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The purpose of this study is to explore the human resource development (HRD) implications of perceived higher education (HEd) leadership effectiveness on academics’ quality of worklife (QWL) in the context of COVID-19. Drawing on conservation of resource theory, this study explains the mediating role of resource adequacy (RA); then this study investigates the moderating role of COVID-19-related risk perception (CRP) on the relationship between university leadership (UL) and both academics’ turnover intention (TI) and academics’ QWL.

This study used a quantitative research exploiting the pandemic experiences and perceptions survey, PEPS, to collect data from 300 academic staff in private and public HEd institutions in Lebanon. The analyses include the test of the mediating effect of RA as well as the moderated mediation effect of CRP through regressions, PROCESS and bootstrapping.

The findings suggest that by enhancing RA, effective UL positively influences the QWL and mitigate the TI in Lebanese HEd. Furthermore, this study found that CRP weakens the direct relationship of UL on RA and the indirect effect of UL on the QWL and TI via RA such that the relationships are weakened when COVID-19 risk perception was high rather than low.

The results imply that HEd HRD professionals could think of effective human resource interventions of how to maintain good working environment where academics are facilitated to acquire high level of resources which lead to improving their QWL and mitigating the negative outcome (TIs).

To the best of the authors’ knowledge, no research has been made to investigate the moderated mediation model of the “pandemic experience and leadership perceptions” (PEPS) in the HEd sector in Lebanon, addressing academics’ experiences in business schools. This study is unique because it was conducted during the utmost pandemic outbreak (mid academic year 2021) collecting data in real time. This research contributes to the HRD literature by showing empirical evidence of the relationships in the context of Lebanese HEd institutions.

The inherent variability on process times and demand are the factors that prevent the efficient application of lean philosophy in multi-project product development (PD) environments. Considering this variability, a hybrid push–pull project control system is developed, and value stream costing (VSC) analysis is performed to reflect the relation between project lead time, capacity and project cost. The assessment of the push/pull project control on lead time improvement and long-term savings on capacity have been aimed with the proposed complete design structure.

In a team-based structure, formed through clustering, push control techniques for planning tasks within cross-functional teams and pull control techniques for planning tasks between cross-functional teams are developed. The final step evaluates the proposed structure through VSC and long-term savings have been pointed out, especially in terms of freed-up capacity. For the validation of the proposed methodology, an office furniture manufacturing firm’s PD department has been considered and the performance of the hybrid system has been observed through simulation experiments and based on the simulation results, the lean system is evaluated by VSC.

The results of simulation experiments show a superior performance of the proposed hybrid push/pull project control mechanism under different settings of cycle time between projects or shortly project cycle time, dispatching rules within teams and variability levels. The results of the Box-Score (tool to apply VSC) indicate increased capacity in the long term to add extra projects during the planning period with the same project lead time and without additional cost.

Although extensive simulation experiments have been performed to quantify the effect of project control structure and positive results have been reported on lead time and cost, the proposed design structure has not been tested in all existing PD environments.

To the best of authors’ knowledge, the quantification of the effect of hybrid project control with VSC is the first attempt to be applied in lean PD projects.

While stress, anxiety and depression rank as the second leading cause of work-related ill health in the UK construction sector, there exists a scarcity of empirical studies explicitly focused on investigating the sources of occupational stress among construction workers and professionals at both the construction project and supply chain levels. This study seeks to identify and investigate the primary stressors (sources of stress) in UK construction projects and to propose effective strategies for preventing or reducing stress in this context.

The study adopted a qualitative multi-methods research approach, comprising the use of a comprehensive literature review, case study interviews and a focus group. It utilised an integrated deductive-inductive approach theory building using NVivo software. In total, 19 in-depth interviews were conducted as part of the case-study with a well-rounded sample of construction professionals and trade supervisors, followed by a focus group with 12 policy influencers and sector stakeholders to evaluate the quality and transferability of the findings of the study.

The results reveal seven main stressors and 35 influencing factors within these 7 areas of stress in a UK construction project, with “workflow interruptions” emerging as the predominant stressor. In addition, the results of the focus-group, which was conducted with a sample of 12 prominent industry experts and policy influencers, indicate that the findings of the case study are transferrable and could be applicable to other construction projects and contexts. It is, therefore, recommended that these potential stressors be addressed by the project team as early as possible in construction projects. Additionally, the study sheds empirical light on the limitations of the critical path method and identifies “inclusive and collaborative planning” as a proactive strategy for stress prevention and/or reduction in construction projects.

The findings of this study are mainly based on the perspectives of construction professionals at managerial and supervisory levels. It is, therefore, suggested that future studies are designed to focus on capturing the experiences and opinions of construction workers/operatives on the site.

The findings from this study have the potential to assist decision-makers in the prevention of stress within construction projects, ultimately enhancing workforce performance. It is suggested that the findings could be adapted for use as Construction Supply Chain Management Standards to improve occupational stress management and productivity in construction projects. The study also provides decision-makers and practitioners with a conceptual framework that includes a list of effective strategies for stress prevention or reduction at both project and organisational levels. It also contributes to practice by offering novel ideas for incorporating occupational stress and mental health considerations into production planning and control processes in construction.

To the best of the authors’ knowledge, this is the first, or one of the very few studies, to explore the concept of occupational stress in construction at the project and supply chain levels. It is also the first study to reveal “workflow” as a predominant stressor in construction projects. It is, therefore, suggested that both academic and industry efforts should focus on finding innovative ways to enhance workflow and collaboration in construction projects, to improve the productivity, health and well-being of their workforce and supply chain. Further, it is suggested that policymakers should consider the potential for incorporating “workflow” into the HSE's Management Standards for stress prevention and management.

Healthcare systems receive criticism from both providers and recipients. The diversity in these systems throughout the world makes innovation and change difficult. However, a structured analysis of healthcare systems is crucial to identify areas for improvement and to share best practices for the betterment of healthcare throughout the world.

The paper uses organizational theory as an unbiased tool for evaluating healthcare systems. This theory analyses healthcare systems across five dimensions: environment, culture, social structure, physical structure and technology. This analysis provides an in-depth understanding of the organization's surroundings, formation and function. It offers a lens through which healthcare systems can be envisioned and establishes a vocabulary for communication.

Organizational theory presents a multifaceted approach to initiate assessments aiming to enhance existing healthcare systems and customize them to serve all stakeholders within the focused ecosystem. It alters the dynamics of criticism and presents an opportunity to sustainably address unforeseen healthcare challenges in the future. As the author proceeds to understand healthcare organizations through the perspective of organizational theory, the author also uncovers subtle yet crucial issues such as resource dependence, cultural clashes, organizational silence, bureaucracy, hierarchy, ethics, values, engagement and burnout.

This paper was crafted from a collaborative paper for the final of a master's degree. A collaboration was conceptualized using organisation theory as the tool to align processes and achieve successful outcome. The narrative of the collaboration has been edited and paper presented highlighting the importance of the tool of organisation theory in healthcare systems.

The purpose of this study was to examine the application of the collaborative research supervision approach (CRSA) to learning projects in higher education, using socialisation, externalisation, combination and internalisation (SECI) dimensions. The study, therefore, examined how these dimensions assisted learners in Botswana's higher education to generate research knowledge.

The study used a mixed-method research approach and exploratory research design. Purposive sampling was used to examine how the CRSA dimensions were employed in a classroom of 111 higher education learners who were carrying out research projects. Out of this population, 97 responded to a questionnaire, and 14 learners participated in a face-to-face interview. One hundred and eleven research documents produced by learners were analysed, and 42 observations were conducted.

The study found that the four dimensions of CRSA assist greatly in the development of knowledge of the research processes. This study confirms that the CRSA in higher education institutions has the potential to enhance research knowledge and skills, build learners' confidence in research, engage in learning, reduce workload, reduce the frustration of doing research and help learners complete their work in time. Learners with weak research skills easily catch up with their average-performing peers.

It is important to recognise the methodological limitations of this study. The study used a mixed method and a single case. As a result, the results' significance cannot be justified. Additionally, the context and methodology restrict the findings' generalisability. There is obviously potential for additional cases since this article only offers a preliminary analysis of the single case issue. Consequently, the study recommends that yet another study could be conducted to check if the approach could be used for graduate learners. Another study could also be conducted to check if the approach could be used as a supervisory approach that can provide prospects for knowledge sharing and creating learning in an organisation.

The study discovered that when properly implemented, CRSA arrangement enhances research knowledge development and reduces the workload for both the supervisor and the student. When choosing this desired research supervision approach, either in terms of policy or in actual practice, it is important to take the potential for information exchange into account. This might result in improved research supervision efficacy in higher education and hence the production of better quality graduate learning projects.

This study recommends the use of the CRSA in higher education, so as to help learners with weak research skills, to collaboratively work with learners with high and average research skills. It also improves the quality of supervisor–learner learning relationship.

The research results were given to participants and respondents for approval to find out if what was written was what they said. The research results were also given to colleagues to check whether the analysis is balanced and fair and to check biases and exaggerations.

This study explored the challenges academics faced with work structures during the COVID-19 pandemic and their implications for their work–life balance (WLB).

Relying on the interpretative paradigm and the qualitative research method, the dataset consists of semi-structured interviews with 43 academics in the United Kingdom.

This study’s findings indicate that academics in the UK experience issues around increased boundary permeability between work and nonwork domains and role overlap, which engender the transfer of negative rather than positive spillover experiences and exacerbate negative consequences to the well-being of academics. ICTs also reinforced gendered work-family boundaries and generated more negative work–life/family spillover for women than for men.

Higher Education Institutions (HEIs) need to address ICT-related health issues through better work designs and HR initiatives that respond to the health requirements of academics. Policymakers should be futuristic and ensure comprehensive work–life policies for academics, which are necessary for humanising overall organisational well-being.

Although COVID-19 challenges are common to all workers, the experiences and effects on specific workers (in this case, UK academics) within specific national jurisdictions play out differentially, and they are often experienced with different levels of depth and intensity.

Exploring trust's impact on AI project success. Companies can't leverage AI without employee trust. While analytics features like speed and precision can build trust, they may also lower it during implementation, leading to paradoxes. This study identifies these paradoxes and proposes strategies to manage them.

This paper applies a grounded theory approach based on 35 interviews with senior managers, users, and implementers of analytics solutions of large European companies.

It identifies seven paradoxes, namely, knowledge substitution, task substitution, domain expert, time, error, reference, and experience paradoxes and provides some real-life examples of managing them.

The limitations of this paper include its focus on machine learning projects from the last two years, potentially overlooking longer-term trends. The study's micro-level perspective on implementation projects may limit broader insights, and the research primarily examines European contexts, potentially missing out on global perspectives. Additionally, the qualitative methodology used may limit the generalizability of findings. Finally, while the paper identifies trust paradoxes, it does not offer an exhaustive exploration of their dynamics or quantitative measurements of their strength.

Several tactics to tackle trust paradoxes in AI projects have been identified, including a change roadmap, data “load tests”, early expert involvement, model descriptions, piloting, plans for machine-human cooperation, learning time, and a backup system. Applying these can boost trust in AI, giving organizations an analytical edge.

The AI-driven digital transformation is inevitable; the only question is whether we will lead, participate, or fall behind. This paper explores how organizations can adapt to technological changes and how employees can leverage AI to enhance efficiency with minimal disruption.

This paper offers a theoretical overview of trust in analytics and analyses over 30 interviews from real-life analytics projects, contributing to a field typically dominated by statistical or anecdotal evidence. It provides practical insights with scientific rigour derived from the interviews and the author's nearly decade-long consulting career.

Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications.

This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries.

The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention.

These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments.

This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.