Search Results (855)

The purpose of the article is to present the processes of social control in relation to energy management, including the energy transition, and the processes of forming the normotype of civilization as an important activity that is part of social control. The basis of consideration is sociocybernetics as knowledge that allows a unified methodological approach to the study of many areas of the functioning of society. The present article assumes that the processes of controlling energy access and distribution are linked to the formation of cognitive norms, which is an essential aspect of social control, facilitating changes in the structure and functions of the globalizing society. To clarify assumptions about the systemic nature of society and control processes, the article presents the foundation of the cybernetic theory, in which democratic society is treated as an independent organized system, and various types of deformation of the democratic system which close the system, as externally controlled systems, dependent on the organizer. The actions of an organizer who is economically strong and systemically independent enough to shape the social structure according to the adopted model of action are crucial for considering the shape of the global society. The economic interests and power of influence of the beneficiaries of the global system are part of the variants of the global structure identified by Roland Robertson that refer to the affirmation of common goals or the instrumental treatment of the social structure for the realization of individual goals. The public mood resulting from the processes described is illustrated by the results of five surveys conducted by the Institut Public de Sondage d’Opinion Secteur (IPSOS) in dozens of countries around the world. The conclusions drawn from the considerations treated of can contribute to a broad discussion about the direction of social processes in a globalizing society. Full article

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 paper examines how organizations and regions integrate digital transformation with environmental sustainability (“twin transition”). Based on 43 semi-structured expert interviews across 27 countries, we identify five empirically grounded insights. First, adoption is propelled by competitive pressure, external shocks, and rising regulatory and stakeholder demands. Second, success depends on internal capabilities—clear leadership vision and workforce skills—together with supportive regional innovation ecosystems. Third, deliberate technological synergies—especially digital twins for lifecycle optimization, Artificial Intelligence (AI)/analytics and Internet of Things (IoT) for monitoring, and blockchain for traceability—enable measurable gains in resource efficiency and environmental performance. Fourth, integration strengthens eco-innovation capacity, resilience to disruption, competitive positioning, and regional innovation dynamics. Fifth, persistent barriers remain; organizational silos, key performance indicators (KPIs) misalignment, rebound effects from digital infrastructures, and uneven regional capabilities. By linking enabling conditions, integration mechanisms, and barriers, the study advances theory and offers actionable guidance for managers and policymakers on realizing the twin transition, using descriptive counts to indicate salience within a purposive expert sample rather than to draw statistical inferences. Full article

Despite growing attention to sustainability in the global tourism industry, empirical evidence explaining how internal organizational capabilities translate into superior environmental performance remains scarce—particularly in emerging markets. This study investigates the performance effects of green dynamic capabilities (GDC) in driving environmental performance in the hotel industry, with a particular focus on the mediating effect of eco-innovation (ECI) and the moderating effect of environmental management accounting (EMA). Although environmental sustainability in tourism has become a global imperative, limited empirical evidence exists on how internal capabilities and accounting practices jointly enhance hotels’ green performance—particularly within emerging economies such as Türkiye. Drawing on dynamic capabilities theory and resource orchestration perspectives, this study addresses this research gap by analyzing survey data collected from 108 managers of Green Key-certified hotels in Türkiye. The developed research framework was tested through Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4. The results reveal that GDCs positively influence environmental performance, and this relationship is significantly mediated by ECI. Moreover, EMA strengthens the positive effect of GDCs on ECI, highlighting its role as an enabling internal infrastructure. These findings suggest that the realization of sustainability outcomes depends not only on the presence of capabilities but also on how these are embedded within innovation processes and internal organizing systems. The study contributes to sustainability and management literature by offering a context-specific understanding of the capability–infrastructure–performance nexus and providing actionable insights for hotel managers in emerging tourism markets. Full article

Self-regulation is widely theorized as a foundation for early mathematics achievement, yet little is known about how specific forms of teacher scaffolding advance this process in preschool classroom contexts. Drawing on sociocultural and self-regulation theories, this study conceptualizes scaffolding as a mechanism through which teachers support children’s attention, working memory, and behavioral regulation during mathematics instruction. We extend theory by distinguishing three domains of scaffolding—Instructional Strategies, Management Organization, and Warmth Responsivity—and examining how each uniquely relates to children’s math outcomes. Participants were 416 preschoolers (M age = 59.7 months) and 18 head teachers in Santiago, Chile. Teachers’ scaffolding behaviors were video recorded and coded at the beginning and end of the school year, and children’s math achievement was assessed with the Woodcock-Muñoz III. Multilevel models controlling for prior achievement, age, income, and gender revealed that Management Organization was positively associated with math achievement, while Warmth Responsivity was negatively associated, and Instructional Strategies showed no significant effect. These findings refine theoretical models by showing that organizational scaffolding plays a particularly important role in supporting math learning, whereas warmth responsivity may function as compensatory scaffolding in response to children’s difficulties. The study advances understanding of how the quality and type of scaffolding shape the developmental pathway from self-regulation to mathematics achievement. Full article

The purpose of this study is to examine project performance through the sequential mediation of value co-creation and stakeholder satisfaction, as well as the moderate mediation of stakeholder management in construction companies. The data were collected from project-based organizations using a non-probabilistic, convenience sampling technique. The data were analyzed using structural equation modeling in Smart PLS V. 4. The results suggest that there is a positive and significant association between agile leadership and project performance. Value co-creation and stakeholder satisfaction both separately and sequentially mediate the association between agile leadership and project performance. It was also revealed that stakeholder management moderates this mediation, such that the relationship between agile leadership and project performance is stronger when stakeholder management is high. The implications for theoretical body of knowledge and practices are aligned with stakeholder theory. Full article

This research examines how leader–member exchange ambivalence (LMXA) affects employee emotional exhaustion. It investigates the mediating role of workplace sense of control and the moderating effects of interactional justice. Based on Fairness Heuristic Theory, this research proposes that high organizational justice amplifies rather than buffers LMXA’s detrimental effects due to violated fairness expectations. Data from 511 Chinese employees were collected through a two-phase survey and analyzed using moderated mediation analysis. Results show that LMXA positively relates to emotional exhaustion through reduced workplace sense of control, and interactional justice strengthens this indirect effect. The negative impact of LMXA on workplace sense of control increases when justice levels are high, consequently increasing emotional exhaustion. These findings reveal a paradoxical effect of organizational justice, challenging assumptions about its universally positive function. This research contributes by demonstrating that fair organizational systems could backfire when combined with inconsistent leadership. The findings provide insights into how employees manage relational uncertainty and highlight the importance of leadership consistency in organizations. Full article

Background: Digital transformation is reshaping public organizations worldwide, yet in low-resource contexts, its success is constrained by weak infrastructure and governance. In India, programs such as the Ayushman Bharat Digital Mission and the Aspirational Districts Programme rely on meso-level officers who act as key managerial intermediaries, but their organizational challenges remain understudied. Aim: This study examines sub-district health and nutrition officers’ experiences, organizational barriers, and adaptive strategies in implementing digital reforms. Methods: Eight in-depth interviews were conducted with Medical Officers in Charge (MOICs) and Child Development Project Officers (CDPOs) across urban, semi-urban, rural, and flood-prone blocks of Muzaffarpur, Bihar. Data were transcribed, translated, and thematically analyzed using Braun and Clarke’s approach, informed by organizational and technology adoption theories. Results: Officers valued digital tools for transparency and real-time monitoring but faced systemic barriers, including hardware decay, poor connectivity, fragmented platforms, and limited fiscal autonomy. Despite these, they displayed managerial agency through informal infrastructures such as WhatsApp, peer mentoring, and parallel records. COVID-19 accelerated digital use while widening inequities. Conclusions: Meso-level officers are critical enablers of organizational resilience. Their experiences highlight how leadership, governance, and adaptive management shape digital transformation in resource-constrained settings. Full article

To ensure adequate skill development, but also competitive advantage as a software engineering organization, initiatives in cybersecurity training is one of several important investment decisions to make for management. This study builds upon three case organizations in Sweden and Greece, where managers’ and software developers’ perceptions on trialability and observability effects are analyzed, grounded in the theory of innovation diffusion. Using interviews and a developer-centric survey, both quantitative and qualitative data are collected, and used in combination to support the development of a pre-investment framework for management. The analysis includes thematic analysis, cosine similarity comparison, and, to some extent, sentiment polarity scoring. A pre-investment framework consisting of a process of seven concrete steps is proposed, based on the empirical findings in the study. Full article

Value alignment between employees and organizations is a salient concern in sustainable human resource management (sHRM). Previous research has mainly treated person–organization (P–O) fit as a static condition assessed at entry, while little is known about its processual nature across the employee lifecycle or about how assessments relate to organizational responses to misfit. Addressing this gap, the present study examines how organizations operationalize value alignment across stages, methods, and remedial responses using original multidimensional indices. A cross-sectional survey of 104 HR managers in Poland was conducted, introducing the Fit Stage Score (assessment points across the lifecycle), the Fit Method Score (breadth of diagnostic tools), and the Misfit Response Score (remedial actions applied when misfit occurs). Results show that foreign-owned firms rely on more diverse diagnostic methods, sectoral variation appears only in the number of assessment stages, and neither executive gender nor ownership form has systematic effects. The strongest finding is the robust association between broader assessments and broader remedial measures, confirming the existence of an integrated “assessment–response bundle.” The study advances theory by providing empirical evidence for a dynamic, multidimensional view of P–O fit. Practically, it highlights that organizations can strengthen alignment by expanding assessment methods and coupling them with concrete remedial strategies such as training, mentoring, or internal mobility. Full article

Cultural organizations have traditionally been viewed as resistant to change, often bound by legacy structures, public dependency, and non-commercial missions. However, recent advances in digital technologies—ranging from AI and VR to IoT and big data—are reshaping the operational and strategic landscape of these institutions. Despite this shift, academic literature has yet to comprehensively map how technological innovation transforms cultural organizations into practice. This paper addresses this gap by introducing the concept of the Cultural Organizational System (COS)—a holistic framework that captures the multi-component structure of cultural entities, including space, tools, performance, management, and networks. Using a PRISMA-based scoping review methodology, we analyze over 90 sources to identify the types, functions, and strategic roles of technological innovations across COS components. The findings reveal a taxonomy of innovation use cases, a mapping to Oslo innovation categories, and a quadrant model of enablers and barriers unique to the cultural sector. By offering an integrated view of digital transformation in cultural settings, this study advances innovation theory and provides practical guidance for cultural leaders and policymakers seeking to balance mission-driven goals with sustainability and modernization imperatives. Full article

Using the “Policy Pressure-Innovation Alignment-Performance Transformation” theory, this paper looks at how ESG ratings, green innovation, and corporate dual-organizational performance are linked. This study uses a multi-period Difference-in-Differences (DID) model in conjunction with a conditional mediation effect model to examine how ESG ratings causally influence substantive green innovation, which in turn improves corporate financial and environmental performance. Regression results show that corporate ESG ratings have a big effect on the performance of both organizations. ESG ratings have a bigger effect on financial performance, while ESG scores have a bigger effect on environmental performance. Looking at the sub-dimensions shows that policy ratings have immediate effects on environmental performance and delayed effects on financial performance. The conclusion that the internalization response of corporate environmental costs is timely, while the market revaluation has a delayed transmission effect, holds true after being tested through parallel trend analysis and synthetic DID testing. More research shows that differences in ESG ratings hurt financial performance but help environmental performance. This means that differences in ESG ratings may lead to more real green innovation activities, which have a direct effect on the environment and, in the end, lead to bigger improvements in environmental performance. The moderating effect test shows that being aware of the environment makes substantive green innovation more focused on quality by making people feel responsible for their actions. Also, environmental management leads to more corporate green patents, which has resource displacement effects and makes green patent innovations less effective. Heterogeneity analysis shows that state-owned businesses use their institutional advantages to improve the “quality-quantity” of substantive green innovation, which helps their corporate green development performance. Declining businesses push for green innovation to fix problems that are already there, but mature businesses don’t like ESG rating policies because they are stuck in their ways, which stops them from making real progress in green innovation. This paper ends with micro-level evidence and theoretical support to solve the “greenwashing” problem of ESG and come up with “harmonious coexistence” policy combinations that work for businesses. Full article

Background: Despite significant technological advances, many logistics organizations in emerging markets struggle to realize the transformative potential of artificial intelligence, with reported success rates below 65% and limited theoretical understanding of the organizational capabilities. This study develops and proposes an integrated theoretical framework examining how knowledge process capabilities and dynamic capabilities interact to enable successful artificial intelligence adoption in logistics organizations within emerging market contexts. Methods: Through comprehensive literature review and theoretical synthesis, we propose a hybrid capability framework that integrates knowledge-based view perspectives with dynamic capabilities theory. Results: Theoretical analysis suggests that knowledge combination capabilities may be the strongest predictor of artificial intelligence implementation success, while dynamic reconfiguring capabilities could mediate the relationship between artificial intelligence adoption and performance outcomes. The proposed framework indicates that organizations with hybrid capability architecture may achieve superior implementation success compared to traditional approaches. Environmental uncertainty is theorized to strengthen the knowledge process capabilities—artificial intelligence adoption relationship. Conclusions: The framework suggests that successful artificial intelligence integration requires simultaneous development of knowledge-based and adaptive capabilities rather than sequential capability building. The hybrid capability framework provides theoretical guidance for managers in emerging markets, while highlighting the critical role of environmental context in shaping transformation strategies. Full article

This study investigates the influence of technostress (Tech) on the well-being (WB) of employees in manufacturing sectors employing Industry 4.0 in Turkey, examining the effect of work exhaustion (WE) as a mediator in the association between technostress and well-being. How digital leadership (Dg) moderates these relationships is analyzed and discussed accordingly. This article also presents strategies for digital leaders to mitigate employees’ technostress in the digital transformation era and discusses their positive role. Using the Job Demands–Resources (JD-R) framework and Conservation of Resources (COR) theory, data were gathered from 329 workers employed at three manufacturing firms located in Istanbul. Structural equation modeling (SEM) was employed to test this study’s hypothesis. The results indicate that increased technostress notably reduces employee well-being, primarily because it heightens work exhaustion. Moreover, robust digital leadership effectively lessens these negative impacts, underscoring its value in managing technological stress. This research explains the importance of the Sustainable Development Goal (SDG 3) for better health and well-being practices in workplaces. It suggests practical implications for organizations, including developing digital leadership skills, routinely assessing technostress, and applying targeted actions to sustain employee health during digital shifts. Full article

In increasingly turbulent environments, organizations must go beyond generic robustness and develop Requisite Resilience, the capacity to align internal variety with environmental variety to sustain core functions during crises. This study situates Requisite Resilience within organizational theory and strategic management, assessing how major theories of the firm contribute to its development. The analysis groups these perspectives into foundational/diagnostic theories, which clarify environmental, structural and institutional constraints and correspond to passive resilience frameworks, and enabling/capability-building theories, which emphasize managerial agency, resource orchestration and adaptive learning, corresponding to active resilience frameworks. Findings indicate that while foundational perspectives offer essential diagnostics, they are insufficient on their own to foster Requisite Resilience. A composite configuration provides the strongest fit: co-evolutionary views offer an integrative backbone, dynamic capabilities and organizational learning enhance sensing, seizing and acting, and resource dependence theory informs the design of permeable boundaries. Full article