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The purpose of this paper is to reveal the essence of project education in the classroom in the foreign (English) language of students of nonlinguistic specialties of the university.

A sample of the study consisted of 20 first-year students of profile “Lawyer.” The study took place in three stages. The implementation of the training project was carried out based on the university in a group of students studying for the specialty “Lawyer.” At the organizational stage, primary diagnostics of the level of development of communicative competence through testing and communicative cases were carried out. In the second stage, the project was carried out for one semester under four topics by the thematic plan of the English language program. In the third stage, rediagnostics was carried out using testing and communicative cases following the completion of projects.

Based on the results of repeated diagnostics, a positive dynamic was revealed in the level of development of communicative skills, the development of the independent communicative activity of students at both a productive and a creative level.

The research shows that the inclusion of project activities in the educational process of students of the university contributes to the formation and development of information skills. These skills quite effectively fit into the educational process, carried out in the form of a workshop. And the workshop is effective at all the stages of the project activities.

The purpose of this paper is to present a novel approach for recruiting and ranking job applicants in online recruitment systems, with the objective to automate applicant pre‐screening. An integrated, company‐oriented, e‐recruitment system was implemented based on the proposed scheme and its functionality was showcased and evaluated in a real‐world recruitment scenario.

The proposed system implements automated candidate ranking, based on objective criteria that can be extracted from the applicant's LinkedIn profile. What is more, candidate personality traits are automatically extracted from his/her social presence using linguistic analysis. The applicant's rank is derived from individual selection criteria using analytical hierarchy process (AHP), while their relative significance (weight) is controlled by the recruiter.

The proposed e‐recruitment system was deployed in a real‐world recruitment scenario, and its output was validated by expert recruiters. It was found that with the exception of senior positions that required domain experience and specific qualifications, automated pre‐screening performed consistently compared to human recruiters.

It was found that companies can increase the efficiency of the recruitment process if they integrate an e‐recruitment system in their human resources management infrastructure that automates the candidate pre‐screening process. Interviewing and background investigation of applicants can then be limited to the top candidates identified from the system.

To the best of the authors’ knowledge, this is the first e‐recruitment system that supports automated extraction of candidate personality traits using linguistic analysis and ranks candidates with the AHP.

This study attempts to identify the brand personality dimensions that American firms intend to create in the mind of online consumers by using “forms of online communications” partially based on Ghose and Dou's earlier study.

The operational definitions of brand personality stimuli are adopted from prior research on advertising creative strategies. A content analysis was conducted on 270 web sites created by 64 American brands in the USA, UK, France, Germany and Spain.

A principal component analysis identifies five underlying dimensions of brand personality stimuli: excitement, sophistication, affection, popularity, and competence. The principal forms of online communications consist of stakeholder relations, direct/indirect sales, choice functions, connectedness, orientation, and product positioning. Multiple regression analyses confirm that there are modest but consistent associations between the intended brand personality dimensions and the forms of online communications.

The dimensions of brand personality stimuli are intrinsically traceable from the perspective of the creative advertising appeals that multinational corporations (MNCs) attempt to employ on their web sites.

This study provides a practical observation relating to whether MNCs are attempting to create a uniform set of brand personality dimensions across global markets.

The present study contributes to the literature by its attempt to classify brand personality stimuli in terms of the cognition versus affection framework.

This paper aims to identify between polity similarities and differences of “brand‐personality traits” projected by corporate‐slogans of corporations operating in Greater China (CGCs) to see if Greater China is a cultural unit, and to examine CGC bilingual corporate‐slogans to see if patterns are in evidence and if certain ways of crafting the slogans are more effective.

Corporate‐slogans are collected from web sites of major CGCs. The sample is analysed using Aaker's Brand Personality Scale and relevant rhetorical concepts.

The sample shares more commonalities than differences, suggesting Great China is a cultural unit; and the majority of the slogans are crafted by direct translation and parallel drafting, and the latter is deemed more effective.

This is a heuristic and hypothesis‐generating study and is entirely based on linguistic data. Studies with an empirical design are required to see if the findings have psychological validity.

If Greater China is a cultural unit, it should have bearing on corporate‐communication professionals in CGCs in terms of the adoption of corporate‐slogans, corporate names and artefacts related to corporate identity and image.

Hitherto studies of corporate‐slogans are mostly based on corporations operating in the West. This is the first study of CGC corporate‐slogans that cover four polities that succeeds in identifying patterns in methods of bilingual corporate‐slogan crafting and in “brand‐personality traits” projected by these slogans. The latter indicates that CGCs are operating not simply in a region, but in a cultural region.

The reliance on teams in today’s work environment underscores the importance of understanding how teams function. To better understand teams, one must be able to measure team dynamics or interaction. The purpose of this chapter is to outline an unobtrusive approach to measuring team dynamics from verbal communications.

The basic premise of this approach is that the words we use provide insight into how we feel and think at any given time. The methodology described in this chapter employs a lexical analytic approach to examining team dynamics. To best accomplish this, we first identify the principal features or dimensions of teamwork and then we propose lexical measures that may map to these processes.

This approach can be employed to track team functioning over time “at a distance” without interrupting task performance.

This chapter describes an approach to measuring relevant teamwork dimensions through verbal content. This approach has the potential to give us direct, unobtrusive insight into the emotional and cognitive states of teams. It is original in its examination of how team dynamics can be indexed in speech.

Online employee reviews have emerged as a crucial information source for business managers to evaluate employee behavior and firm performance. The purpose of this paper is to test the relationship between employee personality traits, derived from online employee reviews and job satisfaction and turnover behavior at the individual level.

The authors apply text-mining techniques to extract personality traits from online employee reviews on Indeed.com based on the Big Five theory. They also apply a machine learning classification algorithm to demonstrate that incorporating personality traits can significantly enhance employee turnover prediction accuracy.

Personality traits such as agreeableness, conscientiousness and openness are positively associated with job satisfaction, while extraversion and neuroticism are negatively related to job satisfaction. Moreover, the impact of personality traits on overall job satisfaction is stronger for former employees than for current employees. Personality traits are significantly linked to employee turnover behavior, with a one-unit increase in the neuroticism score raising the probability of an employee becoming a former employee by 0.6%.

These findings have implications for firm managers looking to gain insights into employee online review behavior and improve firm performance. Online employee review websites are recommended to include the identified personality traits.

This study identifies employee personality traits from automated analysis of employee-generated data and verifies their relationship with employee satisfaction and employee turnover, providing new insights into the development of human resources in the era of big data.

This literature review is on advanced computer analytics, which is a major trend in the field of Human Resource Management (HRM). The authors focus specifically on computer-assisted text analysis (CATA) because text data are a prevalent yet vastly underutilized data source in organizations. The authors gathered 341 articles that use, review, or promote CATA in the management literature. This review complements existing reviews in several ways including an emphasis on CATA in the management literature, a description of the types of software and their advantages, and a unique emphasis on findings in employment. This examination of CATA relative to employment is based on 66 studies (of the 341) that bear on measuring constructs potentially relevant to hiring decisions. The authors also briefly consider the broader machine learning literature using CATA outside management (e.g., data science) to derive relevant insights for management scholars. Finally, the authors discuss the main challenges when using CATA for employment, and provide recommendations on how to manage such challenges. In all, the authors hope to demystify and encourage the use of CATA in HRM scholarship.

This study aims to examine how chief executive officer's (CEO) personality traits influence the corporate sustainability performance (CSP) of firms. The paper also examines the moderating effect of board power on this relationship.

Using a linguistic tool (IBM's Watson Personality Insight Service), the authors measured the personality traits of 229 CEOs from 176 firms from 2009 to 2018. Firm-level CSP are obtained from the Sustainalytics database. The hypotheses are tested using multiple regression analysis. The robustness of the results of the study is confirmed by addressing endogeneity concerns and by validating the measurement of CEO personality traits using Personality Recognizer, an alternative linguistic tool.

The results show that CEO personality traits of extraversion and neuroticism are significant predictors of CSP. The paper also identifies board power as a contingent factor that influences the suggested relationships.

Using upper echelon theory and cybernetic big five theory, this paper identifies CEO personality traits as important antecedents of corporate sustainability performance and adds to the micro-foundations of corporate sustainability literature. To the authors’ understanding, this is the first study that examines the influence of CEO personality on CSP using a comprehensive trait framework. The paper also demonstrates the usefulness of text-analytic tools to measure CEO personality traits, thereby contributing to the progress of upper echelon theory.