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The aim of the paper is to propose an integrative model of the leader competences through the analysis of the several models of competence found in the literature review.

The methodology used was qualitative, based partially on an integrative literature review (Torraco 2016). This paper aims to review, update and criticize the literature related to the competences approach in the organizational context and, on the other hand, to review, criticize and synthesize the literature, namely, the models and competences.

Difficulties in choosing and implementing a leader competency model led to the integration of competencies in a single model, seeking to simplify the choice and implementation process in organizations. The integrative model of leader competences arises from the literature review, more specifically from the analysis of the different approaches found. This model is grouped into four dimensions – intellectual competences, management competences, social competences and emotional competences. This research is a contribution to reduce the fragmentation of leadership and management theories and facilitates the choice and implementation of a leader competence model suited to the organization’s needs, contributing to the leadership effectiveness.

The integrative model of the leader competences allows the choice and implementation of a competence model with a wide range of competences considered as essential in the organizational context by several researchers. This model simplifies the process of identifying the competences that need to be developed, feeding the human resources development process within the organization.

This study aims to review all frameworks of strategic international human resource management (SIHRM) published between 1990 and 2022 to ascertain their relevance in the current context with a focus on methodologies and theories in the post-pandemic era.

In this study a pool of 69 papers published in 16 journals was considered for full-text evaluation using a set of relevant keywords and pre-defined inclusion/exclusion criteria.

The number of qualitative research papers is the highest (90%) and theoretical perspectives are dominated by research-based (17%), institutional (17%) and SIHRM (14%) theories that emphasize competitive advantage, resource dependence and multiple SIHRM frameworks.

This research incorporates dominant theoretical perspectives and methodologies within an integrated SIHRM framework which accommodates the post-pandemic era.

The integrated SIHRM framework reinforces the alignment of multiple contexts, dimensions, models and proportions to enable effective decisions for mitigating the current crisis and future research.

This research integrated a hybrid model of SIHRM by aligning the relevant existing SIHRM frameworks, which management can choose from to leverage the benefits that distributed remote work in an international context and decide what is most suitable for their businesses as they prepare for the future.

This study aims to explain the evaluation of a training programme for older adults to make them facilitators of a memory training project. Older adults were trained as facilitators to respond to the need to continue training memory and promote the active role of adults in the community.

The Kirkpatrick model was used to comprehensively evaluate the training programme. The participants were 89 older adults from the city of Barcelona, with an average age of 73.1 years old. To evaluate the training programme, six instruments were administered, adapted to the four levels established in Kirkpatrick’s model.

The results obtained show that the programme to train facilitators enables older adults to become facilitators in a memory training project.

Two limitations have been identified. The first is to analyse the extent to which the participants learned from the facilitator’s memory training project. The second is the methodological improvement for future research on two issues: strengthening the validity of the instruments and incorporating a control group.

The implications for practice, presented in this article, are twofold. One is the importance of lifelong learning as a resource for remaining healthy. Another implication is the active role of older adults in the community.

This research enables older adults to become involved in responding to their own needs such as memory training. In turn, it contributes to promoting active ageing and community participation.

Despite the relevance of how enterprise architecture (EA) contributes to organizational performance in contemporary digital technology-driven strategic renewal, little is known about the position of EA artifacts. Therefore, this study aims to build an integrative model of EA artifact-enabled EA value supplemented with a research agenda to enhance our understanding further.

This study leveraged grounded theory techniques and a systematic review approach to develop the integrative model and research agenda.

We inductively build a model of the position of EA artifacts in EA value creation. Additionally, we elaborate a research agenda that proposes (1) an investigation of the role of an EA practice in successful strategic change, (2) an examination of how to manage EA practice value generation and (3) longitudinal research to gain insight into the evolution of value creation by EA practices.

This study presents a model of EA artifact-enabled EA value, thereby contributing to our understanding of the mechanisms, inhibitors and success factors associated with EA value. Following our model, the proposed research agenda contains future research areas to help us better understand the mechanisms and interrelatedness of EA practices in highly dynamic environments.

This study aims to investigate employee behavior toward work engagement with an integrative research framework that combines human resource practices, employee psychological empowerment and well-being. Moreover, the moderating effect of transformational leadership is tested between employee engagement at workplace during crisis such as COVID-19 and sustainable employment.

This study empirically investigates research framework with 353 responses retrieved from employees working in private sector organizations. The data were collected through structured, closed-ended questionnaires. For inferential analysis, structural equation modeling approach has been used. To test the predictive power of the research framework, blindfolding procedure Q² is incorporated.

Statistical findings indicate that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment have explained substantial variance (R² = 67.5%) in employee work engagement during crisis. Concerning with sustainable employment, the transformational leadership and work engagement have shown significant variance (R² = 20.6%) in determining sustainable employment. Moving further psychological empowerment has revealed maximum effect size (f²) to determine employee engagement behavior at work place during pandemic crisis. The blindfolding procedure Q² has exhibited substantial power to predict employee work engagement and sustainable employment during crisis such as COVID-19 pandemic.

This study has several contributions to theory and practice. Theoretically, this study develops an integrative research framework with the help of human resource practices and employee psychological factors such as employee well-being and empowerment. Therefore, practically, this research suggests that factors such as opportunity enhancing, transformational leadership and employee psychological empowerment need managerial attention to increase employee engagement at workplace and sustainable employment during pandemic crisis.

With the growing concerns of layoff during pandemic crisis, employees have shown lack of interest at workplace because of psychological fears. Nevertheless, this study has established that policymakers could enhance employee engagement at workplace and sustainable employment during crisis by redesigning HR practices and improving employee psychological well-being and empowerment. In addition to that, employee psychological well-being and empowerment are considered healthy factors for human beings and nurture society at large.

This research is original as it establishes an integrative research framework grounded in HR practices, employee psychological empowerment and employee psychological well-being to investigate employee behavior at work place during crisis such as pandemic. In addition to that, this study has enriched leadership literature by examining the moderating effect of transformational leadership between employee work engagement and sustainable employment.

This paper reviews the literature on the business models of small and medium-sized enterprises (SMEs). It seeks to examine the profile, conceptual and intellectual structure of the literature whilst leveraging the findings to suggest promising future paths to advance our knowledge on business models of SMEs.

The study resorts to a systematic literature review that conducts descriptive, bibliometric (i.e. co-word occurrence analysis and bibliographic coupling of documents analysis) and content analyses to review the literature on business models of SMEs. The research protocol included 301 articles collected in the Web of Science (WoS) database in the descriptive and bibliometric analyses. The bibliometric analysis was performed using the VOSviewer software.

The descriptive analysis portrayed the profile of this research stream. The systematisation of the co-word occurrence analysis describes the four clusters that comprise the conceptual structure of this research field. The content analysis of the bibliographic coupling of documents’ clusters portrays the seven clusters that involve the intellectual structure of this research area.

The integrated and holistic approach adopted in this study provides a detailed overview of the literature on business models of SMEs. We propose an integrative framework for the literature that bridges the main themes that form the conceptual and intellectual structure of this field of research. A comprehensive agenda for future research is suggested and implications for theory, policy and practice are stated.

In recent years, there has been a growing interest in the potential of data analytics to enhance project delivery. Yet many argue that its application in projects is still lagging behind other disciplines. This paper aims to provide a review of the current use of data analytics in project delivery encompassing both academic research and practice to accelerate current understanding and use this to formulate questions and goals for future research.

We propose to achieve the research aim through the creation of a systematic review of the status of data analytics in project delivery. Fusing the methodology of integrative literature review with a recently established practice to include both white and grey literature amounts to an approach tailored to the state of the domain. It serves to delineate a research agenda informed by current developments in both academic research and industrial practice.

The literature review reveals a dearth of work in both academic research and practice relating to data analytics in project delivery and characterises this situation as having “more gap than knowledge.” Some work does exist in the application of machine learning to predicting project delivery though this is restricted to disparate, single context studies that do not reach extendible findings on algorithm selection or key predictive characteristics. Grey literature addresses the potential benefits of data analytics in project delivery but in a manner reliant on “thought-experiments” and devoid of empirical examples.

Based on the review we articulate a research agenda to create knowledge fundamental to the effective use of data analytics in project delivery. This is structured around the functional framework devised by this investigation and highlights both organisational and data analytic challenges. Specifically, we express this structure in the form of an “onion-skin” model for conceptual structuring of data analytics in projects. We conclude with a discussion about if and how today’s project studies research community can respond to the totality of these challenges. This paper provides a blueprint for a bridge connecting data analytics and project management.

This study aims to identify an effective work design for telework practices in Thailand by investigating the influence on employee work engagement and job stress of job demands and resources in three domains of work characteristics – task, social and contextual.

In total, 1,052 high-intensity teleworkers participated in our online survey. Nested model comparisons and chi-square difference tests were used to test the significance of the three domains of work characteristics by comparing changes in model fit associated with the removal of the parameters associated with each domain. The best fit model was then used to examine the hypothesized relationships.

The results revealed that each domain of work characteristics provides additional and meaningful insights on employee outcomes. For telework practices in Thailand, supervisor support and work autonomy, the job resources specified respectively in the social and task domain can enhance work engagement. In contrast, supervisor surveillance and communication overload, the job demands in these respective domains can lead to job stress. Additionally, telework contextual demands of blurred work–life boundaries reduce employee work engagement. Communication overload has paradoxical outcomes of increased job stress and improved work engagement.

This study contributes to the work design and telework literature by applying an integrative work–design approach to demonstrate that organizations should consider both job demands and resources in a wider context of work design. This study also provides insights in respect of Thai cultural values to explain the effective design of telework practices in Thailand, a country where telework is relatively new and the work–design literature is very limited. This study is useful for international business managers wishing to adopt telework practices in Thailand to localize how telework is organized and ensure a smooth transition to the new world of work more successfully in the post-pandemic period.

This paper aims to answer the questions of what clothing practices related to sustainable fashion can be observed in young consumers' daily lives in Finland’s capital region and what prevents their further proliferation.

This is qualitative research that draws from 22 semi-structured interviews with high school students in the capital area of Finland. The data were analyzed with the use of thematic analysis, a flexible method of data analysis that allows for the extraction of categories from both theoretical concepts and data.

This paper contributes to studies of young people’s consumption with the practice theory approach, putting forward the category of following sustainable fashion as an integrative practice. The three-element model of the practice theory allows answering the question of challenges that prevent the practice from shaping. The paper further advances this approach by identifying a list of context-specific dispersed practices incorporated into sustainable fashion.

The study suggests practical ways of improving clothing consumption based on the practice theory approach and findings from empirical research. Sustainable practices require competences, knowledge and skills that the school, as an institution working closely with high school students, could help develop.

The study contributes to the current studies of sustainability and youth culture of consumption with a practice theory approach and findings, related to a particular context of a country from Northern Europe.