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The purpose of this paper is to explore parallels between scientific management and the new scientific management to gain insight into applications of machine learning and artificial intelligence (AI) to human resource management and employee assessment.

Analysis of Taylor’s work and its interpretation by scholars is contrasted with modern analysis of human resource analytics to demonstrate conceptual and methodological commonalities between the old and the new forms of scientific management.

The analysis demonstrates how the epistemology, ethos and cultural trajectory of scientific management has resulted in a mindset that has influenced the implementation and objectives of the new scientific management with respect to human resources analytics.

This paper offers an alternative to the view that machine learning and AI as applied to work and employees are beneficial and points out why important challenges have been overlooked and how they can be addressed.

Commonalties between Taylorism and the new scientific management have been overlooked so that attempts to gain an understanding of how machine learning is likely to influence work, employees and work organizations are incomplete. This paper provides a new perspective that can be used to address challenges associated with applications of machine learning to work design and employee rights.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

This paper aims to understand the current development situation of scientific data management policy in China, analyze the content structure of the policy and provide a theoretical basis for the improvement and optimization of the policy system.

China's scientific data management policies were obtained through various channels such as searching government websites and policy and legal database, and 209 policies were finally identified as the sample for analysis after being screened and integrated. A three-dimensional framework was constructed based on the perspective of policy tools, combining stakeholder and lifecycle theories. And the content of policy texts was coded and quantitatively analyzed according to this framework.

China's scientific data management policies can be divided into four stages according to the time sequence: infancy, preliminary exploration, comprehensive promotion and key implementation. The policies use a combination of three types of policy tools: supply-side, environmental-side and demand-side, involving multiple stakeholders and covering all stages of the lifecycle. But policy tools and their application to stakeholders and lifecycle stages are imbalanced. The development of future scientific data management policy should strengthen the balance of policy tools, promote the participation of multiple subjects and focus on the supervision of the whole lifecycle.

This paper constructs a three-dimensional analytical framework and uses content analysis to quantitatively analyze scientific data management policy texts, extending the research perspective and research content in the field of scientific data management. The study identifies policy focuses and proposes several strategies that will help optimize the scientific data management policy.

This study aims to reveal the factors that drive researchers to share data and to provide reference for promoting open scientific data.

Based on the theory of social capital and the theory of planned behaviour, hypotheses were proposed and the model was developed. The authors acquired 479 valid samples of Chinese researchers through questionnaires and conducted an empirical analysis via AMOS 23.0.

Attitudes towards data sharing are significantly and positively correlated with trust, reciprocity and social interaction, but not with a shared vision; willingness to share data is significantly and positively correlated with attitudes and perceived behavioural control, but not with subjective norms; furthermore, data quality, which performed the function of a moderating variable, was found to play a facilitating role in the above correlations. Based on the findings, suggestions for relevant entities were specified.

The study developed and validated an integrated theoretical framework, clarified the mechanism by which social capital and planned behaviour affect willingness to share data, hoping to provide reference and empirical support for subsequent studies as well as new ideas for data management and sharing.

This study aims to provide a systematic and complete knowledge map for use by researchers working in the field of research data. Additionally, the aim is to help them quickly understand the authors' collaboration characteristics, institutional collaboration characteristics, trending research topics, evolutionary trends and research frontiers of scholars from the perspective of library informatics.

The authors adopt the bibliometric method, and with the help of bibliometric analysis software CiteSpace and VOSviewer, quantitatively analyze the retrieved literature data. The analysis results are presented in the form of tables and visualization maps in this paper.

The research results from this study show that collaboration between scholars and institutions is weak. It also identified the current hotspots in the field of research data, these being: data literacy education, research data sharing, data integration management and joint library cataloguing and data research support services, among others. The important dimensions to consider for future research are the library's participation in a trans-organizational and trans-stage integration of research data, functional improvement of a research data sharing platform, practice of data literacy education methods and models, and improvement of research data service quality.

Previous literature reviews on research data are qualitative studies, while few are quantitative studies. Therefore, this paper uses quantitative research methods, such as bibliometrics, data mining and knowledge map, to reveal the research progress and trend systematically and intuitively on the research data topic based on published literature, and to provide a reference for the further study of this topic in the future.

With the government’s increased investment in sci-tech and the requirement of scientific research management, RMAs have gradually flourished in China after the 1980s. However, there is no professional qualification specifically for RMA in China and RMA professionals are from various departments. With the arrival of the 21st century, the rapid development of sci-tech has led to the strengthening of the position and role of RMA in research activities. The profession of RMA has made great progress, and a professional contingent of RMA has gradually been formed. This chapter will review the history and development of RMAs in China. Specifically, it includes the evolutionary history of China’s sci-tech policy, how RMAs developed as a profession, current state of RMAs, the size and nature of the RMA profession (taking the academic community CASSSP as an example), and future trends of RMAs in China.

This study aims to explore human–machine interactions in the process of adopting artificial intelligence (AI) based on the principles of Taylorism and digital Taylorism to validate these principles in postmodern management.

The topic has been investigated by means of a case study based on the current experience of Carrozzeria Basile, a body shop born in Turin in 1970.

The Carrozzeria Basile’s approach is rooted in scientific management concepts, and its digital evolution is aimed at centring humans, investigating human–machine interactions and how to take advantage of both of these.

The research contributes to both Taylorism management and the literature on human–machine interactions. A unique case study represents a first step in comprehending the phenomenon but could also represent a limit for the study.

Practical implications refer to the scientific path to facilitate the implementation and adoption of emerging technologies in the organisational process, including employee engagement and continuous employee training.

The research focuses on human–machine interactions in the process of adopting AI in the automation process. Its novelty also relies on the comprehension of the needed path to facilitate these interactions and stimulate a collaborative and positive approach. The study fills the literature gap investigating the interactions between humans and machines beginning with their historical roots, from Taylorism to digital Taylorism, in relation to an empirical scenario.

This paper aims to map the antecedents and precursory contexts regarding the four principles of management. Moreover, a description of its codification and coalescence as a unified teaching framework is provided, critically reviewing key theoretical underpinnings of management principles in academic research and management textbooks.

A historiographic approach reviewed seminal works for theory origins of the four principles of management, by analyzing 260 management textbooks from 1935 to 2013 to document their adoption in management education. This study used critical hermeneutics (Prasad, 2002) to explore the framework’s progression by providing the context of cultural, political and economic influences.

This research study tracked and mapped the creation of the four principles of management, as it became the commonly accepted teaching framework in management education. Today, every predominant management principles textbook uses the four principles of management – plan, lead, organize and control – as the basis for teaching students.

There is limited research on the application of the four principles of management in contemporary management, despite its ubiquity in management education. The study’s historical account of its formation provides insights into its adoption and utilization in modern education context. The study’s primary limitation stems from the generalization of the representative sample of textbooks used in the study (1917–2013). However, data saturation was achieved for the scale of textbooks and writings which was reviewed.

Through a critical analysis into the formation of the four principles of management, this research not only provides a historical account of its construction but, as importantly, the influencing factors that led to its development. This research fills a gap in critical literature, as a post mortem exegesis has never been conducted on the four principles of management in the afteryears of its amalgamation.

The objective of this chapter is to present the creation of the scientific research project management office at the Ribeirão Preto Medical School, University of São Paulo (FMRP-USP), Brazil. The case is about the adoption of Research Management and Administration (RMA) practices in the largest university in Brazil and presents data for the period of 10 years and relevant increase in the number of projects and budget volume managed (USD 2–21 mi) even with a small team (2–5 people). This is a successful case of a participant of The São Paulo Research Foundation (FAPESP) program and a relevant reference to encourage other Brazilian universities to implement the RMA structure. The implementation of RMA practices is not only possible but can be a game changer in a context with scarce resources and the proper policies can make a difference to the RMA professionalisation in the country.

In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.