Search Results (632)

This study develops a systemic framework to conceptualize digital organizational resilience in micro, small, and medium-sized enterprises (MSMEs) as an emergent property of entangled socio-technical systems. Building on theories of distributed cognition, sociomateriality, and resilience engineering, this paper argues that resilience does not reside in isolated elements—such as leadership, technologies, or procedures—but in their dynamic interplay. Four interdependent dimensions—human, technological, organizational, and institutional—are identified as constitutive of resilience capacities. The research design is conceptual and exploratory in nature. Two theory-driven conceptual statements are formulated: first, that natural language mediation in human–machine interaction enhances coordination and adaptability; and second, that distributed cognition and prototyping practices strengthen collective problem-solving and adaptive capacity. These conceptual statements are not statistically tested but serve as conceptual anchors for the model and as guiding directions for future empirical studies. Empirical illustrations from Ecuadorian MSMEs ground the framework in practice. The evidence highlights three insights: (1) structural fragility, as micro and small firms dominate the economy but face high mortality and financial vulnerability; (2) uneven digitalization, with limited adoption of BPM, ERP, and AI due to skill and resource constraints; and (3) disproportionate gains from modest interventions, such as optimization models or collaborative prototyping. This study contributes to organizational theory by positioning MSMEs as socio-technical ecosystems, providing a conceptual foundation for future empirical validation. Full article

Action bias, the cognitive tendency to favor action over inaction regardless of its necessity, has been extensively studied across domains such as behavioral economics, organizational behavior, and policy development. However, its manifestation in educational contexts remains critically underexplored. In the digital age, with an abundance of both factual and misleading information, the persistence of action bias within education jeopardizes the cultivation of initial critical thinking capable of addressing multifaceted global challenges. The analysis indicates how institutional norms may foster a performative academic identity that conflates speed and compliance with intellectual competence. Through workshops conducted with university students ranging from undergraduate to PhD levels, participants were tasked with solving a practical yet ambiguous problem to highlight potential cognitive differences across educational stages. Despite prior training in critical thinking, participants consistently defaulted to immediate ideation, bypassing fundamental inquiries into the problem’s legitimacy or broader implications. Using a sensemaking approach, this study demonstrates that reflexive actions are not interpreted as merely cognitive shortcuts but behaviors shaped by educational systems prioritizing visible outputs over critical inquiry. The findings reveal how institutional norms foster a performative academic identity, conflating speed and compliance with intellectual competence. This research challenges traditional pedagogical models, advocating for educational reforms that emphasize assessing the process of learning. By situating action bias within the broader framework of active learning, this study offers actionable insights for educators, policy makers and researchers to foster critical innovative thinking, essential in an increasingly digital future. 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

(1) Background: Pharmacist interventions are key to optimizing medication therapy and improving patient outcomes. The CLEO multidimensional tool assesses the clinical, economic, and organizational impact of these interventions, though its use in Portuguese hospital settings is limited. This study explored the predicted impact of pharmacist interventions in the Oncology Department of a Portuguese hospital, using CLEO to quantify their potential contribution to patient care and healthcare system efficiency;(2) Methods: A retrospective observational study was conducted at the hospital’s Oncology Outpatient Pharmacy between April and December 2024. Data from 144 pharmacist interventions were analyzed, focusing on drug-related problems, corrective actions, and CLEO scores. Descriptive statistics were used for data analysis; (3) Results: The most frequent drug-related problems were incorrect administration frequency (57.6%), drug interactions (22.2%), and incorrect dosing (10.4%). Nearly half of the interventions (47.2%) resulted in prescription corrections. CLEO analysis demonstrated a predicted positive clinical impact (80% of interventions scored 1C–3C), potential economic benefits (40.3% scored 1E), and organizational improvements (79.9% scored 1O), especially in lung, breast, and colorectal cancer treatments; (4) Conclusions: Pharmacist interventions were predicted to be associated with improvements in clinical, economic, and organizational outcomes in oncology care. These findings suggest that systematic documentation and evaluation of interventions using CLEO may enhance patient safety and healthcare efficiency, although further multicenter and prospective studies are needed to confirm these observations. Full article

Personnel selection represents a two-sided matching problem in which firms compete for qualified candidates by designing job-offer packages. While traditional models assume fully rational agents, real-world decision-makers often face bounded rationality due to limited information and cognitive constraints. This study develops a matching framework that incorporates bounded rationality through the Quantal Response Equilibrium, where firms and candidates act as probabilistic rather than perfect optimizers under uncertainty. Using Maximum Likelihood Estimation and organizational hiring data, we validate that both sides display bounded rational behavior and that rationality increases as the selection process advances. Building on these findings, we propose a two-stage stochastic optimization approach to determine optimal job-offer packages that balance organizational policies with candidate competencies. The optimization problem is solved using particle swarm optimization, which efficiently explores the solution space under uncertainty. Data analysis reveals that only 23.10% of low-level hiring decisions align with rational choice predictions, compared to 64.32% for high-level positions. In our case study, bounded rationality increases package costs by 26%, while modular compensation packages can reduce costs by up to 25%. These findings highlight the cost implications of bounded rationality, the advantages of flexible offers, and the systematic behavioral differences across job levels. The framework provides theoretical contributions to matching under bounded rationality and offers practical insights to help organizations refine their personnel selection strategies and attract suitable candidates more effectively. Full article

The integration of STEAM education is widely recognized as a pathway to foster creativity, problem-solving, and collaboration, yet its implementation remains fragmented due to systemic and organizational barriers. This study examines educators’ perspectives on STEAM by focusing on three key questions: their attitudes toward STEAM, the challenges and needs they report, and how these vary by professional development experience, disciplinary background, and teaching experience. Drawing on a large-scale survey of in-service educators, the analysis shows that teachers hold strongly positive attitudes across dimensions of application, higher-order thinking, motivation, and collaboration. However, these attitudes are accompanied by substantial needs, particularly in curriculum guidance, instructional time, resource availability, and assessment frameworks. Professional development was found to strengthen educators’ enthusiasm but did not reduce broader systemic challenges, while disciplinary background and years of experience shaped specific needs and perceptions. The findings highlight that teacher motivation is a necessary but insufficient condition for meaningful STEAM implementation. Addressing the gap between vision and practice requires a multi-level approach that integrates competence-based professional development with structural reforms in curriculum, leadership, and institutional culture. Full article

This study addresses the challenge of promoting sustainable organizational change in educational settings by focusing on the early identification of systemic contradictions within a kindergarten prior to a Change Laboratory intervention. Grounded in cultural historical activity theory, the research aims to develop and test an interview-based approach for surfacing discursive manifestations of contradictions among diverse staff members. Semi-structured interviews were conducted with teachers, special teachers, janitors, and cooks and analyzed using the framework of Engeström and Sannino to identify and categorize the types of contradictions present. Results reveal a range of discursive manifestations, particularly dilemmas (5), conflicts (56), and critical conflicts (18), especially among teachers and special teachers, highlighting two secondary contradictions between different elements of the activity system. The first contradiction relates to the instruments and the object, while the other is between the rules and the object. By reconstructing these contradictions and representing them graphically, the study provides a foundation for the Change Laboratory, enabling participants to engage more effectively with the most pressing issues. The findings suggest that this preparatory analysis not only supports the facilitation of collective problem-solving but also enhances the sustainability of organizational change by addressing root causes and fostering shared ownership among staff. Full article

In the global work culture of the 21st century, the image of female leaders is marginal. The stereotypical opinion links the terms leaders and managers to the male gender and predetermined gendered characteristics typical to men. The aim of this study is to redefine certain perspectives through empirical research based on previous literature regarding gender stereotypes in leadership and challenges facing female leaders. This paper looks at the main issues that concern female leaders throughout their careers and even after reaching a higher position and discusses the differences between male and female workers on the top levels of the organizational hierarchy. The research was conducted in the Western Transdanubia region of Hungary. The research was based on eight semi-structured interviews with mid- and senior managers, which were analyzed through thematic analysis to identify patterns and challenges. As an exploratory qualitative study with a region-specific sample, the findings provide valuable insights but should be interpreted cautiously as they cannot be extrapolated to a comparable situation. The findings of the study indicate that gender gaps in the corporate world can be attributed to the presence of stereotypes resulting from gender roles embedded in patriarchal societies, gender-based discrimination in the labor market. As the results suggest, these non-quantifiable problems are of great importance in terms of the position of women in the labor market and society. Full article

Burnout is a critical problem among healthcare professionals worldwide, but nationally representative data on psychosocial factors associated with burnout are lacking for Latvia’s hospital system. This study investigated twofold aims: first, it examined the association between job-related demands, psychosocial resources, and burnout in a representative sample of Latvian hospital staff; and second, it tested whether specific resources buffer or amplify the impact of excessive workload. A cross-sectional survey was conducted among 4756 healthcare workers across 30 inpatient institutions in Latvia. Participants completed the Copenhagen Psychosocial Questionnaire III and the Burnout Assessment Tool; regression and moderation analyses were used. Burnout was positively associated with longer working hours, multiple job-holding, and psychosocial demands such as emotional strain, time pressure, and work–life conflict. Several resources, including support from colleagues, supervisor support, recognition, sense of belonging, supervisor evaluation, and especially resources for quality work, were associated with lower burnout and weakened the relationship between workload and burnout. In contrast, high autonomy, meaning at work, organizational justice, and role conflict amplified this association. These findings suggest that in resource-constrained healthcare systems, some job resources may be associated with increased risk of burnout. Effective interventions should address both structural and relational factors to mitigate burnout among healthcare workers. Full article

This study examines how performance measurement frameworks, including the Balanced Scorecard (BSC), Key Performance Indicators (KPIs), Strategic Performance Management (SPM), Monitoring and Evaluation (M&E), and the European Public Sector Award (EPSA), have been discussed and applied in public education. The research problem addressed is the challenge of understanding the impact and integration of these frameworks in educational management. To address this problem, we conducted a bibliometric analysis of 2626 academic publications from 2020 to 2025 (WOS), mapping the literature quantitatively and qualitatively. Three major themes emerged from a network of keyword co-occurrences: (1) performance measurement frameworks and methods, (2) technical/engineering performance indicators, and (3) strategic management and organizational performance in education. The findings indicate that the successful implementation of performance measurements in education requires the selection of relevant and balanced indicators and the promotion of an organizational culture of continuous improvement. These insights highlight prevailing trends (such as the prominence of the BSC and the widespread use of KPIs) and provide lessons from international practice to guide decision-makers to improve education. Highlighting the link between the theoretical definition of indicators and their practical application provides policymakers and educational managers with an overview of research in the field of performance management in public education. Full article

As vision and mission statements embody the directions set forth by an organization, their connection to the Sustainable Development Goals (SDGs) must be made explicit to guide overall decision-making in taking strides toward the sustainability agenda. The semantic alignment of these strategic statements with the SDGs is investigated in a previous study, although several limitations need further exploration. Thus, this study aims to advance two contributions: (1) utilizing the capabilities of LLMs (Large Language Models) in text semantic analysis and (2) integrating fuzziness into the problem domain by using a novel intuitionistic fuzzy set extension of the PROBID (Preference Ranking On the Basis of Ideal-average Distance) method. First, a systematic approach evaluates the semantic alignment of organizational strategic statements with the SDGs by leveraging the use of LLMs in semantic similarity and relatedness tasks. Second, viewing it as a multi-criteria decision-making (MCDM) problem and recognizing the limitations of LLMs, the evaluations are represented as intuitionistic fuzzy sets (IFSs), which prompted the development of an IF extension of the PROBID method. The proposed IF-PROBID method was then deployed to evaluate the 47 top Philippine corporations. Utilizing ChatGPT 3.5, 7990 prompts with repetitions generated the membership, non-membership, and hesitance scores for each evaluation. Also, we developed a cohort-dependent SDG–vision–mission matrix that categorizes corporations into four distinct classifications. Findings suggest that “highly-aligned” corporations belong to the private and technology sectors, with some in the industrial and real estate sectors. Meanwhile, “weakly-aligned” corporations come from the manufacturing and private sectors. In addition, case-specific insights are presented in this work. The comparative analysis yields a high agreement between the results and those generated by other IF-MCDM extensions. This paper is the first to demonstrate two methodological advances: (1) the integration of LLMs in MCDM problems and (2) the development of the IF-PROBID method that handles the resulting inherently imprecise evaluations. Full article

Problem-based learning (PBL) has been recognized for enhancing student motivation and key competencies. However, its integration with emerging topics such as ESG (Environmental, Social, and Governance) in general education remains underexplored. This study implemented a PBL-based instructional design in a general education course titled “Organizational Greenhouse Gas Inventory and Net-Zero Transition,” integrating practical tasks and ESG case studies to enhance students’ sustainability literacy and core competencies. Pre- and post-course assessments were conducted using the University Career and Competency Assessment Network (UCAN) questionnaire, analyzed through paired sample t tests and Wilcoxon signed rank tests. Results showed significant improvements in the innovation and communication aspects, with upward trends observed in other domains. Students also demonstrated strong engagement and learning motivation through tasks such as carbon footprint estimation, data integration, and field-based assessments. The findings support the feasibility of embedding ESG and PBL frameworks in general education. Future course iterations will consider differentiated instructional design and the incorporation of qualitative methods to accommodate diverse student backgrounds and enhance learning outcomes, contributing to the advancement of sustainability education in higher education. Full article

This study examines how employees’ psychological capital relates to workplace stress and mobbing (also known as workplace bullying) across three European countries. Stress has become an increasingly dominant issue globally since the second half of the 20th century, moving from clinical contexts into public awareness. It is now recognized as a significant health risk factor, particularly in work environments. While positive forms of stress (eustress) can enhance performance, chronic workplace stress is linked to serious mental and physical health problems. This study investigates the relationship between psychological capital (PsyCap), workplace stress, and mobbing among employees in Germany, Austria, and Hungary. Based on a cross-sectional survey (N = 89), the research applied validated instruments (PCQ, PSS-10, COPSOQ II) to measure PsyCap, perceived workplace stress, and experiences of mobbing. Results show a high average PsyCap level (M = 4.64, SD = 0.70) and a moderate perceived workplace stress level (M = 2.73, SD = 0.62) across the sample. A strong negative correlation was identified between PsyCap and workplace stress (r = −0.573, p < 0.001), while a moderate positive correlation was found between workplace stress and mobbing experiences (r = 0.323, p = 0.002). Although PsyCap moderated stress levels, it did not significantly moderate the relationship between mobbing and perceived stress. These findings emphasize the role of PsyCap in reducing workplace stress and underline the necessity of organizational interventions in promoting psychological resilience and mobbing prevention. The results also indicate a need to further examine the causal relationship between mobbing, stress, and PsyCap. Full article

Intelligence is a central topic in computing and philosophy, yet its origins and biological roots remain poorly understood. The framework proposed in this paper approaches intelligence as the complexification of agency across multiple levels of organization—from active matter to symbolic and social systems. Agents gradually acquire the capacity to detect differences, regulate themselves, and sustain identity within dynamic environments. Grounded in autopoiesis, cognition is reframed as a recursive, embodied process sustaining life through self-construction. Intelligence evolves as a problem-solving capacity of increasing organizational complexity: from physical self-organization to collective and reflexive capabilities. The model integrates systems theory, cybernetics, enactivism, and computational approaches into a unified info-computational perspective. Full article

The decrease in employee performance that occurs during organizational change is one of the main problems that this study attempts to address. This phenomenon, which is known as resistance to change, has been directly linked to the failure or abandonment of change initiatives when performance drops to critical levels. This study proposes an innovative approach to organizational change management based on a model that integrates real-time performance monitoring and employee reassignment to tasks. This approach contributes to improving overall system performance and stabilizing costs by achieving a reduction in resistance to change through staff training and dynamic reallocation of human resources. The method utilizes Evolutionary Dynamic Multi-Objective Optimization with the aim of both maximizing performance and minimizing costs. It incorporates the performance of employees in each task and the associated costs, enabling continuous adjustment of task assignments in accordance with temporal variability in the factors that affect the success of organizational change. Experimental simulations show that the proposed method leads to a considerable enhancement in overall system performance, cost stabilization, and a significant reduction in the risk of change abandonment. More specifically, the proposed method demonstrates an improvement in total performance from 55% to over 200% in comparison to three reference methods. Furthermore, it achieves faster recovery and a lower performance drop, especially in critical stages, providing optimized decision-making during the change process and leading to the new desired and improved state being achieved in a time that is up to 27% shorter, consequently reducing the risk of abandonment. The proposed method operates as both an optimization tool and a real-time decision support system. The continuous analysis of employee performance and cost provides actionable indications of the current state of change, allowing for timely detection and intervention. Full article