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Disruptive forces, such as the global pandemic and technological innovation, are leading to growing labor uncertainty. For organizations, being able to adapt is a key skill for employees, while adapting to different employment contexts is increasingly essential for career success. This study leverages career adaptability theory and integrated dynamic capabilities to isolate skills enabling career adaptation.

A qualitative study was conducted to develop a skills codebook using a Delphi technique to converge on career adaptation skills, which was validated against leading meta-skills frameworks and a purposeful sample of 15 occupational competency models.

The codebook phase identified 24 distinct meta-skills in 6 clusters: problem-solving, self-reliance, collaboration, communication, core literacies and core workplace skills. Findings confirmed that most of the skills identified by the experts were also present across the meta-skills frameworks.

This study highlights research opportunities, including a recommendation to extend the codebook by conducting a large sample empirical study of occupational competency models.

Adaptive individuals remain attractive in the job market. With the proposed framework, individuals can systematically reflect on ways to develop career adaptation skills. Other stakeholders should support the development of skills that facilitate an individual's capacity to adapt to diverse employment contexts.

This study contributes to resolving the debate on skills contributing to career adaptation by combining the career adaptability theory and integrated dynamic capabilities, to produce a harmonized meta-skills codebook including labels, definitions and synonyms. This study validates the codebook against leading skills frameworks and occupational competency models.

One of the key success factors for an organization is the promotion of qualified personnel for vacant positions. Especially, the promotion of middle and senior managers play an important role in terms of organization’s success. In personnel promotion problem in which the candidates are nominated within the organization and they have been working for a specific period of time and are known in their organization, the candidates should be evaluated based on their recent as well as past performances to make right selection for the vacant position. For this reason, the purpose of this paper is to propose an integrated dynamic multi-attribute decision-making (MADM) model based on intuitionistic fuzzy set for solving personnel promotion problem.

The proposed model integrates analytic hierarchy process (AHP) technique and the dynamic evaluation by intuitionistic fuzzy operator for personnel promotion. AHP is employed to determine the weight of attributes based on decision maker’s opinions, and the dynamic operator is utilized to aggregate evaluations of candidates for different years. Atanassov’s intuitionistic fuzzy set theory is utilized to represent uncertainty and vagueness in MADM process.

A numerical example is presented to show the applicability of the proposed method for personnel promotion problem and a sensitivity analysis is conducted to demonstrate efficiency of dynamic evaluation. The findings indicate that the varying weights of years employed determined the best candidate for promotion.

The novelty of this study is defining personnel promotion as a MADM problem in the literature for the first time and proposing an integrated dynamic intuitionistic fuzzy MADM approach for the solution, in which the candidates are evaluated at different years.

The purpose of this paper is to develop an integrated dynamic model, based on empirical findings, which can be used in research centers for evaluating the performance of research projects by using multiple attribute utility theory.

In developing the model, the measures by which the performance of research projects could be evaluated are identified by Delphi method and group decision making. These measures are categorized into three general success factors of time, cost and quality. Then a multi‐attribute utility function is applied to integrate these dimensions to determine the utility resulting from the performance of the project.

Through literature review it is evident that some evaluation techniques such as checklists, scoring models, analytical hierarchy process and engineering economic techniques have been developed for evaluating performance of projects. The present model complements and improves upon the existing models.

The parameters of model are determined based on research center's policy but they may be changed for other research centers. So the model depends on the expert's view. The model is not considered advantageous in situations where project gets ahead of program.

The model is tested in an engineering research institute and the comparison is made with the results of the existing models.

The advantage of proposed model is its flexibility, dynamism and the capability to revise the model based on any changes in the objectives and policies of the research center.

The purpose of this paper is to develop a conceptual model for the mode of entry in a particular case of global MNEs entering into emerging markets.

The conceptual model builds on institutional theory and follows an integrated approach of entry mode theories using bargaining theory, the liability of foreignness and local legitimacy.

The conceptual model introduces five propositions.

The study has policy implications for emerging market institutions. Also, the model highlights the significance of long-term vision in global MNEs’ sustainability. However, the model excludes the MNEs’ internal institutions, home country institutions, as well as institutional and cognitive distances.

The conceptual model addresses the dynamics of MNEs’ entry decisions with long-term strategic vision. It helps to recognize the global MNEs’ internalization of the host country’s formal and informal institutions when the bargaining power is in imbalance.

This study aims to examine contemporary research on organizational resilience and then propose an integrated dynamic model to study organizational resilience with a more inclusive concept and future research agenda developed.

This conceptual paper uses the literature review method to analyze and categorize current research on organizational resilience, and then based on the analysis of existing organizational resilience studies, this paper proposes an integrated model for a more inclusive and integrated concept of organizational resilience with refined future research directions.

A thorough analysis of current organizational resilience research shows that existing studies on organizational resilience have largely focused on isolated dimensions by treating organizational resilience as a state rather than a dynamic capability. This paper proposes that an integrated concept of organizational resilience consists of three dimensions including cognitive, behavioral and contextual resilience, and this dynamic capability should be examined from three different levels, including individual, group and organizational levels to better conceptualize organizational resilience and for better applicability in management practice.

The past decades have seen increasing interests in organizational resilience both from academic scholars and from management practitioners. However, research on this emerging field remains fragmented, and there is little consensus on the conceptualization of organizational resilience. This study contributes to the literature by thoroughly examining current research on organizational resilience and proposes an integrated dynamic model to study organizational resilience.

The purpose of this research is to develop new techniques for component physical modeling for the dynamic simulation of integrated power systems.

A FE‐based phase variable model is proposed so as to achieve fast and accurate simulation. Such a model is established based on the nonlinear transient FE analysis, in order to take into consideration the harmonic effects due to the nonlinear magnetization property, magnetic circuit geometry as well as other design variations.

In the FE‐based phase variable model, the inductances are described as functions of the phase angle and the magnitude of winding currents, the rotor position and other operational parameters. They are obtained from the transient FE solutions, stored in tables, and retrieved during the simulation. The FE‐based phase variable model is implemented in Simulink in two ways. The first is the equation‐based block and the second is the circuit component‐based block. The FE‐based phase variable models of various electrical components in the power system were studied. This includes various types of rotating machines and transformers. Examination and application examples show the correctness and effectiveness of the proposed operational modeling procedures.

The developed FE‐based physical phase variable model is as accurate as the full FE model with much faster simulation speed. It will benefit the dynamic simulation of integrated power system. This combination of physical modeling and integrated dynamic simulation is original and represents an added value to the state‐of‐the‐art in this field.

This paper aims to extend the scope of the viable system model (VSM), which was developed by Stafford Beer in favour of its formalisation and practical application, to overcome the criticism about its abstract nature.

This extension is achieved using the descriptive validation of a software project structural organisation based on the information that was obtained from the ICT sector set of companies in Castilla y León.

The main conclusion of the study indicates deficiencies in the proactive environmental control of the software project. To overcome these shortcomings at least partially, the author proposes the use of integrated dynamic simulation models and Team Syntegrity. Finally, the analysis provides a detailed reference to diagnose or design a software project organisational structure with viability-defined characteristics. Such reference can be adapted to different fields by extrapolating its application in favour of the VSM universality.

The originality is based on the VSM application in software projects organisation. The value is based on VSM formalisation and practical application, to overcome the criticism about its abstract nature.

This paper investigates the potential of dynamic process modelling as an approach for addressing the problem of information systems (ISs) evaluation in the context of organisational change.

A real‐life case study is discussed, showing how dynamic simulation models that incorporate the effects of a proposed IS on existing business processes can help analysts and decision makers arrive at more informed choices for system design and evaluation.

Based on the case findings, we postulate that the design and implementation of organisational systems could be augmented by the development of dynamic process models depicting business operations before and after the introduction of an IS, and the subsequent experimentation with such models to achieve maximum fit between organisational needs and system capabilities.

The study findings imply that dynamic process modelling may be of help in the endeavour of developing ISs that are aligned with the overall business strategy and objectives.

Shows how dynamic simulation models that incorporate the effects of a proposed IS on existing business processes can help analysts and decision makers arrive at more informed choices for system design and evaluation.

This paper aims to propose a novel integrated control method (ICM) for high-power-density non-inverting interleaved buck-boost DC-DC converter. To achieve high power conversion by conventional single phase DC-DC converter, inductor value must be increased. This converter is not suitable for industrial and high-power applications as large inductor value will increase the inductor current ripple. Thus, two-phase non-inverting interleaved buck-boost DC-DC converter is proposed.

The proposed ICM approach is based on the theory of integrated dynamic modeling of continuous conduction mode (CCM), discontinuous conduction mode and synchronizing parallel operation mode. In addition, it involves the output voltage controller with inner current loop (inductor current controller) to make a fair balancing between two stages. To ensure fast transient performance, proposed digital ICM is implemented based on a TMS320F28335 digital signal microprocessor.

The results verify the effectiveness of the proposed ICM algorithm to achieve high voltage regulating (under 0.01 per cent), very low inductor current ripple (for boost is 1.96 per cent, for buck is 1.1) and fair input current balance between two stages (unbalancing current less than 0.5A).

The proposed new ICM design procedure is developed satisfactorily to ensure fast transient response even under high load variation and the solving R right-half-plane HP zeros of the CCM. In addition, the proposed method can equally divide the input current of stages and stable different parallel operation modes with large input voltage variations.

Amidst the complicated nature of the UAE’s facilities management (FM) industry, the need to recalibrate the existing performance measurement (PM) system measures and criteria has been resonating to ensure their ability to capture the FM industry trends and dynamics, thus enhancing organizational excellence. Therefore, this research aimed to propose a specific PM tool to the country’s FM industry to accurately assess performance and establish strategic enhancements.

The study reviewed literature on the available PM systems to gather the available measures, which were presented to a focus group of seven participants, who were purposively selected based on their expertise in FM and PM implementation in the UAE to adjust them and add ones relevant to the UAE’s FM industry.

The focus group conducted various changes, from retaining certain measures and criteria, renaming them to simplify or make them more representative of the industry, ranking them based on their importance to limit their numbers, to finally categorizing them as enablers or results. Consequently, the final proposed tool was composed of nine dimensions with 51 measures as performance enablers and three dimensions with 11 measures as performance results. Seven measures were added by the experts, who highlighted their increasing popularity in the UAE’s FM industry.

Through addressing the critical void in literature, this paper develops a specific PM tool aligning with the intricacy of the UAE’s FM industry, thus providing proactive contribution to the industry’s effective and sustainable growth.