Administrative Sciences

23 pages, 291 KB

Open AccessArticle

Transforming Social Assistance into Entrepreneurial Empowerment: UMi as a Public Sector Innovation in Indonesia

by Nisa Novia Avien Christy, Syahrir Ika, I Ketut Ardana, Radna Andi Wibowo, Prameshwara Anggahegari, Lokot Zein Nasution, Darwin Darwin, Suryaneta Suryaneta, Juni Hestina Sinaga and Roosganda Elizabeth

Adm. Sci. 2025, 15(11), 430; https://doi.org/10.3390/admsci15110430 (registering DOI) - 4 Nov 2025

Abstract

The Ultra-Micro (UMi) financing program represents a significant public sector innovation in Indonesia’s approach to poverty alleviation and financial inclusion. Initially conceived as a social assistance initiative, UMi has evolved into a strategic government intervention designed to transform impoverished individuals into entrepreneurs. This [...] Read more.

The Ultra-Micro (UMi) financing program represents a significant public sector innovation in Indonesia’s approach to poverty alleviation and financial inclusion. Initially conceived as a social assistance initiative, UMi has evolved into a strategic government intervention designed to transform impoverished individuals into entrepreneurs. This shift reflects a policy innovation that redefines the role of the state from passive welfare provider to active enabler of economic participation. Despite ambitious goals, its implementation and impact face scrutiny. This study employed an exploratory qualitative approach through individual interviews with elite participants and debtors of UMi. The data used triangulation from documentation, observation, and in-depth interviews with key informants, selected through purposive sampling. Findings indicate that the program’s implementation—anchored in government regulations and executed through non-bank financial institutions (NBFIs)—demonstrates innovative service delivery. In this study, UMi exemplifies how public sector innovation—through policy reform, institutional collaboration, and community engagement—can drive inclusive economic growth. The study provides valuable insights for policymakers, practitioners, and scholars seeking to advance financial inclusion and sustainable economic development. Full article

(This article belongs to the Special Issue Public Sector Innovation: Strategies and Best Practices)

31 pages, 3077 KB

Open AccessArticle

Six-Dimensional Collaboration Innovative Training and Practice for Interdisciplinary Outstanding Graduate Students Based on Employment-Driven Approach

by Wei Li, Weiyu Liu, Changhao Yang and Yukun Ren

Adm. Sci. 2025, 15(11), 429; https://doi.org/10.3390/admsci15110429 - 3 Nov 2025

Abstract

This paper addresses the core issue of the imbalance between supply and demand for high-level medical–engineering integration talents under the “Healthy China” strategy in the AI+ era. Based on human capital theory and innovation capital theory, it constructs a six-dimensional collaborative theoretical model [...] Read more.

This paper addresses the core issue of the imbalance between supply and demand for high-level medical–engineering integration talents under the “Healthy China” strategy in the AI+ era. Based on human capital theory and innovation capital theory, it constructs a six-dimensional collaborative theoretical model for the cultivation of medical–engineering integration postgraduates, driven by high-quality employment and guided by innovative financial capital. This model breaks through the disciplinary barriers and institutional constraints of traditional postgraduate education and for the first time creates a knowledge graph curriculum system for medical–engineering interdisciplinary studies. It also establishes a multi-dimensional evaluation index system that integrates the appreciation of innovation capital and the premium of human capital. Through the case of the six-dimensional collaborative research and development and transformation of intelligent medical equipment by our research group, the feasibility and promotion value of this new paradigm for future postgraduate education have been fully verified. Full article

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21 pages, 319 KB

Open AccessArticle

Reconsidering Bad Leadership and Bad Theory to Improve Research

by Richard Arend and Jie Li

Adm. Sci. 2025, 15(11), 428; https://doi.org/10.3390/admsci15110428 - 2 Nov 2025

Abstract

Given the continued existence, personal success, and organizational damage of ‘bad’ leadership (e.g., with Bankman-Fried, Lay, Welch, Stonecipher), how do we—in academia—do more good than harm in studying and informing others about it? We address that question to improve leadership research more generally. [...] Read more.

Given the continued existence, personal success, and organizational damage of ‘bad’ leadership (e.g., with Bankman-Fried, Lay, Welch, Stonecipher), how do we—in academia—do more good than harm in studying and informing others about it? We address that question to improve leadership research more generally. We do so through a dialectic inquiry approach where we join current conversations about teaching and research related to the private benefits and the public costs produced by ‘bad’ leadership. As part of the dialectic, we offer a new model of the phenomenon—where ‘bad’ behaviors can be used to win a contest for leadership where the leader can then act badly or not. Furthermore, we inquire as to the efficacy of how the literature diagnoses ‘bad’ leadership (at either stage), suggests treatments, and attempts to impact practice. We ground our inquiry in two foundational definitions of ‘bad’-ness—one based on psychology’s dark triad, and one based on economics’ self-interest-seeking with guile agent. We critique a relevant, representative set of recent examples to make our points about the significant issues involved in the three elements, across two stages and two definitions. This antithesis-like critique provides the grounds for a set of synthesizing recommendations to improve leadership studies, in light of practical (and often unnecessarily self-imposed) constraints. Full article

(This article belongs to the Topic Leadership and Employee Well-Being: Fostering a Healthy Work Environment)

21 pages, 1472 KB

Open AccessSystematic Review

From Safety to Sharing: A Bibliometric Mapping of Psychological Safety, Knowledge Management, and Organizational Learning

by Paula Figueiredo, Rosa Rodrigues and Ana Diogo

Adm. Sci. 2025, 15(11), 427; https://doi.org/10.3390/admsci15110427 - 31 Oct 2025

Abstract

Psychological safety (PS), knowledge management (KM), and organizational learning (OL) are increasingly recognized as critical foundations for resilient, adaptive, and innovative organizations. However, the connections among these constructs remain fragmented in the literature, making bibliometric mapping an essential step to consolidate knowledge in [...] Read more.

Psychological safety (PS), knowledge management (KM), and organizational learning (OL) are increasingly recognized as critical foundations for resilient, adaptive, and innovative organizations. However, the connections among these constructs remain fragmented in the literature, making bibliometric mapping an essential step to consolidate knowledge in this domain. This study analyzes the relationships between PS, KM, and OL, identifying thematic patterns and theoretical contributions that support the integration of these constructs into organizational cultures. Drawing from empirical literature indexed in Web of Science (WoS) (2000–2025), we applied the SPIDER framework and PRISMA methodology to identify and evaluate 103 peer-reviewed articles. Using VOSviewer (version 1.6.20) and data mining techniques, we generated bibliometric networks and thematic clusters that offer a comprehensive view of the conceptual landscape. Findings reveal that PS acts as a key enabler of knowledge sharing and OL, particularly in inclusive environments with leadership support and tolerance for error. An inductively developed conceptual model illustrates how trust-driven cultures can enhance knowledge flows and reduce dysfunctional behaviors such as knowledge hiding. By mapping these intersections, the study consolidates fragmented literature and demonstrates how PS, KM, and OL contribute to sustainable learning cultures while also highlighting promising avenues for future research on collective learning and organizational resilience. Full article

(This article belongs to the Special Issue Unleashing the Power: How Knowledge Management and Organizational Learning Drives Innovation)

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22 pages, 347 KB

Open AccessArticle

Does the Interplay Between Audit Committee Independence and Audit Quality Mitigate Tax Avoidance? Evidence from Non-Financial Firms Listed on the Amman Stock Exchange

by Hamzeh Yousef Abu Quba, Krayyem Al-Hajaya and Ahmed Eltweri

Adm. Sci. 2025, 15(11), 426; https://doi.org/10.3390/admsci15110426 - 31 Oct 2025

Abstract

Through the synergy between an independent audit committee (AC) and the high-quality external audit, the opportunities for unethical management behavior, including tax avoidance, can be significantly reduced. Independent audit committees and fair audit fees jointly strengthen governance by ensuring oversight integrity, audit quality, [...] Read more.

Through the synergy between an independent audit committee (AC) and the high-quality external audit, the opportunities for unethical management behavior, including tax avoidance, can be significantly reduced. Independent audit committees and fair audit fees jointly strengthen governance by ensuring oversight integrity, audit quality, and a reduced risk of unethical tax avoidance. Therefore, the study aimed to identify the impact of AC independence on tax avoidance practices in non-financial firms listed on the Amman Stock Exchange (ASE), considering the moderating role of the external AFs. The research used a sample consisting of 53 non-financial companies listed on the ASE from 2017 to 2023, yielding 371 firm-year observations. Regression analysis was applied to test the direct effect of AC independence on tax avoidance, as well as the interaction effect of AFs. The results show that the effect exerted by the independence of AC on tax avoidances is negative but statistically insignificant. However, when the interaction between AC independence and AFs is considered, the effect becomes statistically significant, indicating that appropriate audit fees enhance the effectiveness of AC independence in curbing tax avoidance. The study shows that audit committee independence is effective only when supported by fair audit fees, underscoring the need for balanced governance practices in emerging markets like Jordan. Full article

27 pages, 331 KB

Open AccessArticle

Transforming Adversity into Strategic Success: Management Approaches in Palestinian Higher Education

by Al-Khansaa Mostafa Diab

Adm. Sci. 2025, 15(11), 425; https://doi.org/10.3390/admsci15110425 - 31 Oct 2025

Abstract

Palestinian higher education institutions operate under extraordinary challenges due to military occupation, including movement restrictions, resource limitations, and institutional closures, requiring university leaders to develop innovative approaches to maintain academic standards. This study explores how deans in Medicine, Law, and Engineering—the first programs [...] Read more.

Palestinian higher education institutions operate under extraordinary challenges due to military occupation, including movement restrictions, resource limitations, and institutional closures, requiring university leaders to develop innovative approaches to maintain academic standards. This study explores how deans in Medicine, Law, and Engineering—the first programs established in Palestine—navigate these constraints through strategic management practices that transform them into strategic capabilities. Using semi-structured interviews, we conducted in-depth qualitative research with three program deans who possess a comprehensive understanding of their faculties’ organizational dynamics and adaptive strategies. Thematic analysis revealed several key management approaches, including the strategic adaptation of curricula to meet community needs while maintaining global standards; deliberate investment in faculty development and international collaborations; the integration of critical pedagogy that connects academic learning with social responsibility; and the successful advancement of gender equity in traditionally male-dominated fields. Deans created innovative solutions, including community-based medical training, legal clinics addressing occupation-related cases, and engineering projects focused on local infrastructure challenges. These findings demonstrate how educational leaders transform systemic constraints into opportunities for pedagogical innovation and institutional strengthening. This research contributes new theoretical insights into management practices in crisis-affected higher education, demonstrating how strategic leadership can sustain academic excellence despite severe restrictions. The insights offer valuable lessons for university administrators worldwide facing similar challenges, particularly in conflict-affected regions where educational continuity is threatened. Full article

(This article belongs to the Special Issue New Developments in Public Administration and Governance)

25 pages, 1095 KB

Open AccessArticle

Emotional Demands and Role Ambiguity Influence on Intentions to Quit: Does Trust in Management Matter?

by Ntseliseng Khumalo and Banji Rildwan Olaleye

Adm. Sci. 2025, 15(11), 424; https://doi.org/10.3390/admsci15110424 - 30 Oct 2025

Abstract

Workers’ well-being is significantly influenced by the presence of clear and firm policies. This study examines the profound impact of members’ understanding of role ambiguity (ROA) on emotional demand and the pivotal role of trust in management in influencing turnover, as outlined in [...] Read more.

Workers’ well-being is significantly influenced by the presence of clear and firm policies. This study examines the profound impact of members’ understanding of role ambiguity (ROA) on emotional demand and the pivotal role of trust in management in influencing turnover, as outlined in the job demand-resources model. The study, which purposefully selected 290 public sector employees from Lesotho, utilized a structured research instrument and analyzed the results using partial least squares structural equational modeling (PLS-SEM). The findings, in line with the hypotheses, reveal that role ambiguity significantly contributes to both emotional demands and employees’ intentions to quit. Furthermore, the results demonstrate that emotional demands act as a mediator in the relationship between ROA and intention to quit. Trust in management also plays a moderating role in the relationship between role ambiguity and intention to quit, with a negligible effect on the link between ROA and emotional demand. This interaction between work-related demands and available resources deviates from the core principles of the JD-R model. The novel concept that trusts in management can influence employees’ plans to leave, even in the face of role ambiguity, was swiftly embraced by the public service sector and government ministry managers in Lesotho. This acceptance highlights the practical applicability of the JD-R model, which suggests that workers can effectively manage demanding and unfavorable aspects of work, such as job ambiguity, by having sufficient access to valuable resources. Full article

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26 pages, 487 KB

Open AccessArticle

Types of Knowledge Transferred Within International Interfirm Alliances in the Nigerian Oil Industry and the Potential to Develop Partners’ Innovation Capacity

by Okechukwu C. Okonkwo

Adm. Sci. 2025, 15(11), 423; https://doi.org/10.3390/admsci15110423 - 30 Oct 2025

Abstract

This study focuses on exploring the nature of inter-organizational learning and the types of knowledge that are transferred/shared between foreign multinational companies (MNCs) and their local partner firms within international interfirm alliances in developing countries, particularly those operating in the Nigerian oil industry. [...] Read more.

This study focuses on exploring the nature of inter-organizational learning and the types of knowledge that are transferred/shared between foreign multinational companies (MNCs) and their local partner firms within international interfirm alliances in developing countries, particularly those operating in the Nigerian oil industry. The aim is to identify/examine the types/quality of knowledge transfer and the viability of interfirm knowledge transfer for boosting the knowledge base and innovation capacity of the alliance partner firms, particularly of the local partner firms, in such a distinctive type of international alliances. Using a qualitative case study research method, four cases of international interfirm collaborative arrangements between foreign and local companies in the Nigerian oil industry were studied. The findings of this study show that the local partner firms in the alliances were able to access and acquire mainly technological and international market knowledge through the collaborations, but not managerial knowledge. Contrary to the extant theory/literature, the foreign partner firms did not seek to acquire local market knowledge from the local firms but clearly demonstrated “knowledge transfer willingness” that facilitated the acquisition of knowledge by the local firms in the alliances. However, the technological and international market knowledge acquired by local firms were limited to mainly the explicit dimension of the knowledge. In effect, the local partners in this study mainly acquired explicit technological and international market knowledge with limited tacit knowledge. A key implication of this finding can be a reduced ability to develop innovation capacity through alliances. This paper, therefore, highlights the necessity for an increased focus on tacit knowledge acquisition by local partner firms and the importance of utilizing appropriate learning mechanisms to achieving tacit knowledge acquisition through the collaborations. Full article

(This article belongs to the Special Issue Unleashing the Power: How Knowledge Management and Organizational Learning Drives Innovation)

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22 pages, 685 KB

Open AccessArticle

Bridging Intention and Action in Sustainable University Entrepreneurship: The Role of Motivation and Institutional Support

by Teresa Dieguez and Sofia Gomes

Adm. Sci. 2025, 15(11), 422; https://doi.org/10.3390/admsci15110422 - 30 Oct 2025

Abstract

Purpose—This study explores the determinants of entrepreneurial intention (EI) among university students, analyzing entrepreneurial motivation (EM) as a mediator and perceived institutional support (PIS) as a moderator within the Theory of Planned Behavior (TPB) framework. Design/Methodology/Approach—Using Partial Least Squares Structural Equation [...] Read more.

Purpose—This study explores the determinants of entrepreneurial intention (EI) among university students, analyzing entrepreneurial motivation (EM) as a mediator and perceived institutional support (PIS) as a moderator within the Theory of Planned Behavior (TPB) framework. Design/Methodology/Approach—Using Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 128 students at the Polytechnic Institute of Cávado and Ave, Portugal, were analyzed to assess direct, indirect, and moderating effects of entrepreneurial attitudes, education, and social norms. Findings—EM significantly mediates the relationship between attitude concerning entrepreneurship (ACE), perceived social norms (PSN), entrepreneurial education (EE), and EI, reinforcing its role in bridging individual and educational influences with entrepreneurial behavior. However, PIS does not significantly moderate the EM-EI relationship, suggesting institutional support alone is insufficient to enhance motivation’s impact on EI. This challenges assumptions about institutional effectiveness and highlights the importance of entrepreneurial ecosystems, social capital, and mentorship networks as alternative enablers. Implications—The study extends TPB by incorporating mediation and moderation effects, offering a deeper understanding of personal, social, and institutional influences on EI. This study contributes by simultaneously modeling entrepreneurial motivation as mediator and perceived institutional support as moderator within a TPB framework. Such integration remains rare, particularly in Southern European higher education contexts, and our findings nuance current assumptions by revealing when institutional supports may fail to strengthen motivational pathways. The findings emphasize the need for education policies that integrate experiential learning, entrepreneurial ecosystems, and mentorship to foster entrepreneurial mindsets. Originality/Value—This research challenges the assumed role of institutional support, highlighting motivation as a key driver of EI and providing new insights into policy-driven entrepreneurship promotion in higher education. Full article

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Graphical abstract

22 pages, 1229 KB

Open AccessReview

Language as Career Capital: A Scoping Review of Human Capital Development, Employee Mobility, and HR Implications in Multilingual Organisations

by Sareen Kaur Bhar and Yong Eng Chua

Adm. Sci. 2025, 15(11), 421; https://doi.org/10.3390/admsci15110421 - 30 Oct 2025

Abstract

This scoping review examines how workplace language proficiency and corporate language policies function as dimensions of human capital, shaping employee mobility and organisational outcomes in multilingual contexts. Drawing on 12 empirical studies (2010–2025), supplemented by one influential review work used for context, the [...] Read more.

This scoping review examines how workplace language proficiency and corporate language policies function as dimensions of human capital, shaping employee mobility and organisational outcomes in multilingual contexts. Drawing on 12 empirical studies (2010–2025), supplemented by one influential review work used for context, the review integrates two analytical lenses: (1) language ceilings and walls, which capture invisible barriers to vertical and horizontal mobility, and (2) the Language Needs Analysis (LANA) framework, which categorises language demands at the individual, organisational, and operational levels. Findings indicate that language proficiency and inclusive language policies act as strategic resources that enhance employability, cross-border collaboration, and knowledge transfer. Conversely, rigid monolingual policies often reproduce inequalities and limit career progression. The review highlights the role of language-sensitive HRM in developing sustainable talent pipelines, advancing diversity and inclusion, and strengthening workforce resilience. Methodologically, this study applies PRISMA-ScR guidelines to ensure transparency and rigour, while offering a framework for future research at the intersection of human capital theory, language policy, and global HRM. By reframing communicative competence as career capital, the review underscores the need to integrate language training and policy design into broader human capital development strategies. Full article

(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)

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24 pages, 507 KB

Open AccessArticle

Evaluation of a Servant Leadership Intervention

by Michiel Frederick Coetzer, Mark Bussin and Madelyn Geldenhuys

Adm. Sci. 2025, 15(11), 420; https://doi.org/10.3390/admsci15110420 - 29 Oct 2025

Abstract

The aim of this study was to evaluate the effectiveness of a servant leadership development intervention. A one-group pre-test and post-test experimental design was applied to evaluate servant leadership behavior before and after a servant leadership intervention. A sample of 44 managers was [...] Read more.

The aim of this study was to evaluate the effectiveness of a servant leadership development intervention. A one-group pre-test and post-test experimental design was applied to evaluate servant leadership behavior before and after a servant leadership intervention. A sample of 44 managers was drawn from a construction company in South Africa. The results showed that the servant leadership intervention significantly enhanced servant leadership behavior, particularly in terms of empowerment, stewardship, and forgiveness. Managers who participated in the servant leadership intervention exhibited more servant leadership behavior after the intervention, specifically in terms of empowerment, stewardship, and forgiveness. However, humility, courage, authenticity, standing back, and accountability appeared to remain stable, with no observed changes. The findings highlighted that servant leadership competencies, such as empowerment, stewardship, and forgiveness, could be enhanced by short-term and one-time interventions, whereas servant leadership traits, such as humility, courage, authenticity, standing back, and accountability, may require more continuous and alternative intervention approaches over the long term to improve. The servant leadership intervention evaluated in this study can be used as an effective method to enhance servant leadership behavior and cultivate servant leadership cultures within organizations. In return, organizations can benefit from the favorable individual and organizational outcomes that servant leadership offers. As one of the preliminary validation studies of a servant leadership intervention, this study makes a theoretical contribution to the existing body of knowledge on servant leadership by presenting empirical evidence that servant leadership behavior can be cultivated through targeted interventions. The findings endorse the theoretical premise that servant leadership is not exclusively a trait-based theory, but that it can be fostered through experiential and organizational development initiatives. Full article

(This article belongs to the Special Issue Forging Tomorrow’s Leaders: Innovations in Organizational Leadership Development)

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21 pages, 1104 KB

Open AccessArticle

Bridging Entrepreneurial Intention and Action: How Financing Models Shape the Growth of Innovative SMEs in Widening Countries

by Ana Kitić, Mladen Radišić and Aleksandar Takači

Adm. Sci. 2025, 15(11), 419; https://doi.org/10.3390/admsci15110419 - 28 Oct 2025

Abstract

While entrepreneurship is recognized as a key driver of economic development, barriers such as financing constraints, regulation, and inefficient capital allocation continue to limit its potential, especially in Widening countries. This study examines how different financing mechanisms contribute to improving business performance in [...] Read more.

While entrepreneurship is recognized as a key driver of economic development, barriers such as financing constraints, regulation, and inefficient capital allocation continue to limit its potential, especially in Widening countries. This study examines how different financing mechanisms contribute to improving business performance in innovative companies and whether such instruments trigger business model adaptation. A quantitative survey was conducted among 81 companies, and the collected data was analyzed using correlation analyses to test predefined hypotheses. The findings indicate that financing mechanisms significantly influence business improvement, with grants and venture capital showing the strongest effects. Financing also often induces adaptations in business models, partially confirming the hypothesis that such changes enhance financial outcomes. The analysis of the Global Entrepreneurship Index (GEI) further reveals that, although higher-ranked countries tend to perform better overall, no strong correlation exists between GEI ranking and access to financing. The study contributes to the literature by emphasizing the differentiated effects of financing instruments on firm growth and by offering theoretical insights and practical implications for policymakers seeking to strengthen entrepreneurial ecosystems in emerging regions. Full article

(This article belongs to the Special Issue Moving from Entrepreneurial Intention to Behavior)

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22 pages, 3089 KB

Open AccessArticle

Destination Evaluation Attributes for Tourists in Hotel and Non-Hotel Accommodation in Spain

by Elena Sánchez-Vargas, Sergio López-Salas, Bárbara-Sofía Pasaco-González and Ana Moreno-Lobato

Adm. Sci. 2025, 15(11), 418; https://doi.org/10.3390/admsci15110418 - 27 Oct 2025

Abstract

Accommodation constitutes a key element in the competitiveness of a destination. However, there is limited information on how overnight tourists evaluate the destination according to the type of accommodation. To date, Information and Communication Technologies (ICTs) have led to an increased use of [...] Read more.

Accommodation constitutes a key element in the competitiveness of a destination. However, there is limited information on how overnight tourists evaluate the destination according to the type of accommodation. To date, Information and Communication Technologies (ICTs) have led to an increased use of online media and the generation of large datasets available for analysis. This study analyses 47,568 feedback surveys administered by Spanish accommodation establishments to tourists, provided anonymously by a tourism software company. The main objective is to understand which destination attributes predict positive results on satisfaction and recommendation, depending on the type of accommodation (hotel and non-hotel). To this end, both a descriptive analysis and an analysis using neural networks are conducted. The results reveal significant differences in the evaluation of destination elements depending on whether the accommodation is a hotel or non-hotel, with the predictive variables varying across each typology. As a key conclusion, the study highlights that adopting this perspective makes it possible to understand destination evaluation from the standpoint of overnight tourists, thereby contributing to destination-related literature. From a practical perspective, recommendations are offered to both destination managers and accommodation providers. Full article

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20 pages, 768 KB

Open AccessArticle

Sustainable Supply Chains in the Industry X.0 Era: Overcoming Integration Challenges in the UAE

by Khaoula Khlie, Aruna Pugalenthi and Ikhlef Jebbor

Adm. Sci. 2025, 15(11), 417; https://doi.org/10.3390/admsci15110417 - 27 Oct 2025

Abstract

This paper reveals profound obstacles to sustainable supply chain integration in Industry X.0 in the United Arab Emirates (UAE) by utilizing a hybrid Fuzzy Delphi-TOPSIS approach and enriching the viewpoints of 102 experts in oil/gas (45%), logistics (30%), government (15%), and academia (10%). [...] Read more.

This paper reveals profound obstacles to sustainable supply chain integration in Industry X.0 in the United Arab Emirates (UAE) by utilizing a hybrid Fuzzy Delphi-TOPSIS approach and enriching the viewpoints of 102 experts in oil/gas (45%), logistics (30%), government (15%), and academia (10%). The top obstacles are a lack of favorable leadership (Fuzzy Delphi Threshold (FDT), FDT = 0.82) and insufficiency of sustainability professionals (FDT = 0.82), with strategy prioritization training (Rank 1, Closeness Coefficient Index (cci) cci = 0.1255) and employee engagement (Rank 2, cci = 0.1499) being among the most important solutions as opposed to technological solutions. Most importantly, AI-related technologies had a low ranking of seventh place because of their lack of implementation, which proves that human capital enhancement is always prioritized before technological adaptation. The oil/gas industry values AI with respect to regulatory compliance commitments to emissions monitoring, whereas SMEs accentuate the problem of training because of the limited resources available to them, which also indicates the societal relevance of the concept of AI to social entrepreneurship and the blockchain-based transparency and access to green technologies. This study contributes (1) a decision-oriented framework bridging the traditional 2050 vision of the UAE and the realities it faces day to day, (2) empirical insights into the need for cultural principals within governance so as to prevent the so-called paperwork syndrome, and (3) a theoretical advancement that sees AI as an enhancer of human-centric methodologies. The conclusions provide policymakers with knowledge of the importance of the ability to contextualize investments in organizational culture prior to technology implementation in order to provide effective sustainability transitions. Full article

(This article belongs to the Special Issue Artificial Intelligence in Social Entrepreneurship: Transforming Impact in the Digital Era)

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18 pages, 1102 KB

Open AccessReview

The Impact of Organizational Dysfunction on Employees’ Fertility and Economic Outcomes: A Scoping Review

by Daniele Virgillito and Caterina Ledda

Adm. Sci. 2025, 15(11), 416; https://doi.org/10.3390/admsci15110416 - 27 Oct 2025

Abstract

Background/Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence [...] Read more.

Background/Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence on these relationships and their economic consequences. Methodology/Approach: A scoping review was conducted using the PCC (Population–Concept–Context) framework. Systematic searches across multiple databases identified 30 eligible studies, including quantitative, qualitative, and mixed-method designs, spanning different sectors and international contexts. Findings: Four main domains emerged: shift work and circadian disruption, organizational stress and burnout, workplace flexibility and accommodations, and fertility-related policies and organizational support. Hazardous working conditions, long hours, and psychosocial stressors were consistently associated with impaired fertility, reduced fecundability, and pregnancy complications. Conversely, flexible scheduling, fertility benefits, and supportive organizational cultures were linked to improved well-being, retention, and productivity. Originality/Value: This review integrates evidence across occupational health, organizational psychology, and labor economics, offering a comprehensive overview of workplace influences on reproductive health. It highlights gaps in equity and representation—particularly for men, LGBTQ+ employees, and workers in precarious jobs—and calls for longitudinal, interdisciplinary, and intervention-based studies to inform effective workplace policies. Full article

(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)

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21 pages, 1344 KB

Open AccessArticle

Technological Progress and Workforce Development: The New Work Organizational Processes as Challenges and Opportunities for Micro-Enterprises

by Enikő Korcsmáros, Erika Seres Huszárik, Zsuzsanna Tóth and Lilla Fehér

Adm. Sci. 2025, 15(11), 415; https://doi.org/10.3390/admsci15110415 - 26 Oct 2025

Abstract

(1) Background/Purpose: Our research focuses on stakeholders’ attitudes in the Slovak SME sector, which we assessed through a questionnaire. The ability to evolve and adapt continuously is critical for micro-enterprises in competitive markets. (2) Study Design/Methodology/Approach: The primary objective of our research is [...] Read more.

(1) Background/Purpose: Our research focuses on stakeholders’ attitudes in the Slovak SME sector, which we assessed through a questionnaire. The ability to evolve and adapt continuously is critical for micro-enterprises in competitive markets. (2) Study Design/Methodology/Approach: The primary objective of our research is to gain a comprehensive understanding of the new work organization processes in SMEs operating in a rapidly changing economic environment. Our research employed a single-sample cross-sectional sampling method, wherein respondents completed a questionnaire within a defined time frame. The primary data collection was carried out using a questionnaire containing closed questions. The research assesses the opinions of the respondents regarding the problem under study over a given period of time. The survey was conducted online. (3) Findings: 31% of the companies surveyed considered that introducing new work organization processes would make the company more adaptable to the changing economic environment. Only one-third considered involving employees in the processes the most important means to achieve this. Higher employee satisfaction is reported as a positive by 24% of companies. However, only a quarter of them believe the best way to achieve this is to involve employees in processes. For micro-enterprises, limited resources and smaller staff prioritize effective communication, and gaps can cause significant difficulties. Regarding the sample examined, among the hypotheses based on the literature background, we were only able to accept hypothesis H3 with modifications, which states that the biggest challenge for micro-companies in the industrial sector in a competitive market is understanding new technologies when improving employee skills. (4) Originality/Value: The research shows that micro-enterprises are particularly sensitive to the challenges associated with new technologies, which can be important information for designing training programs and developing support strategies for enterprises. Full article

(This article belongs to the Special Issue Entrepreneurship for Economic Growth)

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18 pages, 683 KB

Open AccessArticle

Employee Profiles of Remote Work Benefits and the Role of Leadership in a Medium-Sized Italian IT Company

by Domenico Sanseverino, Alessandra Sacchi, Valentina Dolce, Monica Molino and Chiara Ghislieri

Adm. Sci. 2025, 15(11), 414; https://doi.org/10.3390/admsci15110414 - 24 Oct 2025

Abstract

Remote working is increasingly being recognized as a practice that can advance organizational sustainability across environmental, economic and social dimensions. However, little is known about how employees perceive its benefits within small and medium-sized enterprises (SMEs), and about the role of leadership in [...] Read more.

Remote working is increasingly being recognized as a practice that can advance organizational sustainability across environmental, economic and social dimensions. However, little is known about how employees perceive its benefits within small and medium-sized enterprises (SMEs), and about the role of leadership in shaping these perceptions. This study aimed to identify distinct profiles of perceived remote working benefits and to examine how socio-demographic characteristics and leader–member exchange (LMX) predict profile membership. Data were collected through an online survey administered to 377 employees of a medium-sized Italian IT company. Measures included perceived benefits of remote working and supportive leadership, and analyses were conducted using latent class analysis (LCA) and multinomial logistic regression. Results revealed four profiles: Enthusiastic Supporters (37%), Cautious Adopters (25%), Remote Work Skeptics (22%), and Core Pragmatists (17%). Younger employees were more likely to belong to the Enthusiastic Supporters category, while supportive leadership increased the probability of being Cautious Adopters rather than Skeptics. These findings stress the importance of considering diverse employee experiences when implementing remote work policies and highlight the role of leadership in fostering positive evaluations of remote working. The study provides practical insights for SMEs aiming to align remote working practices with sustainability goals. Full article

(This article belongs to the Special Issue Effective Leadership and Management in the Sustainable Development of Small and Medium-Sized Enterprises)

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26 pages, 753 KB

Open AccessArticle

The Influence of Organizational Climate on Work Engagement: Evidence from the Greek Industrial Sector

by Evdokia Tsoni, Vera Lazanaki and Kleanthis Katsaros

Adm. Sci. 2025, 15(11), 413; https://doi.org/10.3390/admsci15110413 - 24 Oct 2025

Abstract

In today’s rapidly evolving and competitive business settings, sustaining work engagement has become a strategic imperative for organizations across sectors. Although work engagement research has traditionally emphasized individual and leadership factors, less is known about how specific dimensions of organizational climate shape work [...] Read more.

In today’s rapidly evolving and competitive business settings, sustaining work engagement has become a strategic imperative for organizations across sectors. Although work engagement research has traditionally emphasized individual and leadership factors, less is known about how specific dimensions of organizational climate shape work engagement, particularly in industrial contexts. This study examines the relationship between organizational climate and work engagement in the Greek manufacturing sector—an underexplored setting characterized by labor-intensive operations, and economic volatility. Grounded in the Job Demands–Resources (JD–R) model and using the Organizational Climate Measure (OCM), data were collected from 151 industrial employees. Findings revealed that perceptions of employee welfare, supervisory support, and integration were positively associated with work engagement, with welfare showing the strongest zero-order association. In multivariable models, no single facet independently reached significance, yet their combined contribution explained a small but meaningful share of variance in engagement. Furthermore, work engagement moderated the relationship between supervisory support and perceived integration, indicating that highly engaged employees are better able to translate support into collaborative behaviors and stronger alignment. These results highlight the strategic value of promoting supportive climates and integrating well-designed, work engagement-focused interventions within fundamental organizational practices. Full article

(This article belongs to the Special Issue HRM and Employee Performance Improvement: Strategies for Employee Development in a Constantly Changing Workplace)

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22 pages, 1263 KB

Open AccessArticle

A Cross-Disciplinary Academic Evaluation of Generative AI Models in HR, Accounting, and Economics: ChatGPT-5 vs. DeepSeek

by Najib Bou Zakhem, Malak Bou Diab and Suha Tahan

Adm. Sci. 2025, 15(11), 412; https://doi.org/10.3390/admsci15110412 - 24 Oct 2025

Abstract

As generative AI is being further integrated into academic and professional contexts, there is a demonstrable need to determine the performance of generative AI within specific, applied domains. This research compares the performances of ChatGPT-5 and DeepSeek on tasks in the domains of [...] Read more.

As generative AI is being further integrated into academic and professional contexts, there is a demonstrable need to determine the performance of generative AI within specific, applied domains. This research compares the performances of ChatGPT-5 and DeepSeek on tasks in the domains of accounting, economics, and human resources. The models were provided two prompts per domain, and outputs were evaluated by academics across five criteria: accuracy, clarity, conciseness, systematic reasoning, and indicators of potential bias. The inter-rater reliability was reported using Cohen’s Kappa. From the findings, both models display differences in performance. ChatGPT-5 outperformed DeepSeek in accounting and human resources, while DeepSeek outperformed ChatGPT-5 on epistemic economics tasks. Since results have shown that ChatGPT-5 outperformed DeepSeek in two out of three domains, the research recommends a reliability-based framework to compare generative AI outputs within business disciplines and offers practical suggestions on when and how to use the models within academic and professional contexts. Full article

(This article belongs to the Special Issue The Era of Technology: Impacts and Implications of Digital and Artificial Intelligence Transformation on Organizations)

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