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This paper seeks to provide an introduction to the special issue of foresight, dedicated to the European Foresight Monitoring Network (EFMN).

The paper sets out the project's rationale and its scope and approach.

The paper presents some of the achievements of the EFMN, as well as some of its limitations.

The paper considers how the EFMN might be sustained and further developed over the longer term. It also provides a brief description of the main papers in the special issue.

This paper addresses a challenging topic, which in both academic and professional literatures has been widely discussed but mainly from one single angle – that is, how to select foresight methods. From that point of view researchers and consultants promote (even if unintentionally) the use of particular methods. Here the question of selection is raised from a different perspective: how are foresight methods selected?

The guiding “theory” is that a better understanding of the fundamental attributes of foresight methods and their linkages to the core phases of a foresight process, together with the identification of possible patterns in the selection of methods, will provide useful insights as to how the selection of methods is carried out.

So far the selection of foresight methods has been dominated by the intuition, insight, impulsiveness and – sometimes – inexperience or irresponsibility of practitioners and organisers. This paper reveals that the selection of foresight methods (even if not always coherent or systematic) is a multi‐factor process, and needs to be considered as such.

The results can be utilised by lecturers and students to describe and understand better the use of foresight methods, and by organisers of foresight (including practitioners) to better inform decisions during the design of (hopefully) more coherent methodological frameworks.

The paper combines practical concepts and frameworks (such as the Foresight Process and the Foresight Diamond) with innovative analyses to represent and visualise better the combination of methods in 886 case studies, for example introducing the Methods Combination Matrix (MCM) to examine the dynamics of a mix of methods.

The paper sets out to explore the nature and degree of variation in foresight “style” across six world regions. The underlying hypothesis is that differences in regional context – in terms of political, socio‐economic, and cultural conditions – will affect foresight “style”. At the same time, a secondary hypothesis acknowledges that policy tool transfer and international learning might soften the influence of contextual conditions.

Using the data collected for more than 800 foresight exercises in six world regions, the paper considers eight different dimensions of foresight “style”, including domain coverage, time horizon, target groups, and methods used. It interprets regional differences (and similarities) with reference to dominant political and economic traditions in each region. In so doing, it tests the hypothesis that foresight “style” is influenced by regional context.

The analysis suggests that some foresight “style” dimensions vary between regions more than others. For example, there is marked variation in the domain areas covered by foresight across the world, while some regions appear to prefer particular methods over others. Time horizons also vary. For other dimensions, such as participation levels and the identity of target groups, there is a good deal of similarity. Thus, some dimensions of “style”, at least at the aggregate level, seem to be more influenced by regional context than others.

The paper is unique in being the first publication to survey such a large sample of foresight activity across a wide part of the globe.

In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.

SOME years ago a saying was current that when two English librarians met they talked classification, but when two American librarians met they talked publicity. Perhaps the long‐held opinion that Americans are necessarily good business men has been somewhat discounted by the state of their country financially at the present moment. But on the whole they are probably the best business people still inhabiting this planet. It was natural, therefore, that what was apparently the main interest of the American librarian should in time become a very substantial interest of his English brother. It is a good thing at intervals to review the manner and methods of our publicity, to see if they are in keeping with the needs and with the spirit of the time. There is the publicity which is good, which is necessary; there is also the publicity which is ostentatious, vulgar and in the end misses its aim. There is also a very definite danger of overdoing publicity. Those libraries which are one mass of posters, advertisements, admonitions, and other notices, suffer from the public neglect of them all. What the librarian who uses publicity methods has to do is to study the current psychology of his readers, and to adapt his posters and publications—indeed all his methods—to harmonise with that psychology.

The present paper aims to explore the potential of joint foresight exercises in serving joint programming, a concept highlighted in furthering the creation of the European Research Area (ERA).

The paper starts with setting the context, i.e. the ERA concept, and the importance of joint programming. It then explores the potential of joint foresight in serving joint programming. This is done by analysing the current situation of trans‐national foresight based on the EFMN pool of foresight exercises. Then, possible modes and issues of trans‐national foresight collaboration, as well as perceived benefits and challenges, are also examined in setting a framework for foresight collaboration.

Joint foresight is not carried out in a fully fledged mode, yet but both interest and potential is high. A framework for foresight collaboration can already be set. EFMN is a valuable source of information and also holds a central, synergistic and complementary role in relation to other sources in defining the way to go forward in joint foresight.

The framework for foresight collaboration can form the basis for strategic discussions across EU member states as well as for further research to clarify and enrich understanding of the governing conditions and variables.

The paper proves that EFMN is both a significant pool of information and holds a complementary role in defining the way forward in supporting joint programming under the ERA. The foresight collaboration framework first attempted here is also worth exploiting further.

Today, changing business systems, especially the COVID-19 epidemic, and the rapid development of technology have brought the phenomenon of spirituality to a new point. Cyber spirituality and dataism are also starting to become the focus of attention in this field. This situation also affects the issue of spirituality in the workplace. While the subject of spirituality in the workplace keeps up with innovations and expands in the literature, the relationship between religion and spirituality continues to be discussed and examined. For this reason, this study aims primarily to explain the relationship between the concept of religion and spirituality. In light of current developments, it is to mention the place of spirituality in the workplace between these two concepts.

In a world teeming with concurrent processes and associated chaos, organizational working procedures have adapted to new trends; employees must keep up with everything while maintaining their mental health. Spirituality lends a person's life significance. Spirituality in the workplace can both physically and psychologically engage employees. Spirituality in the workplace is reflected in the organizational culture, which is founded on fundamental values such as trust, honesty, appreciation, innovation, care, respect, and loyalty. Workplace spirituality encompasses the pursuit of one's ultimate purpose in life, the development of a solid connection to colleagues and other people associated with work, and the consistency or alignment between one's fundamental beliefs and the organization's values. To have a competitive advantage and attract the best personnel, an organization's working environment must be based on strong ethical and spiritual values such as compassion, integrity, respect, harmony, trust, teamwork, and forgiveness, among others.