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The purpose of this paper is to provide an overall review of grammar checking and relation extraction (RE) literature, their techniques and the open challenges associated with them; and, finally, suggest future directions.

The review on grammar checking and RE was carried out using the following protocol: we prepared research questions, planed for searching strategy, addressed paper selection criteria to distinguish relevant works, extracted data from these works, and finally, analyzed and synthesized the data.

The output of error detection models could be used for creating a profile of a certain writer. Such profiles can be used for author identification, native language identification or even the level of education, to name a few. The automatic extraction of relations could be used to build or complete electronic lexical thesauri and knowledge bases.

Grammar checking is the process of detecting and sometimes correcting erroneous words in the text, while RE is the process of detecting and categorizing predefined relationships between entities or words that were identified in the text. The authors found that the most obvious challenge is the lack of data sets, especially for low-resource languages. Also, the lack of unified evaluation methods hinders the ability to compare results.

Institutional structures of professional career paths often support breadwinner–homemaker families, with a stay at home wife available full time to support the professional (and children), so the professional can devote complete energy and time to developing a career. This research examines how two partners in the same narrowly structured, fast track occupational culture such as those occurring for dual military officer couples shape how women and men negotiate decision making and life events. Data from interviews with 23 dual U.S. Navy officer couples build upon Becker and Moen’s (1999) scaling back notions. With both spouses in these careers, placing limits on work is extremely difficult due to fast track cultures that demand higher status choices and structures that formally do not reliably consider collocations. Trading off occurs, but with distress due to the unique demands on two partners in the fast track culture, which means career death for some. Two partners in fast track careers may not yet have given up on two careers as many peers may have, but they lose a great deal, including time together and their desired number of children. But they ultimately posit individual choice rather than focusing on structural change. The pressured family life resulting is likely similar to that for partners in other narrowly structured, fast track cultures such as in law firms and academia.

The literature on Kaizen transferability to non-Japanese culture is still evolving. The results suggest that the relevant research is still at a descriptive and explanatory stage. This study aims to identify and prioritize the importance of significant Kaizen transferability factors in a non-Japanese culture.

A decision theory-based prescriptive analysis methodology was used to analyze identified Kaizen transferability success factors. Firstly, a list of Kaizen transferability factors was devised from the literature using a systematic literature review. Secondly, an integrated interpretative structure modeling and analytic network process approach were applied to generate preference among factors.

A framework with a prioritized Kaizen transferability success factors included, in ascending order, organization culture, employee participation, employee discipline, employee personal initiative, top management commitment, management enforcement, employee eagerness, management support and national culture and traditions.

Managers and decision-makers would better understand where to direct their effort and attention to implement the Kaizen management philosophy to improve firm-level productivity. Although the factors studied in this research considered the Indonesian context, the proposed framework could be replicated and extended to include other cultures.

The present work contributes to the limited studies and documentation on Kaizen activities' transferability challenges and the Kaizen body of knowledge in developing countries. This study should help organizations in other developing countries, assimilate how to adopt and manage the Kaizen philosophy implementation by following the framework created in this research.

The author is interested in variations by age in women's attitudes to the military and defence and support for women's participation in the military. Analysis of public opinion data suggests that women in Switzerland have substantial and consistently non‐militaristic leanings which the author seeks to explain.

The influx of expatriates to the Gulf Cooperation Council (GCC) countries has led to labor imbalance inducing these countries to initiate workforce nationalization policies. However, despite the policies' emphasis on increasing the presence of nationals in all sectors, employing nationals in the private sector is still a critical challenge for policymakers. This paper explores local job seekers' and employees' perceptions of employment choices in the private and public sectors.

Adopting a qualitative approach, data were collected through in-depth interviews with 28 local job seekers, either not currently employed or employed but seeking another job.

The data revealed a contextualized understanding of positive and negative connotations pertaining to employment in the private and public sectors in Qatar.

Understanding nationals' negative preconceived notions against working in the private sector and the perceived benefits of public sector employment lays the groundwork for developing measures to help policymakers to create labor market-oriented policies that stimulate mobility between the public and private sectors.

This study contributes to the workforce nationalization literature in the GCC countries by examining local job seekers' perceptions associated with employment in the private sector and the public sector. A closer examination of why nationals are hesitant to enter the private sector can propel the pendulum towards higher success rates of workforce nationalization.

The purpose of this paper is to validate the conceptual model that presents the determinants of Tier 2 consumer’s online shopping attitude and the interrelationships among the constructs across the three Tier 2 cities in India.

The paper uses survey-based data from three Tier 2 cities of North India – Kota, Agra and Jalandhar and uses a combination of statistical techniques to assess psychometric properties of the scales and conduct the measurement and structural invariance.

The findings of the paper reveals that technology readiness, consumer innovativeness, fondness for branded products and perceived brand unavailability act as determinants of online shopping attitude and there is a positive relationship between online shopping attitude and online purchase intention among Tier 2 consumers in India while perceived offline hedonic value do not have any significant impact.

Future researchers can use this model with additional confidence given its cross-segment robustness.

Online marketers can use the antecedents identified in this study to develop and encourage positive online shopping attitude in small town India.

This research paper is the first one that investigated online shopping attitudes of Indian Tier 2 consumers. Importantly, it validated the determinants of online shopping attitude among Tier 2 consumers. National and international e-tailers aiming to develop and expand their operations to India now have the critical empirical verification concerned with the determinants of online shopping attitude and behaviour in India which would be meaningful to develop a sound marketing strategy.

This study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization literature in Gulf Cooperation Council countries. It also unpacks the factors that attract or discourage local job seekers and employees when considering a new job.

Data were collected through in-depth interviews with 28 local job seekers who were either currently unemployed or employed and seeking another job at the time of the interviews.

The data revealed that nationals perceive Qatarization as a means to replace expatriate employees with nationals, particularly in the public sector and leadership positions. This misinterpretation of the strategy leads to complications, such as the waithood phenomenon and a sense of entitlement for guaranteed employment. The findings also provide insights into nationals' attitudes toward employment, including job attraction and discouraging factors.

The results provide policymakers with insights into the misinterpretation surrounding nationals' perceptions of workforce nationalization and remedies for better implementation of the strategy.

The study addresses two clear gaps in the workforce nationalization literature: (1) examining how nationals perceive the workforce nationalization strategy and (2) unpacking the factors that make employment attractive or unfavorable for nationals.

This study addresses a critical research gap by examining the pivotal role of organizational career management (OCM) in shaping employees’ career outcomes while also investigating the mediating influence of career capital in this relationship. This study aims to shed light on the importance of OCM as a strategic approach for enhancing employees’ career trajectories, filling a significant gap in the existing literature.

Using a cross-sectional research design, primary data were gathered through a structured questionnaire administered to a diverse sample of 426 Turkish working adults representing various organizations. The study uses structural equation modelling with AMOS to analyse the direct and indirect relationships within the proposed research model.

The study findings underscore the essential connection between OCM and employees’ career outcomes, revealing its positive influence on subjective career success, employability and innovative work behaviour. Moreover, career capital emerges as a critical intermediary mechanism that mediates the impact of OCM on these career outcomes, further highlighting the strategic significance of OCM practices.

It is important to note that this study relies on self-report surveys to gauge employees’ perceptions about their career outcomes and OCM. Additionally, the study data are confined to the Turkish context, which may influence the generalizability of the findings to other contexts.

Organizations can bolster career outcomes through strategic investment in OCM. Industries can customize approaches, leveraging insights to optimize workforce potential. Policymakers should integrate career development principles, cultivating a culture of perpetual learning, thus fortifying organizational resilience and fostering sustainable success.

This study adds substantial value to the current body of knowledge by investigating the mediating role of career capital in the relationship between OCM and individual career outcomes, particularly within the context of emerging economies like Turkey. The study’s comprehensive approach to understanding careers from both individual and organizational perspectives contributes to a more nuanced and holistic understanding of career dynamics.