condition of work distress, high risk of burnout, and career dissatisfaction. Also recognized was the direct negative effect of burnout dimensions on career satisfaction. Finally, the mediated negative effect of Disillusion in the relationship between burnout and career satisfaction was identified. This study emphasizes the relevance of the dimension of Disillusion, and its “bright side” Fulfilment, in healthcare workers, specifically referring to the disregarded relationship between burnout and career satisfaction.

The rapid evolution of technology has profoundly reshaped supply chain operations across various industries, compelling organizations to adapt swiftly to maintain competitive advantage. This qualitative study delves into the adaptive strategies that organizations employ to navigate the intricate landscape of digital transformation within their supply chains. By conducting comprehensive in-depth interviews with key stakeholders, including supply chain managers, technology officers, and operational staff, this research aims to uncover the multifaceted challenges, opportunities, and best practices associated with integrating digital technologies into supply chain operations. The findings of this study reveal that successful digital transformation in supply chains hinges on several critical factors. Leadership plays a pivotal role in steering the organization through the complexities of technological change, emphasizing the need for visionary and adaptive leaders who can drive strategic initiatives. Organizational culture, characterized by a willingness to embrace change and foster innovation, emerges as a significant enabler of digital transformation. Additionally, strategic planning and a clear roadmap are essential for aligning technological initiatives with business objectives and ensuring seamless integration. Employee training and development are identified as crucial elements in overcoming resistance to change and enhancing digital literacy among the workforce. The study highlights the importance of continuous learning and skill development programs to equip employees with the necessary competencies to leverage new technologies effectively. Furthermore, the research underscores the significance of collaboration and communication across different levels of the organization to foster a cohesive approach to digital transformation. Challenges such as data security concerns, substantial financial investments, and the complexity of integrating diverse technologies are also explored. The insights derived from the interviews provide a nuanced understanding of how organizations can address these challenges by adopting robust cybersecurity measures, securing adequate funding, and leveraging modular and scalable technological solutions. This research contributes valuable empirical insights into the digital transformation journey of supply chain operations, offering practical recommendations for practitioners and scholars. The implications of this study are far-reaching, providing a framework for organizations to navigate the digital landscape successfully. Key recommendations include fostering a culture of innovation, investing in leadership development, prioritizing employee training, and adopting a strategic and holistic approach to digital transformation.

Background: Physical and mental health of corporate employees is equally important, especially in international salespeople in the in vitro diagnostic (IVD) medical device industry. The rapid growth of the IVD market is driven by the increasing prevalence of chronic and infectious diseases. This study aims to identify the association of socio-demographic, occupational, organizational, and psychosocial factors with mental health outcomes for depression, anxiety, and somatic symptoms in Chinese IVD international salespeople. Methods: The study was a cross-sectional survey of ISs in IVD companies officially registered in China. An online survey was designed to collect data through email contact with IVD companies and social media between August 2022 and March 2023. Measured factors included effort-reward imbalance (ERI), health-promoting leadership (HPL), health climate (HC), inner strength (IS), and perceived social support (PSS). Mental health outcomes assessed using the Core Symptom Index (CSI) were depression, anxiety, and somatic symptoms. Results: A total of 244 salespeople responded to the survey. CSI scores indicated that 18.4% (n = 45) and 10.2% (n = 25) of the respondents had symptoms of major depression and anxiety, respectively. ERI was positively correlated, while the IS and PSS were negatively correlated with major depression, anxiety, and somatic symptoms (p < .01). Health climate was negatively correlated with major depression (p < .05). Education background was associated with somatic symptoms (p < .05). ERI, IS, and gender were significant predictors of major depression, anxiety, and somatic symptoms (p < .05). Conclusion: The prevalence of depression and anxiety in China’s IVD international salespeople was considered low compared with prevalence in Chinese populations during COVID-19, but higher than those before the pandemic. Effort–reward imbalance, inner strength, and gender were significant factors in major depression, anxiety, and somatic symptoms among IVD international salespeople.

In 2015, the Self-Action Leadership Theory—a qualitative, nomological expansion of self-leadership theory rooted in atmospheric and astronomical metaphor aimed at expanding the personal freedom of individuals, organizations, and nations by bolstering the existential growth of individuals through a series of Maslow-esque stages of holistic, personal development. This article introduces an accompanying, practitioner-based Model of Self-Action Leadership (SAL) aimed at the implicit enhancement of a holistic range of administrative processes through explicit training, mentoring, and coaching in the model’s general and universally-applicable principles and practices. The SAL model produces an original construct of personal leadership practice that builds upon the extant self-leadership academic canon, which dates back to 1983 (Manz, 1983). It also provides an analogue to four of the five core processes of Project Management by positioning a self-action leader (an individual) as the ongoing “project” at hand. The SAL Model is rooted in action research and was developed through a variety of self-oriented, action research projects in conjunction with a comprehensive, qualitative, analytical autoethnographic study of a scholar’s life experiences.