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This paper aims to develop a method based on artificial intelligence capable of predicting the due date (DD) of job shops in real-time, aiming to assist in the decision-making process of industries.

This paper chooses to use the methodological approach Design Science Research (DSR). The DSR aims to build solutions based on technology to solve relevant issues, where its research results from precise methods in the evaluation and construction of the model. The steps of the DSR are identification of the problem and motivation, definition of the solution’s objectives, design and development, demonstration, evaluation of the solution and the communication of results.

Along with this work, it is possible to verify that the proposed method allows greater accuracy in the DD definition forecasts when compared to conventional calculations.

Some limitations of this study can be pointed. It is possible to mention questions related to the tasks to be informed by users, as they could lead to problems in the performance of the artifact as the input data may not be correctly posted due to the misunderstanding of the question by part of the users.

The proposed artifact is a method capable of contributing to the development of the manufacturing industry to improve the forecast of manufacturing dates, assisting in making decisions related to production planning. The use of real production data contributed to creating, demonstrating and evaluating the artifact. This approach was important for developing the method allowing more reliability.

This work aims to discuss the motivators for the consumption of pre-loved luxury items and verify how these motivators interact, leading consumers to engage in behaviors that blend the characteristics of different motivators: treasure hunting, bargain hunting and individuality seeking.

This is an exploratory dyadic qualitative research conducted using semi-structured in-depth interviews involving luxury brand store managers and loyal clients for pre-loved luxury products in Monaco.

Throughout the analysis, the authors found three types of behavior that incorporate different parts of motivators that have been considered as specific motivators for pre-loved luxury consumption: bargain hunting, an intersection of recreational and economic motivations, treasure hunting, a blend of nostalgic and recreational motivations, and individuality, a mix of need for uniqueness and fashion involvement motivation.

Identifying three types of behavior for the pre-loved luxury consumer helps practitioners craft marketing strategies for their brands and products in the pre-loved luxury market.

The authors propose a theoretical framework that identifies intersections between the motivators for pre-loved luxury consumption, potentially identifying new types of consumer behavior in this market.

To the best of the authors' knowledge, this is the first work to discuss these three types of behavior in the pre-loved luxury market. The authors propose a theoretical framework that identifies intersections between the motivators for pre-loved luxury consumption, potentially identifying new types of consumer behavior in this market.

This chapter examines the professional identities of Brazilian journalists. It does so through an analysis of the growing professional autonomy of journalism from 1950 to 1990 through the life stories of 10 intellectual-journalists, individuals whose journalistic activities have crossed over into other intellectual fields.

This study applies a symbolic interactionist framework to understand how these actors managed their reputations and careers within the intellectual world. The narratives were taken from qualitative semi-structured interviews, and supported by additional research such as interviews, biographies, and articles which have been published about their lives.

The life stories were compared to the extensive structural changes affecting the world of journalism and the world of intellectuals in Brazil. This comparison revealed gaps between these two spheres of practice, within which the ambivalent form of journalists’ identities have been constructed.

This chapter offers two contributions to the study of Brazilian journalists. From a theoretical and methodological viewpoint, it advances beyond other studies that focus more on the prevailing representations of journalists’ professional identities and their role in society. From an empirical standpoint, it describes the complex negotiations between the worlds of journalism, culture and politics. This chapter also reexamines the current dominant explanation for the changes in Brazilian journalism. It shows that building careers and new levels of interpersonal cooperation for intellectuals and journalists has been a slow process. Ultimately, this development has left some behind, especially those actors stretched between multiple professional identities such as those who self-identify as intellectual-journalists.

The COVID-19 pandemic transformed angel investment meetings from in-person to online. The purpose of this paper is to explore whether this move affected angel investors' perception of subjective behavioral cues in pitch sessions within a large Brazilian angel group.

This study followed an exploratory approach using a triangulation process that combined observation, documents and interviews. Data collected by observation, document studies, and interviews were themed, coded, and organized during the research.

The move from in-person to online pitches did not seem to affect levels of trustworthiness or arrogance as angels assessed more message content during Q&A sessions. Body movement, gestures and “eye gaze” (i.e. the look on a presenter’s face) played a central role in passion assessment during in-person meetings. Body language was highly limited during online sessions and tone of voice became the main source of passion assessment.

The findings of this study suggest that pitches at online meetings affect angel investors' perception of founders' subjective cues, particularly cues pertaining to passion. Entrepreneurs should be trained to convey passion with tone of voice and to improve their body language in the context of webcam use. The interviews with volunteer sampling were subject to volunteer bias. Additionally, the findings may be affected by cultural context.

A practical contribution of this study is to highlight the need for entrepreneurs to be trained for online pitches. In an online setting, body language is limited, but it is still possible to use one’s hands and tone of voice to connect better to investors.

This study is unique because it captures the transition of angel investment meetings from in-person affairs before the pandemic to online meetings during the pandemic crisis. These unique circumstances provided a real-world laboratory to observe founders' subjective cue effects on angel investment decision-making.

This study aims to analyse the impacts of an institutional change process on a specific higher education institution in Europe and the trade-offs between the faculty perceptions of success and the organization image during this process, in light of the identity institutional theory.

The impacts of this institutional change are analysed and discussed based on in-depth interviews conducted with faculty members of the accounting department in which they reflected upon academic success vis-a-vis the career assessment system adopted, followed up by those faculty members’ answering an electronic questionnaire about organizational identity and image perception (Gioia et al., 2000).

Considering the individual perspectives, faculty are concerned about their vocations and aspirations, with feelings of apprehension and insecurity, perceiving the institutional goals as too high and potentially unattainable. By shifting the priority towards research, costs in terms of losing the institutional excellence in teaching might arise, which has been traditionally keen to the institute’s organizational identity and consistent with faculty’s perceptions of academic success.

As in any research endeavour, some limitations might emerge. First, the authors addressed the context of a specific business school, in a European country. It is certainly true that culture plays a role in terms of both organizational and national levels. The authors acknowledge this as a limitation. Nevertheless, this research takes a “local” stance, the logic of academic evaluation and its impacts on institutional and individual identity formation processes is a worldwide phenomenon. Second, in defining the authors’ selection criteria, the authors excluded the possibility of other voices to be heard, both in the department itself and in the business school. Regarding the department, the authors argue that those are the ones who could influence future decisions, considering that they are the only ones eligible for the governing bodies under the institute’s regulations. Regarding the business school, adding other department(s) means adding other discipline(s) to the authors’ analysis with specific and different dynamics of researching, publishing and teaching, which also impacts the expectations regarding career and academic success.

First, before beginning an institutional change process, it is necessary to assess the vocations and aspirations of its members. The solution requires to reanalyse academic career premises and to reconsider the weights given to each academic activity, or furthermore, to offer more than one career path, so as to make it flexible for each faculty to follow their vocations and aspirations or to adapt to life demands. Second, in terms of organizational identity and image, the challenge is to minimize the gap between the construed external image and the internal identity, striving to achieve a balance between teaching, research, outreach and service.

Because of the nature of the academic work, the authors propose that the application of the theory should be preceded by a careful consideration of what is academic success. The misalignments studied and reported here reveal a multilevel phenomenon, wherein individual academic identities are often in conflict with the institutional image. The authors’ study entails a contribution to the application of the identity institutional theory to academic institutions.

Anecdotal evidence suggests the growing need for wise people and organizations, which are fully dedicated to building up the greater good more than ever before. The purpose of this study is to broaden the role of wisdom by triggering an aware and genuine concern toward building wisdom capital (WC) within organizations.

First, this endeavor draws upon key issues of wisdom theory literature, namely, the nuances of its general aspects, basic components, other relevant issues and practical wisdom construct. Second, it suggests a conceptual model through which both workers and organizations may help to build up a solid WC. In addition, some research propositions are also suggested. Finally, it proposes some avenues of research and presents the conclusions.

The notion of WC may help individuals and organizations to keep the right path. To some degree, it reminds us that individuals exist to contribute to something greater than themselves through their potentialities, skills and capabilities. The theoretical background of WC urges the individuals to engage in meaningful projects and challenges to improve the human condition.

Seemingly, managers and CEOs still have a narrow view about what wisdom embraces. Accordingly, it is important to keep in mind that to enhance individual wisdom capital (IWC), concerted efforts are required toward human training and development to improve the organizations and their decision-making systems. Overall, this frame suggests that it is vital to accumulate a WC for the survival and thriving of individuals and organizations. As theorized, WC is a very useful, rich and sense-making form of capital to gather.

Overall, this article attempts to broaden wisdom theory within organizations by presenting the definition, meaning and scope of WC and its by-products, i.e. IWC and organizational wisdom capital. Hence, it focuses on two levels and describes specific means and ends related to each stance. At last, the proposed variables may be carefully managed and monitored to engender a new business paradigm, that is, the general well-being.

The purpose of this chapter is to shed light on humanistic knowledge traditions and highlight their value in informing educational administration and leadership curricula designed for graduate students. We argue that, despite their distinctive features, humanist traditions such as the Confucian, Buddhist, Islamic and European share many core values and practices that should be incorporated into the educational administration and leadership curricula. However, these traditions tend to be overlooked or marginalised by curriculum designers. We argue that incorporating these traditions into educational administration and leadership curricula can contribute to greater internationalisation and achieve a greater diversity. The chapter starts with an exploration of the origins, nature and definitions of humanism. The following parts discuss Confucian, Buddhist, Islamic and European humanist traditions and examine how they can contribute to shaping educational administration and leadership curricula.

OUR EDITORIAL in the January NLW dealt with the terminology for resource centres and their content. Since then we have dipped into Advances in librarianship, vol 1 1970, read Chase Dane's article on ‘The changing school library’, and do not like the term ‘instructional media center’, either. Nor do we like the insistence in the article that the purpose of an imc is different from that of a conventional library. ‘The new facilities it demands’, says Dane, ‘reflect a new approach with emphasis on individualized instruction, and a fresh way of helping students learn’. ‘Always before’, we read, ‘the value of the school library has been limited to students who could read or who liked books or who were able to use them effectively. The imc has changed all this. It appeals to the non‐reader as well as to the reader. A student doesn't have to be a good reader to get help from the library. Even if he is a poor reader, there is now a way, through audio‐visual materials, for him to acquire the knowledge he wants’.

Davis's tentative postulation about the subjecthood of the new middle class is appropriate, as there is a wide variety of definitions given to this group across different national and local contexts. She underlines the importance of rejecting “essentialist arguments about so-called middle class culture and its role in economic development, seeking instead to identify differences among the middle classes (emphasis in original),” further asserting that there is not “some essential cultural or political disposition about class politics or class discourses associated with middle ‘classness.’” But beyond attempting to enumerate exactly who counts as middle class in each setting, and determining whether they are best described as “old” or “new” in their character as political subjects, we must recognize that there are indeed social and cultural attributes ascribed to the middle class that are also a matter of contention, and that there is no single proprietor of these features. In other words, middleclassness is a contested ensemble of characteristics, endowed with variable political valences, that different groups seek to own, manipulate, and deploy to a range of ends.

The purpose of this paper is to examine career‐life issues of successful women in the Americas.

A total of 30 interviews were conducted with successful women in Canada, Argentina and Mexico. Themes were pulled from the interview transcripts for each country, analyzed and then compared across countries, looking at universalities and differences of experiences.

The women in all three countries conveyed more subjective measures of career success, such as contributing to society and learning in their work, with Canada and Mexico particularly emphasizing receiving recognition as a hallmark of career success.

This research provides insight into the experiences of successful women in the Americas, which can inform the career development of women in business.

This research contributes to the literature on women's careers, highlighting successful women's experiences across cultures and in an under‐researched area: Latin America.