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The purpose of this paper is to illustrate how game theoretic solution concepts inform what classes of problems will be amenable to artificial intelligence and machine learning (AI/ML), and how to evolve the interaction between human and artificial intelligence.

The approach addresses the development of operational gaming to support planning and decision making. It then provides a succinct summary of game theory for those designing and using games, with an emphasis on information conditions and solution concepts. It addresses how experimentation demonstrates where human decisions differ from game theoretic solution concepts and how games have been used to develop AI/ML. It concludes by suggesting what classes of problems will be amenable to AI/ML, and which will not. It goes on to propose a method for evolving human/artificial intelligence.

Game theoretic solution concepts inform classes of problems where AI/ML 'solutions' will be suspect. The complexity of the subject requires a campaign of learning.

Though games have been essential to the development of AI/ML, practitioners have yet to employ game theory to understand its limitations.

Social Cognitive Career Theory (SCCT; Lent, Brown, and Hackett 1994, 1996) proposes that career interests, goals, and choices are related to self-efficacy beliefs and outcome expectations. It suggests that peopleʼs self-efficacy beliefs and outcome expectations with regard to self-employment would predict their goals to become selfemployed. This study explores the ability of SCCT to predict goals for self-employment in a sample of 115 undergraduate business students. Results indicated that students with higher entrepreneurial self-efficacy and higher self-employment outcome expectations had higher intentions to become self-employed. These findings imply that educators and policy-makers may boost student entrepreneurial intentions by (1) enhancing studentsʼ confidence to succeed in an entrepreneurial career and (2) enhancing studentsʼ expectations of strong positive outcomes resulting from an entrepreneurial career

While entrepreneurship may be driven by personal interests and lifestyle choices, entrepreneurial actions are not only economically driven opportunity-searching processes but also enactments of social transformation that may or may not lead to socioeconomic benefits. We advance that exploring these entrepreneurial processes can inform a theory of the firm that may explain how socioeconomic processes shape the socioeconomic environment of communities while serving individuals. This article discusses several understandings of the firm, as theorized in extant literature. Guided by these different conceptualizations, we present a case study of an artist and artisan cluster in Western Massachusetts to demonstrate various understandings of entrepreneurial processes. By way of conclusion, we develop the idea of the firm as a geographically embedded relational understanding aiding entrepreneurs to achieve personal goals while coconstructing their local environment.

Proactive firms recognize that environmental and social issues are sources of competitive advantages, but whatever the motivation, organizations face challenges when implementing sustainable practices. For small and medium-sized enterprises (SMEs), sustainable practices have stemmed from multinational corporations (MNC), but SMEs cannot adopt sustainable practices from the knowledge and experiences of large corporations because the two entities differ critically. This study introduces an integrated model of employee adoption of sustainable practices in SMEs. It is based on five behaviors to select practical areas to which SMEs can make internal changes to achieve sustainable practices and the benefits gained from them. The theory of planned behavior is used to extend employee adoption of sustainable practices to SMEs.

The purpose of this systematic literature review (SLR) is to examine the theoretical landscape of knowledge hiding (KH) research, identifies prevailing theories, the different ways KH is understood within these theories and the underlying assumptions that shape these views. Based on this, ideas for further research are derived to advance the theoretical basis of KH studies.

Using a theory-based SLR, the authors analysed 170 scientific papers from Scopus and Web of Science. This involved thematic analysis to categorise theories frequently applied in KH research and a detailed examination to link core assumptions to these theoretical perspectives.

The analysis revealed a reliance on 86 distinct theories, with a notable emphasis on social exchange theory and conservation of resources theory. KH is predominantly conceptualised as a negative, objective, reactive and relational behaviour rooted in social reciprocity and resource conservation. The review uncovers the multifaceted nature of KH, challenging the field to incorporate broader theoretical views that encompass positive aspects, subjective experiences, strategic intentions and non-relational determinants of KH.

To the best of the authors’ knowledge, this is the first study to systematically map and analyse the theoretical underpinnings of KH research. It offers a unique contribution by categorising the diverse theories applied in KH studies and explicitly linking these theories to their inherent assumptions about KH. This approach provides a comprehensive overview that not only identifies gaps in the current research landscape but also proposes alternative theoretical perspectives for exploring KH, thereby setting a new direction for future studies in this field.

Considering the size and intricate nature of defense supply chains (DSC), there exists a need for a conceptual understanding regarding the precise dynamics of collaboration among the various participants engaged in these chains. This paper seeks to address the gap by investigating the practices that enable or inhibit collaborations and the development of new competencies to effectively employ a flexible response to temporary or more sustained surges in demand. Ultimately, the study aims to develop a theoretical framework relevant to the practical implementation and scholarly examination of contemporary military supply chains.

Semi-structured interviews were conducted with 51 DSC professionals in 7 embedded cases within an enterprise framework. The resulting transcripts were analyzed using constructs and concepts from a supply chain logistics (SC/L) literature analysis and synthesis relevant to our research purpose. Finally, the results were validated by an industry focus group with 12 participants representing the government, military, industry, and academia.

This research produced empirical generalizations that provide in-depth and systematic exploratory insights into collaboration’s meaning and characteristics within the DSC context. This study culminates by introducing a conceptual model and definition of defense supply chain collaboration (DSCC) and concludes by proposing future research directions.

This study makes a novel and empirical contribution to the SC/L body of knowledge by investigating embedded cases through unique access to informants within an enterprise framework that focuses on the antecedent influencing factors of collaboration within the contextual domain of the DSC and positions a future research agenda.

This study aims to promote strategic maritime management as a new emerging discipline to foster research in strategic maritime issues.

An existing academic discipline maturity model is adapted by including four phases of dynamic evolutionary paths to evaluate the phase of maturity of a research discipline. The model is validated by means of two matured disciplines: strategic management and maritime economics.

It is found that the current research of strategic maritime management is at a phase of emergence of discipline and ready to move to the maturity phase. It is also found that the evolution of the path of strategic maritime management resembles the early evolution path of strategic management but lags 30 years behind. Future research directions of strategic maritime management can be referred to the research streams in the maturity phase of strategic management.

The adapted academic discipline maturity model brings in the longitudinal and dynamic perspectives of the evolution of an academic discipline, which helps maritime strategists identify gaps and opportunities and evaluate the appropriateness of applying a strategic management paradigm to a specific research topic.

The adapted academic discipline maturity model brings in the longitudinal and dynamic perspective of the evolution of an academic discipline, which helps maritime strategists define the gaps and opportunities in strategic maritime management research.

A significant body of literature suggests that shipping companies operate in an extremely volatile and risky environment, relying on the effective use of information to remain competitive. However, decision-making in this market is demanding because of the high uncertainty, market competition and significant capital investments. Moreover, the rapid spread of COVID-19 renders information uncertainty a daunting challenge for companies engaged in global trade. Hence, this study aims to explore the information behavior of managers in a time of crisis seems compelling.

This study provides novel insights into the information behavior of senior managers by adopting a qualitative approach. Forty-nine semi-structured face-to-face interviews with individuals from Hellenic shipping companies were conducted. Moreover, this study explores the extant theory qualitatively, using the grounded theory methodology and shows that an unprecedented event (pandemic crisis) can redefine the information behavior of managers.

This study highlights the importance of information in decision-making. Moreover, the results show that, during a pandemic, managers resort to alternative information sources, adopt collaborative information behaviors and take advantage of digital technology.

There is limited research in exploring the information behavior of managers in times of pandemics. This research underscores the fact that during a crisis, managers seek information from digital information resources and decision-making assumes a more decentralized form. This study concludes with a discussion of the theoretical and practical implications of these findings.

Guided by feminist perspectives, we critique existing approaches to the study of womenʼs entrepreneurship on epistemological grounds and suggest that the entrepreneurship field needs to recognize gendered assumptions in theorizing. Deploying a feminist framework, we suggest that understanding the “gender gap” in entrepreneurship requires focus on institutional and structural barriers women entrepreneurs face. Existing studies of women entrepreneurs often compare women with men without considering how gender and gender relations impact the very concepts and ideas of entrepreneurship. We propose, therefore, a conceptualization of entrepreneurship that illuminates gender bias and calls attention to the interrelated individual, institutional, and structural barriers in the entrepreneurial process that arrive out of societal and cultural gender norms. Through praxis or engaged practice, we redirect scholarship in the entrepreneurship field, while proposing ways that can promote gender equality in entrepreneurial activities. In all, our gender integrative conceptualization of entrepreneurship contributes to the entrepreneurship field by recognizing and addressing a more expansive realm of influential factors within the entrepreneurial ecosystem that have previously been researched separately.

We examined the relationship between employee equity compensation, incentive compensation, and firm growth using a sample of 480 privately held firms from the Ewing Marion Kauffman Foundation’s database of Ernst & Young Entrepreneur Of The Year (EOY) winners. Using frameworks from agency and motivation theories, we argued that larger percentages of both equity- and incentivebased compensation allocated to top managers and employees would be associated with firm growth. After controlling for firm and industry effects, the results of the study showed that while the firms in the sample preferred providing incentive compensation, providing equity compensation for employees was a positively significant predictor of firm growth over a three-year period. These findings suggest that prescriptions for growth in larger firms developed from agency theory also may be applicable to entrepreneurial firms, and founder/CEOs seeking to grow their firms should consider using equity compensation to motivate their current employees and to attract new ones.