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The purpose of this paper is to present the development of an ontological model consisting of terms and relationships between these terms, creating a conceptual information model for the Built Cultural Heritage (BCH) domain, more specifically for preventive conservation.

The On-To-Knowledge methodology was applied in the ontology development process. Terms related to preventive conservation were identified by means of a taxonomy which was used later to identify related existing ontologies. Three ontologies were identified and merged, i.e. Geneva City Geographic Markup Language (Geneva CityGML), Monument Damage ontology (Mondis) and CIDOC Conceptual Reference Model (CIDOC-CRM). Additional classes and properties were defined as to provide a complete semantic framework for management of BCH.

A BCH-ontology for preventive conservation was created. It consists of 143 classes from which 38 originate from the Mondis ontology, 38 from Geneva CityGML, 37 from CIDOC-CRM and 30 were newly created. The ontology was applied in a use case related to the New cathedral in the city of Cuenca, Ecuador. Advantages over other type of systems and for the BCH-domain were discussed based on this example.

The proposed ontology is in a testing stage through which a number of its aspects are being verified.

This ontological model is the first one to focus on the preventive conservation of BCH.

The purpose of this paper is to use a multi-disciplinary theoretical understanding of boundary setting to develop a quadripartite model in which sustainability reporting boundaries are classified as “Reputation Management”, “Ownership and Control”, “Accountability”; and, “Stakeholder Engagement”. Content analysis is then used to empirically test the model.

Using impression management theory, rationalism, systems and contingency theory, and network theory, a model is created which classifies sustainability reporting boundaries. Content analysis is used to empirically test boundaries across the disclosure of 49 GRI topics by the FTSE100.

Sustainability reporting fails to discharge accountability due to adoption of narrow “Reputation Management” boundaries. Boundaries are significantly (p<0.0001) narrower than previous research suggests. Findings support impression management theory as the strongest theory to predict reporting content. An ownership and control boundary, although widely criticized, represents the boundary of progressive reporters, lending marginal support for economic theories. Accountability boundaries are scarce. No evidence was found for stakeholder engagement boundaries.

The determination of boundary is critical to the discharge of accountability. A critical consideration of boundary setting is required, including authentic stakeholder engagement in determining boundaries and transparency of boundary adopted. The results are ranked to enable benchmarking of the FTSE100. Boundaries can be widened through regulation or “name and shame campaigns”.

This paper provides a theory-informed advancement in thinking on sustainability reporting boundary setting and the importance of this for advancing sustainability reporting quality.

This book aimed to conceptualise a construction workforce management model suitable for effectively managing workers in construction organisations. To this end, this chapter presents the conceptualised model, which consists of seven workforce management practices with their respective measurement variables. Drawing from existing theories, models, and practices, the chapter concludes that a construction organisation that will attain its strategic objectives in the current fourth industrial revolution era must be willing to promote effective recruitment and selection, compensation and benefits, performance management and appraisal, employee involvement and empowerment, training and development, as well as improving workers emotional intelligence and handling external environment pressure. These practices can promote proactiveness, participation, and improved skills and can lead to effective commitment, better quality, and flexibility within the organisation.

Over the last two years, the authors have studied the growth strategies and the supporting operations of nearly 650 companies around the world. While most have the expectation that innovation will drive corporate fortunes, the research makes it clear that building or restructuring business operations to profitably bring new products and services to market is a top priority only for best performing companies but near the bottom of most companies' priorities.

Explains how top‐performing global companies are investing in the product development capabilities, the supply chain process infrastructure, and the sophisticated information systems needed to support and synchronize innovation across the value chain.

Research on a subset of the survey base (the 300+ larger companies and business units with revenues ranging from US$200 million to US$10 billion and higher) shows that those that can synchronize complex global value chains – the complexity masters – are up to 73 percent more profitable than the others.

Interviews with senior managers at leading firms and case studies on the complexity masters would be of high value.

The authors suggest three steps: create innovation – build an idea‐generation machine; exploit innovation where and when it matters; and invest in innovation capabilities for creating and sustaining a profit cycle. The four ingredients that make top‐performing companies stand out are visibility, flexibility, collaboration, and technology.

Lists the best practices – the strategies and tactics – of the most profitable innovators, the elite “complexity masters.”

The purpose of this study was to investigate factors that influence the intention to use mobile learning (m-learning) by learners in developing countries such as Thailand. This study integrated two theories; namely, the unified theory of acceptance and use of technology (UTAUT), which focuses on technology, and uses and gratifications theory (UGT), which involves studying learners’ motivation.

Applying a quantitative research method, this study conducted a survey of 359 undergraduates. The partial least squares methods and a statistical analysis technique based on the structural equation modelling (SEM), were used to analyse the data.

The results revealed that the performance expectancy, cognitive need, affective need and social need had significant effect on intention to use m-learning. Furthermore, this study found a significant effect of the cognitive need on the performance expectancy and social need on effort expectancy.

This research model has provided guidelines for the effective development of educational applications for use on mobile devices. The findings can be applied as guidelines for public organizations to develop educational strategies to further encourage the development of online learning.

This research closed a gap of understanding from previous studies by integrating UTAUT and UGT. The method derived from the theoretically integrated model could be applied to study the intentions for the implementation the mobile learning application from the context of developing countries such as Thailand.

To examine the moderating effect of employee benefits on the relationship between labor input and firm output.

Three high‐tech sectors, covering different time periods, are taken as the analytical samples. An extended Cobb‐Douglas production function is adopted to examine the research hypotheses.

Examinations reveal that employee benefits have a moderating effect on firm productivity, irrespective of industry or firm size. Furthermore, the effect size is greater in small to medium‐sized enterprises (SMEs) than in large firms.

Using benefits to achieve competitive advantage for SMEs seems to be more important than for large firms. However, this examination concentrates on the electronics industry only.

Benefits can help a firm achieve competitive advantage through better quality of labor.

This study makes an interesting contribution to the understanding of the relationship between benefits and firm productivity.

Although individual work performance (IWP) has been the subject of research by many authors, most of them have explored work performance as an outcome. However, IWP can also be viewed as conducive job behaviors. On the other hand, as employee behavior is contextual, it must be analyzed from various angles, especially in regard to a national culture of employees. In line with that, the purpose of this study was to explore the behavior-based IWP in the banking and insurance sector in New Delhi (India) by testing the original tool and modifying it into a proposed instrument for its assessment in a Hindi–English environment.

Using a quantitative approach and exploratory and confirmatory factor analyses, specific items for the work performance assessment were selected. The specific steps involved in these processes and resulting item inclusion are discussed in detail.

Although employees display a positive behavior-related work performance, there is a difference between private and public company workers. The study proposes modification to the original scale used.

The originality of the study is the assessment of IWP as a result of job behaviors in the non-Western context, in banking and insurance companies. The study has both theoretical and practical value.