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Relatively few comparative studies have examined how perceptions across cultures might converge or diverge regarding careers in general and new venture careers in particular. Our research addresses this gap by providing a comparative study of career perceptions among undergraduate business students in three countries with different levels of experience with capitalism: Ukraine, South Korea, and the United States. Results suggest both surprising differences and interesting similarities between undergraduate students in the three countries with regard to how they perceive characteristics associated with entrepreneurial careers. Findings are discussed in the context of distinct differences and commonalities across cultures and implications for future research provided.

This paper describes the appropriate uses of Type C interventions and presents three case studies for analysis and discussion. Type C change interventions include counseling, coaching, and consulting. Each intervention involves a service provider who assumes the dual role of “helper” and “change agent”. Each intervention also has unique characteristics that make it particularly suited to affecting different types of changes in organizations.

A collaborative approach, involving family members, was taken to writing an inquiry report following the death of a patient with serious mental illness. This paper sets out the outcomes of producing a mutually agreed report recommending the process as an effective means of organisational learning.

Technological advances regarding artificial intelligence (AI) are affecting the transport sector. Although fully autonomous delivery, or self-driving trucks, are not operating currently, various AI applications have become fixed components of cargo vehicles. Since many research approaches primarily concentrate on the technical aspects of assistance systems (ASs), the economic question of how to improve efficiency is seldom addressed. Therefore, the purpose of this paper is to apply an efficiency analysis to measure the performance of truck drivers supplying retail stores.

For this comparative study, 90 professional truck drivers in three groups are compared with (1) trucks without AS, (2) trucks with AS that cannot be turned off and (3) trucks with AS that can be turned off. First, we build a model investigating the impact of performance expectation, effort expectation, social influence and facilitating conditions on the behavioural intention to use AS. Second, we explore the impact of truck drivers' behavioural intention on actual technology use, misuse and disuse; operationalize these constructs; and merge them with our behavioural constructs to create one econometric model.

The human–AI system was found to be the most efficient. Additionally, behavioural intention to use ASs did not lead to actual usage in the AI-alone observation group, but did in the human–AI group. Several in-depth analyses showed that the AI-alone group used AS at a higher level than the human–AI group, but manipulations through, for example, kickdowns or manual break operations led to conscious overriding of the cruise control system and, consequently, to higher diesel consumption, higher variable costs and lower efficiency of transport logistical operations.

Efficiency analysis with data envelopment analysis is, by design, limited by the applied input and output factors.

This study represents one of the first quantitative efficiency analyses of the impact of digitalization on transport performance (i.e. truck driver efficiency). Furthermore, we build an econometric model combining behavioural aspects with actual technology usage in a real application scenario.

This paper aims to measure the comparative managerial efficiency of 24 leading third‐party logistics providers (3PLs) in North America and identify best‐practice firms among these 3PLs.

This paper proposes data envelopment analysis to measure the slack‐based efficiency, pure technical efficiency, and mixed efficiency of 24 leading 3PLs in North America, relative to their rivals in world‐wide 3PL markets. In particular, this paper develops both the Charnes, Cooper and Rhodes (CCR) model under constant returns to scale and the Banker, Charnes, and Cooper (BCC) model under varying returns to scale that are designed to derive weights without being fixed in advance.

With respect to managerial efficiency, this study did not find any significant performance differences between asset based 3PLs and non‐asset based 3PLs. Defying the common sense, relatively small but niche‐oriented 3PLs with limited service offerings tended to perform better than their larger counterparts with a wide variety of service offerings to customers all across the world. A majority of leading 3PLs in North America suffer from overcapacity and the subsequent underutilization of their physical and human resources.

This paper provides practical guidelines as to how 3PLs can find right niche markets, manage slack/idle resources, and cope with increasing competition.

This paper is one of the first to develop a variety of efficiency measures for 3PL operational performances including pure technical (managerial) efficiency, slack‐based efficiency, scale efficiency, and mix efficiency under both constant and varying returns to scale. This paper also considers the much larger number of 3PLs than those considered by prior benchmarking studies for performance evaluation; thus, it captures the “true” managerial efficiency of 3PLs relative to their competitors in the more crowded North American 3PL industry.

The purpose of this study was to establish a Technology-Organization-Personality model of secure software development (SSD) innovation assimilation at the level of individual motivation. The model identifies individual psychological motivation, which influences innovation assimilation intention and behavior. It constitutes an organizational management view of SSD innovation assimilation from individual psychological motivation perspective.

An empirical study was employed to verify the assumption model. Semi-structured user interviews were conducted with some security experts to consult their advice and obtain the measurement scales. And questionnaires were circulated at a focus group meeting and among some software security professionals by email. Of 230 questionnaires that were answered, 215 could be used. IBM SPSS 19.0 and AMOS 17.0 were used alternately to analyze the data. Structural equation model was employed to verify the hypotheses of the model.

Results reveal that two types of individual motivation can influence SSD innovation assimilation, namely, potential organization support and individual needs. Furthermore, absorption capability was found to play a regulated function in the transition of SSD assimilation intention to behavior.

The findings reveal how individual motivation plays an important role in promoting complex innovation assimilation. It fills the gap of the research on organizational assimilation behavior and individual motivation in the context of SSD complex innovation, and provides management of software development organization with empirically based conceptualization to guide their personnel incentive policymaking.

The aim of this article is to explore how HR professionals can best use social media in their search for talent.

This article discusses the current state of social media for recruitment and its relation to job boards, and examines best practices, including consideration of a social media recruitment strategy plan, appropriate resources and the importance of a content strategy and social media policy. The best practices are based on a comprehensive review of literature coupled with experiential accounts from practitioners and the author's firsthand experiences in crafting successful social media strategies.

While levels of awareness and adoption continue to develop both for recruiters and job applicants, organizations must consider adding social media to their overall recruitment strategy to meet the goals of being cost‐effective, targeted, and strategic; remaining competitive; and sourcing top talent.

The article points to the need for starting small, gauging response, and utilizing an iterative approach to the inclusion of evolving social networks for optimized recruitment.