Search Results (109)

In increasingly turbulent environments, organizations must go beyond generic robustness and develop Requisite Resilience, the capacity to align internal variety with environmental variety to sustain core functions during crises. This study situates Requisite Resilience within organizational theory and strategic management, assessing how major theories of the firm contribute to its development. The analysis groups these perspectives into foundational/diagnostic theories, which clarify environmental, structural and institutional constraints and correspond to passive resilience frameworks, and enabling/capability-building theories, which emphasize managerial agency, resource orchestration and adaptive learning, corresponding to active resilience frameworks. Findings indicate that while foundational perspectives offer essential diagnostics, they are insufficient on their own to foster Requisite Resilience. A composite configuration provides the strongest fit: co-evolutionary views offer an integrative backbone, dynamic capabilities and organizational learning enhance sensing, seizing and acting, and resource dependence theory informs the design of permeable boundaries. Full article

As Industry 5.0 emerges as a human-centric evolution of industrial systems, this study investigates the effectiveness of training interventions in companies aimed at supporting the transition to Industry 5.0, emphasizing human-centric and resilient skill development. Drawing from multiple case studies involving engineers and operators, the research applies both meta-analysis and meta-regression to assess the added value of experiential learning approaches such as Teaching and Learning Factories. In addition, a novel methodology combining quantitative analyses with qualitative interpretation of emerging competences is presented. Principal Component Analysis and classification frameworks are employed to identify and organize key competence clusters along technological, organizational, and social dimensions. Special attention is given to the emergence of human-centered competences such as decision empowerment, which are shown to complement traditional operational capabilities. The findings confirm that experiential training interventions enhance both self-efficacy and adaptive operational readiness, while the use of fusion techniques enables the generalization of results across heterogeneous corporate settings. This work contributes to ongoing discourse on Industry 5.0 readiness by linking training design to strategic company incentives and highlights the role of structured evaluation in informing future policy and implementation pathways. Full article

In the Colombian Amazon, green businesses have emerged as key strategies for sustainable development, yet they face critical challenges such as low organizational capacity, limited innovation, weak institutional coordination, and regional inequalities. This study analyzed the interaction between dynamic capabilities, sustainability, and innovation in 120 green businesses across the departments of Putumayo, Caquetá, and Amazonas, using 111 variables grouped into three dimensions, sustainable development, dynamic capabilities, and innovative performance. The analysis identified three business types: (1) Businesses with Potential, characterized by high levels of innovation, learning, and absorptive capacity; (2) Developing Businesses, with strengths in social, economic, and human capital but limited environmental sustainability; and (3) Limited Businesses, which lag in all three dimensions. Putumayo had the highest proportion of potential businesses, supported by strong institutional coordination through CORPOAMAZONIA; Caquetá stood out in financial inclusion and human capital, while Amazonas faced more structural limitations. The novelty of this research lies in integrating three conceptual frameworks into a territorialized analysis, enabling a deeper understanding of how these dimensions interact across diverse Amazonian contexts. Its main contribution is a functional typology of green businesses, which offers a basis for tailored policy recommendations aimed at enhancing capacities and fostering more resilient and sustainable enterprises. Full article

Digital supply chain management (DSCM) has emerged as a critical driver of enterprise performance in the modern economy, yet empirical evidence on its causal impact on productivity remains limited. This study examines how DSCM adoption affects total factor productivity (TFP) by leveraging China’s supply chain innovation pilot program as a quasi-natural experiment. Using a difference-in-differences approach with propensity score matching, the analysis employs a comprehensive dataset of 2843 Chinese A-share listed companies from 2013 to 2022; the analysis reveals that DSCM adoption leads to an average TFP increase of 14.1%. This positive effect strengthens over time, demonstrating a clear dynamic of organizational learning. Mediation analysis indicates that this productivity enhancement operates through two primary channels: innovation capability enhancement (accounting for approximately 35% of the total effect) and cost efficiency improvement (21%). Crucially, heterogeneity analysis reveals that the positive effects of DSCM are significantly more pronounced in supply-chain-intensive industries, such as manufacturing, and for firms with higher R&D intensity. The findings provide robust causal evidence on the productivity effects of DSCM, offering valuable insights into its underlying mechanisms and key boundary conditions for both enterprise strategy and digital transformation policy. Full article

Resource bricolage, centered on breaking through resource constraints, emphasizes providing innovation momentum for new ventures by creatively reorganizing existing resources at hand. Existing studies have confirmed that resource bricolage exerts an impact on corporate innovation, yet explorations into this approach’s mechanism of action remain insufficient. Based on resource bricolage theory and organizational ambidexterity theory, this study constructs a theoretical framework of “resource bricolage–ambidextrous learning–micro-innovation”. Using 319 new ventures as samples, hierarchical regression analysis is adopted to empirically test the mediating effect of ambidextrous learning and the moderating effects of government support and customer participation. The results show that resource bricolage has a significant positive impact on micro-innovation, with ambidextrous learning playing a partial mediating role. The research conclusions indicate that under resource-constrained contexts, new ventures can activate idle resources and improve resource efficiency through resource bricolage, thereby reducing reliance on new resource inputs. Under this method, new ventures can also rely on ambidextrous learning to accumulate knowledge and capabilities, laying the foundation for the continuous improvement of micro-innovation and further leverage government support to stabilize resource supply and absorb customer participation to align with market demand. This mechanism ultimately enables the achievement of micro-innovation while enhancing its sustainability. This study enriches resource bricolage theory by unpacking the “resource–learning–innovation” mechanism and provides practical guidance for new ventures to leverage resource bricolage and external support for micro-innovation under resource constraints, which is of reference value for sustainable entrepreneurial practices. Full article

Background: Big data capability is a core strategic asset for enterprises, but existing studies on its relationship with enterprise value creation are fragmented, with inconsistent effect magnitudes and boundary conditions. This meta-analysis synthesized empirical evidence to clarify their overall relationship and the moderating roles of antecedent, mediating, and outcome variables. Methods: A systematic search (ending July 2025) across seven databases (CNKI, Web of Science, etc.) identified thirty-three empirical studies meeting criteria (clear sample size, correlation coefficients). Following PRISMA 2020 and OSF registration, two researchers extracted data independently. CMA 3.0 was used with a random effects model; effect sizes (Pearson’s r), heterogeneity (Q, I²), and publication bias (funnel plots, Egger’s test) were analyzed. Results: Involving 14,993 samples, big data capability showed a moderately significant positive correlation with enterprise outcomes (r = 0.486, 95% CI: 0.408–0.557, p < 0.001) with high heterogeneity (I² = 93.502). Subgroup analyses revealed: learning orientation (r = 0.883) as the strongest antecedent; organizational agility (r = 0.631) and innovation (r = 0.595) as significant mediators (resource integration not significant); enterprise innovation performance (r = 0.730) as the top outcome. No publication bias was found (Egger’s p = 0.284). Conclusions: Big data capability positively impacts enterprises, with learning orientation and innovation performance as key moderators. Enterprises should prioritize a learning culture and leverage organizational agility. Future research needs diverse samples and longitudinal designs to explore causality. Full article

This study explores the relationship between digital human resource management (HRM) practices, organizational culture, and employees’ perceived digital competence within Greek organizations. While digitalization has become a central priority in human resource management (HRM), there is still limited understanding of how cultural context shapes the effectiveness of digital HR interventions. Using a quantitative approach, data were collected via an online questionnaire from 257 employees across various sectors. The research employed the method of Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multi-Group Analysis (MGA) to examine the structural relationships between digital HRM practices—such as e-learning, onboarding, and performance management—and digital competence, taking into account different organizational culture profiles. The results show that digital HRM practices have a positive, but modest, impact on employees’ digital skills, with e-learning emerging as the most influential factor. Importantly, the effect of HRM practices varies significantly according to the cultural environment: supportive and innovative cultures foster stronger development of digital competence compared to hierarchical settings. The findings underline the necessity for organizations to adapt digital HR strategies to their specific cultural context and not to rely solely on technological solutions. This research contributes to the growing literature by demonstrating the interplay between technology and culture in shaping employees’ digital capabilities and suggests that a balanced focus on both is essential for successful digital transformation. Full article

Although prior research acknowledges that small and medium-sized enterprises (SMEs) can turn failures into growth opportunities, the mechanisms through which failure analysis contributes to such growth remain underexplored. Grounded in organizational learning and dynamic capabilities theory, this study explores how failure analysis facilitates SME growth through the mediating role of dynamic capabilities and the moderating role of environmental dynamism. Drawing on survey data from 207 managers of China SMEs, the study employs linear regression and bootstrapping techniques to empirically test the proposed hypotheses. The results reveal that failure analysis significantly promotes SME growth, with dynamic capabilities—specifically, sensing, seizing, and reconfiguring—serving as key mediators. Furthermore, environmental dynamism positively moderates both the relationship between failure analysis and dynamic capabilities, and the indirect effect of failure analysis on growth via dynamic capabilities. Unlike previous research that focuses primarily on innovation or resilience, this study uniquely highlights the role of failure analysis in cultivating dynamic capabilities to drive SME growth. Full article

Current learning and development approaches often struggle to capture dynamic individual capabilities, particularly the skills they acquire informally every day on the job. This dynamic creates a significant gap between what traditional models think people know and their actual performance, leading to an incomplete and often outdated understanding of how ready the workforce truly is, which can hinder organizational adaptability in rapidly evolving environments. This paper proposes a novel dynamic learner-state ecosystem—an AI-driven solution designed to bridge this gap. Our approach leverages specialized AI agents, orchestrated via the Model Context Protocol (MCP), to continuously track and evolve an individual’s multi-dimensional state (e.g., mastery, confidence, context, and decay). The seamless integration of in-workflow performance data will transform daily work activities into granular and actionable data points through AI-powered dynamic xAPI generation into Learning Record Stores (LRSs). This system enables continuous, authentic performance-based assessment, precise skill gap identification, and highly personalized interventions. The significance of this ecosystem lies in its ability to provide a real-time understanding of everyone’s capabilities, enabling more accurate workforce planning for the future and cultivating a workforce that is continuously learning and adapting. It ultimately helps to transform learning from a disconnected, occasional event into an integrated and responsive part of everyday work. Full article

This study investigates the critical capabilities and integration mechanisms that enable organizations to achieve substantive sustainability transformations. Using a mixed-methods approach combining survey data (n = 234), in-depth interviews (n = 42), and comparative case studies (n = 6), the research identifies how organizations effectively navigate sustainability paradoxes while developing integration practices that embed sustainability throughout organizational systems. Our research is primarily grounded in paradox theory, complemented by insights from organizational learning theory, institutional logics, and power dynamics perspectives to develop a comprehensive theoretical framework. Statistical analysis reveals strong relationships between paradox navigation capabilities and transformation outcomes (β = 0.31, p < 0.01), with integration practices emerging as the strongest predictor of sustainability success (β = 0.42, p < 0.01). Qualitative findings illuminate four essential integration mechanisms—governance integration, strategic integration, operational integration, and performance integration—and their temporal development. The significant interaction between power mobilization and integration practices (β = 0.19, p < 0.01) demonstrates that structural interventions are insufficient without attention to power relationships. The research contributes to sustainability science by advancing theory on paradoxical tensions in transformation processes, demonstrating how organizations can transcend the gap between sustainability rhetoric and substantive action through both structural integration and power-conscious approaches. By identifying contextual contingencies across sectors and organizational types, the study challenges universal prescriptions for sustainability transformation, offering instead a nuanced framework for creating organizational conditions conducive to context-specific transformation toward more sustainable futures. Our findings offer practical guidance for organizations navigating the complex landscape of sustainability transformation and contribute to the implementation of UN Sustainable Development Goals, particularly SDG 12 (Responsible Consumption and Production) and SDG 17 (Partnerships for the Goals). Full article

Shift organizations in automotive manufacturing often rely on manual task allocation, resulting in inefficiencies, human error, and increased workload for supervisors. This research introduces an automated solution using the Kuhn-Munkres algorithm, integrated with the Moodle learning management system, to optimize task assignments based on operator qualifications and task complexity. Simulations conducted with real industrial data demonstrate that the proposed method meets operational requirements, both logically and mathematically. The system improves the start of shifts by assigning simpler tasks initially, enhancing operator confidence and reducing the need for assistance. It also ensures that task assignments align with required training levels, improving quality and process reliability. For industrial practitioners, the approach provides a practical tool to reduce planning time, human error, and supervisory burden, while increasing shift productivity. From an academic perspective, the study contributes to applied operations research and workforce optimization, offering a replicable model grounded in real-world applications. The integration of algorithmic task allocation with training systems enables a more accurate matching of workforce capabilities to production demands. This study aims to support data-driven decision-making in shift management, with the potential to enhance operational efficiency and encourage timely start of work, thereby possibly contributing to smoother production flow and improved organizational performance. Full article

Collaborative business ecosystems (CBEs) are increasingly exposed to disruptive events (e.g., pandemics, supply chain breakdowns, cyberattacks) that challenge organizational adaptability and value creation. Traditional approaches to resilience and robustness often fail to capture the full range of systemic responses. This study introduces a unified mathematical framework to evaluate four crisis response modes—plasticity, resilience, transformative resilience, and antifragility—within complex adaptive networks. Grounded in complex systems and collaborative network theory, our model formalizes both internal organizational capabilities (e.g., adaptability, learning, innovation, structural flexibility) and strategic interventions (e.g., optionality, buffering, information sharing, fault-injection protocols), linking them to pre- and post-crisis performance via dynamic adjustment functions. A composite performance score is defined across four dimensions (Innovation, Contribution, Prestige, and Responsiveness to Business Opportunities), using capability–strategy interaction matrices, weighted performance change functions, and structural transformation modifiers. The sensitivity analysis and scenario simulations enable a comparative evaluation of organizational configurations, strategy impacts, and phase-transition thresholds under crisis. This indicator-based formulation provides a quantitative bridge between resilience theory and practice, facilitating evidence-based crisis management in networked business environments. Full article

Amid structural changes driven by the greening and digital transformation of the maritime industry, the demand for career transitions of seafarers with onboard experience to shore-based positions—particularly ship superintendents—is steadily increasing. However, the current lack of a systematic education and career development framework to support such transitions poses a critical challenge for shipping companies seeking to secure sustainable human resources. The aim of this study was to develop a competency-based training program that facilitates the effective transition of seafarers to shore-based ship superintendent roles. We integrated a developing a curriculum (DACUM) analysis with competency-based job analysis to achieve this aim. The core competencies required for ship superintendent duties were identified through three expert consultations. In addition, social network analysis (SNA) was used to quantitatively assess the structure and priority of the training content. The analysis revealed that convergent competencies, such as digital technology literacy, responsiveness to environmental regulations, multicultural organizational management, and interpretation of global maritime regulations, are essential for a successful career shift. Based on these findings, a modular training curriculum comprising both common foundational courses and specialized advanced modules tailored to job categories was designed. The proposed curriculum integrated theoretical instruction, practical training, and reflective learning to enhance both applied understanding and onsite implementation capabilities. Furthermore, the concept of a Seafarer Success Support Platform was proposed to support a lifecycle-based career development pathway that enables rotational mobility between sea and shore positions. This digital learning platform was designed to offer personalized success pathways aligned with the career stages and competency needs of maritime personnel. Its cyclical structure, comprising career transition, competency development, field application, and performance evaluation, enables seamless career integration between shipboard- and shore-based roles. Therefore, the platform has the potential to evolve into a practical educational model that integrates training, career development, and policies. This study contributes to maritime human resource development by integrating the DACUM method with a competency-based framework and applying social network analysis (SNA) to quantitatively prioritize training content. It further proposes the Seafarer Success Support Platform as an innovative model to support structured career transitions from shipboard roles to shore-based supervisory positions. Full article

The digital transformation of the Architecture, Engineering and Construction sector is accelerating the adoption of digital platforms as critical enablers of data integration, stakeholder collaboration and process optimization. This paper presents a systematic review of 125 peer-reviewed journal articles (2015–2025), selected through a PRISMA-guided search using the Scopus database, with inclusion criteria focused on English-language academic literature on platform-enabled digitalization in the built environment. Studies were grouped into six thematic domains, i.e., artificial intelligence in construction, digital twin integration, lifecycle cost management, BIM-GIS for underground utilities, energy systems and public administration, based on a combination of literature precedent and domain relevance. Unlike existing reviews focused on single technologies or sectors, this work offers a cross-sectoral synthesis, highlighting shared challenges and opportunities across disciplines and lifecycle stages. It identifies the functional roles, enabling technologies and systemic barriers affecting digital platform adoption, such as fragmented data sources, limited interoperability between systems and siloed organizational processes. These barriers hinder the development of integrated and adaptive digital ecosystems capable of supporting real-time decision-making, participatory planning and sustainable infrastructure management. The study advocates for modular, human-centered platforms underpinned by standardized ontologies, explainable AI and participatory governance models. It also highlights the importance of emerging technologies, including large language models and federated learning, as well as context-specific platform strategies, especially for applications in the Global South. Full article

In the context of accelerating digital transformation and growing sustainability imperatives, entrepreneurial ecosystems increasingly rely on open innovation and strategic collaboration to foster resilient, knowledge-driven growth. This study aims to examine how leadership behaviors and strategic alliances interact as enablers of sustainable innovation across macro (systemic), meso (organizational), and micro (individual) levels. To achieve this, this study employs a literature review, supported by bibliometric analysis, as its core methodological approach. Drawing on 86 influential publications from 1992 to 2024, two major thematic streams emerge: leadership dynamics in entrepreneurial settings and the formation and governance of strategic alliances as vehicles for innovation. The findings underscore the pivotal role of transformational and ethical leadership in cultivating trust-based inter-organizational relationships, facilitating digital knowledge sharing, and catalyzing sustainable value creation. Simultaneously, strategic alliances enhance organizational agility and innovation capacity through co-creation mechanisms, digital platforms, and crowdsourcing, especially in small and medium-sized enterprises (SMEs). This paper highlights a mutually reinforcing relationship: effective leadership strategies empower alliances, while alliance participation enhances leadership capabilities through experiential learning in diverse, digitalized environments. By bridging leadership theory, open innovation practices, and digital transformation, this study offers critical insights for entrepreneurs, managers, and policymakers seeking to drive inclusive and sustainable innovation within interconnected global markets. Therefore, this study provides practical guidance for business leaders aiming to strengthen alliance performance through adaptive leadership and for policymakers seeking to foster innovation ecosystems through supportive regulatory and institutional frameworks. Full article