IC and welfare in the fifth stage of Intellectual Capital. Insights from the topic of sustainability

The thesis merges the topic of Intellectual Capital (IC) with some themes of welfare, more in details sustainability and its sub-theme female entrepreneurship. The \u201cFifth Stage of Intellectual Capital\u201d is a recent research trend that sees the concept of \u201cvalue\u201d go beyond the boundaries of the firm to pursue \u201cthe greater good\u201d for the stakeholders and the community. In this perspective, Financial, Environmental, and Social Sustainability and welfare are the key topics. The purpose of the first research (papers 1 and 2) is to investigate the relationship between IC and sustainability using practitioners\u2019 perspectives and by developing an analysis of comments and practices published in 1,651 blog posts in one of the leading online sources of sustainability research. A total of 1,651 posts, with more than 1.5 million words, published by experts are analyzed using Leximancer and content analysis. The results reveal IC and sustainability to be complex topics under active discussion by practitioners, and several links to the IC literature are compared. The findings focus on the managerial practices applied by leading companies, that show IC and sustainability influence each other in answering a plurality of demands. The research identifies the need to study the managerial practices proposed by practitioners, rather than their company reports. The research recommends developing a trading zone for IC researchers and practitioners. It reflects on the role of new communication tools to connect IC and sustainability. The research concludes that the relationship between IC and sustainability could benefit from the fifth stage of IC research that considers the justifications of the worth of IC and sustainability practices. Practitioners require scholars to reduce the ambiguity between IC and its expected results. This would open the door to a potentially productive way of understanding IC and the complexity of economic, social, and environmental value. Researchers should change their research questions from, \u201cWhat is IC worth to investors, customers, society, and the environment?\u201d to \u201cIs managing IC a worthwhile endeavor?\u201d The second research (paper 3) concentrates on one topic, female entrepreneurship as a social sustainability issue. For several decades support for women\u2019s entrepreneurship has been present on the political agenda internationally. The arguments vary, ranging from economic growth and new jobs to human resource utilization to justice and equality. Gender equality is a right recognized and promoted by the United Nations. The 2030 Agenda for Sustainable Development adopted by world leaders in 2015 embody a roadmap for progress that is sustainable and leaves no one behind. Achieving gender equality and women\u2019s empowerment is integral to each of the 17 goals, ensuring the rights of women to get justice and inclusion, economies that work for all, and sustaining shared environment. Entrepreneurship is seen as a vital asset for the economic growth, and public entities should foster it by dedicating specific mentoring programs and funding. Women entrepreneurship is seen as a relevant asset too. Female entrepreneurs are more devoted to the welfare, equity, and care more about sustainable development. The study employs a mixed method approach by collecting data from a Regional program which took place in Friuli Venezia Giulia, Italy, during the years 2011-2012. The idea is to investigate the differences between men and women in terms of experience and complexity of the initiative and to understand the issues that prevent women to open their own business. Using a single case study approach, we investigated the role of relational capital,a vital element of the contemporary economy, and a critical asset for female startups. The purpose of the study is to contribute to the debate regarding issues affecting the opening of new companies as well as the link between relational capital and female enterprises.The thesis merges the topic of Intellectual Capital (IC) with some themes of welfare, more in details sustainability and its sub-theme female entrepreneurship. The \u201cFifth Stage of Intellectual Capital\u201d is a recent research trend that sees the concept of \u201cvalue\u201d go beyond the boundaries of the firm to pursue \u201cthe greater good\u201d for the stakeholders and the community. In this perspective, Financial, Environmental, and Social Sustainability and welfare are the key topics. The purpose of the first research (papers 1 and 2) is to investigate the relationship between IC and sustainability using practitioners\u2019 perspectives and by developing an analysis of comments and practices published in 1,651 blog posts in one of the leading online sources of sustainability research. A total of 1,651 posts, with more than 1.5 million words, published by experts are analyzed using Leximancer and content analysis. The results reveal IC and sustainability to be complex topics under active discussion by practitioners, and several links to the IC literature are compared. The findings focus on the managerial practices applied by leading companies, that show IC and sustainability influence each other in answering a plurality of demands. The research identifies the need to study the managerial practices proposed by practitioners, rather than their company reports. The research recommends developing a trading zone for IC researchers and practitioners. It reflects on the role of new communication tools to connect IC and sustainability. The research concludes that the relationship between IC and sustainability could benefit from the fifth stage of IC research that considers the justifications of the worth of IC and sustainability practices. Practitioners require scholars to reduce the ambiguity between IC and its expected results. This would open the door to a potentially productive way of understanding IC and the complexity of economic, social, and environmental value. Researchers should change their research questions from, \u201cWhat is IC worth to investors, customers, society, and the environment?\u201d to \u201cIs managing IC a worthwhile endeavor?\u201d The second research (paper 3) concentrates on one topic, female entrepreneurship as a social sustainability issue. For several decades support for women\u2019s entrepreneurship has been present on the political agenda internationally. The arguments vary, ranging from economic growth and new jobs to human resource utilization to justice and equality. Gender equality is a right recognized and promoted by the United Nations. The 2030 Agenda for Sustainable Development adopted by world leaders in 2015 embody a roadmap for progress that is sustainable and leaves no one behind. Achieving gender equality and women\u2019s empowerment is integral to each of the 17 goals, ensuring the rights of women to get justice and inclusion, economies that work for all, and sustaining shared environment. Entrepreneurship is seen as a vital asset for the economic growth, and public entities should foster it by dedicating specific mentoring programs and funding. Women entrepreneurship is seen as a relevant asset too. Female entrepreneurs are more devoted to the welfare, equity, and care more about sustainable development. The study employs a mixed method approach by collecting data from a Regional program which took place in Friuli Venezia Giulia, Italy, during the years 2011-2012. The idea is to investigate the differences between men and women in terms of experience and complexity of the initiative and to understand the issues that prevent women to open their own business. Using a single case study approach, we investigated the role of relational capital,a vital element of the contemporary economy, and a critical asset for female startups. The purpose of the study is to contribute to the debate regarding issues affecting the opening of new companies as well as the link between relational capital and female enterprises

Adoption Factors of Artificial intelligence in Human Resource Management

Tesis por compendio[ES] El mundo es testigo de nuevos avances tecnológicos que afectan significativamente a las organizaciones en diferentes departamentos. La inteligencia artificial (IA) es uno de estos avances, visto como una tecnología revolucionaria en la gestión de recursos humanos (RRHH). Profesionales y académicos han discutido el brillante papel de la IA en RRHH. Sin embargo, el análisis profundo de esta tecnología en el proceso de RRHH es aún escaso. Con todo ello, el objetivo principal de esta tesis es investigar el estado de la IA en RRHH y así identificar factores clave de implementación concretos. Primero, construyendo un marco académico para la IA en RRHH; segundo, analizar las aplicaciones de IA más utilizada en los procesos de RRHH; tercero, identificar las formas óptimas de transferir el conocimiento en los procesos de implementación de IA. La metodología utilizada para la investigación combina la revisión sistemática de la literatura y técnicas de investigación cualitativa. Como base y medida preparatoria para abordar las preguntas de investigación, se llevó a cabo un extenso análisis de la literatura en el campo AI-RRHH, con un enfoque particular en las publicaciones de algoritmos de IA en HRM, análisis de HR-Big data, aplicaciones/soluciones de IA en HRM e implementación de IA. En la misma línea, el autor publicó artículos en varias conferencias que contribuyeron a mejorar la madurez de las preguntas de investigación. Con base en este conocimiento, los estudios publicados ilustraron la brecha entre la promesa y la realidad de la IA en RRHH, teniendo en cuenta los requisitos técnicos de la implementación de la IA, así como las aplicaciones y limitaciones. Posteriormente, se entrevistó a expertos en recursos humanos y consultores de IA que ya habían adquirido experiencia de primera mano con los procesos de recursos humanos en un entorno de IA para descubrir la verdad de la aplicación de la IA dominante en el proceso de RRHH. Los principales hallazgos de esta tesis incluyen la derivación de una definición completa de IA en RRHH, así como el estado de las estrategias de adopción de aplicaciones de IA en RRHH. Como resultado adicional, se explora la utilidad y las limitaciones de los chatbots en el proceso de contratación en la India. Además, factores clave para transferir el conocimiento del proceso de implementación de IA a los gerentes y empleados de recursos humanos. Finalmente, se concluye identificando desafíos asociados con la implementación de IA en el proceso de recursos humanos y el impacto de COVID-19 en la implementación de IA.[CA] El món és testimoni de nous avanços tecnològics, que afecten significativament les organitzacions en diferents departaments. La intel·ligència artificial (IA) és un d'aquests avanços que s'anuncia àmpliament com una tecnologia revolucionària en la gestió de recursos humans (HRM). Professionals i acadèmics han discutit el brillant paper de la IA en HRM. No obstant això, encara és escàs l'anàlisi profund d'aquesta tecnologia en el procés de HRM. Per tant, l'objectiu principal d'aquesta tesi és investigar l'estat de la IA en HRM i derivar factors clau d'implementació concrets. Primer, construint un marc acadèmic per a la IA en HRM; segon, analitzar l'aplicació de IA més utilitzada en el procés de recursos humans; tercer, identificar les formes òptimes de transferir el coneixement dels processos d'implementació de IA. La metodologia utilitzada per a la investigació es combina entre una revisió sistemàtica de la literatura i una tècnica d'investigació qualitativa. Com a base i mesura preparatòria per a abordar les preguntes d'investigació, es va dur a terme una extensa anàlisi de la literatura en el camp IA-HRM, amb un enfocament particular en les publicacions d'algorismes de IA en HRM, anàlisis de HR-Big data, aplicacions/soluciones de IA en HRM i implementació de IA. En la mateixa línia, l'autor va publicar articles en diverses conferències que van procedir a millorar la maduresa de les preguntes d'investigació. Amb base en aquest coneixement, els estudis publicats van illustrar la bretxa entre la promesa i la realitat de la IA en HRM, tenint en compte els requisits tècnics de la implementació de la IA, així com les aplicacions i limitacions. Posteriorment, es va entrevistar experts en recursos humans i consultors de IA que ja havien adquirit experiència de primera mà amb els processos de recursos humans en un entorn de IA per a descobrir la veritat de l'aplicació de la IA dominant en el procés de recursos humans. Les principals troballes d'aquesta tesi són la derivació d'una definició completa de IA en HRM, així com l'estat de les estratègies d'adopció d'aplicacions de IA en HRM. Com a resultat addicional, explore la utilitat i les limitacions dels chatbots en el procés de contractació a l'Índia. A més, factors clau per a transferir el coneixement del procés d'implementació de IA als gerents i empleats de recursos humans. També es van concloure els desafiaments associats amb la implementació de IA en el procés de recursos humans i l'impacte de COVID-19 en la implementació de IA.[EN] The world is witnessing new technological advancements, which significantly impacts organizations across different departments. Artificial intelligence (AI) is one of these advancements that is widely heralded as a revolutionary technology in Human Resource Management (HRM). Professionals and scholars have discussed the bright role of AI in HRM. However, deep analysis of this technology in the HR process is still scarce. Therefore, the main goal of this thesis is to investigate the status of AI in HRM and derive concrete implementation key factors. Through, first, building an academic framework for AI in HRM; second, analyzing the most commonly used AI applications in HR process; third, identifying the optimal ways to transfer the knowledge of AI implementation processes. The methodology used for the investigation combines a systematic literature review and a qualitative research technique. As a basis and preparatory measure to address the research questions, an extensive literature analysis in the AI-HRM field was carried out, with a particular focus on publications of AI in HRM, HR-Big data analysis, AI applications/solutions in HRM and AI implementation. Along similar lines, the author published papers in several conference proceedings to improve the maturity of research questions. Based on this work, the published studies illustrate the gap between the promise and reality of AI in HRM, taking into account the requirements of AI implementation as well as the applications and limitations. Subsequently, HR experts and AI consultants, who had already gained first-hand experience with HR processes in an AI environment, were interviewed to find out the truth of the dominant AI's application in HR process. The main findings of this thesis are the derivation of a complete definition of AI in HRM as well as the status of the adoption strategies of AI applications in HRM. As a further result, it explores the usefulness and limitations of chatbots in the recruitment processes in India. In addition, derived the key factors to transfer the knowledge of AI implementation process to HR managers and employees. Challenges associated with AI implementation in the HR process and the impact of COVID-19 on AI implementation were also concluded.Tuffaha, M. (2022). Adoption Factors of Artificial intelligence in Human Resource Management [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/185909Compendi

The Future of Intelligence Analysis, Volume 2: Annotated Bibliography: Publications on Intelligence Analysis and Reform

“This study contains the findings and recommendations of the Future of Intelligence Analysis Project, an eighteen-month effort that explored what must be done to provide the US government with an effective intelligence analysis capability in the future.”—Executive Summary in Vol. 1

Relationship of Identity and Commitment Towards Faculty's Performance of Laguna State Polytechnic University Faculty, Philippines

The relevance of curriculum in supporting high levels of learning and the articulation and promotion of comprehensive development-relevant education was stressed in Sustainable Development Goal Four (SDG 4). The study used a quantitative research design employing a descriptive-correlational approach. Forty (40) faculty members of Laguna State Polytechnic University (LSPU) from the College of Industrial Technology  (CIT) participated in the study, where purposive sampling was used in choosing the respondents. JASP software was used in analyzing the data in the study. Based on the findings, The relationship between identity, commitment, and faculty teaching performance is highly valued at LSPU. Furthermore, there is no substantial association between teachers' professional identities and commitment to instructors' performance. Thus, teachers' performance should be prioritized because it impacts the school's long-term success. Future researchers may use a qualitative research design in a different setting

A Minimum of Rivalry: Evidence from Transition Economies on the Importance of Competition for Innovation and Growth

This paper examines the importance of competition in the growth and development of firms. We make use of the large-scale natural experiment of the shift from an economic system without competition to a market economy to shed light on the factors that influence innovation by firms and their subsequent growth. Using a dataset from a survey of nearly 4,000 firms in 24 transition countries, we find evidence of the importance of a minimum of rivalry in both innovation and growth: the presence of at least a few competitors is effective both directly and through improving the efficiency with which the rents from market power in product markets are utilised to undertake innovation.competition, productivity growth, innovation, rivalry, transition

Volume IX - Issue 1 - January, 1969

https://scholar.rose-hulman.edu/rose_echoes/1108/thumbnail.jp

The First Hundred Years of the Bureau of Labor Statistics

[Excerpt] This volume reports on the first century of a government agency whose founders hoped that, by publishing facts about economic conditions, the agency would help end strife between capital and labor. The Bureau\u27s early work included studies of depressions, tariffs, immigrants, and alcoholism and many assignments to investigate and mediate disputes between labor and management. Most of these functions- especially those involving formulation of policy- passed on to other agencies. The Bureau today remains one of the Nation\u27s principal economic factfinders. In writing the book, Drs. Goldberg and Moye had full freedom to interpret events in accordance with their judgments as historians, without conformance to an official view of institutional history. Given the perspective made possible by passing years, the authors offer broader evaluations of the Bureau\u27s early history than of contemporary events