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Ant Colony Optimization and Particle Swarm Optimization represent two widely used Swarm Intelligence (SI) optimization techniques. Information processing using Multiple-Valued Logic (MVL) is carried out using more than two discrete logic levels. In this paper, we compare two the SI-based algorithms in synthesizing MVL functions. A benchmark consisting of 50,000 randomly generated 2-variable 4-valued functions is used for assessing the performance of the algorithms using the benchmark. Simulation results show that the PSO outperforms the ACO technique in terms of the average number of product terms (PTs) needed. We also compare the results obtained using both ACO-MVL and PSO-MVL with those obtained using Espresso-MV logic minimizer. It is shown that on average, both of the SI-based techniques produced better results compared to those produced by Espresso-MV. We show that the SI-based techniques outperform the conventional direct-cover (DC) techniques in terms of the average number of product terms required.

Artificial intelligence (AI) technology has revolutionized customers' interactive marketing experience. Although there have been a substantial number of studies exploring the application of AI in interactive marketing, personalization as an important concept remains underexplored in AI marketing research and practices. This study aims to introduce the concept of AI-enabled personalization (AIP), understand the applications of AIP throughout the customer journey and draw up a future research agenda for AIP.

Drawing upon Lemon and Verhoef's customer journey, the authors explore relevant literature and industry observations on AIP applications in interactive marketing. The authors identify the dilemmas of AIP practices in different stages of customer journeys and make important managerial recommendations in response to such dilemmas.

AIP manifests itself as personalized profiling, navigation, nudges and retention in the five stages of the customer journey. In response to the dilemmas throughout the customer journey, the authors developed a series of managerial recommendations. The paper is concluded by highlighting the future research directions of AIP, from the perspectives of conceptualization, contextualization, application, implication and consumer interactions.

New conceptual ideas are presented in respect of how to harness AIP in the interactive marketing field. This study highlights the tensions in personalization research in the digital age and sets future research agenda.

This paper reveals the dilemmas in the practices of personalization marketing and proposes managerial implications to address such dilemmas from both the managerial and technological perspectives.

This is one of the first research papers dedicated to the application of AI in interactive marketing through the lenses of personalization. This paper pushes the boundaries of AI research in the marketing field. Drawing upon AIP research and managerial issues, the authors specify the AI–customer interactions along the touch points in the customer journey in order to inform and inspire future AIP research and practices.

Purpose: This chapter examines the impact of artificial intelligence (AI) on employability and dispels the misconception that AI negatively affects job opportunities. The study aims to shed light on the ways in which AI can enhance employability by complementing natural intelligence and enabling employees to demonstrate creativity in various aspects of their work.

Need for the study: In the 21st century, AI has become ubiquitous, and governments worldwide are actively promoting its integration into various industries and systems. However, concerns about the potential negative consequences of AI have emerged.

Methodology: It is reviewing commentary secondary sources of data viz. books, articles, journals, newspaper articles, reports which have been considered to bring forth the advent of AI being an important premise for the construct of employability

Findings: The findings of this study reveal that the perceived negative impact of AI on employability is a misconception. AI technology, such as Alexa, ChatGPT, and OpenAI, has made significant advancements in the market but is still unable to pass the Turing test. Consequently, it is recommended that AI companies take a pause to fully understand and address the consequences associated with AI implementation.

Practical implications: The practical implications of this study are twofold. First, it debunks the myth that AI jeopardises employability associated with natural intelligence, highlighting the importance of human skills in conjunction with AI technologies. Second, it calls for a strategic approach for organisations and governments to adapt to AI while ensuring the workforce remains adaptable and equipped with the necessary skills. This study provides insights for policymakers, employers, and individuals to embrace AI to augment human potential and improve global market productivity.

This article aims to explore the so-called illusion of explanatory depth (IOED) of managers regarding their understanding of digital technologies and examines the effect of knowledge visualization one’s current understanding and decision making. Its purpose is to show that managers think they know more than they do and that this affects decision making but can be reduced through knowledge visualization.

In two experiments with experienced managers, the authors investigate the size and impact of the IOED bias in decision making and examine if sketched self-explanations are as effective as written self-explanations to reduce the bias.

The findings show that experienced managers suffer from a significant illusion concerning their explanatory understanding of digital technologies and that sketching one’s current level of explanatory understanding of these technologies supports the accurate calibration of one’s knowledge. The findings indicate that sketching knowledge is a helpful modality for the detection and subsequent recalibration of biased knowledge in domain-dependent decision making.

This article is the first to explore the effect of sketched knowledge externalization on the calibration of explanatory knowledge of managers. It extends the literature on both, the IOED and on knowledge visualization as an instrument of knowledge calibration.

The study applied the stimulus–organism–response (S–O–R) framework to investigate the influence of flow elements (e.g. perceived control, concentration and cognitive enjoyment) on artificial intelligence (AI)-enabled e-tail services in evoking awe experience in online fashion apparel context.

Data of 739 active users of online fashion retail shoppers were collected using Amazon Mechanical Turk (MTurk). Partial least square-structural equation modeling was used for analysis.

This study suggested the relevance of AI-enabled services in evoking flow and stimulating the customers' awe experience in online fashion shopping.

The use of AI could help online fashion retailers to improve the experiential elements by using stimuli that evoke feelings of vastness, novelty and mysticism.

The study offers insights about the relevance and applicability of AI in enhancing the flow elements and awe experience on online fashion apparel shopping in an emerging economy.

The purpose of this article is to examine all the studies carried out within the scope of e-HRM and smart HRM, grouped according to the sub-functions of technical and HRM. The use of technology in HRM has started since the mid-1990s. However, this study focused on the articles published after 2014 in order to keep up to date. Any search strategy should allow for the completeness of the search to be evaluated. The terms “electronic-HRM”, “AI and HRM”, “Industry 4.0 and HRM”, “Society 5.0 and HRM”, “Human Resource Information Systems” and “Digital Technologies and HRM” “Human-robot interaction” has been questioned in IEEE Xplore, ALM digital library, Emerald Insight, SpringerLink, and Science Direct. The Web of Science and Scopus were also queried to double-check the findings and find other relevant articles in lesser-known libraries. Google Scholar was also used for forward and backward searches. These online databases have been chosen because they present the most important peer-reviewed full-text journals, conference proceedings, book chapters. Then, the references of each article were reviewed for additional articles on digital technologies and HRM. Each subsequent article is then reviewed for additional reference.

A total of 5,580 articles have been reviewed. Duplicate items have been removed. The titles and abstracts of 3,500 articles have been scanned to identify potential articles. The full-text evaluation of 2,554 was based on compliance with the inclusion criteria. In addition, 2,458 studies have been excluded. In total, 96 studies have been selected for data extraction. Additionally, questionnaires and reviews have been used to provide comprehensive research on e-HRM and smart HRM. The search terms used are expected to cover most, if not all, of the studies involving e-HRM and smart HRM.

The study carried out in this article is qualitative research. In the article, which methods are used and what has changed in e-HRM and smart HRM are examined. In particular, it has been thought about what can happen with the inclusion of human-machine interaction, AI, chatbots, industry 4.0 and information systems in HRM. Unlike previous studies, this review takes HRM from a broader perspective and groups it by topic, both by technical and HR functions. In addition, the reviewed articles provide brief information about the AI technologies used. In particular, criteria were taken into account according to the field, type and subject of the articles.

This study has the distinction of being the first in the literature in terms of examining all the studies carried out within the scope of e-HRM and smart HRM and grouped according to the sub-functions of technical and HRM in line with its purpose. The article focuses specifically on research published after 2014. It is expected to contribute to the literature in terms of collecting all studies in a single article. Other contributions of this article can be summarized in four main articles: 1) it presents a summary of previous research by grouping the studies on e-HRM and smart HRM according to the interests of researchers. 2) It saves time for the reader as it provides a brief explanation of the studies on the subject. 3) Instead of explaining in detail the general details analyzed in other articles, it offers a practical perspective by focusing on the type, subject and field of the article. 4) With the digitalization of HRM, new, up-to-date research and techniques are introduced.

The purpose of this article is to analyze the digital innovations which are being introduced in the HRM field in organizations in the modern business services sector in Finland and Poland. It is also intended to identify the most important factors/trends that influence digital innovations and to identify the challenges they generate for HRM departments. The practical objective is to develop recommendations for organizations executives, policy makers and researchers.

The research was mainly based on a quantitative research approach and a questionnaire survey. Additionally, the authors conducted a semi-structured interview was with the representatives of the HRM departments in the surveyed organizations. The qualitative research of the obtained results allowed to deepen the obtained quantitative data. The purpose of the data triangulation used was to increase the reliability of the data.

Nearly 90% of HRM employees declared that the companies they work for have implemented digital innovations. Among the introduced digital innovations, chatbots, dashboards, application software systems, a virtual HRM assistant and digital tools were indicated. The COVID-19 pandemic and the progress of robotization and automation have accelerated the implementation of digital technologies in HR departments in both Poland and Finland. There are however differences between the two countries – it is evident that in Finland digital innovations were already introduced by modern businesses organizations before the pandemic period, while in Poland the innovations were mostly implemented during and after the pandemic period. It is worth emphasizing the differences regarding the two countries in terms of the level of technology advancement.

Similar to most studies conducted, this study has its limitations and the authors are aware of them. First, future research using the tool which was used in this study should focus on confirming its reliability. Secondly, its scope and scale were limited as it was not possible to obtain an industry-wide sample. It should be noted that the obtained results cannot be generalized to a broader context, although they provide valuable conclusions and recommendations and may be an inspiration for further research. For the future research, it is recommended that the researchers should pay more attention to the challenges and difficulties that accompany digital innovations in HRM departments. One of the aspects is the need to pay attention to the cultural and psychological aspects of the presence of technology in organizational areas, which have only been signaled in this article. A more in-depth study could address the issue of negative attitudes toward the introduction and use of digital technologies. The future research could focus on creating the necessary conditions at each stage of introducing digital innovations and using the potential of these tools – starting with needs analyses, awareness of goals, benefits, dealing with concerns and risks, communication and evaluation and assessment of the technology in question. For future research, it is recommended that researchers pay more attention to the challenges and difficulties that accompany digital innovations in HRM departments. One of the aspects is the need to be aware of the cultural and psychological aspects of the presence of technology in organizational areas, which has only been signaled in this article. A more in-depth study could address the issue of negative attitudes toward the introduction and use of digital technologies. The future research could focus on creating the necessary conditions at each stage of introducing digital innovations and using the potential of these tools – starting with needs analyses, awareness of goals, benefits, dealing with concerns and risks, communication and evaluation and assessment of the technology in question.

The study provides suggestions for practice, providing companies in Finland and Poland with the insight into the impact of the trends on the development of digital innovations in HRM departments and the challenges they generate. The contributions of this study are also the recommendations and guidelines for organizations to effectively implement digital technologies. This will allow not only to better adapt to the present situation, but also to more accurately predict future trends.

The research results can be useful for the development of HRM practices, as traditional practices are increasingly being replaced by new digital modes of leading and managing capital resources in organizations. This development is followed by the need for new competencies in HRM (Mazurchenko, Maršíková, 2019), a new understanding of leadership, thus digital tools may prove particularly supportive in this context (Salojärvi, 2018). Digital innovation research conducted in the modern business services industry can be particularly valuable in the context of the flow of technological innovations, including know-how, implementation of modern organizational solutions; which transfers to other industries (MORR, 2017). Digital innovations can contribute to reducing the complexity of HRM functions, which will accelerate management and personnel decisions. It will improve the quality of analytical data, as well as increase access to employees and opportunities in planning their personal development. As a result, the introduction of digital innovations will contribute to reducing costs and increasing the efficiency of HRM processes.

This study provides a new and timely perspective by examining applied digital innovations and related challenges affecting the implementation of digital innovations by HRM departments in the modern business services sector. This survey provides comprehensive information on how and what can enhance the capacity for digital innovation in Finnish and Polish organizations. This article theoretically analyzes the importance of technological development for HRM departments and reviews the previous research on digital technologies in HRM departments and the factors and challenges of introducing digital innovations. It also characterizes the modern business services sector, which is very active in introducing digital innovations.

The aim of this article states that in each stage of the industrial revolution, only a few initiatives have been real game changers. In Industry 3.0, “Internet of Information” has transformed the business landscape via connectivity and communications. Enterprises could come together to spur innovation in a cooperative or competitive manner. In Industry 4.0, the “Internet of Value” has shown considerable benefits; and, blockchain technology is expected to touch all layers of a business ecosystem, and the construction industry is not an exception.

This study aims to answer the “How do enterprise blockchain solutions contribute to the vibrancy of the construction ecosystem from social, economic, and environmental aspects?” Following a comprehensive literature review, the Grey Ordinal Priority Approach (OPA-G) is employed in multiple criteria decision analysis (MCDA). OPA-G can select functionally rich enterprise blockchain solutions that meet the needs of the future construction industry, while there is uncertainty in the input data.

The results from the case study show that organization under observation welcomes an enterprise blockchain solution that delivers services related to “renewable energy certificates” in the context of “smart cities and built environment”. Employing high-ranked blockchain solutions brings vibracy and sustainability to construction ecosystem in terms of “C₆. decentralized finance and investment,” “C₃. multi-party and cross-industry collaboration,” and “C₈. data-driven value creation”.

At the micro level, blockchain solutions automate processes, streamline operations, and build new capacities on a new business model. At the macro level, blockchain creates a vibrant ecosystem based on transparency, decentralization, consensus-based democracy, interoperability, etc. Indeed, the capability of blockchain solutions at an enterprise scale (enterprise blockchain solutions) can shape a new construction ecosystem. The practical implications of current research are preparing executives for a fundamentally different next normal in construction.

The production of news through artificial intelligence (AI) is a reality in many countries, including the United States, where two leading companies in this area are based. The purpose of this explanatory bibliographic research is to discuss who or what should bear the ethical responsibility for automated writing in a newsroom, considering that codes of ethics address only the conduct of people. This chapter compares the Code of Ethics of the National Federation of Brazilian Journalists with the code used in the United States and highlights examples of news released with incorrect information, produced by algorithms, and published by US news organizations. Facing the current informational scenario, the ethical responsibility of the automated news must be attributed to the media, represented in the figure of the editor. Such a conclusion is motivated by the fact that neither the algorithm nor the person who developed it takes part in the decision-making process of publishing an article or not.