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Presents the concept of human potential management (HPM) and argues that the old concept of human resource management (HRM) should be replaced by HPM. Argues that treating human beings as a resource to be used, utilized or manipulated like any other resource is demeaning. Further, with the increasing number of highly skilled knowledge workers, resentment of the word “resource” is likely to increase, since knowledge workers are inclined to be hostile to manipulation. They would prefer the organization to enable them to fulfil their true potential and, in so doing, help the organization to achieve its objectives. Also presents a definition of HPM and highlights the features which differentiate it from HRM.

Purpose – The main objective of the chapter is to map out some of the most significant possible political consequences of the Internet for the state, citizenship, human rights, and other areas.

Design/methodology/approach – The chapter analyzes the phenomena at the level of sociological theory. Its theoretical scope extends to political theory.

Findings – The Internet offers immense potential toward improving the nation state in terms of human rights yet in a manner that may well be foiled by several cultural, political, and economic factors. By transforming national boundaries into nongeographic borders that operate transnationally and subnationally, and by abstracting from the cybernaut's physical body, the Internet may challenge prevailing notions of state, private property, bodily autonomy, and political personhood, all of which connect discrete bodies with bounded territories. It might free citizenship rights and protections from state capture and denationalize the connection between membership in a particular political community and the enjoyment of rights. It might advance human rights by changing civil society by generating, first, a space where subjugated groups and individuals could agitate for their interests online without putting their bodies on the line and, second, critical public opinion in place of merely mass opinion. It would contribute to a post-national identity where it multiplied local practices to generate global awareness and identified normatively universal human rights in local, particular communities while still recognizing individuals’ special obligations to those local communities.

Research limitations/implications – This speculative trajectory remains all too vulnerable to nondigital settings beholden to particular values, cultures, power systems, inequality, hierarchy, and institutional orders; to market forces and controls; to governmental authority and censorship; and to the global maldistribution of wealth and technology. Liberal democratic political communities should monitor and control the cultural, political, and economic factors that threaten to undermine the Internet's potential toward improving the nation state in terms of human rights. Those committed to promoting the Internet's potential have the task of specifying these factors at the various relevant empirical micro-levels of social organization.

Originality value – Most analyses of the Internet either overestimate or underestimate its potential. Here the analysis strives for a balance uncommon in the literature. That balance may be of value primarily to other scholars working in related areas and secondarily to persons involved in public policy and other forms of politics.

This study aimed to develop a methodological approach to assessing the impact of stakeholders on leadership potential of small and medium-sized construction enterprises.

The research methodology was based on taxonomic analysis to determine the coefficient of leadership potential in the following areas: financial growth of an enterprise, internal processes, human resources development and market potential. The examination process was grounded on the materials from small and medium-sized construction companies located in Russia and China.

Subgroups of companies with positive dynamics of indicators, an unstable situation and negative trends of leadership potential formation are identified. Russian small and medium-sized construction companies prioritize the development of sales policies and the management of internal business processes, while Chinese companies–human potential. The generated regression equations indicate a direct relationship between stakeholder engagement and the leadership potential of construction companies in both countries.

The scientific contribution of this study is the proposed methodological approach to assessing the development of the leadership potential of an enterprise and diagnosing the degree of stakeholders' influence on the latter. This is facilitated by comprehensive analysis, which includes an assessment of leadership potential based on the results of taxonomic analysis, construction of vector diagrams and regression analysis. This study can be useful for persons conducting research in the direction of small and medium-sized business management, forming a strategy for business development and competition policy to form a company's leadership position in the market.

The objective of this research is to investigate the capabilities of the ChatGPT GPT-4 model, a form of artificial intelligence (AI), in comparison to human experts in the context of construction project risk management.

Employing a mixed-methods approach, the study draws a qualitative and quantitative comparison between 16 human risk management experts from Finnish construction companies and the ChatGPT AI model utilizing anonymous peer reviews. It focuses primarily on the areas of risk identification, analysis, and control.

ChatGPT has demonstrated a superior ability to generate comprehensive risk management plans, with its quantitative scores significantly surpassing the human average. Nonetheless, the AI model's strategies are found to lack practicality and specificity, areas where human expertise excels.

This study marks a significant advancement in construction project risk management research by conducting a pioneering blind-review study that assesses the capabilities of the advanced AI model, GPT-4, against those of human experts. Emphasizing the evolution from earlier GPT models, this research not only underscores the innovative application of ChatGPT-4 but also the critical role of anonymized peer evaluations in enhancing the objectivity of findings. It illuminates the synergistic potential of AI and human expertise, advocating for a collaborative model where AI serves as an augmentative tool, thereby optimizing human performance in identifying and managing risks.

The Group of Unmanned Assistant Robots Deployed in Aggregative Navigation by Scent (GUARDIANS) multi‐robot team is to be deployed in a large warehouse in smoke. The team is to assist firefighters search the warehouse in the event or danger of a fire. The large dimensions of the environment together with development of smoke which drastically reduces visibility, represent major challenges for search and rescue operations. The GUARDIANS robots act alongside a firefighter and guide and accompany the firefighters on the site while indicating possible obstacles and the locations of danger and maintain communications links. The purpose of this paper is to focus on basic navigation behaviours of multi‐robot or human‐robot teams, which have to be achieved without central and on‐line control in both categories of GUARDIANS robots' tasks.

In order to fulfill the aforementioned tasks, the robots need to be able to perform certain behaviours. Among the basic behaviours are capabilities to stay together as a group, that is, generate a formation and navigate while keeping this formation. The control model used to generate these behaviours is based on the so‐called social potential field framework, which the authors adapt to the specific tasks required for the GUARDIANS scenario. All tasks can be achieved without central control, and some of the behaviours can be performed without explicit communication between the robots.

The GUARDIANS environment requires flexible formations of the robot team: the formation has to adapt itself to the circumstances. Thus, the application has forced the concept of a formation to be re‐defined. Using the graph‐theoretic terminology, it can be said that a formation may be stretched out as a path or be compact as a star or wheel. The developed behaviours have been implemented in simulation environments as well as on real ERA‐MOBI robots commonly referred to as Erratics. Advantages and shortcomings of the model, based on the simulations as well as on the implementation with a team of Erratics are discussed.

This paper discusses the concept of a robot formation in the context of a real world application of a robot team (Swarm).

The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their impact on the competitive advantage of organizations. This paper expands the extant theoretical and empirical evidence regarding these complex decisions, namely through the combined analysis of multidimensional sources of employees' capital.

This is a cross-sectional study. Data were collected from 384 individuals assessed by their line managers. The research model and hypotheses were tested using structured equation modeling.

The results show a positive and significant influence of four employees’ capital sources, namely: human capital (what you know), social capital (whom you know), psychological capital (who you are) and reputational capital (how others perceive us) with regard to judgments of potential for career advancement. The model explains 52% of the total variance in those judgments.

The data were collected using a questionnaire at a single point in time and thus, not allowing cause-effect inferences.

The results provide guidance to organizational leaders to improve the decision-making process regarding judgments of potential for career advancement.

To our knowledge, this is the first study to examine managers’ judgments regarding the potential for career advancement using four sources of employees' capital: human, social, psychological and reputational capital. Furthermore, it considers that reputation plays a mediation role.

:在人力資源和人才管理的領域裡,越來越多的焦點被放在找出員工職業發展所需潛能的過程和標準上,這是因為機構和組織的競爭優勢會受其影響。本文擬擴展關於這類複雜的判斷和決定的現存理論和經驗證據; 研究人員使用的方法為對員工資本的多維來源進行綜合分析。

:本研究為橫斷面研究。數據來自384 名受其直線經理評估的個別員工; 研究人員使用了結構方程模型,去測試其研究模型和各個假設。

:研究結果顯示,就員工職業發展所需潛能的判斷而言,存在著會帶來正面和重大影響的四個員工資本來源,這包括人力資本 (你所瞭解的事物) 、社會資本 (你所認識的人物) 、心理資本 (你是誰) 和聲譽資本 (我們予人的印象) 。有關的模型可說明判斷百分之五十二的總方差。

:由於數據的收集是於單一時間點和透過問卷調查而完成的,故未能收因果推斷的效果。

:研究結果給予組織領袖實際的指引,使他們在關於職業發展所需潛能的判斷上，能夠改善其決策的過程。

:就我們所知,本研究為首個研究、以四個員工資本來源,即人力資本、社會資本、心理資本和聲譽資本,去探討經理如何就職業發展所需的潛能作出判斷; 而且，本研究認為聲譽是扮演著調節角色的。

The purpose of this paper is to propose holistic approach to human resources in the situation of organizational acceleration. Authors are postulating that the holistic approach to HR helps in maintaining sustainable individual resources of employees in the situation of continuous organizational changes and time pressure that further can prevent from the individual resources exhaustion.

This conceptual paper builds on the problem of occupational stress that is connected with organizational acceleration. Authors define stress as the individually perceived inability to match expectations caused by the deficiency of individual resources. They conceptualize the individual resources of employees basing on the concepts of human capital and the individual energy at work and propose a framework of individual resources of employees that enables holistic view of an individual in an organization.

In the situation of organizational acceleration HRM function plays important role in sustaining individual resources of employees in order to minimize threat of occupational stress and further burnout. HR practices should apply multidimensionality of individual resources and threat it holistically aiming at sustaining all four potentials – spiritual, intellectual, emotional and physical.

Authors indicate that managers need to understand how to deal with the acceleration in order to overcome the negative consequences for individuals. There is still need for identifying HR practices that are the key success factors in the situation of organizational acceleration.

Authors take up the current problem of organizational acceleration from the individual perspective. They propose a concept of individual resources of employees and connected to it holistic approach to HR in the times of great time pressure, work overload, occupational stress and burnout threat.

The purpose of this paper is to empirically examine the mediating role of potential and realized absorptive capacity in intellectual capital (IC) and business performance. It also investigates the direct impact of the components of IC on business performance.

Partial least square-structural equation modeling (PLS-SEM) was used to assess the effect of IC dimensions on performance and to analyze the mediating role of absorptive capacity in this relationship. Data were collected from 192 managers using a survey questionnaire with Likert scale items.

The findings of the study show that potential absorptive capacity does not intervene in the relationship between the components of IC and those of business performance. However, realized absorptive capacity, measured as the transformation and exploitation of knowledge, played a positive mediating role in the relationship between the dimensions of IC and those of business performance. Social capital was also noted as a weak predictor of business performance, while human capital and organizational capital had a profound positive influence.

This study contributes to the literature on IC by examining the role of realized and potential absorptive capacity in the relationship between IC components and firm performance. This research also helps practitioners recognize the importance of transformation and the exploitation of knowledge for business performance.

Technology is revolutionizing the management logic of service systems. The increasing use of artificial intelligence (AI), in particular, is challenging interaction between humans and machines changing the service systems’ value co-creation configurations and logic. To envision possible future scenarios, this paper aims to reflect upon how the humans’ use of AI technology can impact value co-creation.

The study is developed, at a conceptual level, using selected elements from managerial and marketing theoretical frameworks interested in value co-creation – Service-Dominant Logic, Service Science and Viable Systems Approach (VSA) – used as interpretative tools to reframe value co-creation in the digital age.

The interpretative approach adopted and, in particular, the new VSA notion of Intelligence Augmentation (IA), in the perspective of the information variety model, shed new light on value co-creation in the digital age framing a possible “IA effect” that can empower value co-creation in complex decision-making contexts.

The study provides insights useful in the design and management of service systems suggesting a rethinking of the view of AI as a means for mainly increasing the smartness of service systems and a new focus on the enhancement of the human resources contribution to make the service systems wiser.

The paper provides a refocused interpretative view of the interaction between humans and AI that looks at a possible positive impact of the use of AI on humans in terms of augmented decision-making capabilities in conditions of complexity.

The purpose of this paper is to extend a theory of health promoting schools (Markham and Aveyard, 2003) that draws heavily upon Nussbaum’s Aristotelian interpretation of good human functioning (Nussbaum, 1990). This theory of health promoting schools proposed that health is grounded in the meeting of identified fundamental human needs and the realisation of identified essential human capacities (Markham and Aveyard, 2003).

The extension of this theory is achieved through the application of influential social theories with practical tenets to Nussbaum’s insights (Nussbaum, 1990). This extension includes additional essential human capacities, a description and definition of how good human functioning may be recognised, potential limitations of the capabilities approaches and a discussion of major factors inhibiting good human functioning.

The potential contribution of the outlined framework to discussions of health and health promotion is highlighted in two ways. First, this paper considers how the outlined framework may contribute to discussions of quality of life, morbidity/premature mortality and health-related behaviours. Second, this paper briefly considers how the outlined framework may contribute to discussions of public health policy, and the planning, delivery and evaluation of health promotion initiatives. Basic exemplar pre- and post-questionnaires for a hypothetical health promoting community development programme are offered.

This paper attempts to contribute to discussions of the application of Nussbaum’s Aristotelean interpretation of good human functioning to both public health and health promotion.