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The purpose of this study is twofold; first, it aims to understand the underlying dynamics of the organizations behind the terrorist attacks, and second, to investigate the dynamics of terrorist organizations in relation to one another to detect whether there exist shared patterns of terror between different organizations.

To achieve this purpose, the researcher proposes a computational algorithm that extracts data from global terrorism database (GTD); calculates similarity indices between different terrorist groups; generates a network data file from the calculated indices; and apply network analysis techniques to the extracted data. The proposed algorithm includes applying SQL database codes for data extraction, building a tailored C# computer software to calculate similarity indices and generate similarity networks and using GEPHI software to visualize the generated network and calculate network metrics and measures.

Applying the proposed algorithm to Egypt, the results reveal different shared patterns of terror among different terrorist groups. This helps us in creating a terror landscape for terrorist groups playing in Egypt.

The importance of the study lies in that it proposes a new algorithm that combines network analysis with other data-manipulation techniques to generate a network of similar terror groups.

This study explores how a hospital works, which is important for further enhancing hospital performance. Following the introduction of a Hospital Planning Centre (HPC), changes are explored in a hospital in terms of integration (the coordination and alignment of tasks), differentiation (the extent to which tasks are segmented into subsystems), rules, coordination mechanisms and hospital performance.

A case study was conducted examining the hospital’s social network, rules, coordination mechanisms and performance both before and after the introduction of the HPC. All planning and execution tasks for surgery patients were studied using a naturalistic inquiry and mixed-method approach.

After the introduction of the HPC, the overall network structure and coordination mechanisms and coordination mechanisms remained largely the same. Integration and certain rules changed for specific planning tasks. Differentiation based on medical discipline remained. The number of local rules decreased and hospital-wide rules increased, and these remained largely in people’s minds. Coordination mechanisms remained largely unchanged, primarily involving mutual adjustment and standardization of work both before and after the introduction of the HPC. Overall, the hospital’s performance did not change substantially. The findings suggest that integration seems to “emerge” instead of being designed. Hospitals could benefit, we argue, from a more conscious system-wide approach that includes collective learning and information sharing.

This exploratory study provides in-depth insight into how a hospital works, yielding important knowledge for further research and the enhancement of hospital performance.

The authors study the interdisciplinary relation between graph and algebraic structure ring defining a new graph, namely “non-essential sum graph”. The nonessential sum graph, denoted by NES(R), of a commutative ring R with unity is an undirected graph whose vertex set is the collection of all nonessential ideals of R and any two vertices are adjacent if and only if their sum is also a nonessential ideal of R.

The method is theoretical.

The authors obtain some properties of NES(R) related with connectedness, diameter, girth, completeness, cut vertex, r-partition and regular character. The clique number, independence number and domination number of NES(R) are also found.

The paper is original.

This paper discusses the effects of enabling conditions of project knowledge management in building volatile organizational memory. The theoretical rationale underlies a recursive relationship among enabling conditions of project knowledge management, organizational learning and memory.

This research employs a qualitative descriptive single case study approach to examine a mobile application development project undertaken by a major software company in Brazil. The analysis focuses on the project execution using an abductive analytical framework. The study data were collected through in-depth interviews and company documents.

Based on the research findings, the factors that facilitate behavior and strategy in managing project knowledge pose a challenge when it comes to fostering organizational learning. While both these factors play a role in organizational learning, the exchange of information from previous experience could be strengthened, and the feedback from the learning process could be improved. These shortcomings arise from emotional tensions that stem from power struggles within knowledge hierarchies.

Based on the research, it is recommended that project-structured organizations should prioritize an individual’s professional experience to promote organizational learning. Organizations with well-defined connections between their projects and strategies can better establish interconnections among knowledge creation, sharing and coding.

The primary contribution is to provide a comprehensive view that incorporates the conditions required to manage project knowledge, organizational learning and memory. The findings lead to four propositions that relate to volatile memory, intuitive knowledge, learning and knowledge encoding.

The purpose of this study is to empirically test the intelligent career framework in a public sector setting in a country with a clientelistic culture to inform human resource management strategies.

Based on a qualitative methodology and an interpretivist paradigm, 33 in-depth interviews were conducted with Greek civil servants before the COVID-19 pandemic. The interview recordings were subsequently transcribed and coded via a blend of inductive and deductive approaches.

Outcomes of the study indicate that in a public sector setting in a country with a clientelistic culture, the three dimensions of knowing-whom, knowing-how and knowing-why are less balanced than those reported by findings from private sector settings in countries with an individualistic culture. Instead, knowing-whom is a critical dimension and a necessary condition for career development that affects knowing-how and knowing-why.

The theoretical contribution comes from providing evidence of the dark side of careers and how imbalances between the three dimensions of the intelligent career framework reduce work satisfaction, hinder career success and affect organisational performance. The practical contribution offers recommendations for human resource management practices in the public sector, including training, mentoring, transparency in performance evaluations and fostering trust.

The purpose of this paper is to review the recent studies on opinion polarization and disagreement.

In this work, recent advances in opinion polarization and disagreement and pay attention to how they are evaluated and controlled are reviewed.

In literature, three metrics: polarization, disagreement and polarization-disagreement index are usually adopted and there is a tradeoff between polarization and disagreement. Different strategies have been proposed in literature which can significantly control opinion polarization and disagreement based on these metrics.

This review is of crucial importance to summarize works on opinion polarization and disagreement and to the better understanding and control of them.

This paper examines the relationship between indigenous cultures and employee efficiency and how cronyism strengthens or weakens the relationship in the Ghanaian state-owned enterprises (SOEs) in response to the employee efficiency.

This study employs a quantitative approach by a cross-sectional survey to collect data from 400 workers in ten SOEs in Ghana. The analysis is done by using descriptive statistics and hierarchical regression techniques.

The findings indicate that showing gratitude is the predominant indigenous culture in the SOEs of Ghana while irregularity (absenteeism) is not dominant. Moreover, the practice of cronyism is high. It reveals that the indigenous cultures, except for respect for the elderly, relate negatively to employee efficiency, and cronyism strengthens the relationship between indigenous cultures and employee efficiency.

The paper contributes to the literature by providing empirical evidence that cronyism effectively strengthens the relationship between indigenous cultures and employee efficiency in a developing country. Strategies to discourage cronyism should be the key focus of public administrators, as well as mechanisms to limit the practice of adverse indigenous cultures.

This study aims to identify knowledge-related tensions in remote work in higher education institutions during the COVID-19 pandemic and increase understanding of how such tensions can be managed.

The research was conducted as an inductive, qualitative study in the field of higher education in Finland. The data were collected using semi-structured interviews of 34 managers in two higher education institutions and analyzed using an inductive and interpretive analysis method.

The findings demonstrate that the knowledge-related challenges and opportunities during the remote work period of the COVID-19 pandemic in Finnish higher education institutions can be conceptualized as tensions involved in knowledge codification, knowledge silos and creating new knowledge. The study contributes to research by presenting a framework for managing knowledge-related tensions in remote work arrangements to benefit remote and hybrid work in knowledge-intensive organizations.

This paper increases the understanding of the tensions in remote work arrangements; the results can help managers understand the challenges and opportunities of remote knowledge work concerning their organization and thereby assist them in management and decision-making in complex operational environments.

This study adopted the little-used perspective of tensions to examine knowledge management issues. By examining the various affordances that remote work may allow for knowledge-intensive work and higher education institutions, the study contributes to a deepened understanding of knowledge work in remote contexts, the related tensions and their management.

The purpose of this study is to examine the extent to which dynamic network analysis (DNA), text mining and natural language processing (NLP) are helpful research tools in identifying the key actors in a complex international crisis. The study uses these tools to identify the key actors in the Syrian crisis as a case study to validate the proposed algorithm.

To achieve its main purpose, the study uses a collection of three methodologies, namely, DNA, text mining and NLP.

The results of the analysis show four key actors in the Syrian crisis, namely, Russia, the USA, Turkey and China. The results also reveal changes in their powerful positions from 2012 to 2016, which matches the changes that occurred in the real world. The matching between the findings of the proposed algorithm and the real world events that happened in Syria validate our proposed algorithm and proves that the algorithm can be used in identifying the key actors in complex international crises.

The importance of the study lies in two main points. It proposes a new algorithm that mixes NLP, network extraction from textual unstructured data and DNA to understand and monitor changes occurring in a complex international crisis. It applies the proposed algorithm on the Syrian crisis as a case study to identify the key actors and hence validate the proposed algorithm.

This study aims to analyze how gender, research experience and geography are related to the researchers’ importance in the co-authorship network on management and accounting in Brazil.

A social network based on the co-authorship relationships in the papers published in leading Brazilian journals was examined using a logit model to estimate the probability of occupying prevailing positions.

The findings showed a network with a high level of fragmentation and a scarcity of authors serving as gatekeepers. Based on the number of directed links and collaboration with influential and well-connected authors, men were more likely to occupy central positions than women. Authors with higher academic degrees tended to establish more links but were more likely to distance from other authors. In terms of geography, authors from more- and less-favored regions may report similar propensity to occupy central positions.

Decision-makers should consider the importance of strengthening collaboration between different research groups and encourage female participation in broader collaborative networks. Research evaluation bodies should strengthen incentives regarding interinstitutional partnerships.

Studies on collaborative networks in management and accounting sciences are less common and generally focus on describing the networks. This paper combines social network analysis and econometric procedures to analyze the relationship between demographic and geographical aspects, and distinct network centrality indexes.