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Engineering service (ES) development, particularly with supplier co-creation, is nontrivial, and the literature has acknowledged the high relevance of uncertainty in this context. This study aims to investigate the relationship between different supplier co-creation modes (operationally independent [OI] and operationally dependent [OD]) and uncertainty criticality arising during ES development.

This study develops a conceptual framework of five uncertainty types by synthesizing the relevant literature from service management and new product development. This framework guided the empirical work of two in-depth case studies, describing uncertainty criticality in OI and OD supplier co-creation.

The findings show that environmental and organizational uncertainty were generally of high criticality for ES development independently of the supplier co-creation mode. Moreover, uncertainty criticality varied between the two cases, with higher criticality of technical and relational uncertainty as well as less resource uncertainty experienced by the focal organization in the OD case. This suggests that supplier co-creation constitutes an uncertainty reallocation.

Further research is needed to test the generalizability of the qualitative results through quantitative studies.

This research contributes to the service management literature by showing the varying uncertainty profiles manufacturing organizations face when engaging in different supplier co-creation modes. Furthermore, this research provides novel insights on ES development to the broader discussion on ES management.

Organizational insiders play a critical role in protecting sensitive information. Prior research finds that moral beliefs influence compliance decisions. Yet, it is less clear what factors influence moral beliefs and the conditions under which those factors have stronger/weaker effects. Using an ethical decision-making model and value congruence theory, this study aims to investigate how moral intensity and organizational criticality influence moral beliefs and intentions to perform information protection behaviors.

The hypotheses were tested using a scenario-based survey of 216 organizational insiders. Two of the scenarios depict low criticality information security protection behaviors and two depict high criticality behaviors.

A major finding is that users rely more on perceived social consensus and magnitude of consequences when organizational criticality is low and on temporal immediacy and proximity when criticality is high. In addition, the moral intensity dimensions explain more variance in moral beliefs when organizational criticality is low.

The study is limited by its sample, which is organizational insiders at a mid-size university. It is also limited in that it only examined four of the six moral intensity dimensions.

The findings can guide management about which moral intensity dimensions are more important to focus on when remediating tone at the top and other leadership weaknesses relating to information security.

This study adds value by investigating the separate dimensions of moral intensity on information protection behaviors. It also is the first to examine moral intensity under conditions of low and high organizational criticality.

This study aims to assist organizations to protect the privacy of their users and the security of the data that they store and process. Users may be the customers of the organization (people using the offered services) or the employees (users who operate the systems of the organization). To be more specific, this paper proposes a privacy impact assessment (PIA) method that explicitly takes into account the organizational characteristics and employs a list of well-defined metrics as input, demonstrating its applicability to two hospital information systems with different characteristics.

This paper presents a PIA method that employs metrics and takes into account the peculiarities and other characteristics of the organization. The applicability of the method has been demonstrated on two Hospital Information Systems with different characteristics. The aim is to assist the organizations to estimate the criticality of potential privacy breaches and, thus, to select the appropriate security measures for the protection of the data that they collect, process and store.

The results of the proposed PIA method highlight the criticality of each privacy principle for every data set maintained by the organization. The method employed for the calculation of the criticality level, takes into account the consequences that the organization may experience in case of a security or privacy violation incident on a specific data set, the weighting of each privacy principle and the unique characteristics of each organization. So, the results of the proposed PIA method offer a strong indication of the security measures and privacy enforcement mechanisms that the organization should adopt to effectively protect its data.

The novelty of the method is that it handles security and privacy requirements simultaneously, as it uses the results of risk analysis together with those of a PIA. A further novelty of the method is that it introduces metrics for the quantification of the requirements and also that it takes into account the specific characteristics of the organization.

This paper aims to investigate the influence of socially- responsible human resource management (SRHRM) on employee fears of external threats during the COVID-19 outbreak, based on social support and event system theories. COVID-19 caused sharp profit declines and bankruptcies of hotels, restaurants and travel agencies. In addition, employees faced threats to their health and job security. How to overcome employee anxieties and fears about the negative impacts of this crisis and promote psychological recovery is worthy of attention from researchers and practitioners. This research investigated the impacts of SRHRM on employee fears through organizational trust, with the COVID-19 pandemic playing a moderating role between SRHRM and employee fears.

The hypotheses were tested through multiple linear regression analysis based on a survey of 408 employees in hospitality and tourism firms in China. Qualitative data were also gathered through interviews with selected managers.

The results showed that SRHRM had a negative influence on employee fears of external threats by enhancing trust in their organizations. In addition, the strength of the COVID-19 pandemic positively moderated the effect of SRHRM on employee fears. When the pandemic strength was more robust, the negative effects of SRHRM on employee fears were more significant.

This research illustrated the contribution of SRHRM in overcoming employee fears of external threats in the context of COVID-19. It shed light on the organizational contribution of SRHRM to hospitality and tourism employee psychological recovery during the crisis.

This research explored strategic HRM by examining the effects of SRHRM on employee fears in the midst of a severe crisis, specifically COVID-19. The moderation effect of event strength and mediation effect of organizational trust were tested. It is of great value for hospitality and tourism firms to foster employee psychological recovery during a crisis such as COVID-19.

This paper seeks to consider the interaction between corporate brands and organisational cultures within less successful UK financial services organisations to provide guidance about better managing corporate brands.

A total of 41 in‐depth interviews were conducted within less successful UK financial services organisations from a grounded theory standpoint.

Given the link between culture and employee behaviour and the criticality of employee behaviour in services brands, organisational culture was perceived by managers and staff as being key to brand success. However, amongst the corporate brands studied, the cultures were not brand‐supportive and a misalignment was noted between culture and brand. The study found that the organisational cultures were confusing and inconsistent, were undergoing a process of change, were focused on quantitative performance targets, were averse to innovation and in one case were unnecessarily “tough”.

The results highlight the need for managers to be attentive to the consistency and congruence between values in the organisational culture and corporate brand, to ensure that cultural change is managed appropriately, to adopt a holistic approach to brand management and to empower employees. A model is posited of the cultural pitfalls to avoid when managing corporate brands.

The value of the paper is that it can help financial services brands achieve their potential by allowing them to manage the interaction between culture and brand so as to optimise brand performance by avoiding the pitfalls encountered within less successful brands.

Public Works and Government Services Canada (PWGSC) is the federal department responsible for housing over 190,000 Canadian federal public servants. During Y2K preparations, it became apparent that a single source or form of integrated, emergency response information at the infrastructure level did not exist. A process had to be created and developed that would serve as a single vehicle and source for building‐based emergency response. These preparations for Y2K saw the creation of the Infrastructure Continuity Unit (ICU) and a system for the creation, validation, and maintenance of Infrastructure Continuity Plans (ICPs). An ICP is an event‐management document that contains a series of procedures and protocols to be used during a building‐based incident or disruption of services. The ICU is supported nationally by a network of Regional Coordinators who oversee the gathering of information needed to create ICPs for their own parts of the country. This paper demonstrates how this system, along with the ICU’s recent certification by the Canadian General Standards Board (CGSB) to the ISO 9000 standard, have contributed to the ICU’s success. This paper takes the reader through an in‐depth exploration of the ICU’s processes, methodologies and procedures and demonstrates why, in a post‐September 11th world, the ICU has begun to attract international attention.

The purpose of this paper is to develop a comprehensive framework that synthesizes approaches and contingency variables to manage the sustainability of multi-tier supply chains and sub-suppliers.

Using a systematic literature review, the authors analyse 39 studies and relevant theories to develop a comprehensive framework that integrates research efforts so far.

The authors build a conceptual framework that incorporates four approaches to manage the sustainability of multi-tier supply chains. They also identify several contingency variables (e.g. power, dependency, distance, industry, knowledge resources) and their effect on the proposed approaches.

Based on the framework, six research propositions that advance the theories on multi-tier supply chain management, allow lead firms to develop comprehensive sustainable supply chain strategies and set the ground for future research in the area were developed.

This study provides a novel framework for studying sustainability in multi-tier supply chains that goes beyond the single-tier perspective and incorporates the extended supply chain.

This study aims to explore how project-based firms, which generally organize most of their work around temporary projects in discontinuous and fragmented types of business contexts, proactively formulate and implement digital transformation strategies under institutional pressures in a predigital era.

An exploratory case study was conducted in a large-scale construction company in China using multiple data collection methods, including semistructured interviews, documentation collection and observation.

An integrated framework is developed to conceptualize three key dimensions of digital transformation strategies of project-based firms: strategic adaptation for organization-environment fit through balancing the internal efficiency needs with the external legitimacy pressures; proactive business transformation through comprehensively managing the roles of digital technologies in optimizing defined business processes and fostering new business models; and delicate organizational transformation to integrate temporary project-level operation processes with ongoing firm-level business processes.

This study represents an exploratory effort to empirically investigate how project-based firms strategically organize complex digital transformation imperatives in their discontinuous and fragmented business contexts. The findings contribute to deepened understandings of how complex organizational and environmental contexts can be comprehensively managed for systemic business and organizational transformations to leverage the value of emerging digital technologies for project-based organizations.

This paper aims to extend employer branding research by investigating the role of job satisfaction and organizational identification as predictors of employee retention, and their mediating role between employer branding and employee retention.

A cross-sectional survey is utilized to gather data from 352 employees working in top Indian IT organizations. Hypotheses were tested and analyzed utilizing SPSS PROCESS Macro.

The results reveal that employer branding is positively related to job satisfaction, organizational identification and employee retention. The analysis provides support for the mediating effects on employee retention of employer branding through job satisfaction and organizational identification. In addition, results also provide support for the serial mediation model, where employer branding was found to influence employee retention via job satisfaction and organizational identification in a sequential manner. The findings connote that the enhanced positive identity of satisfied employees suppresses the intention to leave among IT professionals.

The findings suggest that an employer branding strategy with a unique set of attributes can provide a competitive advantage to employers in terms of high retention levels. The findings also highlight the fact that the importance of employer branding strategy should not be merely confined to the issue of retention as it can also play a vital role in enhancing job satisfaction and employees' identification level. Hence, managers are required to devise an employer branding strategy with a long-term intent that focuses on gaining a competitive advantage and aiming to improve relationships with employees.

The researchers have enriched social identity and social exchange theory as a theoretical paradigm, examining antecedents of employee retention. The study has extended the foregoing direct or simple mediation models by integrating social identity theory and job satisfaction in a sequential mediation model.

This study aims to recognize the growing importance of Open Innovation (OI) theory and practice in the broader fields of Management and Information Systems, and focuse on the relationship existing between OI and a firm’s Business Strategy. Hence, the study aims at investigating the multifaceted OI – Strategy nexus at a business level, assessing how OI initiatives influence Strategy within the Mobile Telecommunications Industry and thus contributing to framing and classifying such inherent relationship.

A data-driven research approach is used, based on 45 qualitative interviews on firms operating in the Mobile Industry and involved in OI initiatives.

Six cross-themes the OI–Strategy relationship in the Mobile Industry revolves around are identified, i.e. OI and Competitive Advantage; OI and Strategic Positioning; OI and Business Models; OI in Networks; OI and Co-opetition; and OI and Resilient Business Advantages. For each theme, examples from the sample of interviewed Mobile firms are organized and reported. The key managerial issues emerging in the attempt to relate OI initiatives and the firm’s overarching Strategy are also underscored and organized in three streams, namely, designing an open business model; achieving competitive advantage through value capture; and nurturing OI as a dynamic capability.

The proposed reorganization of real-world OI and strategic initiatives in the Mobile Industry, together with the underscoring of key managerial issues, constitutes a comprehensive research agenda or roadmap, with value for both academics and practitioners.