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Contemporary organizations face challenges when they have an increasing need for trust, and yet there are decreasing opportunities for the development of interpersonal trust. Thus, the organizations cannot rely only on that and there is a need for complementary forms of organizational trust. Vanhala et al. (2011) developed the scale for measuring impersonal trust. The purpose of this study is to validate the scale in terms of discriminant and nomological validity as well as to test generalizability.

The validities and generalizability is tested on two samples from two industries in Finland: a forest company (411 respondents) and ICT company (304 respondents). Confirmatory factor analysis and structural equation modelling are used.

The scale represents both discriminant and nomological validity. Furthermore, the scale is generalizable in different industries.

A more holistic approach to organizational trust is proposed, and the scale for the impersonal element of the organizational trust is validated.

This paper validates the scale for the less studied impersonal element of organizational trust. To manage and develop organizational trust, all of its dimensions should be measured. The scale validated allows the measurement of the impersonal dimension, and the more refined measure also makes it possible to focus development efforts on certain operational areas.

The scale validated represents a step forward toward the reliable measurement of organizational trust. To the best of the researcher’s knowledge, this is the first study to show that previously developed scale is valid and generalizable.

The paper provides a detailed historical account of Douglass C. North's early intellectual contributions and analytical developments in pursuing a Grand Theory for why some countries are rich and others poor.

The author approaches the discussion using a theoretical and historical reconstruction based on published and unpublished materials.

The systematic, continuous and profound attempt to answer the Smithian social coordination problem shaped North's journey from being a young serious Marxist to becoming one of the founders of New Institutional Economics. In the process, he was converted in the early 1950s into a rigid neoclassical economist, being one of the leaders in promoting New Economic History. The success of the cliometric revolution exposed the frailties of the movement itself, namely, the limitations of neoclassical economic theory to explain economic growth and social change. Incorporating transaction costs, the institutional framework in which property rights and contracts are measured, defined and enforced assumes a prominent role in explaining economic performance.

In the early 1970s, North adopted a naive theory of institutions and property rights still grounded in neoclassical assumptions. Institutional and organizational analysis is modeled as a social maximizing efficient equilibrium outcome. However, the increasing tension between the neoclassical theoretical apparatus and its failure to account for contrasting political and institutional structures, diverging economic paths and social change propelled the modification of its assumptions and progressive conceptual innovation. In the later 1970s and early 1980s, North abandoned the efficiency view and gradually became more critical of the objective rationality postulate. In this intellectual movement, North's avant-garde research program contributed significantly to the creation of New Institutional Economics.

Although scholars have been studying human resource management (HRM) and open innovation (OI), yet there is less attention to this relationship in the context of small-and medium-sized enterprises (SMEs). This paper aims to bring some insights about the human side of inbound open innovation (INOI) in SMEs. The goal is to better understand the role of organizational trust (OT) and developmental culture (DC) in the interactions between commitment-based HRM (C-HRM) and INOI.

The present study employs partial least squares-structural equation modeling to investigate the interrelationships among constructs, utilizing data gathered from a sample of 206 SMEs.

The study's empirical results indicate that the presence of OT serves as a complementary factor in mediating the relation between C-HRM and INOI. Furthermore, the analysis shows that there exists a moderating influence of DC in the relationship between C-HRM and INOI.

The role of HRM practices is important in developing OT and consequently foster INOI in SMEs. To achieve INOI, SMEs need a DC that induces C-HRM toward an OI approach.

This study adds to the understanding of the interactions between C-HRM practices and INOI in SMEs. The comprehension of the mediating function of OT and the moderating effect of DC serve to enhance the scholarly understanding of the human dimension of OI research.

Non-politicized bureaucracy plays a fundamental role in the survival of states during times of transition and drastic change. Moreover, non-politicized bureaucracy protects state institutions from failing. In fact, state survival bureaucracy (SSB), as an alternative to Deep State, obtains all mechanisms for the sustainability of the state, both its entity and identity. In case of resistance to the elected officials and executives’ abrupt decisions, professionals and experts came up with Deep State to reflect the elements of rejection.

The paper uses both system and function approaches in analyzing the role of bureaucracy in states going through transition. It also draws comparisons from the harsh experiences in the Arab region after Arab revolutions where most of the states collapsed while Tunisia and Egypt survived. The authors will use the available literature in reviewing different arguments regarding the role of bureaucracy in addition to the own observations as scholars who were engaged in the political process in Egypt for sometimes and during the drastic changes since January 25, 2011 and the knowledge about political process in Tunisia and other Arab states.

In the study of the collapse of a number of Arab states and the survival of Tunisia and Egypt, it was found out that it is SSB which holds state together in cases of drastic changes or tangible threats. SSB includes bureaucrats and policy implementing agencies that are committed to both entity and identity of the state. The role of SSB emerges clearly in a state of utmost survival crisis of the state. SSB does inherently obtain self-correcting mechanisms that help states face, experience drastic change and cope with it.

Non-politicized bureaucracy plays a fundamental role in the survival of states during times of transition and drastic change. Moreover, non-politicized bureaucracy protects state institutions from failing. In fact, SSB as an alternative to Deep State, as defined in this paper, obtains all mechanisms for the sustainability of the state, both its entity and identity. The analysis will show how SSB is a constructive mechanism for the survival of the state when its entity and identity as well as well-established national interests are under tangible threats.

The disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study's objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies.

The article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives.

The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes.

The findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications.

The study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRM adoptions and use outcomes. These were found in the studies conducted during the 2008–2021 period.

顛覆性人力資源管理技術被認為是一個可改變、並幫助整個人力資源管理格局的重要誘導者; 這個看法、需透過檢核在實證研究範疇裡就有關議題的資料、才能作進一步的核實。因此，本研究擬了解 (1): 我們目前對有關議題的認知，以及 (2): 就顛覆性人力資源管理所進行的實證研究有哪些不足之處。

本文是一個文獻探討。研究人員採用系統文獻綜述研究法，以及系統綜述和 meta分析的首選報告項目。研究涵蓋45篇於2008年至2021年期間發表的學術文章; 這些文章均取自 Scopus資料庫。研究人員進行文獻計量分析，以達到研究的目標。

研究結果顯示、被研究探索的是電子化人力資源管理 (E-HRM) ，而不是顛覆性人力資源管理技術。被研究的範疇包括使用電子化人力資源管理的決定因素，以及使用後的結果。使用後的結果再細分為一般性的結果、和與人力資源管理有關的結果。

研究結果顯示、在實證研究的範疇裡，電子化人力資源管理和顛覆性人力資源管理技術的研究均存在未被探索的研究缺口。因此，研究結果為今後的研究和有關的應用提供了啟示。

本研究發現並確認經實證證明的使用電子化人力資源管理的決定因素，以及使用後的結果。研究結果乃基於檢核於2008年至2021年期間進行的學術研究而得來的。

顛覆性人力資源管理技術、系統文獻綜述、系統綜述和meta分析的首選報告項目 (PRISMA)

Since the early 1980s, western governments are assumed to have been either moving toward post-bureaucratic models or transforming into so-called neo-Weberian bureaucracies. As different public-sector (reform) models imply different ideal typical personality traits for civil servants, the purpose of this paper is to ask the question to what extent personality requirements that governments demand from their employees have evolved over time in line with these models.

The authors analyzed the use of big-five traits in a sample of 21,003 job advertisements for local government jobs published between 1980 and 2017, applying tools for computer-assisted text analysis.

Using multilevel regression analyses, the authors conclude that, over time, there is a significant increase in the use of personality descriptors related to all big-five factors.

The authors postulate that governments nowadays are actively looking for the “renaissance bureaucrat” in line with the neo-Weberian bureaucracy paradigm. The authors end with a discussion of both positive and negative consequences of this development.

First, the authors explicitly link personality, public administration, and public management using the Abridged Big-Five-Dimensional Circumflex model of personality. Second, by linking observed trends in civil servant personality requirements to larger theories of public-sector reform models, the authors narrow the gap between public administration theories and practice. Third, the software tools that the authors use to digitalize and analyze a large number of documents (the job ads) are new to the discipline of public administration. The research can therefore serve as a guideline for scholars who want to use software tools to study large amounts of unstructured, qualitative data.

The importance of trust in student–university relations is relevant not only for the quality of the educational process and the satisfaction with studying achieved by students, but also for the importance of positive evaluation of HEIs to others. Therefore, the aim of this study is to identify the stages and mechanisms that build trust in student–university relations, the causes of trust violation and trust repair practices.

Public university students from Poland (16) and Germany (12) took part in the study based on semi-structured interviews. The research procedure followed an inductive approach. In addition, the critical events technique was used to identify trust violation and trust repair practices.

The study identifies the stages of the HEIs trust building process and the mechanisms upon which it is built. It attempts to catalogue trust violations, distinguishing three groups of “perpetrators” and categories of their differentiation in terms of their impact on trust. The study indicates ad hoc, informal methods of trust repair applied at HEIs and their conditions.

This study provides useful guidance for managers on how to build and maintain trust in HEIs.

The issue of trust building in HEIs is relatively new and therefore has not been sufficiently recognised to date. This study is the first to the author's knowledge to comprehensively address the problem of trust building, pointing out the mechanisms on which the formation of trust in HEIs is based. This study provides a novel contribution to the limited literature on trust violation and trust repair in HEIs.

The concept of environmental diplomacy appears associated with events (conventions) promoted between states and transnational organisations to discuss aspects related to regulating the use of natural resources and regulating pollution. In this study, the authors intend to highlight the contribution brought to environmental diplomacy by leading television figure David Attenborough and his focus on the destruction of biodiversity by humans (the problem). It is intended to analyse the frames of his public interventions, comparing them with the prevailing frames in the UNFCCC policies.

A predominantly inductive method of qualitative and interpretative nature is used. In epistemological terms, the framing analysis stems from a social constructivist perspective. A theoretical model for frame analysis was defined by combining the frameworks proposed by Entman (1993) and Semetko and Valkenburg (2000) and considering previous studies (Anholt, 2015; Seelig, 2019). Analysis scrutinised a two-fold corpus comprising articles regarding actions and statements by David Attenborough published in The Guardian between 2018 and 2020, and the UN's legal framework for climate change.

The most prominent frames regarding climate crisis in transnational policies are responsibilities. Attenborough's calls for action highlight the frames of “morality”, “responsibilities” and “problems”. However, it is necessary to make a distinction between the discourse used in transnational treaties and that by Attenborough. In the former, discourse is more technical and impersonal, presented in a structure of legal diplomas and barely accessible to the public. In contrast, Attenborough's speech is more emotional, appealing and sometimes dramatic. His message is transmitted straightforwardly to the public in a pedagogical, personal tone.

The choice of high-profile personalities like David Attenborough as ambassadors has implications in the visibility of the environmental cause, and in the multiplication of initiatives that denounce environmental degradation.

This study explores and analyses the narrative construct regarding climate change as carried out by a trusted and respected media voice. The authors intend to contribute to understanding the amplification role of public figures in controversial issues and diplomatic matters. The main contribution of this study is to highlight the strategic nature of the choice of SDA by political powers to voice the drama of climate emergency.