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This paper aims to provide an introductory overview of internal business intelligence (BI) and the role that technology plays in its management and exploitation. BI represents the tools and systems that play a key role in the strategic planning process of a corporation, allowing the integration of applications, databases, software and hardware essential to users and enabling the analysis of information to optimise decision-making.

In reviewing the existing literature, this paper examines the core components, current trends and operational issues of a typical internal BI system architecture. The implications of these trends and their effects on business processes and culture are also explored.

The successful implementation of an internal BI system should include the core components and address operational issues, whilst also providing meaningful output to the organisation. It is contended, however, that to be truly successful, the internal BI system must be embedded within organisational processes and be adaptable to changing technologies, allowing the exploitation of the organisation’s internal BI.

This general review is the first to provide a high-level overview of internal BI and explores the role of technology in the management and exploitation of internal BI.

This study investigates work and non-work antecedents for the work–life balance (WLB) development of remote employees during the COVID-19 pandemic. Longitudinal data (N = 1,146, T1; N = 737, T2) was collected in May–June 2020 and December 2020 in one multinational company (MNC) in Finland. In data analysis, structural equation modeling (SEM) with a cross-lagged panel model was utilized. The results revealed that during the pandemic, WLB slightly decreased. The quantitative job demands increased and predicted a decreased WLB at T2. Job autonomy decreased but did not have an effect on WLB development or buffer the negative effect of quantitative job demands on WLB. Time saved from commuting was positively related to WLB development, but the number of children living at home and the age of the youngest child had no statistically significant link to WLB development over time (similar finding for men and women). Although care responsibilities from the gender perspective is not the focus of our study, the additional analysis show that WLB at T1 was more challenging for women the more children they had, or the younger the youngest child was. For men, children did not make a difference for their WLB at T1. This finding indicates that WLB has been more challenging for mothers compared to fathers already when our first data had been collected, and the continuance of the pandemic did not change the situation in any direction. This research contributes to the knowledge about work and non-work related demands and resources as antecedents for WLB development during the pandemic. As a practical implication during the pandemic, the authors suggest that employers should follow development for employees’ WLB as a measure of well-being in remote work. In addition, the workload of remote employees should be followed, and time saved from commuting should be preserved as employees’ non-work time and protected from work-related tasks.

Destinations wishing to exploit their natural resources, such as wetlands, for tourism development are wise to reach consensus among their community’s stakeholders on the policies and practices needed to sustainably manage tourism development and activities in their fragile natural environments. Drawing from an old adage that you cannot manage what you do not measure, one of the most important challenges facing policymakers and destination managers is the measurement of tourism to determine if it is meeting its desired objectives. This paper aims to focus on producing a system for monitoring the performance of tourism development on sustainable tourism practices.

The proposed system is based upon a qualitative study using the Delphi method involving stakeholders from different areas of expertise in rural economic development and natural resource management.

After three rounds in the Delphi stage, the participants reached consensus on the following set of 69 indicators: Environmental (8 sub-components and 19 indicators), Socio-cultural (7 sub-components and 24 indicators) and Economic (8 sub-components and 26 indicators) for sustainable tourism development performance in the wetland areas.

The provided scale in this manuscript will allow the planners/managers to assess the sustainable tourism development in their area in an easy and reliable way.

湿地旅游可持续发展绩效的综合指标

旅游目的地希望开发自然资源（如湿地）来促进旅游业发展, 对这样的目的地而言, 与社区利益相关者在关于当地脆弱的自然环境中开展可持续旅游活动所需的政策措施的议题上达成共识, 是明智的。如老话所讲, 你不能管理你不衡量的东西。决策者和目的地管理者面临的最重要的挑战之一, 就是衡量旅游业发展是否达到了预期目标。本文旨在建立一个可持续旅游实践中的旅游发展绩效监测系统。

该系统是基于定性研究提出的, 采用德尔菲法, 涉及农村经济发展和自然资源管理不同领域的利益相关者。

在德尔菲阶段进行了3轮征询后, 参与者就以下湿地地区STDP的69项指标达成了共识：环境指标（8个分项和19个指标）、社会文化指标（7个分项和24个指标）和经济指标（8个分项和26个指标）。

此量表从整体的视角让规划者/管理者得以以简单可靠的方式评估旅游发展的可持续性, 同时基于其灵活性和基于实地收集数据的性质, 可以适应湿地地区任何旅游开发的特征,在发达国家和发展中国家都是如此。

关键词 湿地, 可持续旅游, 指标,绩效

Desempeño del desarrollo del turismo sostenible en los humedales: propuesta de un índice compuesto

Parece sensato que los destinos que deseen explotar sus recursos naturales, como los humedales, para el desarrollo del turismo, lleguen a un consenso entre los grupos de interés de su comunidad sobre las políticas y prácticas necesarias para gestionar de manera sostenible el desarrollo y las actividades turísticas en sus frágiles entornos naturales. Partiendo del viejo refrán de que no se puede gestionar lo que no se mide, uno de los retos más importantes a los que se enfrentan los responsables políticos y los gestores de destinos turísticos es la medición del turismo para determinar si cumple con los objetivos deseados. Este trabajo se centró en el desarrollo de un sistema de control del desempeño del desarrollo turístico en prácticas de turismo sostenible.

El sistema propuesto se basa en un estudio cualitativo que utiliza el método Delphi en el que participan grupos de interés de diferentes ámbitos de especialización en el desarrollo económico rural y la gestión de los recursos naturales.

Después de tres rondas en la etapa Delphi, los participantes llegaron a un consenso sobre el siguiente conjunto de 69 indicadores: ambientales (8 subcomponentes y 19 indicadores), socioculturales (7 subcomponentes y 24 indicadores) y económicos (8 subcomponentes y 26 indicadores) para la STDP en los humedales.

La escala propuesta implica una visión holística que permitirá a los planificadores y administradores evaluar su sostenibilidad de manera fácil y fiable. Además, basándose en su flexibilidad y su carácter de recogida de datos sobre el terreno, puede adaptarse a las características de cualquier desarrollo turístico de los humedales, tanto en los países desarrollados como en los países en vías de desarrollo de forma simultánea.

Humedales, Turismo sostenible, Indicador, Desempeño.

Trabajo de investigación

This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.

The present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.

The study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.

The originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.

The purpose of this article is to provide an integrated, synthesised overview of the current state of knowledge in the field of bank marketing. This aim prompts us to seek to determine the role of studies on sales within commercial banking literature, to contribute to the flow of new knowledge and to orient both researchers and practitioners with regard to current issues and findings.

This study employs a combined process of bibliometric analysis and scientific mapping using keyword co-occurrence analysis and a representation of relationships by clustering and their longitudinal arrangement. A total of 1,203 articles were analysed using SciMAT.

The entire conceptual structure of bank marketing is organised into 12 major thematic areas. These are comprised of a set of main topics during each period, changing from one phase to another. The initial periods exhibit less depth in the pursuit of lines of work on bank marketing. The most recent periods show that interest centres on users' acceptance of online and mobile banking, along with the traditional concepts of satisfaction, loyalty and trust. However, it was determined that sales-related topics have never occupied a central role in the bank marketing academic literature.

This study draws up a scientific map that serves as a guide to perceive what has been done thus far in the area of bank marketing. The detection of specific sub-topics allows for the application of other synthesis techniques, such as meta-analysis. The study's main limitation lies in the difficulty of synthesising all the papers published on bank marketing literature.

The number of disciplines in which bibliometric analyses are used to synthesise and visually portray the whole bodies of scientific literature is increasing. This study maps out the gradual advancement in the field over the years and could serve as a valuable reference for researchers and practitioners interested in bank marketing. Consequently, the conclusions of this retrospective analysis might be considered a summary of its conceptual structure and a comparable foundation for future studies.

The purpose of this study is to find out the future workforce’s work values and, based on them, to examine the work environment Generation Z are looking for in the situation of job search. Moreover, this study aims to provide ideas for organizations on how to transform the work environment for the post-COVID-19 era to attract and retain employees, especially the members of Generation Z.

The research design is based on the theory development method. Data were generated and collected from 28 focus groups and a survey (n = 773). First, initial coding was done with an affinity diagram, followed by the intermediate coding phase, when the authors compared the codings’ results and selected the core data. Finally, the advanced coding resulted in a work value model, which presents Generation Z’s core work value categories.

The paper presents a work value theory for Generation Z, which reflects their expectations of the physical work environment and the flexible work arrangements among the work values. To prepare for the post-COVID-19 era, this study suggests organizations applying hybrid working models.

Based on impacts and expected transformations in office work in the post-COVID-19 era, the paper calls attention to the critical management issues concerning Generation Z’s preferences and expectations.

The findings propose a broader work value theory approach that highlights the work environment’s convenience features and integrates values that support the employees’ desired lifestyle and well-being.

Early works in strategic management described strategy process and were quickly followed by a plethora of strategy content articles focusing on tools, theories, frameworks and models for use in strategizing. Subsequently, strategy research and pedagogy diverged along these lines and the two streams have not been satisfactorily reconciled. As the process incorporates content and content requires process, this paper seeks to answer the question; can some relational consistency and historical reconciliation be developed? The purpose of this paper is to propose a process/content interrelation and a generic model of strategizing.

The authors first identify the opportunity for this integration through the historical development of the two streams. The authors then review contemporary scholarly literature, strategic management textbooks and university syllabi to determine which elements of the strategy process and content are most frequently promulgated.

The authors discover a generally ubiquitous core of concepts, but great inconsistency in how they are emphasized, linked and/or applied. Beyond these core concepts, faculty syllabi included a wide range of more idiosyncratic content (appearing very infrequently – possibly related to instructor research or interest areas), such as blue ocean or game theory. The authors then propose a 2 × 2 matrix with axes of the level of analysis and stage of activity. The authors provide a populated matrix and discuss the implications of this matrix for future scholarship and teaching.

This paper begins a process of integrating the historical divide between strategy process and strategy content. It provides insights for classroom faculty, historians and practitioners.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.