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Research indicates a long historical connection between racism and nationalist ideologies. This connection has been highlighted in the resurgence of exclusionary nationalism in recent years, across many multicultural societies. This chapter discusses the notions of race, ethnicity and nation, and critically examines how racism shapes contemporary manifestations of nationalist discourse across the world. It explores the historical role of settler-colonialism, imperial expansions and the capitalist development in shaping the racial/ethnic aspect of nationalist development. Moreover, it provides an analysis of the interconnections between the racialisation of minorities, exclusionary ideologies and the consolidation of ethno-nationalist tropes. This chapter further considers the impact of demographic changes in reinforcing anti-migrant exclusionary sentiments. This is examined in connection with emerging nativist discourse, exploring how xenophobic racism has shaped and is shaped by nostalgic nationalism based on the sanitisation of the legacies of Empire and colonialism.

What distinguishes digital transformation from other traditional IT transformations is its involvement of the entire organization, rather than merely the IT department. Thus, instead of taking a perspective that is confined to the IT department, this paper studies the ambidextrous nature of digital transformation (DT) from the standpoint of the whole firm. The authors define DT ambidexterity as the capability to utilize digital technology to simultaneously improve the efficiency of existing businesses (DT exploitation) and to promote business growth (DT exploration).

Using annual reports of Chinese firms as a mining material, this paper deploys text mining and word frequency analysis to develop a data set of digital transformation to construct DT exploitation, DT exploration and DT ambidexterity, so that the authors can examine and compare their impact on business performance.

This study's statistics show that observations in this research sample mainly manifest DT ambidexterity and DT exploitation, while DT exploration makes up the smallest proportion. The authors find that DT exploitation, DT exploration, and DT ambidexterity have positive, yet heterogeneous effects on business performance.

This study expands the existing literature of IT-related ambidexterity by examining the ambidextrous nature of DT from the angle of company-wide strategy instead of the perspective from IT-department and expands the extant literature of digital transformation by examining the heterogeneous effects of its different components on business performance. The authors also add to the digital strategizing literature by showing that different business strategy goals can be attained through different stages of DT.

This study expands the existing literature of IT-related ambidexterity by examining the ambidexterity nature of DT from the angle of company-wide strategy instead of the perspective from IT department and expands the extant literature of digital transformation by examining the heterogeneous effects of its different components on business performance. The authors also add to the digital strategizing literature by showing that different business strategy goals can be attained through different stages of DT.

HR Blog is one of the social technologies systems to allow employees to voice the issues they experience. However, employees’ trust becomes an emerging issue to use HR Blog. This paper aims to investigate the impact level of employees’ trust in using HR Blog and identifying the causes affecting employees’ trust in using HR Blog. Social exchange theory (SET) was adopted as a vehicle to assist in identifying the employees’ trust causes. SET found serves the aim of research because it posits that the relationship between employees and HR Blog is built based on reciprocity, two-way of exchange.

The research adopts a qualitative method, namely, semi-structured interviews. The total number of conducted semi-structured interviews is 46, 38 interviews with HR Blog users and eight interviews with the management of HR Blog.

The present research found that HR Blog is distrusted by the vast majority of employees. The causes of HR Blog distrust were: functionality (mainly the placing the filtration process); lack of feedback and attention to employees in HR Blog; lack of providing tangible outcomes of HR Blog; and absence of HR Blog informative materials and clear guidelines.

This research lies in the fact that it is one of the first studies that focus on employees’ perspectives to empirically identify and investigate their trust factors affecting the use of HR Blog. The study achieved its aim in terms of gaining a better understanding of how to gain and restore employees’ trust to make HR Blog a trusted and effective system in the workplace.