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This chapter discusses how the real options theory can be useful for understanding the adoption of human resources management (HRM) practices. The authors review how the real options theory has provided insights into the processes through which firms manage uncertainties involved in the adoption of HRM practices. The authors offer propositions for future HRM research from the real options perspective. The authors contend that analyzing HRM practice adoptions through the lens of real options theory can enhance our understanding of the mechanisms through which firms choose which HRM practices to adopt and how they adjust the timing, scale, and methods of investment in these practices. Specifically, the authors suggest that differences in information relevant to valuation of HRM options are the source of distinct choices of HRM options across firms. Finally, the authors propose advancing knowledge on HRM practice adoptions by using a portfolio of options approach, as well as considering factors like competitors, path dependence, and switching options.

This study aims to investigate the importance and effect of asymmetric technological collaborations’ key success factors in developing countries. The number of collaborations between large enterprises and SMEs, known as asymmetric technological collaborations (ATC) is growing considerably. But this asymmetry in itself can increase the number and intensity of collaboration challenges. So far, limited studies have been conducted on the stability of ATCs, and most of them have been in the context of developed countries. Meanwhile, studying the strength and stability of collaboration in the nano industry with growing market value and increasing newcomers is of particular importance.

Here, with bionic engineering approach, we used chemistry for the first time to identify the main stability factors of ATCs and build our hypotheses and research model. To this end, we introduced the factors affecting the stability of the dative chemical bond as a bionic counterpart of corporate venture capital (CVC), which is a type of ATC, and proposed 4 hypotheses. We used structural equation modeling (SEM) with partial least squares (PLS) method to examine the hypothesized relationships.

The analysis of survey questionnaire data from 26 asymmetric collaborations in Iran’s nanotechnology industry shows that “learning of the acceptor company” with a negative effect, “network ties” and “development of the collaboration host region” with a positive effect and “diversity in the collaboration portfolio” with an inverted U-shaped effect are the most influential factors in the stability and continuity of CVCs, respectively.

The findings of this research can be the beginning of a broad path leading to exploring and getting inspiration from chemistry to analyze management issues.

The massive adoption of virtual reality (VR) applications has started since the COVID-19 pandemic, and until now, VR applications are still being used. However, there is limited research that analyses the consumer's perspective on the adoption of VR applications. Thus, this study discovers the adoption of VR applications in the hospitality sector by integrating the value-based adoption model (VAM) and VR quality.

The data were gathered through a survey of 500 respondents and evaluated through the structural equation model-partial least squares (SEM-PLS).

Employing SEM-PLS and importance-performance map analysis (IPMA), the findings revealed that VR quality and perceived value are essential determinants in the adoption of VR applications in the hospitality industry.

Practically, this study encourages the hospitality industry to create and develop high-quality VR application technology to benefit visitors. Through this study, hospitality marketing managers, governments and others concerned with the hospitality industry’s future development can create effective ways to increase the adoption of VR applications in this industry.

This study offers novel perspectives into the theory and application of VR quality and VAM in the adoption of VR applications in the hospitality industry.

This paper aims to apply the theory of interpersonal behaviour (TIB) and its determinants to determine conventional enterprises' intentions toward halal supply chains (HSCs) adoption in Malaysia.

A survey was conducted with a judgmental sampling and over 150 responses were gathered. Besides, the literature on the factors that influence an enterprise’s adoption of a halal supply chain, and TIB is evaluated to determine the influential determinants that lead to conventional entrepreneurs’ desire to participate in the halal supply chain in Malaysia.

The study findings suggest that the intention to use a halal supply chain is determined not only by social factors, affect, facilitating conditions and attitude, but also by the added construct of perceived expected benefits.

Considering this research to be limited in terms of coverage geographically and the theory rendered the context should be given proper attention when interpreting future outcomes. Furthermore, future researchers can extend the direct relationship by employing habit construct when conducting a longitudinal study.

This paper serves as a guide to ensure the best planning of halal supply chains in both theory and practice.

This study expands on the use of TIB in the context of conventional enterprises’ intention toward halal supply chains in Malaysia.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-05-2023-0334

Herein, the authors report the effects of printing parameters, joining method, and annealing conditions on the structural performance of fusion-joined short-beam sections produced by additive manufacturing.

The authors first identified appropriate printing parameters for joining segmented short beams and then used those parameters to print and fusion-join segments with different configurations of stiffeners to form a longer section of a wing or small wind turbine blade structure.

It was found that the beams with three lateral and three base stiffening ribs give the highest flexural strength among the three beams investigated. Results on joined beams annealed at different conditions showed that annealing at 70 °C for 0.5 h yields higher performance than annealing at the same temperature for longer times. It is also found that in the case of the hot-plate-welded three-dimensional (3D)-printed structures, no annealing is needed for reaching a high strength-to-weight ratio, but annealing is helpful for maximizing the modulus-to-weight ratio. Both thermal buckling and edge wrapping were observed under annealing at 70°C for 0.5 h for 3D-printed beams comprising two lateral and four base stiffening plates.

Fusion-joining of additively manufactured segments is needed owing to the constraint in building volume of a typical commercial 3D-printer. However, study of the effect of process parameters is needed to quantify their effect on mechanical performance. This investigation has therefore identified key printing parameters and annealing conditions for fusion-joining short segments to form larger structures, from multiple 3D-printed sections, such as wind blade structures.

Management discretion in the decision to reduce payroll costs is an important but under-researched issue in management accounting. The authors leverage the experimental environment to test the role of organizational culture (close vs. distant) and managerial communion (concern for others) along with their interaction with sales decline persistence (one vs. two periods) on planned layoff decisions. The authors find that communal managers are hesitant to downsize employees and that a close organizational culture interacts with one period sales declines to reduce layoffs although the influence of culture is reduced with persistent sales declines. The authors also examine the influence of culture and communion on managers’ preference for pay cuts as an alternative to layoffs. The authors find that a close culture and higher communion are associated with decisions to choose pay cuts over layoffs; however, these costs interact such that managers low in communion in a distant culture express a higher preference for layoffs. These findings illustrate the combined influence of economic, organizational, and dispositional factors on manager decisions about the extent and form of labor cost reductions due to sales declines.

The main objective of this study is to examine the relationship between person-organization fit (P-O fit), job satisfaction (JS), workplace spirituality (WS) and turnover intentions in small and medium-sized enterprises (SMEs) and the moderate role of WS in these relationships.

Research data were collected by cross-sectional data collection methods. The sample contains 242 employees of SMEs in Indonesia. The analytical method used to test research hypotheses is moderate regression analysis.

The results show that P-O fit is an antecedent that can reduce turnover intention. JS has a negative effect on turnover intention and WS has a negative effect on turnover intention. WS moderates the relationship between P-O fit and turnover intention and the relationship between JS and turnover intention.

This study enhances the understanding of the importance of WS in reducing employee turnover intentions. This research also contributes to the research model based on fit theory and social exchange theory.

The practical implication of this research is to improve P-O fit in employees. Managers can manage the right people for the environment and the right environment for the individual. In other words, the organization must choose both. The most basic way to create a P-O fit for employees is to recruit employees suitable to organizational goals because, in general, SMEs rarely have a written vision and mission.

Through the of spirituality in the workplace, employees will experience a sense of meaning and purpose in their work, foster a sense of unity through positive relationships and achieve alignment between personal and organizational values. Consequently, this will diminish the inclination to seek employment elsewhere.

Although turnover intention in employees is considered necessary, there is still minimal research that discusses turnover intention and WS in SMEs. To the authors' knowledge, no one has tested WS on the relationship between PO fit and JS with turnover intention in SMEs.

This paper aims to introduce the Theory of Ethical Leadership as a possible means of actualizing the mission and vision statements of the American Physical Therapy Association as well as individual professional objectives. Specific examples of how this can be applied directly to the profession of physical therapy will be presented.

Leadership influences can profoundly affect a profession, an organization and an individual. This has led to exploring which leadership style would be most effective in moving their organization forward. Through a review of the literature, this viewpoint paper compares leadership theories present in the health-care literature, as well as why they may fall short of actualizing the mission and vision statements of the American Physical Therapy Association as well as individual professional objectives.

Most research has separated ethics from leadership, but all agree that to be successful, the leader needs to exhibit a strong moral compass and demonstrate positive ethical behavior. At the intersection of ethics and leadership is the emerging theory of ethical leadership. Ethical leadership is based on the premise that employees look outside of themselves for ethical guidance and that leaders have an opportunity to provide this moral awareness by making an ethical message sufficiently salient to be recognized in the organizational context as well as allowing the leader to stand out against an ethically neutral ground.

This paper is an original work and has not been published previously, either in whole or in part. Additionally, this paper is not under consideration for publication by any other journal.