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The aim of this study is to better understand service supply chain management by analysing the professional service supply chain in professional service firms (PSFs) and exploring how the high performance work systems (HPWS) influence professional service supply chain performance. In addition, this study seeks to examine the relationship between professional service supply chain performance and the overall organizational performance.

Analysis of PSF suggests a three‐step of professional service supply chain as the clients' requests, partners forming working teams or so‐called team formation and utilization, and delivering of solutions or services to clients. Based on extensive literature review, the authors hypothesize that HPWS have a positive impact on the professional service supply chain performance and the team formation and utilization mediates the link. They also hypothesize the positive link between the professional service supply chain performance and the overall organisational firm performance. Employing survey method, data was collected from 93 accounting firms at two time points. In May 2010 (Time 1), a survey including questions on HPWS, team formation and utilization and professional service supply chain performance were sent out to the managing partners and HR directors in accounting firms based in Ireland. Around one year later (Time 2), another survey measuring firm performance was sent out. This data allowed the authors to establish causal pattern in their results. Hierarchical regression analysis was used to analyse data to test hypotheses.

The results indicate the positive link between HPWS and the professional service supply chain performance. The team formation and utilization mediates the above relationship. In addition, professional service supply chain performance was found to be positively linked to the firm performance.

The present study is limited in terms of sample size, single industry and self‐report data. Future research also needs to examine more mediators or moderators – the mechanisms through which HPWS work on the professional service supply chain.

Firms using higher level of HPWS experience better professional service supply chain performance. Human resource management practices that promote employees' ability, motivation and opportunities which allow teams to be formed more effectively to work with clients enhance organizational performance and higher profit levels. Managers able to effectively adopt and implement these teamwork‐based HR practices and encourage and support employees' collaboration through such practices enhance the firm's professional service supply chain effectiveness and its organisational performance.

The authors' study focuses on the service supply chain management operations within the professional service firms. In doing so, their research answers the call by Ellram et al. for more supply chain management research with respect to the service sector. It addresses a significant research gap identified by Rahman and Wu, namely, “relatively little attention has been given to the service suppliers' perspective”. By linking service supply chain management and human resource management, this study also answers a few calls for more research on the interaction of human resource management and supply chain management, service supply chain and human resource management in professional service firms.

This is one of the few studies to analyse the professional service supply chain management and assess the human resource management and supply chain management link. Moreover, it is the first study which empirically establishes the link between human resource management and professional service supply chain performance in PSFs.

This research focuses on suggesting an optimized model for selecting best employees using advanced multi-criteria decision making method to a supply chain firm, who is planning to start a new cold chain business vertical.

Study has been conducted in a supply chain firm in North India, who wants to expand its business with the help of efficient team members. In total 38 applicants were considered for the study, as selected by the firm after initial screening from pool of talent. AHP-LP and TOPSIS-LP integrated approach were applied separately for evaluation and implementation of personnel selection model. Further, both the approaches were compared to find the best fit and optimized model.

As per the findings, both AHP and TOPSIS can be used to select the best candidate among the alternatives available. TOPSIS was found easier to implement as it involves ranking of applicants with respect to each skills required for respective job profile only once, whereas AHP involves pair-wise comparison among candidates with respect to each skills required for respective job profile and normalization of each comparison, resulting in the formation of number of comparison matrices. However, AHP is more reliable as it considers consistency check for each level of pair-wise comparison. Hence, there is a chance to avoid or revise the human judgment error. Integrated ranking and optimization approach minimizes the cost by suggesting the relevant positions to be filed to make an efficient team.

Group of interviewers are involved in the decision-making process, hence there are chances of biasness in ranking method which can influence the group decision. Research is limited to a particular geography of North India therefore needs to be tested for other regions also in order to generalize. The research will help the third party logistics (3PL) and other related firms in efficient team selection.

The researcher focuses on formalizing a method for potential candidate selection by considering the constraints of the organization. It has been observed that limited researches have been done on the application of AHP-LP or TOPSIS-LP integrated approach for selection process. Hence, this research proposes two integrated ranking-optimization method and suggests the best fit by comparing both the approaches.

As the role of AI on human teams shifts from a tool to a teammate, the implementation of AI teammates into knowledge-intensive crowdsourcing (KI-C) contest teams represents a forward-thinking and feasible solution to improve team performance. Since contest teams are characterized by virtuality, temporality, competitiveness, and skill diversity, the human-AI interaction mechanism underlying conventional teams is no longer applicable. This study empirically analyzes the effects of AI teammate attributes on human team members’ willingness to adopt AI in crowdsourcing contests.

A questionnaire-based online experiment was designed to perform behavioral data collection. We obtained 206 valid anonymized samples from 28 provinces in China. The Ordinary Least Squares (OLS) model was used to test the proposed hypotheses.

We find that the transparency and explainability of AI teammates have mediating effects on human team members’ willingness to adopt AI through trust. Due to the different tendencies exhibited by members with regard to three types of cognitive load, nonlinear U-shaped relationships are observed among explainability, cognitive load, and willingness to adopt AI.

We provide design ideas for human-AI team mechanisms in KI-C scenarios, and rationally explain how the U-shaped relationship between AI explainability and cognitive load emerges.

This research has been carried out to study the impact of critical success factors (CSFs) on successful project management of projects in the manufacturing sector. These success factors will pave the way for the successful completion of projects for the manufacturing sector. CSFs play a vital role in the timely conclusion of projects in any organization. For the projects to be successful certain essential factors must be taken into account. These essential factors are identified through this research.

During this study an adaptive survey of the literature was conducted, after a detailed literature review certain success factors were identified for project management in the manufacturing sector. The number of success factors was reduced to 40 factors based on the level of incidence in the literature. The length of the questionnaire was also given due importance to make the survey more interesting and effective. After that Fuzzy Delphi Method (FDM) was employed to screen the most essential factors. In the end, the Fuzzy Analytical Hierarchical Process (FAHP) was used to rank these factors in order of importance.

Project Manager Leadership Skills, Economic Environment, Top Management Support, Project Planning, Clear and realistic Goals, and Financial Support have come out to be the most important CSFs for successful project management in the manufacturing sector.

This is novel research to identify CSFs for project management in the manufacturing sector. Previously, most of the studies remained focused on construction and software projects.

This paper aims to estimate the influence of HR practices and theories on organizational sustainability. The research also examines the role of innovation as a mediator among the relationship of HR practices and theories and organizational sustainability.

The research is based on the survey conducted among 386 employees of logistics firms across India. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) approaches were used for analysis. Approach proposed by Baron and Kenny (1986) was used to test the mediating effect.

The study finds that HR practices and theories have positive and significant influence on organizational sustainability. The research also reveals that after introducing innovation as a construct, it partially mediated the association of HR practices and theories and organizational sustainability.

The study inspects the extent to which innovation can acts as a mediator between the relationship of HR practices and theories and organizational sustainability in logistics sector in India, which has not been established in past studies.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

We advance entrepreneurship research by developing a theoretical model of how founding teams form. Our neo-Carnegie model situates nascent founders in particular network-structural milieus, engaging in aspiration-driven search for and evaluation of prospective co-founders. The formation of co-founding ties between nascent founders can be divided into four theoretical steps, which we label activation, evaluation, approach, and reciprocation. Successful founding team formation is a consequence of mutually favorable evaluations by nascent founders in a multi-sided matching process. Nascent founders with higher and less flexible aspirations are more likely to undertake distant search for co-founders by seeking referrals, forming ties with strangers, and forming new ties to social foci where they might meet potential co-founders. Churn in newly formed founding teams emerges as a consequence of shifting dominant coalition dynamics in the founding team caused by organic venture evolution and intentional changes in strategic direction. Our theoretical model provides new insights on the formation pathways of founding teams, their initial task and relational resource endowments, and initial team dynamics.

This paper deals with the organizing of interactive product development. Developing products in interaction between firms may provide benefits in terms of specialization, increased innovation, and possibilities to perform development activities in parallel. However, the differentiation of product development among a number of firms also implies that various dependencies need to be dealt with across firm boundaries. How dependencies may be dealt with across firms is related to how product development is organized. The purpose of the paper is to explore dependencies and how interactive product development may be organized with regard to these dependencies.

The analytical framework is based on the industrial network approach, and deals with the development of products in terms of adaptation and combination of heterogeneous resources. There are dependencies between resources, that is, they are embedded, implying that no resource can be developed in isolation. The characteristics of and dependencies related to four main categories of resources (products, production facilities, business units and business relationships) provide a basis for analyzing the organizing of interactive product development.

Three in-depth case studies are used to explore the organizing of interactive product development with regard to dependencies. The first two cases are based on the development of the electrical system and the seats for Volvo’s large car platform (P2), performed in interaction with Delphi and Lear respectively. The third case is based on the interaction between Scania and Dayco/DFC Tech for the development of various pipes and hoses for a new truck model.

The analysis is focused on what different dependencies the firms considered and dealt with, and how product development was organized with regard to these dependencies. It is concluded that there is a complex and dynamic pattern of dependencies that reaches far beyond the developed product as well as beyond individual business units. To deal with these dependencies, development may be organized in teams where several business units are represented. This enables interaction between different business units’ resource collections, which is important for resource adaptation as well as for innovation. The delimiting and relating functions of the team boundary are elaborated upon and it is argued that also teams may be regarded as actors. It is also concluded that a modular product structure may entail a modular organization with regard to the teams, though, interaction between business units and teams is needed. A strong connection between the technical structure and the organizational structure is identified and it is concluded that policies regarding the technical structure (e.g. concerning “carry-over”) cannot be separated from the management of the organizational structure (e.g. the supplier structure). The organizing of product development is in itself a complex and dynamic task that needs to be subject to interaction between business units.

This paper aims to develop a model for selecting project team members. In this model, while knowledge sharing among individuals is maximized, the project costs and the workload balance among employees are also optimized.

The problem of project team formation is formulated as a fuzzy multi-objective 0-1 integer programming model. Afterward, to deal with uncertainty in the decision-making on the candidates’ abilities and the project requirements, the fuzzy multi-objective chance-constrained programming approach is adopted. Finally, by combining the non-dominated sorting genetic algorithm II and the fuzzy simulation algorithms, a method is proposed to solve the problem.

The computational results of the proposed model in a case study of project team formation in a large Iranian company from the shipbuilding industry evidently demonstrated its effectiveness in providing Pareto-optimal solutions for the team composition.

Seemingly for the first time, this paper develops a model to optimize knowledge sharing and improve the project efficiency through the selection of appropriate project team members.

Innovation project development is becoming more important in boosting competitiveness of universities and enterprises. It will not be possible to ensure rapid economic growth of enterprises without competitive innovations and without their introduction into education and business practice. The object of the research paper is innovations in teaching entrepreneurship. The subject of the research paper is analysis of the effective entrepreneurship education at the universities. The objective of the research paper is to study the integration process of technological business environment (TBE), intellectual capital (IC) formation, innovation project (IP) development at the universities and enterprises.

The tasks advanced in order to reach the objective: to identify the concept of IC, IP, the methodology of IP development at the universities, their main actions and methods; to carry out analysis of the TBE in Latvia, indicators characterizing it environment, the factors of TBE influencing IC, IP development at the universities and enterprises; to estimate the IP development as the teaching method at the universities and business practice in Latvia. The research period is from the year 2007 till the year 2020. This is the first research on the analysis of indicators of TBE influencing IC formation, IP development at the universities; the efficiency of involvement of academic staff in the formation of IC and IP development into entrepreneurship education in Latvia; definition of the IP development as the teaching method and presentation of its theoretical and practical interpretation.