Search Results (69)

The transition toward a sustainable bioeconomy and the integration of environmental, social, and governance (ESG) principles into finance have increased the demand for green skills in the financial sector. However, the literature remains fragmented, as green skills are often discussed through related constructs such as ESG competencies, sustainability knowledge, green human capital, green training, or green HRM outcomes. This study systematizes existing research and develops a finance-specific framework explaining what green skills in finance are, how they are formed, and how they support sustainable practice and bioeconomy-oriented capital allocation. A systematic literature review was conducted in accordance with PRISMA 2020 guidelines through searches in Scopus, Web of Science, and Google Scholar. After applying predefined inclusion and exclusion criteria, 47 articles were included. The findings show that green skills in finance are multidimensional and include environmental and sustainability knowledge, digital and analytical skills, behavioral and value-oriented skills, and managerial, strategic, and creative capabilities. Their formation is shaped by education and professional training, green HRM practices, and institutional and regulatory mechanisms. Overall, green skills function as human, organizational, and institutional capacities that support ESG credibility, climate-risk assessment, sustainability disclosure, responsible capital allocation, and anti-greenwashing practices in the transition toward a sustainable bioeconomy. Full article

The increasing use of large language models (LLMs) in enterprises creates a need for routing mechanisms that select models according to both technical performance and organizational preferences. This article proposes a multicriteria decision-support framework for enterprise LLM routing that combines AHP-based criterion weighting with SAW-based prompt-level model selection. The framework evaluates prompts according to criteria related to required accuracy, business risk, reasoning depth, cost sensitivity, response-time sensitivity, standardization, and creativity. The empirical evaluation was conducted on 500 heterogeneous business prompts, using GPT-5-nano as the prompt-scoring router, GPT-4o-mini as the cheaper response model, and GPT-5 as the stronger response model. Costs were calculated from actual input and output token counts, including routing overhead. Response sufficiency was assessed using a structured LLM-as-a-judge protocol with three evaluator profiles. The proposed SAW routing variant with confidence margin and risk veto achieved a sufficiency rate of 94.4%, compared with 94.6% for the always-strong strategy and 86.8% for the always-cheap strategy. Relative to always-strong routing, it reduced total cost by 37.4%, with only a 0.2 percentage-point decrease in sufficiency. The framework was also compared with keyword-risk, token-threshold, TF-IDF centroid, logistic-regression, multiplicative-SAW, and TOPSIS baselines. The results indicate that an interpretable multicriteria router can achieve near-strong-model response sufficiency at substantially lower cost while preserving auditability and alignment with enterprise decision criteria. Full article

Artificial intelligence (AI) has become a central driver of transformation in innovation management, reshaping how organizations design strategies, develop offerings, and generate knowledge. This study examines how innovation management has evolved from the pre-ChatGPT era—characterized by analytics, automation, and decision support—to the post-ChatGPT period, marked by the widespread adoption of generative AI (GenAI) and human–AI collaboration. Using a structured literature review of Scopus-indexed studies published between 2020 and 2025, the paper identifies the following six dominant thematic dimensions of AI-enabled innovation management: strategic and business model innovation, product and service innovation, sustainability-oriented innovation, organizational agility and capabilities, human-centric innovation, and knowledge, learning, and research. The findings reveal a conceptual shift from efficiency-driven applications toward more creative, strategic, and collaborative uses of AI, with generative models acting as co-creators rather than mere analytical tools. The study contributes by synthesizing the fragmented literature into an integrative framework that captures this transition and by highlighting emerging research gaps, particularly in sustainability and human-centered innovation. Practical implications for managers and policymakers are discussed. Full article

Sustainable regional development requires understanding how entrepreneurship and unemployment co-evolve. This study investigates this relationship across Türkiye’s 26 Nomenclature of Territorial Units for Statistics 2 regions over the 2007–2024 period, testing the Schumpeter (pull) and Refugee (push) effects with controls for regional economic and financial determinants. Using the Dynamic Common Correlated Effects estimator, which accounts for cross-sectional dependence and slope heterogeneity across regions, the analysis provides evidence supporting both effects, while revealing that neither effect emerges instantaneously. The Schumpeter effect operates with an approximately one-year lag, reflecting the time new ventures require to complete organizational formation and generate net labor demand, with a creative destruction dynamic appearing from the second year onward. The Refugee effect materializes within one to two years, as unemployed individuals exhaust formal job search alternatives before turning to necessity entrepreneurship. Critically, the findings identify banking sector intermediation efficiency, rather than aggregate credit volume, as a more consistent financial channel for sustainable labor market outcomes, and document a pattern consistent with jobless growth, in which regional output expansion has not systematically translated into unemployment reduction. These results call for employment- and entrepreneurship-linked policy instruments that are timed to the lag structure of both effects and targeted at transforming necessity-driven activities into sustainable, high-value-added structures, rather than merely incentivizing firm entry. Aligning regional financial intermediation with employment creation can foster long-term socio-economic sustainability and promote sustainable regional development. Full article

Intense technological advancements and market liberalization have intensified competition in the telecommunication industry, challenging established operators to innovate continuously. This study investigates how transformational leadership drives creativity and innovation and, consequently, organizational performance, focusing on its four dimensions: inspirational motivation, idealized influence, individualized consideration, and intellectual stimulation. Data were collected from 314 executives and analyzed using partial least squares structural equation modeling (PLS-SEM). Results indicate that inspirational motivation, individualized consideration, and intellectual stimulation significantly enhance creativity and innovation, whereas idealized influence shows no direct effect. Creativity and innovation further mediate the relationships of inspirational motivation and individualized consideration with organizational performance, highlighting their critical role in translating leadership behaviors into tangible performance outcomes. The findings advance theoretical understanding by clarifying the pathways through which transformational leadership fosters innovation and creative engagement. Practically, the study provides actionable insights for organizational leaders to cultivate a culture of creativity and innovation to sustain competitive advantage, and informs policymakers and regulators in supporting organizational performance and sectoral development. Full article

Artificial intelligence (AI) is reshaping how learning environments are designed and experienced, offering new possibilities for personalization, creativity, and immersive engagement. This systematic review synthesizes 43 empirical studies (Scopus, Web of Science) to examine the training needs and practices of primary and secondary education teachers for effective AI integration and overall professional development (PD). Following PRISMA guidelines, the review gathers teachers’ needs and practices related to AI integration, identifying key themes including training practices, teachers’ perceptions and attitudes, ongoing PD programs, multi-level support, AI literacy, and ethical and responsible use. The findings show that technical training alone is not sufficient, and that successful integration of AI requires a combination of pedagogical knowledge, positive attitudes, organizational support, and continuous training. Based on empirical data, a four-level, process-oriented PD framework is proposed, which bridges research with educational practice and offers practical guidance for the design of AI training interventions. Limitations and future research are discussed. Full article

Large language models (LLMs) and other foundation models are rapidly being woven into enterprise analytics workflows, where they assist with data exploration, forecasting, decision support, and automation. These systems can feel like powerful new teammates: creative, scalable, and tireless. Yet they also introduce distinctive risks related to opacity, brittleness, bias, and misalignment with organizational goals. Existing work on AI ethics, alignment, and governance provides valuable principles and technical safeguards, but enterprises still lack practical frameworks that connect these ideas to the specific metrics, controls, and workflows by which analytics teams design, deploy, and monitor LLM-powered systems. This paper proposes a conceptual governance framework for enterprise AI and analytics that is explicitly centered on LLMs embedded in analytics pipelines. The framework adopts a three-layered perspective—model and data alignment, system and workflow alignment, and ecosystem and governance alignment—that links technical properties of models to enterprise analytics practices, performance indicators, and oversight mechanisms. In practical terms, the framework shows how model and workflow choices translate into concrete metrics and inform real deployment, monitoring, and scaling decisions for LLM-powered analytics. We also illustrate how this framework can guide the design of controls for metrics, monitoring, human-in-the-loop structures, and incident response in LLM-driven analytics. The paper concludes with implications for analytics leaders and governance teams seeking to operationalize responsible, scalable use of LLMs in enterprise settings. Full article

Although communication quality is widely recognized as a catalyst for workplace innovation, existing research seldom integrates communication quality, trust in leadership, and organizational commitment within a single explanatory framework, particularly in team-based enterprises operating in emerging economies. This study examines how communication quality fosters employee innovation through the sequential mediating roles of trust in leadership and organizational commitment, emphasizing its contribution to sustainable enterprise performance. Rooted in Social Exchange Theory (SET), the study illustrates how transparent, reciprocal, and supportive communication enhances relational trust, strengthens employees’ emotional attachment to their organizations, and creates a climate conducive to creativity and collaborative problem-solving. A quantitative design was employed using data from employees engaged in innovation-driven projects within medium- and large-sized software firms in Turkey’s ICT sector. A total of 339 valid responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings demonstrate that communication quality directly promotes employee innovation and indirectly strengthens innovation through trust in leadership and organizational commitment as sequential mediators. Additionally, organizational commitment amplifies the influence of communication quality on innovation, indicating that committed employees more effectively translate constructive communication into innovative behaviors. These results underscore the strategic importance of communicative clarity, relational leadership, and commitment-building practices in shaping resilient, innovation-oriented teams. The study advances SET by identifying trust and commitment as key relational mechanisms through which communication quality drives innovation, offering theoretical enrichment and practical guidance for sustainable human resource management and team-based organizational development. Full article

Dynamic technological changes and the variability of market requirements pose significant challenges for modern manufacturing companies in the effective development and implementation of new technological solutions. The aim of the research was to develop an integrated approach covering all key stages of implementation—from formulating technological solutions, through selecting and evaluating variants, to preparing and managing production processes—under the conditions of a medium-sized manufacturing company specializing in the batch production of steel constructions. The analysis was based on an interdisciplinary approach, combining methods of creative design of new technological solutions, including Blue Ocean Strategy, value proposition design, and QFD methodology, with analytical approaches that include multi-criteria evaluation of solution variants, technical preparation of production, as well as the organization and management of production processes in modified organizational conditions. This approach enabled a comprehensive assessment of the developed solutions, taking into account both their operational potential and practical feasibility in realistic implementation conditions, through the use of case studies and simulations to validate the results. The results of the research indicate that integrating methods for creating new solutions with analytical assessment and simulation tools leads to a more precise and data-driven approach to process design, enabling better decision-making based on thorough analysis and predictive modeling. Furthermore, this approach allows for a significant reduction in the risk of implementation failure through early identification of potential problems. The conclusion of the study confirms that a comprehensive and interdisciplinary approach to the implementation of new technologies ensures better alignment with customer demands, reduces production downtime, and enhances product optimization and resource utilization, which are critical factors in building a sustainable competitive advantage for manufacturing companies. The proposed approach enables more deliberate design and organization of manufacturing processes, supporting their flexible adaptation to changing market and technological conditions. Full article

The banking sector faces increasing pressure to balance financial performance with sustainability goals amid ongoing digital transformation, regulatory reform, and societal expectations for ethical responsibility. Entrepreneurial leadership has emerged as a pivotal approach for addressing these challenges; however, the behavioral and contextual mechanisms through which it shapes sustainability remain insufficiently understood. Drawing on Social Learning Theory (SLT), this study investigates how and when entrepreneurial leadership enhances sustainable bank performance through the mediating role of employee creativity and the moderating influence of an innovation-oriented climate. A two-wave multi-source survey was conducted among 459 employees and managers from Turkish banks, and the hypothesized model was tested using structural equation modeling to ensure robust empirical validation. The results indicate that entrepreneurial leadership significantly fosters employee creativity, which serves as a critical behavioral mechanism linking leadership behaviors to sustainability-oriented outcomes. Moreover, an innovation-oriented climate strengthens both the direct effect of entrepreneurial leadership on creativity and its indirect effect on sustainable bank performance, emphasizing the contextual importance of supportive organizational environments. Theoretically, this study extends the leadership and sustainability literature by illustrating how learning and behavioral modeling processes translate leadership vision into sustainable performance. Practically, it offers actionable guidance for bank executives to develop innovation-oriented climates, empower employees’ creative engagement, and design incentive systems that align leadership behavior with sustainability imperatives, thereby enhancing resilience and long-term competitiveness. Full article

Public sector organizations increasingly face demands for innovation. However, the hierarchical and rule-bound nature of bureaucracy can hinder employees’ ability to engage in creative and change-oriented behavior. This study investigates how organizational identification—a psychological sense of oneness with the organization—is associated with innovative work behavior among South Korean public officials and how this relationship is moderated by charismatic leadership. Grounded in social identity theory and leadership literature, we argue that employees with strong organizational identification are more likely to exhibit innovative work behavior, particularly when supported by leaders who articulate an inspiring vision and embody core public values. Using data from the 2024 Comparative Survey on Perceptions of Public and Private Sector Employees (N = 1012), hierarchical regression analyses reveal that both organizational identification and charismatic leadership significantly promote innovative work behavior. Furthermore, charismatic leadership enhances the positive effect of identification on innovative work behavior. These findings contribute to behavioral public administration research by clarifying how employee identity and leadership style interact to foster innovation, even within rigid procedural environments. Full article

This study investigates the impact of employee well-being, work flexibility, and innovative work behavior on job performance among full-time and gig workers in digital businesses. A comparative analysis was conducted to examine potential differences between the two groups. A structured questionnaire was administered to 201 full-time employees in digital business system development and 199 gig workers from the IT Support Thailand group on Facebook using convenience sampling. The data were analyzed using multiple group structural equation modeling (MG-SEM) via partial least squares (PLS). The findings reveal that work flexibility boosts innovative work behavior, with gig workers showing greater adaptability than full-time employees. Innovative work behavior is positively linked to job performance, underscoring creativity’s role in organizational success. However, employee well-being and work flexibility did not demonstrate a significant direct effect on job performance. This study employed a sample of full-time and gig workers in Thai digital businesses, which may limit the generalizability of our findings to other industries or sectors. To enhance external validity, future research is recommended, including comparative studies across diverse employment forms and industries. Moreover, the adoption of a mixed-methods approach is encouraged to provide a more comprehensive understanding and broaden the scope of inquiry across multiple national contexts. Our findings underscore the need for policies that promote flexibility, well-being, and innovation to boost job performance. Digital business managers should foster adaptability, creativity, and support for both full-time and gig workers. An inclusive, balanced work environment can enhance performance, innovation, and satisfaction, helping organizations stay competitive in fast-changing markets. This study contributes to digital business research by examining the interplay between employee well-being, work flexibility, and innovative work behavior in determining job performance across different employment types. Full article

Resource bricolage, centered on breaking through resource constraints, emphasizes providing innovation momentum for new ventures by creatively reorganizing existing resources at hand. Existing studies have confirmed that resource bricolage exerts an impact on corporate innovation, yet explorations into this approach’s mechanism of action remain insufficient. Based on resource bricolage theory and organizational ambidexterity theory, this study constructs a theoretical framework of “resource bricolage–ambidextrous learning–micro-innovation”. Using 319 new ventures as samples, hierarchical regression analysis is adopted to empirically test the mediating effect of ambidextrous learning and the moderating effects of government support and customer participation. The results show that resource bricolage has a significant positive impact on micro-innovation, with ambidextrous learning playing a partial mediating role. The research conclusions indicate that under resource-constrained contexts, new ventures can activate idle resources and improve resource efficiency through resource bricolage, thereby reducing reliance on new resource inputs. Under this method, new ventures can also rely on ambidextrous learning to accumulate knowledge and capabilities, laying the foundation for the continuous improvement of micro-innovation and further leverage government support to stabilize resource supply and absorb customer participation to align with market demand. This mechanism ultimately enables the achievement of micro-innovation while enhancing its sustainability. This study enriches resource bricolage theory by unpacking the “resource–learning–innovation” mechanism and provides practical guidance for new ventures to leverage resource bricolage and external support for micro-innovation under resource constraints, which is of reference value for sustainable entrepreneurial practices. Full article

Employee turnover remains a critical challenge for organizations, prompting an examination of how leadership approaches influence employees’ intentions to leave. This study investigates the impact of transformational leadership on turnover intention, focusing on emotional exhaustion and creativity as potential mediators. The study employs a quantitative design grounded in leadership and organizational psychology theory and surveys 182 professionals working in the information technology sector across Bosnia and Herzegovina, Croatia, Serbia, and Montenegro. Structural equation modeling reveals that transformational leadership reduces turnover intention by alleviating emotional exhaustion, highlighting the importance of psychological well-being in employee retention. While transformational leadership enhances employee creativity, creativity did not significantly mediate turnover intention in this context. These findings suggest that strategies that foster engagement and reduce burnout in knowledge-intensive industries can strengthen organizational commitment and improve retention. This study contributes to the understanding of behavioral mechanisms linking leadership to employee outcomes and offers actionable insights for modern organizations aiming to address turnover through supportive, empowering leadership practices. Additional mediators and contextual variables should be explored in further research. Full article

Employee creativity is essential for navigating digital disruption and maintaining organizational competitiveness; however, the mechanisms through which digital leadership fosters creativity remain underexplored. This study investigates the psychological and social processes through which digital leadership influences workplace creativity. Grounded in social cognitive and social exchange theories, the proposed model incorporates innovation self-efficacy and knowledge sharing as mediators and technology readiness as a moderator. Data were collected using a three-wave, time-lagged, multi-source survey design from 234 matched respondents, including employees and supervisors, across 20 business units in seven regional branches of a large Chinese organization undergoing digital transformation. The findings indicate that digital leadership significantly enhances employee creativity through the partial mediation of both innovation self-efficacy and knowledge sharing. Notably, the indirect effect through knowledge sharing was stronger, underscoring the critical role of collaborative processes in driving creativity. Furthermore, technology readiness positively moderates the effects of digital leadership on both mediators and amplifies the indirect effects on creativity. These findings provide valuable insights into how organizations can leverage digital leadership more effectively by aligning leadership strategies with employees’ psychological readiness and fostering a digitally supportive work environment. Full article