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Municipalities, as the front lines of service delivery, use websites as one of the tools to communicate information to the public. While it is considered a record, many organisations, including municipalities, do not manage websites as such. This study aims to explore the archiving of websites as records in the municipalities of KwaZulu-Natal (KZN) Province in South Africa by using the web archiving life cycle model.

This study used a mixed-methods research with an explanatory design, with quantitative data collected first through content analysis of websites and qualitative data collected through interviews. Researchers used multilevel sampling, first quantitatively analysing all available websites of the municipalities (52) in KZN, and then qualitatively selecting only records managers, information managers, web administrators, communication managers and website managers or designers from municipalities because of their understanding and involvement with websites in some way.

This study established that some records on municipal websites are often in paper format in record-keeping systems, whereas others are born digital and are not captured in the systems. Municipalities lack a dedicated web online harvesting tool as well as an archiving policy or strategy to guide website archiving. Furthermore, municipalities placed a high reliance on service providers to keep their websites operational.

It became clear during the interviews that most of the participants were unfamiliar with web archiving. As a result, only 12 of the 56 selected participants from the municipalities provided the required information in relation to the current study as others could not provide answers. Data for other participants were not analysed.

Due to a lack of infrastructure for ingesting digital records into archival custody, a framework for harvesting web content of value is proposed both internally in municipalities and externally to an archive repository.

The COVID-19 pandemic caused significant societal changes and altered how much of the construction industry operates. This study investigates the impacts of pandemic-related changes, how these changes may apply to different companies, and which changes should continue post-pandemic.

We aim to identify pandemic-driven changes that have affected the construction workplace and the advantages and challenges associated with them. We then make recommendations for what could and should endure through the pandemic and beyond, and under what circumstances. To achieve this objective, we conducted both qualitative and quantitative analyses of 40 semi-structured interviews with US-based construction professionals.

Identified through these interviews were 21 pandemic-driven changes across six categories: management and planning, technology, workforce, health and safety, supply chain, and contracts. This study noted both positive and negative impacts of the changes on cost, schedule, productivity, collaboration, employee retention, flexibility, quality, and risk mitigation. Participants indicated that some changes should remain after the pandemic and others (e.g. select safety measures, schedule adjustments) should be temporary.

By incorporating these lessons learned into recommendations, the findings of this study will help businesses identify and implement the most appropriate improvements for their organizations. The findings also provide policymakers with valuable insights on how to promote innovation in the construction industry and potentially enact more effective policies during crises to drive long-term improvements.

The purpose of this study was to investigate the state of appraisal with regard to compliance with archives and records management legislations (ARML), the archives and records management policy (ARMP), reappraisal of records, capacity building, archives building and electronic records management (ERM) and to make a recommendation based on the research findings.

This study was based on the qualitative research technique. The research approach was a multiple case study comparing the previously advantaged and disadvantaged universities in South Africa.

The study found that ARML, ARMP, reappraisal of records and capacity building are essential for the appraisal of university records. The lack of appropriate appraisal theory/strategy led to a loss of institutional memory.

This research was limited to the University of the Witwatersrand (WITS) and the University of Venda (UNIVEN). These two institutions are representatives of the state of archiving in South Africa.

This research will serve a benchmark for other South African universities, intending to implement systematic disposal of records in compliance with legislations and policies.

Failure by universities to appraise records will lead to the loss of institutional memory. This implies that history of institution will be lost if necessary measures are not taken.

There is very little, if any, research on the appraisal of South African universities’ records. The outcome of this research will benefit universities that are seeking to develop and implement appraisal strategies.

This study aims to synthesize records and information management (RIM) with the professional literature of industrial/organizational (I/O) psychology to explain undesirable recordkeeping behaviors that may manifest in employees who interact with business records.

The author’s views are based on a literature review of both records management and organizational psychology trends and draw on case studies that identify undesirable recordkeeping behavior.

There is considerable overlap between the problems encountered by RIM professionals and the answers offered by I/O psychology. I/O psychology offers us the tools to better understand recordkeeping behaviors.

The author proposes using I/O psychology concepts to better situate RIM programs within the larger organizational context.

The study aims to present a hermeneutic literature review on records management practices in institutions of higher education in Africa to inform a prevailing records management phenomenon.

The review was underpinned by the hermeneutic approach as adapted from Boell and Cecez-Kecmanovic (2014). It was further guided by a qualitative analysis to underscore a critical assessment and development of themes in the study.

This process found that the management of records in Sub-Saharan African higher education is evident, but is overwhelmed by many factors. Hence, the study recommends the formulation and implementation of records management tools to guide and spur records management practices in African higher education.

The study operationalizes the hermeneutic approach in the records management practice.

This study aims to assess the role of the National Archives of South Africa (NARSSA) in promoting the preservation and management of private archives.

This study used the qualitative method, and data was collected through unstructured questionnaires and interviews. In addition, purposive sampling was used to collect data from the selected archivist.

The study found that the NARSSA raised awareness on the preservation of private archives and is also in the process of reviewing the National Archives and Records Service Act 43 of 1996 to promote the preservation and management of private archives. The study also revealed that the role of the NARSSA in enforcing compliance with Section 14 of the National Archives and Records Service Act 43 of 1996 for the proper management and coordination of private archives was ineffective because of a lack of coordination, infrastructure, training and development.

The qualitative data was obtained from three participants with the NARSSA and two selected from private archives. The sample is small to generalise results. The public–private cooperation in archives management is limited, and this is proved by the severely limited number of participants in the research. Furthermore, the private archive in this study is limited to the liberation movement archives institutions in South Africa.

This study could work as a stimulus for potential approaches to conduct further research on the possible kinds of cooperation between private–public archival organisations.

The study is innovative, in that there are very few research investigations that focused on the cooperation between private and public archives in the African region and especially in South Africa.

The article makes a significant contribution to the area of private–public archival organisations, especially in South Africa. It will expand the knowledge on private–public archive cooperation and management in South Africa and the rest of the African continent.

Archives and records are important resources for individuals, organizations and the country. The academic archives are created and maintained for the effective execution of university educational and corporate functions. The archives management practices in universities are being studied in the developed countries; however, a scarcity of empirical research is observed in the context of developing countries, for instance, Pakistan. Thus, the purpose of this study is to assess the archives management practices performed in the archival units of University of the Punjab (UoP), Lahore, in association with the successful execution of university educational functions.

A structured survey questionnaire was developed to collect responses from the record-keepers and archives monitoring staff using a complete enumerative (census) approach. The collected data were analyzed in SPSS 23.0 in addition to structural equation modeling (SEM) run in AMOS 22v.

The findings of this study revealed an inconsistency regarding the policies and procedures, arrangement and filing records and access and retrieval due to the practice of self-developed procedures in the UoP archival units. Although archives management practices have significant impact on university academic as well as research-related functions, however, there is lack of centralized and standardized practices for archiving records in the UoP. Lack of professional/trained staff and policy document are key limitations in building systematic and standardized archives management system in academic intuitions, particularly in the UoP.

To the best of the authors’ knowledge, this is the first empirical study in Pakistan that has explored archives management practices used in university archives. It also contributes theoretically and methodologically through the underpinnings of archival principles in association with university functions and developing a validated scale to explore archives management practices in universities. The findings of this study may be helpful for the concerned bodies, university administrations and archives managers to establish, manage and improve the academic archives systematically.

Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment theory (Hackman and Oldham, 1976) and Maslow's (1943) theory of the hierarchy of needs, the impact of flexible work practices (FWPs), on employee work engagement and organizational attractiveness, with the mediating lens of work life enrichment.

Field data were collected at five higher education institutions located in the Islamabad Capital Territory (ICT) of Pakistan, using the convenience sampling technique and analyzed under the quantitative research paradigm.

This study substantiates with an empirical evidence that flexible work practices (FWPs) have a significant positive impact on both employee work engagement and organizational attractiveness. Markedly, the study findings reveal that the said impact is significantly stronger than that of sabbaticals. Furthermore, the study reveals that the positive relationship is mediated by work life enrichment, signaling its significance in understanding FWP's such impact on employee work engagement and organizational attractiveness.

The study findings provide significant implications for academia, practitioners, and policymakers, in evidence-based recommendations for higher education institutions to design and implement FWPs that are effective in enhancing employee work engagement and organizational attractiveness, and, in turn, leading to improved organizational performance.

This research study provides a novel contribution to the existing literature by exploring the combined impact of flexible work practices on employee work engagement and organizational attractiveness in the peculiar context of Pakistan's public sector higher education institutions. Additionally, the study's focus on the mediating role of work life enrichment further adds to its novelty.

This study aims to focus on how the design of an organization influences employee sustainability. It also highlights how top management support can mediate this relationship.

In order to examine the role of employee quality of life on performance sustainability, a quantitative survey approach was adopted. A questionnaire was distributed using simple random sampling to the employees working in the hotel sector.

Results suggest that organizations can enhance employee sustainability, including performance, commitment, motivation and retention, by investing in values that align with their employees, providing suitable health and wellness initiatives, and adopting in career growth policies. In that, values, health and wellness and human development are confirmed to be core determinants of employee sustainability, with a negligible role of fair compensation and physical artifacts. Top management support is found to mediate the relationship between employee quality of life and sustainability.

This study contributes to a better understanding of how organizational design for quality of life can assist employee sustainability with the mediation role of top management support. The study recommends that the hotel organizations should consider designing their work environments to promote their employee quality of life, which affects their sustainability within the hotel industry.

This study contributes to a better understanding of how organizational design for quality of life can assist employee sustainability with the mediation role of top management support. The study recommends that the hotel organizations should consider designing their work environments to promote their employees’ quality of life, which affects their sustainability within the hotel industry.

While there is ample research in business and management literature on the economic and environmental factors of sustainability, social sustainability has received less concentration. This study gives more attention to how employee social sustainability can be affected by the managerial and organizational factors of ensuring work life balance and top management support.

The success of the organization depends on its sustainability and growth in the competitive market. Retention and attraction of talent in the organization are strongly associated with organizational performance. Employer branding is an outcome activity that helps organizations show their strength to attract and retain talent. Talent management practices are mostly essential in the current context for retaining talent. This study aims to explore and identify the contributing factors in efficient talent management and to examine whether the factors contributing to employer branding differ concerning different demographic profiles of the employees for information technology organizations.

Data were collected from 617 adult participants using an 85-item questionnaire on talent management comprising 25 domains, developed for the present study.

Principal component analysis of the data indicated that 20 different factors make an impact in developing strong talent management practices. Three broad areas were identified, namely, personal benefits and growth, transparent organizational culture and social commitment of the organizations.

Present research has not taken care of few other factors associated with the organization where employees’ retention gets adversely effected such as evaluation of performance and compensation management, training and development, etc. So, future research can be conducted these areas. These aspects are also required to be incorporated in future research.

Several implications of the present research can be presented in the following areas. It is found in the present research that the effectiveness of the talent management system mostly depends on personal benefits and growth, organizational culture and climate and the organizational out. Apart from the academic implications of the present research, practical implications of the present study cannot be ignored. The components and elements of the talent management in the perspectives employer branding can also appropriately applied by the organizations.

The contribution of the study lies in exploring and identifying three important aspects of the organization in talent management. Findings will have implications for different organizations in understanding, developing and implementing policies related to employer branding and talent management.