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At present numerical simulation of seismicity, used in mining and hydraulic fracturing practice, is quite time expensive what hampers its combined employing with observed seismicity in real time. The purpose of this paper is to suggest a mean for drastic speeding up numerical modeling seismic and aseismic events.

The authors propose the means to radically decrease the time expense for the bottleneck stage of simulation: calculations of stresses, induced by a large group of already activated flaws (sources of events), at locations of flaws of another large group, which may be activated by the stresses. This is achieved by building a hierarchical tree and properly accounting for the sizes of activated flaws, excluding check of their influence on flaws, which are beyond strictly defined near-regions of strong interaction.

Comparative simulations of seismicity by conventional and improved methods demonstrate high efficiency of the means developed. When applied to practical mining and hydrofracturing problems, it requires some two orders less time to obtain practically the same output results as those of conventional methods.

The proposed improvement provides a means for simulation of seismicity in real time of mining steps and hydrofracture propagation. It can be also used in other applications involving seismic and aseismic events and acoustic emission.

This study aims to help nonprofit organizations (NPOs) implement business excellence models (BEMs). The authors identify and rank critical success factors and barriers to implementing BEMs among NPOs in Saudi Arabia and investigate the impact of human resources availability on BEM implementation in these organizations.

Based on the review of relevant literature, the authors designed a questionnaire completed by 138 NPOs. Factor analysis was used to measure and rank the criticality of success factors and barriers to BEM implementation. A Kruskal–Wallis nonparametric test was conducted to compare answers across groups classified by the number of full-time employees in the organization.

The study identifies the five most critical success factors for implementing BEMs in Saudi NPOs: data analysis and reporting capabilities, effective organizational communication, implementation strategy and approach, use of benchmarking and adoption of a clear governance framework. The five most critical barriers to implementing BEMs are the lack of a culture of continuous improvement, organizational strategy, qualified employees, customer orientation and clear organizational roles and responsibilities. The number of full-time employees in Saudi NPOs does not significantly impact the success or failure of implementing BEMs.

This paper is a continuation of research that aims to increase BEM adoption among NPOs, including micro-NPOs, in Saudi Arabia and, by extension, other countries.

In today’s rapidly evolving business landscape, innovation is the cornerstone for every organization. Knowledge management (KM) is crucial for developing sustainable competitive advantage by fostering innovation. This study aims to identify the key drivers of KM in the context of digital transformation through qualitative research.

This study employs a qualitative approach based on in-depth interviews with senior KM officers, including chief knowledge officers and directors who spearhead KM in their respective organizations. This research identifies four key dimensions, shedding new light on the drivers of KM in the context of digital transformation.

This study’s findings reveal that the integration of important drivers from the lens of social-technical system (STS) theory is categorized into the four dimensions of KM, namely, motivation, technology, people interaction and organizational drivers. These factors jointly impact and design the effectiveness of KM in the digital age.

This study makes a unique contribution to the field of digital transformation. It presents a conceptual framework from the lens of the STS theory that encompasses four critical dimensions of KM: motivation, technology, people interaction and organizational dimensions, each with sub-codes. This framework can be utilized by practitioners and scholars alike.

Studies on the Transit-Oriented Development (TOD) for Bangkok are found sparingly. The TOD concept is a supportive development for the rapidly changing city in order to reduce urban transport problems while encouraging people to shift transport modes to use public transportations instead of private cars. This study discusses the context of TOD in the density, the design, and the diversity of land use around transit stations among successful stations in many countries. There were 18 station areas in Bangkok which, by using the TOD Readiness score, the assessment of the stations implies that the higher scoring transit stations are more compatible to supporting pedestrian use of the transit station with lower car dependency. The 4 top-scoring stations were assessing by using multinomial logistic regression model. The study has found TOD scores and the frequent uses of the stations consequently encourage the commuters around the station areas decided to rely on public transport instead of car dependency. This is an effort to overcome the understanding of the station areas by reducing the complexity of the TOD contexts to any transit station in Thailand to be eligible for future study.

Research indicates that inconsistent gender norm presentations are met with backlash, which is particularly damaging to women. With social media use in selection rising, it is important to understand if this remains consistent for job applicants on social media.

In two experiments, this study investigates hiring managers' reactions to job applicant (in)consistent gender norm-based communication on Facebook (n = 197) and YouTube (n = 203). Participants located in the United States were asked to review social media materials, reported perceptions of task and social attraction, and make hiring recommendations.

Inconsistent with work on backlash in face-to-face settings, results demonstrated that masculine communication styles on social media may be detrimental to job seekers, and this was more pronounced for male job seekers. Feminine presentation styles had more favorable results.

The findings challenge the long-held understanding that men have more leeway to behave in agentic ways in job seeking contexts. While this may remain true in face-to-face settings, these findings suggest that social media, lacking media richness, may be a context in which males experience backlash for agentic behavior.

The research offers a novel perspective investigating traditional gender expectations in the digital realm, paving the way for a more comprehensive understanding of gender in employment contexts. This study contributes to the growing body of research on online behavior and expands understanding of how hiring managers react to gender norms in the era of social media.