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This article aims to examine the factors that influence how managers approach data analytics.

The authors draw on content analysis of 34 in-depth interviews with managers in various sectors in France.

Using Resource Orchestration Theory as the theoretical lens, the findings show that an understanding of the importance of data analytics, having the skills to effectively use data analytics and the capability to integrate data analytics throughout organizations impact the approach adopted by managers. Based on these interrelated factors, a typology of four different approaches is identified: buyer-users, segmenters, promoters and implementers.

The authors' study reflects results from multiple industries instead of one particular sector. Delving deeper into the practices of distinct sectors with respect to the authors' typology would be of interest.

The study points to the role of managers and more specifically managers' perception of the opportunities and challenges related to data analytics. These perceptions emerge in managers' skills and capacity to understand and integrate dimensions of data analytics that go beyond one's areas of expertise in order to create capabilities towards an organization's advantage.

The authors contribute by revealing three interrelated factors influencing how managers approach data analytics in managers' organizations. The authors address the need expressed by practitioners to better identify factors responsible for adoption and effective use of data analytics.

The purpose of this paper is to examine how managers deal with religious diversity in secular organizations in France.

In total, 28 semi-structured in-depth interviews with managers in France were conducted, transcribed and analyzed.

The findings reveal three distinct strategies. First, the authors identified a “flexibility within the rules” strategy in which managers try to accommodate religious practices by making allowances, create mutual understanding and trust. Second, a “separation strategy” emerged in which managers keep work and religion clearly separated. Those managers expressed a strong adherence to rules and perceived the implementation of allowances difficult not only for their own organization but also in light of third parties with whom they worked. Third, the findings reveal a “common-ground” strategy in which managers stressed the communalities between individual workers, downplayed their differences and sought to create a strong corporate culture to which all employees could relate.

The expression of religious beliefs in the workplace is increasing. However, little is known about how managers deal with the perceived clash of secularism and the presence of different religions in the workplace. Implications for managers such as taking into account perceptions of justice, practical issues as well as the importance of communication and education are discussed.

Religion is a deep-level and understudied aspect of diversity management that deserves more attention given the increase in religious diversity in the workplace.

This paper examines antecedents to perceived injustice in exclusive talent identification practices.

31 in-depth interviews with individuals working in for-profit organizations in France were conducted and analyzed. Interviewees represented a variety of sectors such as transportation, aerospace, energy and telecommunications.

The use of exclusivity in talent identification influences perceived organizational justice through ambiguous advancement policies, support from hidden networks, lack of diversity in the talent identification process, frequent gender discrimination, and premature labeling of talent. These practices suggest breaches in procedural, distributive and interactional justice by allocating advantages to some employees over others. Exclusivity yielded frustration, jealousy and potential retaliatory behavior against those individuals deemed to be unfairly identified as talent.

The challenge of ensuring fair and equitable talent identification is a growing issue for organizations. For managers, it requires paying close attention to how some forms of exclusivity in talent identification may create unfair treatment of employees.

While organizational justice research focuses on the background and practices that promote justice, our research finds its originality in examining the sentiments of injustice that remain contextual, subjective and comparative.

Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting.

A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM).

he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting.

data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated.

High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace.

This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This paper describes the personal history and intellectual development of Morris B. Holbrook (MBH), a participant in the field of marketing academics in general and consumer research in particular.

The paper pursues an approach characterized by historical autoethnographic subjective personal introspection or HASPI.

The paper reports the personal history of MBH and – via HASPI – interprets various aspects of key participants and major themes that emerged over the course of his career.

The main implication is that every scholar in the field of marketing pursues a different light, follows a unique path, plays by idiosyncratic rules, and deserves individual attention, consideration, and respect … like a cat that carries its own leash.

In the case of MBH, like (say) a jazz musician, whatever value he might have depends on his originality.

A main cause of defects within material extrusion (MatEx) additive manufacturing is the nonisothermal condition in the hot end, which causes inconsistent extrusion and polymer welding. This paper aims to validate a custom hot end design intended to heat the thermoplastic to form a melt prior to the nozzle and to reduce variability in melt temperature. A full 3D temperature verification methodology for hot ends is also presented.

Infrared (IR) thermography of steady-state extrusion for varying volumetric flow rates, hot end temperature setpoints and nozzle orifice diameters provides data for model validation. A finite-element model is used to predict the temperature of the extrudate. Model tuning demonstrates the effects of different model assumptions on the simulated melt temperature.

The experimental results show that the measured temperature and variance are functions of volumetric flow rate, temperature setpoint and the nozzle orifice diameter. Convection to the surrounding air is a primary heat transfer mechanism. The custom hot end brings the melt to its setpoint temperature prior to entering the nozzle.

This work provides a full set of steady-state IR thermography data for various parameter settings. It also provides insight into the performance of a custom hot end designed to improve the robustness of melting in MatEx. Finally, it proposes a strategy for modeling such systems that incorporates the metal components and the air around the system.

The purpose of this paper is to leverage the perspectives of School Resource Officers (SROs) to develop improvement strategies aimed toward effective and efficient school-based policing. This study offers recommendations to improve SRO programs, with the goal of streamlining the path toward safer schools.

The present study was guided by two overarching research questions that aim to leverage the perspectives of SROs. The first question aimed to identify SROs’ perceived barriers to successful school-based policing, while the second question explores their perspectives in hopes of developing solutions for improved school safety. This study used secondary qualitative data to explore the perspectives of SROs (n=456) via an opened-ended section of a statewide survey of SROs conducted by the North Carolina Center for Safer Schools. Conventional content analysis was the approach used to explore the data.

SROs identified the need for improved quality of and access to training, additional resources allocations and improved program implementation on the part of both policing agencies and school districts.

The authors recommend standardizing the manner in which SRO programs are implemented. In addition, partnerships should be developed between school districts and policing agencies to use school-based behavioral specialists to support SRO programs. Finally, the authors recommend further study of school-based policing as a concept in the academic community.

Little is known about the experiences and needs of SROs themselves. The present studies address this gap in the literature, leveraging their perspectives to streamline a path toward safer schools.

This study aimed to evaluate the potential of artificial intelligence (AI) as a tool for knowledge synthesis, the production of written content and the delivery of coaching conversations.

The research employed the use of experts to evaluate the outputs from ChatGPT's AI tool in blind tests to review the accuracy and value of outcomes for written content and for coaching conversations.

The results from these tasks indicate that there is a significant gap between comparative search tools such as Google Scholar, specialist online discovery tools (EBSCO and PsycNet) and GPT-4's performance. GPT-4 lacks the accuracy and detail which can be found through other tools, although the material produced has strong face validity. It argues organisations, academic institutions and training providers should put in place policies regarding the use of such tools, and professional bodies should amend ethical codes of practice to reduce the risks of false claims being used in published work.

This is the first research paper to evaluate the current potential of generative AI tools for research, knowledge curation and coaching conversations.

Professional boundary violations – intentional blurring, minimising or exploiting of institutions’ ethical and legal frameworks – have the potential to cause significant harm to prisoners, staff, prison systems and the public. There has been little empirical research on the nature, extent and impact of boundary violations in UK prisons. The purpose of this paper is to synthesise and critically review studies which have sought to explore, measure and predict boundary violative behaviour, with a view to direct future research and inform prison policies and practices.

Four internet-based bibliographic databases were used for this review. Inclusion and exclusion criteria were applied. Twenty studies published between 2001 and 2022 were included in this review.

There is a lack of comprehensive self-report measures around prison boundary violations. Staff and prisoner characteristics, as well as prison-specific conditions, are linked with boundary violations. Staff training, improved working conditions and amnesty programmes as well as bolstered surveillance and restricted cross-sex staff deployment were among recommendations to reduce boundary violations. “Insider” researchers offer insight and access opportunities, but they also pose ethical implications. Current studies have research design, participant sampling and measurement scale limitations which compromises the applicability of findings. Prisons need robust policies on defining, reporting, punishing and recovering from boundary violations. Collaboration between prison institutions and academics, using individuals with experience of both professions, is essential to understand, predict and reduce boundary violations.

To the best of the authors’ knowledge, this is the first review of empirical studies on professional boundary violations in prison.