Recently ERP implementation has seen increasing significance in different sectors. The research related to the implementation issues of ERP has also increased during the past decade. Particularly the behavioral aspects of ERP implementations have been researched in terms of identifying appropriate frameworks, critical success factors, perception and attitude of users and managers, the role of change agents, leadership, etc. This conceptual review summarizes some of the studies done on the above aspects and suggests further research areas. It is suggested that leadership competencies, learning attitude of the users, and organizational power dynamics can be potential areas of research in the context of ERP implementation.

Aim/Purpose: A vital business activity within socio-technical enterprises is tacit knowledge externalization, which elicits and explicates tacit knowledge of enterprise employees as external knowledge. The aim of this paper is to integrate diverse aspects of externalization through the Enterprise Ontology model. Background: Across two decades, researchers have explored various aspects of tacit knowledge externalization. However, from the existing works, it is revealed that there is no uniform representation of the externalization process, which has resulted in divergent and contradictory interpretations across the literature. Methodology : The Enterprise Ontology model is constructed step-wise through the conceptual and measurement views. While the conceptual view encompasses three patterns that model the externalization process, the measurement view employs certainty-factor model to empirically measure the outcome of the externalization process. Contribution: The paper contributes towards knowledge management literature in two ways. The first contribution is the Enterprise Ontology model that integrates diverse aspects of externalization. The second contribution is a Web application that validates the model through a case study in banking. Findings: The findings show that the Enterprise Ontology model and the patterns are pragmatic in externalizing the tacit knowledge of experts in a problem-solving scenario within a banking enterprise. Recommendations for Practitioners : Consider the diverse aspects (what, where, when, why, and how) during the tacit knowledge externalization process. Future Research: To extend the Enterprise Ontology model to include externalization from partially automated enterprise systems.

Aim/Purpose: This explanatory study aimed to determine the mediating role of ERP in the relation between the effect of a socio-technical approach and decision-making environment, and firms’ sustainable performance. Background: Although earlier studies have discussed the critical success factors of the failure or success of an ERP system and the extent to which it achieves its desired objectives, the current study focused on the significant impact of socio-technical elements and decision-making environment on the success of the ERP system (i.e., sustainable performance). In addition, the lack of research on ERP as a mediator in the above relationship motivated this study to bridge the literature gap. Methodology: The data was collected using questionnaires distributed to 233 randomly selected employees of three multinational companies (BP, LUKOIL, and Eni) operating in Iraq. The structural equation modeling was employed to test the hypothesized relationships. Contribution: The study contributes to the literature by examining the mediating role of the ERP system in the relationship between socio-technical elements and the decision-making environment, as well as, the moderating role of organizational culture in the relationship between socio-technical elements and ERP systems. Findings: The results showed that ERP is a significant mediator between the linkage of socio-technical elements and the decision-making environment while organizational culture has an insignificant moderating role in the relationship between socio-technical elements and ERP systems. Recommendations for Practitioners: In a developing country like Iraq, there is a need to implement ERP to achieve better sustainable performance through change management and organizational development that ultimately work towards enhancing individual capabilities, knowledge, and training. Recommendation for Researchers: The researchers are recommended to conduct an in-depth study of the phenomenon based on theoretical and empirical grounds, particularly in light of the relationship of socio-technical elements and decision-making environments. Impact on Society: This study provides a reference for organizations with similar cultural backgrounds in using ERP systems to minimize pollution in Iraqi context. Future Research: A more in-depth study can be performed using a bigger sample, which not only includes the oil industry but also the other industries.

Aim/Purpose: The aim of this study is to examine empirically the effects of certain key Critical Success Factors (CSFs) for the implementation of Enterprise Resource Planning (ERP) Systems on the comprehensive achievement of the crucial roles of Computer-Based Information Systems (CBISs) Background: The effects of the CSFSs were examined in the higher education sector in the Kingdom of Saudi Arabia (KSA) using a case study of the ERP adoption in Prince Sattam Bin Abdulaziz University. Methodology: A theoretical model was proposed based on the literature written on the CSFs and the roles of CBISs in business. The model encompasses six key CSFs and their associations with the realization of the crucial roles of CBISs. To test the proposed model, a questionnaire was developed by considering the most frequently used measurements items in the ERP’s literature. The data were collect-ed from 219 key stakeholders. Contribution: This study acts as one of the few empirical studies in assessing the effects of the important CSFs for ERP implementation upon its successful implementation. Its outcomes provide more insights and clarifications about the effects of six key CSFs on the comprehensive achievement of the crucial CBIS’s roles. Particularly, the uniqueness of this study lies in addressing the effects of these CSFs on the achievement of the vital CBIS’s roles collectively rather than the achievement of each role individually. Moreover, the study examined these effects in the higher education environment, which is characterized by its own special business processes and services. Findings: The results reveal that the six key CSFs have a positive relationship with the comprehensive achievement of the crucial roles of CBISs. These findings are consistent with many previous studies on the effects of the CSFs on the realization of the expected benefits of the enterprise systems. Recommendations for Practitioners: The managers and other key stakeholders should carefully manage the vital aspects of the CSFs in order to realize the promised ERP’s benefits, including the CBIS’s roles. Future Research: Additional empirical examinations are needed to investigate the effects of the rest of the CSFs on realizing the roles of information systems.

Aim/Purpose: This study aimed to examine the relationships among compatibility, relative advantage, complexity, IT Infrastructure, security, top Management Support, financial Support, information Policies, employee engagement, customer pressure, competitive pressure, information integrity, information sharing, attitude toward adopting technology factors, and CRM adoption Background: Customer relationship management (CRM) refers to the use of the process, information, technology, and people for the management of the interactions between the organization and its customers. Therefore, there is a need for SMEs to implement CRM practices in their businesses for competitive advantage. However, in developing nations, the adoption rate of such practices remains low. This low rate may be attributed to the lack of important factors that guide CRM adoption, and as such, the present study attempts to investigate the factors affecting CRM adoption in Palestinian SMEs. This paper used the Diffusion of Innovation Theory (DOI), Resource-Based View (RBV), and Technology, Organization, and Environment Framework (TOE) framework to identify the determinant factors from the technological, organizational, environmental, and information culture perspectives. Methodology: This study uses a quantitative approach to investigate the relationships between the variables. A questionnaire was designed to collect data from 420 SMEs in Palestine. 331respondents completed and returned the survey. The Partial Least Square-Structural Equation Model (PLS-SEM) approach was used to assess both the measurement and structural models. Contribution: This study contributes to both theory and practitioners by providing insights into factors that affect CRM adoption in Palestinian SMEs, which did not explore before. Future research suggestions are also provided. Findings: The results of the study prove that the adoption of CRM depends on compatibility (CMP), security (SEC), top management support (TMS), information policies (INP), financial resources (FR), employee engagement (EEN), competitive pressure (COP), customers pressure (CUP), attitude toward adopting technology (ATA), information integrity (INI), and information sharing (INS). Surprisingly, complexity (CMX), IT infrastructure (ITI), and relative advantage (RLA) do not play any role in CRM adoption in Palestine. Recommendations for Practitioners: This study provides practitioners with the important factors for CRM adoption upon its successful implementation in the context of Palestinian SMEs. Recommendation for Researchers: Our findings may be used to conduct further studies about compatibility, security, top management support, information policies, financial resources, employee engagement, competitive pressure, customers pressure, attitude toward adopting technology, information integrity, information sharing factors, and CRM adoption by using different countries, procedure, and context. Impact on Society: The proposed framework provides insights for SMEs which have significant effects for research and practice to help facilitate the adoption of CRM Future Research: The findings may also be compared to other studies conducted in different contexts and provide deeper insights into the influence of the examined contexts on the employees’ intention toward CRM adoption in banking and universities. It would be fruitful to test whether the results hold true in developed and developing countries.

Aim/Purpose: Drawing on theories of organizational learning, this study analyzes the mechanism of Internet integration capability affecting knowledge generation by 399 Chinese enterprises. This paper will further explore whether there is a moderating role of learning orientation in the mechanism of Internet integration capability affecting enterprise knowledge generation. Background: The Internet has gradually integrated into the enterprise innovation system and penetrated into all aspects of technological innovation, which has promoted the integration and optimization of resources inside and outside the organization. However, there is limited understanding of how the combination of the Internet and integration capability can drive enterprise knowledge generation. Methodology: The study uses survey data from 399 organizations in China. Through structural equation modeling, this study assesses the relationship between Internet integration capability, organizational learning, knowledge generation, and uses PROCESS macro program to test the mediated moderation effect of learning orientation. Contribution: First, this study provides empirical evidence for managers to better build Internet integration capability and ambidextrous learning to promote enterprise knowledge generation. Second, this study highlights the important moderating role of learning orientation in the mediating role of ambidextrous learning. Findings: First, the study confirms the mediating role of exploratory learning and exploitative learning in knowledge generation driven by Internet integration capability. Second, the results show that when organizations have a strong learning orientation, the indirect path of Internet integration capability influencing knowledge generation through exploratory learning will be enhanced. Recommendations for Practitioners: Enterprises should pay full attention to the improvement of internet integration capability and ambidextrous learning to promote knowledge generation. In addition, enterprises should establish a good learning atmosphere within the organization to strengthen the bridge role of exploratory learning between Internet integration capability and knowledge generation. Recommendation for Researchers: Researchers could collect data from countries with different levels of economic development to verify the universal applicability of the proposed theoretical model. Impact on Society: This study provides references for enterprises using Internet integration capability to promote their knowledge generation capability under the internet background. Future Research: Future research can compare the impact of Internet integration capability on knowledge generation in different industries.

Aim/Purpose: The aim of this study is to identify Critical Success Factors (CSF) of Business Intelligence (BI) and provide a framework to classify CSF into layers or perspectives using an enterprise architecture approach, then rank CSF within each perspective and evaluate the importance of each perspective at different BI maturity levels as well. Background: Although the implementation of the BI project has a significant impact on creating analytical and competitive capabilities, the lack of evaluation of CSF holistically is still a challenge. Moreover, the BI maturity level of the organization has not been considered in the BI implementation project. Identifying BI critical success factors and their importance can help the project team to move to a higher maturity level in the organization. Methodology: First, a list of distinct CSF is identified through a literature review. Second, a framework is provided for categorizing these CSF using enterprise architecture. Interviewing is the research method used to evaluate the importance of CSF and framework layers with two questionnaires among experts. The first questionnaire was done by Analytical Hierarchy Process (AHP), a quantitative method of decision-making to calculate the weight of the CSF according to the importance of CSF in each of the framework layers. The second one was conducted to evaluate framework layers at different BI maturity levels using a Likert scale. Contribution: This paper contributes to the implementation of BI projects by identifying a comprehensive list of CSF in the form of a holistic multi-layered framework and ranking the importance of CSF and layers at BI maturity levels. Findings: The most important CSF in BI implementation projects include senior management support, process identification, data quality, analytics quality, hardware quality, security standards, scope management, documentation, project team skills, and customer needs transformation, which received the highest scores in framework layers. In addition, it was observed that as the organization moves to higher levels of maturity, the average importance of strategic business and security perspectives or layers increases. But the average importance of data, applications, infrastructure, and network, the project management layers in the proposed framework is the same regardless of the level of business intelligence maturity. Recommendations for Practitioners: The results of this paper can be used by academicians and practitioners to improve BI project implementation through understanding a comprehensive list of CSF and their importance. This awareness causes us to focus on the most important CSF and have better planning to reach higher levels of maturity according to the maturity level of the organization. Future Research: For future research, the interaction of critical success factors of business intelligence and framework layers can be examined with different methods.

Aim/Purpose: This study aims to evaluate the success of ERP post-implementation and the factors that affect the overall success of the ERP system by integrating the Task Technology Fit (TTF) model into the Information System Success Model (ISSM). Background: Not all ERP implementations provide the expected benefits, as post-implementation challenges can include inflexible ERP systems and ongoing costs. Therefore, it is necessary to evaluate the success after ERP implementation, and this research integrates the Task Technology Fit (TTF) model into the Information System Success Model (ISSM). Methodology: For data analysis and the proposed model, the authors used SmartPLS 3 by applying the PLS-SEM test and one-tailed bootstrapping. The researchers distributed questionnaires online to 115 ERP users at a construction company in Indonesia and successfully got responses from 95 ERP users. Contribution: The results obtained will be helpful and essential for future researchers and Information System practitioners – considering the high failure rate in the use of ERP in a company, as well as the inability of organizations and companies to exploit the benefits and potential that ERP can provide fully. Findings: The results show that Perceived Usefulness, User Satisfaction, and Task-Technology Fit positively affect the Organizational Impact of ERP implementation. Recommendations for Practitioners: The findings can help policymakers and CEOs of businesses in Indonesia’s construction sector create better business strategies and use limited resources more effectively and efficiently to provide a considerably higher probability of ERP deployment. The findings of this study were also beneficial for ERP vendors and consultants. The construction of the industry has specific characteristics that ERP vendors should consider. Construction is a highly fragmented sector, with specialized segments demanding specialist technologies. Several projects also influence it. They can use them to identify and establish several alternative strategies to deal with challenges and obstacles that can arise during the installation of ERP in a firm. Vendors and consultants can supply solutions, architecture, or customization support by the standard operating criteria, implement the ERP system and train critical users. The ERP system vendors and consultants can also collaborate with experts from the construction sector to develop customized alternatives for construction companies. That would be the most outstanding solution for implementing ERP in this industry. Recommendation for Researchers: Future researchers can use this combined model to study ERP post-implementation success on organizational impact with ERP systems in other company information systems fields, especially the construction sector. Future integration of different models can be used to improve the proposed model. Integration with models that assess the level of Information System acceptance, such as Technology Acceptance Model 3 (TAM3) or Unified Theory of Acceptance and Use of Technology 2 (UTAUT2), can be used in future research to deepen the exploration of factors that influence ERP post-implementation success in an organization. Impact on Society: This study can guide companies, particularly in the construction sector, to maintain ERP performance, conduct training for new users, and regularly survey user satisfaction to ensure the ERP system’s reliability, security, and performance are maintained and measurable. Future Research: It is increasing the sample size with a larger population at other loci (private and state-owned) that use ERP to see the factors influencing ERP post-implementation success and using mixed methods to produce a better understanding. With varied modes, it is possible to get better results by adding unique factors to the research, and future integration of other models can be used to improve the proposed model.

Aim/Purpose: This study identifies the scale types and measurement units used in the measurement of enterprise architecture (EA) and analyzes the admissibility of the mathematical operations used. Background: The majority of measurement solutions proposed in the EA literature are based on researchers’ opinions and many with limited empirical validation and weak metrological properties. This means that the results generated by these solutions may not be reliable, trustworthy, or comparable, and may even lead to wrong investment decisions. While the literature proposes a number of EA measurement solutions, the designs of the mathematical operations used to measure EA have not yet been independently analyzed. It is imperative that the EA community works towards developing robust, reliable, and widely accepted measurement solutions. Only then can senior management make informed decisions about the allocation of resources for EA initiatives and ensure that their investment yields optimal results. Methodology: In previous research, we identified, through a systematic literature review, the EA measurement solutions proposed in the literature and classified them by EA entity types. In a subsequent study, we evaluated their metrology coverage from both a theoretical and empirical perspective. The metrology coverage was designed using a combination of the evaluation theory, best practices from the software measurement literature including the measurement context model, and representational theory of measurement to evaluate whether EA measurement solutions satisfy the metrology criteria. The research study reported here presents a more in-depth analysis of the mathematical operations within the proposed EA measurement solutions, and for each EA entity type, each mathematical operation used to measure EA was examined in terms of the scale types and measurement units of the inputs, their transformations through mathematical operations, the impact in terms of scale types, and measurement units of the proposed outputs. Contribution: This study adds to the body of knowledge on EA measurement by offering a metrology-based approach to analyze and design better EA measurement solutions that satisfy the validity of scale type transformations in mathematical operations and the use of explicit measurement units to allow measurement consistency for their usage in decision-making models. Findings: The findings from this study reveal that some important metrology and quantification issues have been overlooked in the design of EA measurement solutions proposed in the literature: a number of proposed EA mathematical operations produce numbers with unknown units and scale types, often the result of an aggregation of undetermined assumptions rather than explicit quantitative knowledge. The significance of such aggregation is uncertain, leading to numbers that have suffered information loss and lack clear meaning. It is also unclear if it is appropriate to add or multiply these numbers together. Such EA numbers are deemed to have low metrological quality and could potentially lead to incorrect decisions with serious and costly consequences. Recommendations for Practitioners: The results of the study provide valuable insights for professionals in the field of EA. Identifying the metrology limitations and weaknesses of existing EA measurement solutions may indicate, for instance, that practitioners should wait before using them until their design has been strengthened. In addition, practitioners can make informed choices and select solutions with a more robust metrology design. This, in turn, will benefit enterprise architects, software engineers, and other EA professionals in decision making, by enabling them to take into consideration factors more adequately such as cost, quality, risk, and value when assessing EA features. The study’s findings thus contribute to the development of more reliable and effective EA measurement solutions. Recommendation for Researchers: Researchers can use with greater confidence the EA measurement solutions with admissible mathematical operations and measurement units to develop new decision-making models. Other researchers can carry on research to address the weaknesses identified in this study and propose improved ones. Impact on Society: Developers, architects, and managers may be making inappropriate decisions based on seriously flawed EA measurement solutions proposed in the literature and providing undue confidence and a waste of resources when based on bad measurement design. Better quantitative tools will ultimately lead to better decision making in the EA domain, as in domains with a long history of rigor in the design of the measurement tools. Such advancements will benefit enterprise architects, software engineers, and other practitioners, by providing them with more meaningful measurements for informed decision making. Future Research: While the analysis described in this study has been explicitly applied to evaluating EA measurement solutions, researchers and practitioners in other domains can also examine measurement solutions proposed in their respective domains and design new ones.

Aim/Purpose: This study aims to provide a better understanding of individual acceptance of enterprise resource (ERP) systems. Based on the uses and gratifications theory (UGT) and informing science theory, the study developed and empirically tested a research model to explain the effects of ERP characteristics (specifically, informativeness and enjoyment) on ERP acceptance and use. Background: Individual acceptance of ERP systems is crucial for achieving the benefits associated with ERP systems. Unfortunately, little research has focused on acceptance of ERP systems at the individual level. This study attempts to fill this void. Methodology: A survey questionnaire was distributed to ERP users to collect data to empiri-cally test the research model developed in this study. In addition to demographic and background information question, the survey contained instruments to measure the study variables. Contribution: The empirical results show that UGT provides a sound theoretical framework for explaining users’ gratifications, attitudes, and behavioral intentions toward adopting and using an ERP. These results support the view that subsumes information systems and other fields that endeavor to inform their audience. Findings: Individuals’ perceptions of the informativeness and entertainment of ERP systems demonstrated strong direct effects on attitude toward using and satisfaction with ERP systems. In turn, satisfaction with ERP systems showed a direct significant impact on intention to use an ERP system. Recommendations for Practitioners: Maintaining a favorable environment and designing training workshops that highlight the information and enjoyment aspects of an ERP can boost users’ perceptions of ERP informativeness and enjoyment and, eventually, improve their attitude and satisfaction with an ERP. Recommendation for Researchers: Researchers should test the proposed research model with other types of ERP systems and in different environments to enhance the generalizability of the results to other systems and settings. Impact on Society: The results of is study can be used as a foundation on which to develop plans and design strategies to enhance individual acceptance of ERP systems and realize the benefits associated with these systems. Future Research: Future research should extend the research model by integrating other personal and technology variables to provide further insights into what influences individuals to accept or reject an ERP system.

Aim/Purpose: To understand the process of social change creation in social entrepreneurial ventures (SEVs), specifically emphasizing the role and nature of the communicative process in social change creation. Background: Drawing on data from seven SEVs from India and the US and employing a grounded theory methodology, this research scrutinizes the social change process and uncovers the role and characteristics of dialogue in this process. Methodology: Qualitative data was collected from seven social entrepreneurial organizations over a period of eight months from July 2011 to February 2012. Semi-structured interviews were conducted with a wide range of members within these social entrepreneurial organizations (n=27) with additional informal interviews with field workers and volunteers. Data from the semi-structured interviews and notes from observations were integrated with analyses of archival resources. Contribution: There is little scholarship about the process of social change creation and the necessary conditions to promote social change over time. Understanding the process of social change creation and the individual, interpersonal, and organizational conditions that facilitate the process is central to design of effective trans-sector TD problem solving ventures. This paper focuses on the process of social change creation in social entrepreneurial settings, specifically emphasizing the role and nature of the communicative process in social change creation. Findings: The reflections and experiences of the members of SEVs revealed that social entrepreneurship is a collective endeavor and this collective character is essential to its success. Collective organization and synergy, deep intra-organizational communication, and a conducive organizational context are critical for the creation of collective wisdom and knowledge networks for long-term collaborative community capacity building. Dialogue emerged as a central category linking the other categories to explain the process of social change creation. Organic organizational structure enables knowledge creation and integration through the process of organizational learning through deep and continuous social interaction, or dialogue. Recommendations for Practitioners: This research elucidated the key characteristics of the organizational context required to support the creation of social change. It also identified the critical role and characteristics of the communicative process required to generate structural knowledge and collective wisdom at the organizational level. Recommendation for Researchers: For individual and organizational learning, trans-sector transdisciplinary organizations require an appropriate organizational context. Key elements of such an organizational context include (1) understanding the ecology of the social problem; (2) organic organizational structure; (3) continuous and deep social interaction among all levels of the organization; (4) employee and community autonomy and empowerment; and (5) attention to subtle environmental changes in the system. These elements in combination lead to the creation of collective wisdom. Collective wisdom then feeds back into the conception, planning, and action stages of the iterative cycle of organizational knowledge creation to create positive social change. Impact on Society: Same as above Future Research: Future research model theoretically and study empirically the ecology of social entrepreneurship and trans-sector TD problem solving more broadly. For example, the ways in the personal attributes of social entrepreneurs (e.g., their leadership style, networking abilities) combine with circumstances at organizational, institutional, and international levels to influence the effectiveness of their efforts to promote positive social change within local and global communities. Second, the grounded theoretical framework developed here should be further refined and elaborated through the identification of additional key contextual factors that affect SEVs’ capacity to promote positive social change and to achieve sustainability in different socio-environmental contexts. There is also a need to translate the findings from this research to facilitate the creation of more inclusive problem solving contexts and practices.

Aim/Purpose: This paper examines the impact of the transformational, servant, and paternalistic leadership styles on employee performance at the middle and senior levels. Background: Transdisciplinary research promotes the integration and development of various sciences. It provides more choices for leaders to adopt ways and practical activities to promote enterprise development. Complexity leadership theory emphasizes that effectively functioning organizations need distinct forms of leadership to work together. Leaders rely on different leadership practices in an emergent collaborative context, and finding an optimal balance is challenging. Many scholars have attempted to explore which leadership styles have a more significant impact on employees by distinguishing and defining types of leadership styles and explaining the process by which they influence employee behavior and performance. Various scholars have further explored and empirically demonstrated the impact of these three types of leadership styles (transformational, servant, paternalistic)on employee performance. While transformational and servant leadership have their roots in the West, paternalistic leadership has roots in China. Few scholars have conducted comparative studies on their positive impact on employee performance. How do these three leadership styles affect employee performance at the middle and senior levels in the Chinese context? Which combination of middle and senior leadership styles performs best? These are the second area that this paper will attempt to explore. Methodology: This study constructs a three-tier model at the senior, middle, and grassroots levels. A questionnaire survey was used to collect data. SPSS 22.0 and Amos were used for data analysis. Contribution: Through its construction of a three-tier model (senior, middle, and grassroots levels), the paper explores the combined effect of three leadership styles (transformational, servant, and paternalistic) on grassroots employees. It explores the impact of senior leaders across levels on grassroots employee performance, which is expected to provide a valuable addition to theories on leadership styles. It is also instructive to examine which leadership style performs better and what middle and senior leadership configurations are more conducive to driving beneficial employee behavior and, ultimately, corporate growth. Findings: The transformational, servant, and paternalistic leadership styles, both at the top and middle levels, have a significant positive relationship with employee performance; the middle leadership style plays a positive mediating role between the top leadership style and employee performance. In terms of impact on employee performance, transformational leadership shows the best results at both the top and middle levels, with paternalistic leadership second and servant leadership at the same level. Regarding which middle and senior leadership style pairing is the best, the sample is relatively small, and the gap between various pairing combinations is not evident from the data. If the sample size is enlarged, the coefficient will likely expand year-on-year. Therefore, we can assume that the pairing effect of top servant leadership and middle transformational leadership is the best, top paternalistic leadership and middle transformational leadership is the second-best, and the combination of top paternalistic leadership and middle-level servant leadership leaders is the weakest. Recommendation for Researchers: This paper extends the study of top and middle leadership’s combined effect on employee performance as a positive response to the call for multi-layer or cross-layer analysis in leadership research. The findings further enrich the literature on leadership style-related theories. The middle leadership style plays a positive mediating role between the top leadership style and employee performance. The trickle-down effect is further verified, i.e., the top leadership will have a permeating influence on employees through the middle leadership, and the top’s influence on the middle is generally more significant than the influence on grassroots employees. However, the difference between the influence of the middle leadership on the grassroots and that of the top on the grassroots is not apparent, which is inconsistent with the trickle-down effect that the middle leadership communicates more with the grassroots and has more influence on the grassroots, and further verification is needed. All three types of leaders positively affected employee performance, with the best being transformational leadership, paternalistic leadership, and servant leadership. This finding is consistent with some scholars and inconsistent with some scholars. The interested scholars can do further research. The better performance of diverse pairings in middle and senior leadership combinations is consistent with previous research suggesting that leadership styles have their own strengths and can be complementary. This paper further provides a comparative study of multiple leadership styles to validate the recognition and adaptability of leadership styles and further explain the complex relationship between leadership styles and employee job performance. Scholars can conduct comparative research on other leadership styles, and there may be different results. Future Research: Because of the cross-sectional data taken, the findings’ generalizability still needs further validation. There are many types of leadership styles, and there are other types of leadership styles that can be explored comparatively, perhaps leading to different findings. From another point of view, various leaders have their strengths, and they are not mutually hindering. More research is needed on team formation in a variety of contexts. Organic organizational structure enables knowledge creation and integration through the process of organizational learning through deep and continuous social interaction or dialogue. So we can further examine the influence process of leaders on employees from how to give full play to their advantages, such as improving shared leadership and shared communication.

Aim/Purpose: This study builds upon existing research by investigating the elements contributing to or buffering the onset of burnout symptoms. We examine the relationship between empowering leadership and burnout, considering the concurrent mediation effects of interpersonal workplace conflict, work-home conflict, and support from coworkers. Background: Burnout is a phenomenon that has been widely considered in the scientific literature due to its negative effect on individual and organizational well-being, as well as implications for leadership, coworker support, and conflict resolution. A deeper understanding of burnout prevention strategies across various professional contexts is paramount for enhancing productivity and job satisfaction. Methodology: Using a survey-based cross-sectional design, we employed a combination of Structural Equation Modelling (SEM) and Artificial Neural Network (ANN) to investigate the direct and indirect influences of empowering leadership on four dimensions of employee burnout, mediated by coworker support, interpersonal conflict at work, and work-home conflict. Contribution: This study provides initial insights into the direct and indirect influences of empowering leadership on various dimensions of burnout, highlighting the complex interplay with coworker support, work-home conflict, and workplace interpersonal conflicts. Ultimately, the study provides a comprehensive approach to understanding and mitigating burnout. Findings: Empowering leadership and coworker support can significantly reduce burnout symptoms, while high levels of work-home conflict and interpersonal conflict at work can exacerbate them. Our findings underscore the paramount role of interpersonal conflict in predicting burnout, urging organizations to prioritize resolving such issues for burnout prevention. Recommendation for Researchers: Following our findings, organizations should (a) promote empowering leadership styles, (b) foster coworker support and work-life balance, and (c) address interpersonal conflicts to reduce the likelihood of employee burnout while ensuring that these strategies are tailored to the specific context and culture of the workplace. Future Research: Future research should broaden the exploration of leadership styles’ effects on burnout, identify additional mediators and moderators, expand studies across sectors and cultures, examine differential impacts on burnout dimensions, leverage advanced analytical models, and investigate the nuanced relationship between work contract types and burnout.

Yuan LI,Tingting HU,Ryuji FUCHIKAMI,Takeshi IKENAGA, Vol.E107-D, No.11, pp.1396-1407
1 millisecond (1-ms) vision systems are gaining increasing attention in diverse fields like factory automation and robotics, as the ultra-low delay ensures seamless and timely responses. Superpixel segmentation is a pivotal preprocessing to reduce the number of image primitives for subsequent processing. Recently, there has been a growing emphasis on leveraging deep network-based algorithms to pursue superior performance and better integration into other deep network tasks. Superpixel Sampling Network (SSN) employs a deep network for feature generation and employs differentiable SLIC for superpixel generation. SSN achieves high performance with a small number of parameters. However, implementing SSN on FPGAs for ultra-low delay faces challenges due to the final layer’s aggregation of intermediate results. To address this limitation, this paper proposes an aggregated to pipelined structure for FPGA implementation. The final layer is decomposed into individual final layers for each intermediate result. This architectural adjustment eliminates the need for memory to store intermediate results. Concurrently, the proposed structure leverages decomposed layers to facilitate a pipelined structure with pixel streaming input to achieve ultra-low latency. To cooperate with the pipelined structure, layer-partitioned memory architecture is proposed. Each final layer has dedicated memory for storing superpixel center information, allowing values to be read and calculated from memory without conflicts. Calculation results of each final layer are accumulated, and the result of each pixel is obtained as the stream reaches the last layer. Evaluation results demonstrate that boundary recall and under-segmentation error remain comparable to SSN, with an average label consistency improvement of 0.035 over SSN. From a hardware performance perspective, the proposed system processes 1000 FPS images with a delay of 0.947 ms/frame.
Publication Date: 2024/11/01

In this inductive study, we shift the focus of stigma research inside organizational boundaries by examining its relationship with organizational identity. To do so, we draw on the case of Keystone, a social enterprise in the East of England that became stigmatized after it initiated a program of support for a group of migrants in its community. Keystone's stigmatization precipitated a crisis of organizational identity. We examine how the identity crisis unfolded, focusing on the forms of identity work that Keystone's leaders enacted in response. Interestingly, we show not only that the internal effects of stigmatization on identity can be managed, but also that they may facilitate unexpected positive outcomes for organizations.

This study looks at what happens to the collection of relationships (network) of service professionals during a role transition (promotion to a management role). Our setting is three professional service firms where we examine changes in relations of recently promoted service professionals (auditors, consultants, and lawyers). We take a comprehensive look at the drivers of two forms of network changes - tie loss and tie gain. Looking backward we examine the characteristics of the contact, the relationship, and social structure and identify which forces are at play in losing ties, revealing an overarching tendency for both cohesion and efficiency forces to play a role. Looking forward, we identify the effect of previous network structures that act as a "shadow of the past" and impact the quality of newly gained relations during the role transitions. Findings demonstrate that role transitions are not only influenced by a few key contacts but that the entire (extant) network of professional relationships shapes the way people reconfigure their workplace relations during a role transition.

Accumulated knowledge on organizational justice leaves little reason to doubt the notion that organizational members benefit when leaders adhere to interpersonal justice rules. However, upon considering how justice behaviors influence subordinates' cognitive processes, we predict that interpersonal justice has a surprising, unintended negative consequence. Supervisors who violate interpersonal justice rules trigger subordinates to search for reasons why their supervisors are threatening them, causing subordinates to be more attuned to supervisors' individual characteristics and therefore unlikely to use stereotypes when evaluating them. In contrast, supervisors who adhere to interpersonal justice rules allow subordinates to divert attention away from them, leading subordinates' judgments of their supervisors to be influenced by stereotypes. Consistent with these predictions, in a survey we found that minority supervisors faced bias relative to Caucasian supervisors when supervisors adhered to—but not when they violated—interpersonal justice rules. We replicated this effect in an experiment and established that it is explained by an alternating pattern of stereotype activation and inhibition: participants viewed minority supervisors to be more deceitful than Caucasians when supervisors adhered to—but not when they violated—interpersonal justice rules. We then conducted exploratory analyses and identified one factor (unit size) that mitigates this troubling pattern.

Social enterprise has gained widespread acclaim as a tool for addressing social and environmental problems. Yet, because these organizations integrate the social welfare and commercial logics, they face the challenge of pursuing goals that frequently conflict with each other. Studies have begun to address how established social enterprises can manage these tensions, but we know little about how, why, and with what consequences social entrepreneurs mix competing logics as they create new organizations. To address this gap, we develop a theoretical model based in identity theory that helps to explain: (1) how the commercial and social welfare logics become relevant to entrepreneurship, (2) how different types of entrepreneurs perceive the tension between these logics, and (3) the implications this has for how entrepreneurs go about recognizing and developing social enterprise opportunities. Our approach responds to calls from organizational and entrepreneurship scholars to extend existing frameworks of opportunity recognition and development to better account for social enterprise creation.

Both flirt with a problematic undercurrent - one that glosses over, if not romanticises, domestic violence

1. Don’t set a budget Budgets put such a damper on holiday spending. It’s much more enjoyable to not be constrained by a well-thought-out plan. 2. Don’t budget any money for giving gifts to anyone but immediate family Sure you’ll end up buying gifts for the office party, all your friends, and neighbors, but it’s […]

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