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Big data and analytics make digital communications more effective, but little is known about how institutional pressures shape data-driven communications. These pressures determine and constrain how, what, when and to whom practitioners should communicate. This empirical study explores how institutional forces influence the use of data in guiding digital communications. The paper identifies factors that impact communications and shape practitioner views on particular tools in their day-to-day work.

This study uses a qualitative exploratory approach with in-depth interviews of 15 Australian communication practitioners through the lens of neo-institutional theory. Thematic analysis was applied to identify three main themes.

Communications professionals disclosed how they were influenced by coercive institutional forces such as ambiguous data privacy regulations, normative forces that shaped ethical concerns, professionalism and various challenges, and mimetic forces that determined shared methods and implementation of digital communications technologies such as analytics. Furthermore, the authors reveal how analytics – tools typically associated with uncertainty and mimetic influences – exert coercive pressures that could lead to misguided decision-making.

This study’s findings highlight the need for practitioners to learn more about the inner workings of analytics tools and for managers to determine if the perceived benefits of these solutions outweigh any undesirable effects.

The study contributes to extant research on digitalization in strategic communication by providing new insights into practitioner views and challenges with digital communications technologies.

Despite the considerable effects of institutional pressures, this study is the first to explore the impacts of data-driven communications at the level of individual practitioners. The paper advances neo-institutional theory in public relations (PR), strategic communication and corporate communications at the micro level.

Considers how an examination of information in the workplace can be assisted by the use of linkage analysis. This technique identifies factors and determines correlations between them, with the aim of illuminating the perceived order of factors, as seen by people at work, and underlining intuitive decisions. Indicates some developments from the technique.

This paper gives a bibliographical review of the finite element and boundary element parallel processing techniques from the theoretical and application points of view. Topics include: theory – domain decomposition/partitioning, load balancing, parallel solvers/algorithms, parallel mesh generation, adaptive methods, and visualization/graphics; applications – structural mechanics problems, dynamic problems, material/geometrical non‐linear problems, contact problems, fracture mechanics, field problems, coupled problems, sensitivity and optimization, and other problems; hardware and software environments – hardware environments, programming techniques, and software development and presentations. The bibliography at the end of this paper contains 850 references to papers, conference proceedings and theses/dissertations dealing with presented subjects that were published between 1996 and 2002.

Despite much rhetoric about the need to be strategic, HR professionals have often had difficulty in establishing themselves as credible contributors to organizational performances, facing a legitimacy issue in their relationship with line managers. Adopting a social cognitive theory framework, the present study explores the HR professionals’ perceptions and expectations of the changing roles that HR professionals and line managers could play in a near future scenario where a set of smart technologies will be applied to HRM.

The research design is based on a two-wave survey: it involves 53 HR professionals belonging to the HR department of the Italian branch of one of the biggest international consulting companies which is about to implement a wide digital transformation.

Preliminary findings prompt reflections into the role of digital practices in reshaping the relationship between the HR department and line managers, especially in consideration of the role of HR professionals’ technology readiness and tenure. They suggest that HR devolution is not a matter of “all or nothing,” but it requires different solutions, which also depend on the nature of the specific HR practice. From a managerial perspective, the chapter suggests the paramount importance of sustaining the digital mindset of the HR professionals and their professional image.

From 2006 onwards very large Belgian nonprofit organizations (NPOs) are legally required to appoint an external auditor. In this context we investigate whether auditor choice in favor of a sector expert, being a higher quality auditor, is associated with NPOs’ expectations regarding several auditor attributes. We find that NPOs are more likely to choose a sector expert if they attach higher importance to an auditor’s client focus and relationship with management. NPOs are less likely to choose a sector expert if they care more about the practical execution of the audit. We provide recommendations for increasing the appeal of sector expertise as valuable auditor attribute. The resulting quality increase of NPOs’ financial statements and audit reports could benefit various stakeholders.

Among recent criticisms levelled against traditional administrative theory those raised by adherents to the Critical Theory perspective have gained considerable influence. This paper examines their claim that Habermasian Critical Theory in particular is in a better position to solve the theoretical and practical problems of educational administration. The focal points of discussion are Habermas's fundamental categories of “interests” and the “ideal speech situation” since their theoretical coherence is a minimum requirement for the theory's validity and practical applicability. It is concluded that Critical Theory, while being the most ambitious attempt to date to provide a new, post‐positivist framework for social and administrative studies, has insufficient epistemological resources to justify its claims. As a result, the theory is driven to rational a prioris which deprive it of empirical content and relevance. Since Critical Theory claims to have reunited theory with practice, lack of empirical content would seem to disqualify the claim and render questionable the theory's value for educational administration.

Presents a review on implementing finite element methods on supercomputers, workstations and PCs and gives main trends in hardware and software developments. An appendix included at the end of the paper presents a bibliography on the subjects retrospectively to 1985 and approximately 1,100 references are listed.

‘3. In particular management should: • ensure that its members regard it as one of their principal duties to explain to those responsible to them plans and intentions which will affect them and have enough information to do so; it is of great importance that this chain of communications should be effective down to each supervisor and THROUGH him to each individual employee.’ Section C3(a)

Who started it we will never know. But from the birth of newspapers, advertisers realised that the third party endorsement of apparently independent editorial reporting delivered their message more cheaply – and arguably more credibly – than paid advertising. Thus in the 17th century the publicist was born to service “the fellow who cannot lye sufficiently himself [who] gets one of these to do’t for him”. Any history of public relations is a running commentary on the techniques used to deliver third party endorsement as the media has evolved: from Ivy Lee’s simple packaging of information approach, through Bernays’ “engineering consent”, to today’s use of bloggers on the web or the more sophisticated “journo lobbying”, it is a record of how practitioners deliver public relations’ unique selling proposition, the plausible deniability which is third party endorsement.