Search Results (178)

Person–Environment Fit Theory explains organizational match in beliefs and values influences employee satisfaction and motivation in the workplace. Automated systems [e.g., artificial intelligence (AI)] and advanced technology have been integrated into business operations to compete in the digital era. However, how employee technology orientation and individual differences influence workplace preferences is underexplored. This study advances how organizations can strategically attract talent aligned with their technological infrastructure and work design. Parallel mediation path analysis was conducted on a surveyed U.S. convenience sample (SPSS PROCESS Model 4; N = 912). Technology adaptability was positively associated with preference for a job role highlighting working with automated systems relative to emphasizing supportive coworkers. Technology adaptability related to a greater need to belong and job satisfaction (as parallel mediators) and thereby less preference for a role working with automated systems (i.e., preference for a supportive coworkers job ad). The findings reveal that job ads promoting automated systems do not unilaterally attract tech-adaptive employees. Belonging needs and job satisfaction can function as psychological factors that redirect tech-savvy workers towards socially enriched roles. Proactively advertising social belonging and job satisfaction cues alongside advanced technology use could more comprehensively appeal to tech-adaptive job seekers. This can signal a better value congruence between an organization and these job seekers. Full article

The use of the Internet of Things (IoT) and wearable devices to enhance construction safety has recently attracted growing attention from the construction research community. In this paper, a system-level Structural Equation Model (SEM) is proposed to examine the relationships among perceived Safety System Value (SSV), Organizational Readiness (OR), and Adoption Barriers (AB). A survey of 567 construction professionals in Saudi Arabia was used to collect the data, which was analyzed using covariance-based SEM with Robust Maximum Likelihood (MLR) estimation. SSV was found to act as a perceptual antecedent of OR (β = 0.719). OR, in turn, was found to strongly affect AB (β = 0.712). The direct effect of SSV on AB was statistically significant (β = 0.191). Furthermore, the mediation analysis showed that approximately 73% of the total effect of SSV on AB is transmitted through OR (indirect β = 0.512, total β = 0.703). The model explained 51.6% of the variance in OR and 73.9% of the variance in AB. Data were collected through a structured questionnaire survey of 567 construction professionals in Saudi Arabia. This research contributes to the broader field of systems research by presenting a framework for the adoption of safety-related construction technologies as a systems phenomenon. The research has practical implications for building readiness-driven approaches for the effective integration of safety technologies in safety-critical construction environments. Full article

This study examines trade-offs between organizational culture, measured by the Competing Values Framework, and high financial compensation among Romanian Generation Z (n = 584). Using a quantitative cross-sectional design and scenario-based choice experiments, binary logistic regression models assessed how culture preferences and demographics predict employer choice. Results show that preferences for Clan culture most consistently increased the likelihood of selecting a culturally defined employer over high-salary alternatives (odds ratios 1.08–1.15), particularly through mentoring and employee development. Notably, Hierarchy culture preferences also significantly influenced decisions, indicating that this generation values both support and structured predictability. Employment status strongly moderated these trade-offs, with employed respondents significantly more likely to prioritize cultural attributes (odds ratios 2.07–2.47). Findings indicate that Generation Z makes nuanced, context-sensitive trade-offs, challenging one-dimensional assumptions about their motivations. These findings provide context-specific insights into Romanian Generation Z employer choice and offer practical implications for employer branding and talent attraction strategies. Full article

To address the limited evidence base and lack of replicable methods for age-specific design in corridor-based informal learning spaces (ILSs) in resource-constrained primary schools, this study examines age-related spatial needs through a low-cost mixed-methods approach grounded in environment–behavior research and developmental psychology. Drawing on data from three primary schools in Lüliang, Shanxi, it constructs a three-stage evidence chain integrating preference data, behavioral mapping, and context validation. The findings show that lower-grade children (6–9 years) responded more strongly to salient cues and immediate feedback, with dynamic play and environmental interaction as prominent behavioral patterns. Upper-grade children (10–12 years), by contrast, were more often observed in low-interference settings with organizational support and more often engaged in group collaboration. Of the 113 recorded conflict events, 74.3% clustered in behavioral hotspots, indicating a strong spatial correspondence between conflict events and high-density activity areas, and pointing to structural mismatches among spatial attraction, capacity, and circulation. This study develops a low-cost spatial diagnosis and optimization framework for resource-constrained school environments. Within this framework, Minimum Viable Conditions (MVCs) define baseline usable conditions, the Bottleneck-Prone Node (BPN) identifies risk-prone corridor nodes, and the Cross-School Stability Index (CSI) supports cross-school stability assessment and intervention prioritization. Full article

Sino–U.S. trade friction (SUTF) has imposed significant shocks on economic systems and firm operations, attracting growing scholarly attention. This study investigates the impact of SUTF on corporate innovation quality and its underlying mechanism. Using the U.S. Section 301 investigation as a quasi-natural experiment, we adopt a difference-in-differences (DID) research design. The results indicate that SUTF significantly enhances corporate innovation quality, and this positive effect is partially mediated by the adoption of artificial intelligence (AI)—a general-purpose technology that reshapes traditional organizational and management systems. Moreover, the innovation-enhancing effect of SUTF is more pronounced among firms with a higher proportion of executives with IT experience and those with stronger corporate governance. These findings contribute to the literature on the economic consequences of SUTF by revealing AI adoption as a novel mechanism. This study also offers practical insights for firms navigating an era of heightened trade tensions and can inform policies aimed at fostering high-quality innovation. Full article

This study examines the relationship between individuals’ perceptions of corporate social responsibility (CSR) and their job-seeking intentions, with a particular focus on the mediating role of personal values and attitudes toward social responsibility. The research was conducted in Romania’s south-west region between June and September 2025, using a stratified sample of 453 respondents. Data were analyzed using SMART-PLS 3.0 through structural equation modeling. The results indicate a positive association between perceived CSR and job-seeking intention, with personal values and attitudes toward CSR significantly mediating this relationship. The findings suggest that participants in this study who perceive organizations as socially responsible also report higher levels of organizational attractiveness, particularly when there is alignment between personal and organizational values. At the same time, the results highlight that consistent CSR practices are associated with stronger perceptions of employer attractiveness. Overall, the study suggests that CSR is closely linked to employment-related attitudes and intentions, supporting the view that alignment between individual values and organizational ethical principles represents an important dimension of contemporary human resource strategies. Full article

Innovation is the core driving force behind high-quality development. This study uses a sample of Chinese A-share non-financial listed companies from 2011 to 2024. It empirically examines the impact of digital–green synergy on corporate innovation resilience. We find that digital–green synergy (DG) significantly enhances firm innovation resilience. The baseline regression coefficient is 0.031 (p < 0.01). This conclusion remains robust after addressing endogeneity and conducting various robustness checks. Mechanism tests show that digital–green synergy enhances innovation resilience by improving firms’ absorptive capacity, attracting capital market attention, and cultivating both resource and organizational synergy. Heterogeneity analyses reveal that the impact of this dual transformation depends on firms’ specific characteristics and their internal and external environments. This research provides micro-level evidence on the value-creation mechanisms of dual transformation synergy. The findings offer significant insights for supporting corporate innovation systems in navigating uncertainty and achieving high-quality, sustainable development. Full article

This study examines Millennial business students’ expectations of organizational career systems (OCS) to inform the design of work environments that attract and retain Millennial employees. It explores preferred OCS features, the role of personal value orientations (PVO), and potential cross-national differences. Data were collected through a cross-national survey of 284 business students in Canada and Germany. Variance analyses and group comparisons were used to assess differences in OCS expectations, and ordinary least squares regression examined the influence of PVO on preferences for four OCS features: internal recruitment, recognition of group contributions, formal promotion processes, and tenure-based advancement. The results show that Millennial business students favor OCS that emphasize recognition of group contributions and transparent, formal procedures, while placing less importance on internal recruitment and tenure-based advancement. PVO significantly predict these preferences: self-transcendence values are positively associated with preferences for formal procedures, whereas conservation values relate positively to tenure-based advancement. Canadian respondents exhibit slightly stronger preferences for formal procedures, group recognition, and tenure than German respondents, although overall cross-national differences remain modest. The study’s reliance on a convenience sample and self-reported data limits generalizability, highlighting the need for more diverse samples and qualitative approaches. By linking career system expectations to underlying personal values rather than generational labels, this study provides theoretical insight and practical guidance for designing fair and transparent OCS aligned with the career expectations of Millennial respondents. Full article

Background/Objectives: The increasing volume of laboratory testing and the tightening of quality standards have rendered automation tasks in medical laboratories highly relevant. Conventional total laboratory automation (TLA) systems demonstrate high throughput; however, their economic and organizational efficiency is often constrained by their complex integration and substantial implementation costs. In this context, collaborative robots (cobots) are attracting increasing attention due to their ability to perform pre-analytical and logistical tasks in close association with laboratory personnel. The objective of the present study was the systematic integration of commercially available cobots into the pre-analytical workflow of a large centralized laboratory. Methods: The implemented system incorporated a set of specialized modules, including decapping, barcode orientation and verification, analyzer loading, aliquoting, and specimen sorting, with bidirectional integration into the Laboratory Information System (LIS). The architectural design, control algorithms, and primary effects on labor input and operational turnaround time were evaluated. Results: The results demonstrated that the implementation of cobots into laboratory processes led to an 87% reduction in labor input, a 3.4% improvement in liquid aliquoting accuracy, and an overall improvement in nominal throughput, while requiring minimal personnel training. However, human operators performed the aliquoting procedure significantly faster than cobots, with an average speed advantage of 42.5%. Conclusions: The use of collaborative robotic systems in centralized medical laboratories appears promising due to their operational efficiency and flexibility compared to conventional automation platforms and manual workflows. The effect of the use of cobots on the quality/accuracy of the tests needs to be evaluated, and perhaps a larger study of multiple laboratories needs to be conducted to confirm the results are generalizable. Full article

Background: The purpose of this article is to identify the expectations of Generation Z representatives regarding organizational changes and directions of innovation supporting sustainable development of enterprises, considering social and environmental aspects of working conditions. Methods: The study was conducted in the form of an online survey from 2024–2025. The research sample included 310 people selected using a purposive sampling method, with inclusion criteria covering membership of Generation Z (people born after 1995). In the research questionnaire, “organizational innovations” were operationalized through flexible work arrangements, process digitalization, new models of team collaboration, the development of digital competencies, and solutions supporting work–life balance. “Sustainable development” was conceptualized across three dimensions: social (well-being, inclusivity, CSR), organizational (development opportunities, employment stability), and environmental (ecological responsibility). The Mann–Whitney U test and the Kruskal–Wallis test were used to analyze intergroup differences. Results: Descriptive results (mean scores) indicate that respondents rated flexible work arrangements, opportunities for professional development, and effective team collaboration as the most crucial factors supporting sustainable organizational development. The Mann–Whitney U test showed that women rated the importance of well-being (p = 0.003), work–life balance (p = 0.001), diversity and inclusivity (p = 0.012), and corporate social responsibility (p = 0.008) significantly higher than men. Educational and professional status differentiated the assessment of employment stability (Kruskal–Wallis test, p = 0.021). Although social and environmental aspects are recognized, for the younger generation, the most crucial factors remain direct working conditions and development opportunities that foster innovation. Conclusions: The results of the study may be useful for employers (entrepreneurs and HR managers) in shaping modern HR strategies. This applies to the design of attractive working conditions in the realities of the digital economy. The research fills a gap in understanding the values that young people appreciate in terms of ensuring high-quality working conditions. Full article

Sustainable human resource management (HRM) has attracted growing attention as a new paradigm for enhancing organizational resilience. However, prior studies mainly examined the effects of individual practices, offering a limited explanation of how organizational resilience emerges as an integrated mechanism. To address this theoretical gap, we conceptualize sustainable HRM as an integral talent management process in which multiple practices operate interdependently and investigate the configurational mechanisms through which organizational resilience is generated in Japanese firms and discuss these from the perspective of socioformation. Based on six analytical dimensions derived from a tertiary literature review, we conducted a crisp-set qualitative comparative analysis (csQCA) using securities report data from 36 listed Japanese companies. The results revealed that organizational resilience is not achieved through a single best practice, but rather points to a new form of integrated human resource management aimed at sustainable value creation. From a socioformation perspective, employees are viewed not merely as productive inputs but as agents capable of continuous development through sustained investment in human potential. From this perspective, sustainable social development cannot be reduced to well-being or inclusion indicators alone but also encompasses ethical, collaborative, territorial, and interdisciplinary dimensions of transformation. The findings clarify the theoretical role of integral talent management in sustainable value creation and provide practical implications for human-centred management. Full article

Although previous studies have examined factors influencing organizational appeal, how AI-adoption signals influence prospective applicants remains unclear. Building on signaling theory, this study explores whether, when, and how organizations’ AI-adoption signals enhance their attractiveness to potential applicants. Two experiments were conducted to test the hypothesized model. Study 1 (N = 145) employed a scenario-based design to compare organizational attractiveness between AI-adoption signal and no-signal conditions, confirming that AI-adoption signals are significantly positively associated with organizational attractiveness. Study 2 (N = 240) recruited active job seekers and validated a moderated mediation model: perceived innovation ability mediates the positive association between AI-adoption signals and organizational attractiveness, especially among job seekers with high AI self-efficacy. By conceptualizing AI adoption as an organizational signal, this research extends signaling theory to the context of technology-infused recruitment and offers practical insights for designing more effective recruitment strategies in the digital era. Full article

As artificial intelligence (AI) systems are increasingly adopted in recruitment practices, applicants’ responses to AI-mediated interviews have become an important issue for organizations. Understanding how applicants interpret these systems is relevant for organizational attractiveness and employer branding. Drawing on social exchange theory and signaling theory, this study examines the role of AI interview explainability in shaping applicants’ evaluations of organizations. It proposes that explainability influences organizational attractiveness through two parallel mechanisms: perceived organizational support and perceived innovativeness. Survey data were collected from 196 job applicants with experience in AI-based interviews. The results show that higher perceived explainability of AI interviews is associated with stronger perceptions of organizational support and organizational innovativeness. Both perceptions are positively related to organizational attractiveness. These findings support a dual-mediation model and suggest that explainable AI interview systems communicate both supportive intentions and technological capability to applicants. By focusing on applicants’ perceptions, this study contributes to the growing literature on AI use in human resource management. It highlights the importance of explainable system design in shaping early applicant reactions. The findings also provide practical implications for organizations seeking to implement AI-based recruitment tools that are transparent, credible, and attractive to potential applicants. Full article

The present article examines the pioneering case of blockchain adoption in local government by the City of Lugano and discusses how Distributed Ledger Technology (DLT) may support institutional innovation beyond pilot experimentation. The Swiss municipality of Lugano has developed an integrated strategy that combines permissioned blockchain infrastructure (SwissLedger), a municipal payment token (LVGA), digital literacy and payment innovation initiatives (Plan ₿), and the issuance of fully digital municipal bonds. By adopting a case study methodology, the analysis draws on quantitative indicators of platform usage, operational data, and a sentiment analysis of media coverage to document technological developments and socio-economic patterns correlated with the initiative. SwissLedger has been adopted as an infrastructural experiment for secure document notarization, public administration digital services, open-finance interoperability with optional compliance tools, and sector-specific applications. Furthermore, the Plan ₿ initiative emerges as a communication catalyst, generating international visibility and positive sentiment, alongside descriptive statistics consistent with local economic activity. Lugano’s digital bond issuances also attracted attention to the potential of how DLT could support settlement processes and transparency in public finance. Overall, the evidence gathered suggests that DLT adoption in local government is not merely a technological upgrade, but rather part of a broader organizational transformation process. The case findings also outline a set of potentially transferable elements for municipalities seeking to align innovation with public value creation. Full article

As organizations strive to balance environmental stewardship with economic competitiveness, understanding the performance implications of Green Innovation (GI) has become increasingly important. Although the nexus between Green Product Innovation (GPI), Green Process Innovation (GPrI), and organizational outcomes has attracted sustained scholarly attention, empirical evidence remains inconclusive. To reconcile these inconsistencies and delineate boundary conditions, this study synthesizes data from 48 empirical investigations (2012–2025) via a random-effects meta-analysis with the Hartung–Knapp adjustment and trim-and-fill procedures to strengthen statistical inference. Results reveal significant small-to-moderate positive associations between GI and environmental (r = 0.172), financial (r = 0.191), and innovation performance (r = 0.143). Notably, moderator analyses demonstrate a synergy premium, where Integrated GI measures significantly outperform isolated GPI or GPrI approaches (r = 0.353). Substantial heterogeneity exists (I² = 91.2%), which is significantly moderated by innovation type, industry pollution intensity, geographic region, and research design. Our findings reinforce the Natural-Resource-Based View (NRBV) and the Dynamic Capabilities framework, highlighting that strategic returns depend on asset orchestration and contextual factors. We conclude that firms should adopt a holistic approach, integrating both product and process innovations to enhance competitive advantage in an incremental and context-contingent manner, while interpreting innovation-performance results cautiously given the limited evidence base. Full article