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Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innovation that, in the years leading up to and including 2019, is raising the highest expectations for HRM in the 4.0 business environment. In essence, a blockchain is a very specific type of database, with characteristics that made it the ideal application for cryptocurrencies like Bitcoin. Within the context of digital- or e-HRM, there is potential to improve human resource management (HRM) processes using blockchains for employment screening, credential and educational verification, worker contracts and payments, among others, notwithstanding questions about its efficiency vis-à-vis conventional alternatives (Maurer, 2018; Zielinski, 2018). The research questions examined in this chapter include the following: What are the main characteristics of blockchains? Will they be adopted in a widespread form, specifically by HRM departments? Constructs from Diffusion of Innovations (DOI) theory (Rogers, 2003) are used to inform the Human Resources scholarly and practitioner communities; this robust theory may help companies allocate resources (e.g., budgets, personnel, managerial time, etc.) in an evidence-informed manner. As of this writing, very few blockchain applications, such as credential verification and incident reporting, seem to hold a strong potential for adoption.

Imperfections in manufacturing processes may cause unwanted connections (faults) that are added to the nominal, “golden”, design of an electronic circuit. By fault simulation one simulates all situations. Normally this leads to a large list of simulations in which for each defect a steady-state (direct current (DC)) solution is determined followed by a transient simulation. The purpose of this paper is to improve the robustness and the efficiency of these simulations.

Determining the DC solution can be very hard. For this the authors present an adaptive time-domain source stepping procedure that can deal with controlled sources. The method can easily be combined with existing pseudo-transient procedures. The method is robust and efficient. In the subsequent transient simulation the solution of a fault is compared to a golden, fault-free, solution. A strategy is developed to efficiently simulate the faulty solutions until their moment of detection.

The paper fully exploits the hierarchical structure of the circuit in the simulation process to bypass parts of the circuit that appear to be unaffected by the fault. Accurate prediction and efficient solution procedures lead to fast fault simulation.

The fast fault simulation helps to store a database with detectable deviations for each fault. If such a detectable output “matches” a result of a product that has been returned because of malfunctioning it helps to identify the subcircuit that may contain the real fault. One aims to detect as much as possible candidate faults. Because of the many options the simulations must be very efficient.

The purpose of this paper is to examine the hidden carbon footprint of corporate big data infrastructures and provide guidance for communicators responsible for corporate ESG and reputation.

It is based on a subjective view of the literature on this topic, selecting relevant examples.

The authors found that consciousness within corporations of the carbon footprint of their own information technology infrastructures is low and only a few companies have a strategy for identifying it.

To the best of the authors’ knowledge, this is the first treatment of this subject from the perspective of the corporate owner of ESG and reputation.

The study provides practice-based vignettes describing career shocks as experienced by executives. It also offers a brief description of the approaches taken by the coach in helping executives to cope with their initial reactions. This work informs the readers about examples of career shocks in the executive population and provides access to normally rarely available information about sensitive aspects of psychological life of executives.

This paper is a qualitative exploration of managers' career shock experiences reflected in executive coaching interventions. It takes an anecdotal look at how executives react to shocks of various valences, and how coaching attempts to assist them by processing their first reactions and choosing a response. The paper particularly looks at managers' responses almost immediately following a shocking event triggering their request for coaching help.

Coaching conversation serves as opportunities for handling immediate emotional reactions to career disruptions. Even shocks with positive valence can cause ambivalent reactions. Processing of career shocks through coaching conversations can activate agency in dealing with abrupt career events. Coaches can offer further support in career deliberations. In one of the cases, an instance of anticipation of a negative career event was associated with positive hopes, and the non-occurrence of the event led to further elaboration about one's career options.

This work is based on a small sample of executives experiencing career shocks.

This work informs executives about opportunities provided by executive coaching in handling difficult reactions to external career events. Coaches or coaches-in-training receive an overview of coaching requests associated with career shocks.

With the increasing instability in careers the paper draws the attention to the helping potential of coaching to those experiencing career shocks. It also contributes to normalization of turning for support in psychologically burdening situations.

This work is a trigger for further consideration of the experiences of career shocks by business executives. It provides a first look into immediate reactions of this career population to unexpected external disruptions. It also offers opportunities for further exploration of the role executive coaching can play in career deliberations.

The present research examined the interactive effect of subordinates' and their supervisors' social value orientations (SVO) on abusive supervision and its consequence for in-role performance.

In study 1, we provided a survey to 420 subordinates and 115 supervisors from 42 organizations. HLM was used to test the hypothesized cross-level moderated mediation model. In study 2, 78 participants were asked to imagine they were a supervisor and responded to a potential scenario where supervisor and subordinate prosocial and proself orientations toward the organization were manipulated (2 × 2 design).

Study 1 showed that when supervisors have a higher prosocial motivation, subordinates who are more self-interested (proself) report more abuse than those with a higher prosocial motivation, with negative consequences for in-role performance. Study 2 replicated the pattern: participants (in the role as supervisor) with induced prosocial goals rated abusive supervision behaviors as more justified and acceptable toward a proself employee than they did toward a prosocial employee.

This research is innovative by bridging SVO and organizational literatures and demonstrating that a dyadic interaction between a proself subordinate and a prosocial supervisor may produce a reactive perpetrator – provocative victim relationship characterized by higher abusive supervision.

There is mixed evidence regarding the efficacy of low-intensity integrated care interventions in reducing the use of emergency services and costs of care. The purpose of this paper is to examine the effects of a low-intensity intervention formulated for older adults and delivered in an urban medical center serving low-income individuals.

The intervention included an initial evaluation of stress, psychiatric symptomatology and health habits; potential referrals for lifestyle management and psychiatric treatment; and training for physicians about the impact of lifestyle change in older adults. Participants included older adults (at or above 50 years of age) seen as outpatients in an urban medical center serving a low-income community (n=945). Participants were entered into the intervention at any point during this two-year period. Mixed models analyses examined all visits for all enrolled individuals over a two-year period, comparing visits before the individual received the initial intervention evaluation to those received after this evaluation. Outcomes included total health care costs incurred, average cost per visit, and emergency department (ED) usage within the facility.

The intervention was associated with reduced likelihood of emergency department use and reduced costs per visit following the intervention. These effects were seen across all participants.

Limitations of the study include the lack of control group.

This program is easy to disseminate and could improve the quality of care and costs.

This study is among the few available to document a decrease in medical costs, as well as decreased ED utilization following a low-intensity integrated care intervention.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.