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To propose and test an augmented collaborative planning, forecasting, and replenishment (A‐CPFR) model in a retailer‐supplier context with a view to improving forecasting accuracy and then reducing the “bullwhip effect” in the supply chain.

After a literature review, the paper presents a real case in which the present authors provided assistance. The description of the case includes: case company background; an “as‐is” model analysis; a “to‐be” (CPFR) model analysis; and a description of the results and potential benefits. The paper then proposes an A‐CPFR model for the case and performs a simulation of the new model for comparison with the existing CPFR model.

The results show that the mean absolute deviation of forecasting and the inventory variance are both better in the proposed model than in the existing CPFR model. The proposed model can thus improve the accuracy of sales forecasting, reduce inventory levels, and reduce the “bullwhip effect”.

In addition to information provided by the retailer, a logistics supplier should also obtain competitors' promotional information from the market as another factor for forecasting – thus enabling timely responses to demand fluctuations.

The proposed model is an original and useful development on the existing CPFR model. It could become a reference model for the retail industry in implementing CPFR in the future.

The purpose of the research is to explore electronic marketplace (EM) strategies adopted by enterprises in free markets and controlled markets. Meanwhile, their differences are compared.

In the research, the EM strategies adopted by enterprises in free markets from the value‐chain perspective are discussed first. Then, in‐depth interviews with enterprises in controlled markets are followed.

The effect on corporations' marketing effectiveness is rather limited because fewer competitors resulted in little competition and more monopolization in a controlled market. Also, the buyer focuses on product quality without a high awareness of the concept of cost.

The results indicate that there are differences in EM strategies adopted by enterprises in free and controlled markets from the value‐chain perspective.

Faced with the expanding internationalized markets, companies must carefully consider the operational modes and strategies of EMs.

This paper aims to study, by means of an empirical approach, how monetary policy might affect the distribution of individual income.

After describing the channels through which monetary policy could impinge on income distribution, the authors carry out a panel analysis of 62 countries that control their monetary policy for the period 1996–2015.

Using two possible proxy variables for monetary policy (the monetary aggregate M3 and the real interest rates), the results reveal a significant positive relationship between real interest rates and income inequality measured through the market Gini coefficient and polarization ratios. The findings suggest that central bankers should be more aware of the redistributive effects of monetary policy.

It should be mentioned the major challenge of data limitation in the empirical investigation on the relationship between monetary policies and inequalities.

The empirical evidence presented in this paper supports the premise that central bankers should not ignore the unintended redistributive consequences of their actions. In this regard, it is worth noting that if, in addition to price stability, central banks are also responsible for financial stability; the rationale behind central bank independence needs to be reconsidered.

An outstanding feature of the paper is its sample size and the variety of countries included in the sample, which includes countries from all continents and with very different levels of economic development. Also, unlike papers based on forecasting modeling – e.g. Vector autoregression (VAR) or Structural vector autoregression (SVAR) models, the study follows an explanatory approach, including not only monetary variables, but also a series of regressors that may have a meaningful and significant impact on inequality, according to a wide literature.

The research examines the role of Smart HRM 4.0 in developing dynamic capabilities and its impact on human resources and organizational performance.

The authors used a grounded theory approach and conducted interviews of 39 senior HR managers from IT, ITeS, consulting, services and E-commerce companies through a semi-structured questionnaire. The authors analyzed the interview data with NVivo 8.0 to identify the themes related to the dynamic capabilities to Smart 4.0 HR practices.

The study provides a conceptual framework for organizational performance using dynamic capabilities built due to Smart HRM 4.0 practices. Organizations use Smart HRM 4.0 to develop dynamic capabilities: building learning and knowledge sharing capability and integration, reconfiguration capabilities. Further, the dynamic capabilities contribute to HR and organizational performance.

This study divulges the role of Smart HRM 4.0 practices in developing dynamic capabilities in Indian firms. The study provides an appealing insight into the structural link between Smart HRM 4.0 and dynamic capabilities, which are yet to be explored. This study extends the Smart HRM 4.0 and dynamic capabilities concepts for senior HR professionals and contributes to human resource management and organizational performance literature.

This paper aims to investigate the use of Industry 4.0 (I4.0) technology and its barriers in human resourcemanagement (HRM) for Smart HR 4.0 and its impact on HR performance.

The research has been conducted using the grounded theory approach. Semi-structured interviews were conducted with 122 senior HR officers of national and multi-national companies in India after the extensive literature review. NVivo 8.0 software was used for the analysis of the interview data.

I4.0 technology is used for HRM functions by HR professionals. It is revealed that Smart HR 4.0 that emerged from the I4.0 technology has leveraged the HR performance. It is also found that usage barriers, traditional barriers and risk barriers affect the use of I4.0 technology in HRM.

A model is developed using the grounded theory approach for HR managers to understand the impact of I4.0 on HRM. This study reveals the barriers affecting the use of I4.0 technology in HRM. It also provides the model for HR performance that emerged through the use of I4.0 technology in HR and Smart HR 4.0. The research delivered key insights for the HR professionals, marketers of HR technology and technology developers.

The study explores the factors affecting the use of smart human resource management 4.0 (SHRM 4.0) practices and its effect on dynamic capabilities and, consequently, on organizational performance.

The authors used socio-technical and dynamic capabilities theory to propose the notable research model. The authors explored the factors driving the use of SHRM 4.0 practices and their contribution to organizational performance through the development of dynamic capabilities. The authors collected data from 383 senior HR managers using a structured questionnaire, and PLS-SEM was used to analyze the data.

The results show that socio-technical factors such as top management support, HR readiness, competitive pressure, technology readiness and perceived usefulness influence the use of SHRM 4.0 practices, whereas security and privacy concerns negatively influence them. Furthermore, the authors also found the use of SHRM 4.0 practices influencing the dynamic capacities (build (learning), integration and reconfiguration) and, subsequently, its impact on organizational performance.

Its novelty lies in developing a model using dynamic capabilities and socio-technical theory to explore how SHRM 4.0 practices influence organizational performance through dynamic capabilities. This study extends the literature on SHRM 4.0 practices, HR technology use, HR and dynamic capabilities by contributing to socio-technical theory and dynamic capabilities and expanding the scope of these theories in the area of HRM. It provides crucial insights into HR and top managers to benchmark SHRM 4.0 practices for improved organizational performance.

This study aims to identify and prioritize barriers to corporate social responsibility (CSR) in the construction sector.

A literature review was first conducted to identify barriers to CSR performance. After that, construction professionals were invited to validate the appropriateness of the obstacles. The discussion allowed the establishment of a list of barriers to CSR performance and their corresponding categories. Data collected from the survey were then analyzed to prioritize the importance of these barriers by the fuzzy DEMATEL-based ANP (DANP) technique.

The findings presented 16 barriers to CSR, which were categorized into four clusters. The fuzzy DANP analysis showed that strategic vision is the most crucial cluster, followed by the measurement system, stakeholder perspective and scarce resources. Among the sixteen barriers examined, lack of awareness, knowledge and information of CSR; low priority of CSR; lack of metrics to quantify CSR benefits; lack of guidelines and coherent strategies; and lack of CSR enforcement mechanism are the five most crucial barriers.

This study is one of the first that proposes a comprehensive model to prioritize barriers to CSR performance of contractors considering their interrelationships. It provides construction stakeholders with a framework for understanding the linkage between the barriers and CSR framework under the umbrella of stakeholder theory. Thus, the findings might assist construction practitioners and academics in fostering the success of CSR implementation.

The purpose of this study is to examine students' perception of mobile technology adoption for library service apps as a lens to explore the factors affecting mobile learning in higher education.

With the data collected from university students from Hong Kong and Japan, the authors conducted a comparative study for gaining a better understanding of students' perceptions toward adopting mobile apps as learning tools and other socio-cultural factors affecting such adoption. In particular, the authors derive alternative models from our analysis (benchmarked on technology acceptance model and unified theory of acceptance and use of technology) for a better explanation of the formation of the intentions, and, more importantly, cultural factors would affect such formation, as informed by the Hofstede Cultural Dimensions.

The findings are valuable for enhancing the effectiveness and adoption of mobile services for teaching and learning purposes in the context of higher education, as the focus of promotion of services should be tailored to the different student expectations in different regions, e.g. mainly performance expectancy in Japan versus in Hong Kong facilitating condition, performance expectancy and perceived usefulness altogether.

Defined as contributing to the development of learning assistance, mobile technology for library use and information access have become a significant issue raised in many higher educational institutions over the world, as the characteristics of mobile technology, such as portability and mobility, strengthen its possible use in education. However, scant research has been done in understanding the perception of mobile library use and factors affecting the behavioral intentions through the use of mobile technologies in Hong Kong and most Asian countries have not been sufficiently studied.

Personality research has played a prominent role in the organizational sciences for a number of years. During the past two decades, however, research examining the impact of individual personality traits on emotions, attitudes, perceptions, and behaviors in organizations has increased, and our knowledge of the role of personality within organizational research is stronger. We examine a number of well-known personality dimensions that include the Five-Factor model of personality, locus of control, Type A Behavior Pattern, self-efficacy, and negative affectivity. We also examine a number of promising personality dimensions that have received less attention in the organizational sciences; these include trait anger, positive affectivity, action-state orientation, emotional intelligence, individualism- collectivism, and personal innovativeness. We review the personality research in these areas and offer suggestions for practice and future research.