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The results of the COVID-19 pandemic rendered the traditional work environment model obsolete for the United States Air Force, resulting in the need to create a new hybrid work model that fits unique employee needs in a complex organization. This practitioner article discusses how the 711th Human Performance Wing (711 HPW) built the Mission-Focused Agile Work Environment (MFAWE) using a combination of human and mission-focused strategies to ensure a more flexible work environment without compromising excellence or its employees' well-being.

Using an action research approach, data was collected by 77 diverse stakeholders in six working groups. Five perspectives were examined – employee, operations, infrastructure, leadership and mission – using a combination of literature and policy reviews, interviews, surveys and personal experiences to deliver recommendations to leadership for implementation.

The MFAWE addressed hybrid work transition requirements, including employee guidance, permanent workspace guidelines and facilities. Lessons learned from implementation included the need for a change management and communication strategy. An employee playbook was found to be an effective modality for information sharing but not for policy enforcement. Employee preference for permanent space regardless of time on site due to sanitation and mental health concerns was also discovered.

This article showcases how a large, complex organization built a new hybrid work model using employee-inclusive practices, filling a gap in the literature. This project also uncovered complex interdependencies when transitioning to a hybrid work model, including employee preferences.

In recent years, the public sector has faced the challenge of digitalisation. This has significantly impacted the relationships between citizens and public organisations and, thus, it widely affects participatory processes, such as participatory budgeting (PB); in fact, digital tools (DTs) have emerged as a solution, increasing citizen engagement whilst improving efficiency, reducing costs and saving time. This contribution analyses PB in Rome, which is also implemented with DTs, seeking to understand how DTs impact citizens’ role in creating public value.

The study is based on a qualitative approach, precisely by analysing a descriptive and exploratory single case study of PB’s first adoption in Rome in 2019. The information is obtained from multiple sources and examined through document analysis.

In the Roman context, DTs in PB primarily facilitated cost-effective information sharing, offering citizens basic participation. Unfortunately, the potential for more interactive DTs was overlooked, failing to enhance citizen engagement in critical phases like deliberation, evaluation or monitoring. Therefore, the tools did not fully support citizens becoming co-creators of public value instead of just users in governance.

The novelty of this study lies in exploring the difference between the use of DTs that assist citizens/users in improving service quality and those that support citizens in creating a public and shared value. It ventures further to assess various tiers of participation, meditating on the digital elements that stimulate active engagement and value creation instead of simply expanding the participant pool or process efficiency.

We aim to conduct a bibliometric analysis that explores and maps quantitative data of the emerging field of central bank digital currencies in science and its implications in practice. We seek to clarify the underlying research structures and streams of the new phenomena, and our motivation is the rising number of pilots between governments seeking to implement different types of central bank digital currency.

We designed the unique set of keywords to explore ongoing projects on central bank digital currencies and the evolution of scientific thought on the topic. We conducted a descriptive analysis and an evaluating bibliometric analysis on the timeline from 2018 to April 18, 2023 and investigated 76 articles in the Web of Science database and 152 articles in the Scopus database using VOSviewer.

We highlight three main directions of discourse on central bank digital currencies in economics using authors keyword analysis, that are: (1) cash, (2) monetary policy and (3) financial stability. We conducted a map-based text analysis of the abstracts and identified the following main streams of discussion in the field: (1) policy-related research on financial systems, (2) a comprehensive review of the design and features of central bank digital currencies and (3) research on the impact of central bank digital currencies on the banking system.

The unique set of keywords allows us to continue the discourse on central bank digital currencies including implications of ongoing governmental projects on the topic and provide directions for future research. We brought the focus on the impact of central bank digital currencies on the banking sector and the new possible order for cash, deposits and payments.

This study aims to understand the impact of student entrepreneurship and university support on faculty intrapreneurship. The authors also analyze the role of the university’s dynamic and ordinary capabilities and the environmental dynamism in which the university is embedded.

With a large survey data set involving 680 professors and 2,230 students from 70 Brazilian universities, the authors use a multimethod approach with partial least squares structural equation modeling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA).

The PLS-SEM results demonstrate that student entrepreneurship indirectly influences faculty intrapreneurship through the interaction of students with faculty and entrepreneurs, in addition to proving the intense influence of university support on faculty intrapreneurship, especially in a slow-growth environment. Additionally, the authors confirmed the moderating effect of universities’ dynamic and ordinary capabilities on student interaction and university support, respectively, and some exciting differences considering the ecosystem dynamism. The fsQCA results deepened the differences between environments, presenting different configurations between the antecedents that lead to high levels of faculty intrapreneurship in fast and slow-growth environments.

The study makes a unique and significant contribution to the literature on faculty intrapreneurship by examining the cross-interactions between individual, organizational and environmental levels about the promotion of faculty intrapreneurship. From a practical point of view, it is possible to identify more effective, innovative and systematic ways to encourage faculty intrapreneurship in a developing country. The findings help open up the black box of faculty intrapreneurship.

The article presents research on the long-term information needs of homicide bereaved individuals in the context of record-keeping practice within Major Crime Units (MCU) in England. The research objectives were to: (1) identify the long-term information needs of individuals bereaved by homicide; (2) establish MCU officer perceptions on the provision of information to individuals bereaved by homicide; (3) establish the current practice of MCU officers in managing and providing access to homicide records and (4) explore the capability of current recordkeeping practice to move beyond the use of homicide records for their primary “policing” purpose.

The research objectives were met by combining findings from a literature review across policing, bereavement, death, victimology, criminology, records management and archival studies with results from a singular interview-based study with officers at the Bedfordshire, Hertfordshire and Cambridgeshire Major Crime Unit (BHCMCU).

The findings indicate that the long-term information needs of homicide bereaved individuals are ill-served by the current police recordkeeping framework which provides them with little involvement in record-keeping decision-making and limited long-term access to the information required for sensemaking/adaption in a post-homicide world. In this context, the research demonstrates a long term need for: (1) information access; (2) support for access; (3) a direct and personalised information access service and (4) trauma-informed and victim/survivor centred practice in police recordkeeping contexts.

The research addresses a major gap across disciplinary research literature in its focus on the ways investigative information is disclosed by the police to the bereaved following case closure.

Although numerous studies have been conducted to explore the impact of various factors on employees' turnover intention and intention to remain with the organization, the relationship between these two constructs remains largely unexplored. Considering the significance of these constructs, particularly in the context of the COVID-19 pandemic, the authors aimed to investigate their association within an academic environment using a dynamic modeling approach.

This study follows a quantitative approach and utilizes a longitudinal survey design. The authors utilized a cross-lagged panel model (CLPM) and employed the parametric efficient partial least squares (PLSe2) methodology to estimate the dynamic model using data gathered from lecturers associated with both public and private universities in Malaysia. In order to offer methodological insights to applied higher education researchers, the authors also compared the results with maximum likelihood (ML) estimation.

The findings of the authors' study indicate a reciprocal relationship between turnover intention and intention to remain with the organization, with intention to remain with the organization being a stronger predictor. Moreover, situational factors were found to have a greater influence on eliciting turnover intention within academic settings. As anticipated, the use of the PLSe2 methodology resulted in higher R² values compared to ML estimation, thereby reinforcing the effectiveness of PLS-based methods in explanatory-predictive modeling in applied studies.

The authors' findings suggest prioritizing policies that enhance training and consultation sessions to foster positive attitudes among lecturers. Positive attitudes significantly impact judgment-driven behaviors like turnover intention and intention to remain with the organization. Additionally, improving working environments, which indirectly influence judgment-driven behaviors through factors like affective work events, affect and attitudes, should also be considered.

This study pioneers the examination of the causal relationship between turnover intention and intention to remain with the organization, their stability over time and the association of changes in these variables using a dynamic CLPM in higher education. It introduces the novel application of the cutting-edge PLSe2 methodology in estimating a CLPM, providing valuable insights for researchers in explanatory-predictive modeling.

Based on trait activation theory and established HRM frameworks, this paper examines the effect of HR managers’ proactive personalities on their use of HRM systems in times of crisis. As ambiguity and uncertainty provide room for personal traits to unfold and HR managers gain influence in times of crisis, we hypothesise that highly proactive HR managers report more intense use of HR practices. We thereby explore a potential alternative to maximize the value derived from HRM in times of crisis and to contribute new insights about organisational and managerial crisis responses.

This paper draws on data from 269 HR managers collected during the first lockdown of the COVID-19 pandemic. Hypotheses are tested by partial least squares structural equation modeling (PLS-SEM) and multi-group analysis.

We find that a proactive personality can indeed influence the use of HR practices given that the impact of the crisis is not extremely high. This holds for HR practices that require investments (e.g., time and effort) from the HR manager, e.g., information sharing or employee involvement practices. Interestingly, we find that top management support weakens this link.

By emphasising the importance of managerial personality, we add important nuances to HRM frameworks that account for the influence of organisational actors (i.e. managers and HR managers) on HR policies and practices.

The purpose of this study is to explore the mechanism of digitalized transformation in organizations’ human resource management (HRM). This study summarizes three basic factors driving the digital transformation process in China: level of perception, level of application and speed of transformation.

This study analyzes the strategic transformation process of HRM in Haier, Hisense and Chambroad to explore the human resource digital transformation mechanism in Chinese enterprises.

The results of this study show that three HR value chain models can be constructed based on how well HRM deals with business: the efficiency-oriented HRM value chain, quasi-business-oriented HRM value chain and business-oriented HRM value chain. The basic factors – level of perception, level of application and speed of transformation – are observed in the entire HRM digital transformation process.

This study provides theoretical and empirical insights for enterprises to explore the value of digital technology in HRM and facilitate the digital transformation of HRM.

The purpose of the study is twofold. First, it aims to analyse the impact of green human resource management (GHRM) on green employee creativity. Second, it further explores the mediating role of personal moral norms between GHRM and green employee creativity.

Through multi-source and multi-level analysis, data was collected from 46 managers and 315 employees to investigate the role of personal moral norms in GHRM and green employee creativity. For data analysis, multi-level structural equation modelling was applied using Mplus software version 8.6.

Positive and significant effects were observed between GHRM, personal moral norms and green employee creativity. However, personal moral norms partially mediated the relationship between GHRM and green employee creativity.

The study is first in itself to explore the interplay between the variables in a multi-level manner. The present study aims at addressing the urgent call by the United Nations regarding Sustainable Development Goals (SDGs) for three key SDGs, focussing on decent work and economic growth (SDG 8), boosting industry, innovation and infrastructure (SDG 9) and supporting climate action (SDG 12).

The research enterprise within higher education is becoming more competitive as funding agencies require more collaborative research projects, higher-level of accountability and competition for limited resources. As a result, research analytics has emerged as a field, like many other areas within higher education to act as a data-informed unit to better understand how research institutions can effectively grow their research strategy. This is a new and emerging field within higher education.

As businesses and other industries are embracing recent advances in data technologies such as cloud computing and big data analytic tools to inform decision making, research administration in higher education is seeing a potential in incorporating advanced data analytics to improve day-to-day operations and strategic advancement in institutional research. This paper documents the development of a survey measuring research administrators’ perspectives on how higher education and other research institutions perceive the use of data and analytics within the research administration functions. The survey development process started with composing a literature review on recent developments in data analytics within the research administration in the higher education domain, from which major components of data analytics in research administration were conceptualized and identified. This was followed by an item matrix mapping the evidence from literature with corresponding, newly drafted survey items. After revising the initial survey based on suggestions from a panel of subject matter experts to review, a pilot study was conducted using the revised survey instrument and validated by employing the Rasch measurement analysis.

After revising the survey based on suggestions from the subject matter experts, a pilot study was conducted using the revised survey instrument. The resultant survey instrument consists of six dimensions and 36 survey items with an establishment of reasonable item fit, item separation and reliability. This survey protocol is useful for higher educational institutions to gauge research administrators’ perceptions of the culture of data analytics use in the workplace. Suggestions for future revisions and potential use of the survey were made.

Very limited scholarly work has been published on this topic. The use of data-informed and data-driven approaches with in research strategy within higher education is an emerging field of study and practice.