Purpose: This study investigates the implicit factors driving business success and longevity within the context of a dynamic and turbulent economic environment. Methodology: Employing a quantitative research design with a descriptive correlational approach, the study analysed data from 347 employees across eleven Colombian companies recognised by the Mariposa de Lorenz Award for their financial solidity and social responsibility. The methodology utilised a non-probability purposive sampling technique to apply a durability factors questionnaire, originally comprising 47 items, and the data were analysed using IBM SPSS Statistics software. Findings: Exploratory factor analysis simplified the theoretical framework from thirteen previously identified components into two primary factors: «Responsible Culture» (encompassing organisational culture, social responsibility, and knowledge management) and «Strategic Management» (comprising corporate governance and business strategy). Results indicate a significant positive correlation between these two components, suggesting they are interdependent drivers of success. Furthermore, the analysis revealed that whilst perceptions of «Responsible Culture» vary primarily by hierarchical position, the appreciation of «Strategic Management» is sensitive to the employee’s position, age, and experience, with senior management placing greater emphasis on the latter. Originality / Value: Grounded in the Knowledge-Based View (KBV) of the firm, the research aims to identify the underlying elements that enable companies to maintain sustainable competitive advantages. The study concludes that the harmonious development of both strategic alignment and a «Responsible Culture» is essential for achieving corporate longevity and superior performance, offering practical insights for management in complex markets.
Purpose: This article analyses how value is distributed among stakeholders in the Spanish financial system from a post-growth perspective. It focuses not only on how much value is created, but on how it is allocated across main stakeholders, in order to assess financial institutions by their distributive orientation and its alignment with broader wellbeing goals. Design/methodology/approach: The article adopts a quantitative compositional approach to stakeholder value shares expressed as percentages that sum to 100%. To compare these “closed” data without distortion, it uses Aitchison’s distance, which is designed for compositional vectors and avoids the biases produced by the constant-sum constraint. The analysis estimates how far each institution’s distributive profile departs from the sectoral centre and then orders these distances to identify dominant orientations. On this basis, the article proposes a five-type classification of distributive profiles: social, legacy, extractive, neutral, and detractive, enabling systematic comparisons across different institutional forms within the Spanish financial system. Findings: The analysis identifies clear differences in stakeholder value distribution across institutions, indicating structured heterogeneity rather than random variation. The proposed five-type typology captures distinct distributive orientations: some profiles prioritise value allocation to labour and the public sector, others concentrate value toward investors, while neutral and detractive profiles reflect more balanced or weaker/negative distributive contributions. Overall, the results show that institutional diversity in Spanish finance is reflected not only in business models and governance, but also in the relative structure of stakeholder value allocation. Originality/value:Using distribution alongside profit changes how financial performance is understood. Profit shows how much value is retained, but not who benefits from it. A distributive approach based on Aitchison distance helps researchers, regulators, and managers assess how value is shared among stakeholders, and it can also help policy makers design rules based not only on profit, but on distribution. From a post-growth perspective, this matter because improving collective wellbeing depends not only on creating value, but also on how that value is allocated.
Purpose: This study examines the impact of human resources management (HRM) systems on attitudinal outcomes in Spain, comparing the predictive capacity of two alternative individual-level models (additive and multiplicative) with a focus on job satisfaction. Design/methodology/approach: The analysis draws on data from the Spanish sample of the OECD's Programme for the International Assessment of Adult Competencies (PIAAC). Partial least squares regression (PLS) is applied, along with complementary tests of observed and unobserved heterogeneity and out-of-sample predictive power. Findings: The models account for up to 10% of the variance in job satisfaction across the whole sample. Ability-enhancing practices have the greatest effect, followed by opportunity-related practices, while motivation contributes minimally. The multiplicative model performs slightly better than the additive one, revealing significant interaction effects among ability, motivation, and opportunity, whose practical relevance future research should further examine. The explanatory power increases slightly when focusing on employees in managerial positions. Accounting for unobserved heterogeneity identifies five employee segments, for which the multiplicative model achieves R² values ranging from 0.42 to 0.76. Research limitations/implications: PIAAC is a secondary, cross-sectional dataset, limiting analytical flexibility and preventing causal inference. Practical implications: Understanding how AMO dimensions interact may help HR managers design more effective practice configurations to foster job satisfaction. Originality/value: Empirical comparisons between additive and multiplicative applications of the AMO model remain scarce. Most prior research focuses on extrinsic motivation practices (such as pay-for-performance) and shows weak links with job satisfaction, while intrinsic motivation is rarely addressed. This study contributes to closing that gap and identifies five employee groups that differ in how they weigh the factors driving job satisfaction.
Purpose: Although experiencing a calling is often assumed to enhance employee performance, empirical evidence remains mixed, and the mechanisms underlying this relationship are not well understood. Drawing on research on meaningful work, this study examines whether and how calling translates into employee performance by proposing meaningful work as a mediating mechanism linking calling to in-role performance and organizational citizenship behavior (OCB). Design/methodology: We tested our hypotheses using multi-source data from 548 employees and 119 supervisors. Employees reported their sense of calling and experienced meaningful work, while supervisors evaluated employee performance (in-role and OCB). Structural equation modeling, path analysis, and bootstrapping procedures were used to assess the proposed mediation model. Findings: Calling is positively related to both in-role performance and OCB through the experience of meaningful work. Meaningful work mediates these relationships, indicating that perceiving work as meaningful is the mechanism through which calling translates into higher performance. In the absence of meaningful work, calling alone does not significantly enhance performance. Practical implications: Organizations that foster meaningful work can leverage employees’ sense of calling to enhance both in-role performance and extra-role contributions. This approach benefits companies through higher productivity and discretionary effort, while employees also benefit through improved performance and a stronger sense of purpose and fulfilment in their roles. Originality/value: This study advances theory on calling and work outcomes by identifying meaningful work as the central mechanism linking calling to performance. By demonstrating that calling does not directly enhance performance in the absence of experienced meaningfulness, the findings help reconcile inconsistent prior results and refine theoretical assumptions about the performance implications of calling.
Purpose: This article critically examines the relationship between teleworking and burnout during the period 2020–2025, emphasizing the intensity of telework as a key variable. It argues that remote work can operate either as a source of resilience or as a driver of emotional strain, depending on how its emotional, subjective, and relational dimensions are managed.Design/methodology/approach: A critical review of recent literature was conducted, drawing on high impact indexed academic databases, through a reflective approach that combines theoretical and comparative analysis.Findings: The article proposes a relational explanatory framework that expands on traditional burnout models and explicitly integrates six key concepts for understanding the risks and potentialities of intensive telework: digital recognition, asynchronous reciprocity, meaningful connectivity, forced hyperconnectivity, digital relational erosion, and subjective self-exploitation. These constructs allow for a more accurate interpretation of how the intensity of teleworking modifies psychosocial well-being, showing that such intensity is a decisive factor in explaining trajectories of resilience or emotional exhaustion in virtual environments.Limitations:The lack of direct empirical data is acknowledged, and future research is encouraged to develop more robust explanatory models, specific measurement scales, studies on empathetic remote leadership, intersectional approaches, and longitudinal analyses in hybrid environments.Practical implications: The findings underline the importance of regulating the intensity of remote work, fostering empathetic leadership, and redesigning spaces for recognition and emotional support in digital environments.Social implications: The study stresses the urgency of implementing public policies that ensure the right to disconnect and address the psychosocial risks associated with intensive telework, from an inclusive and context-sensitive perspective.Originality/value: The main contribution of the article lies in offering an innovative perspective that articulates classical theories with emerging phenomena, proposing original explanatory categories for understanding burnout in the digital age and outlining a research agenda focused on its study in hybrid and remote environments.
Purpose: Digital transformation has become a strategic imperative for organizations seeking to enhance competitiveness and adaptability in dynamic digital environments. Despite extensive scholarly attention, many digital transformation initiatives fail due to the lack of integrated frameworks that systematically consolidate critical success factors (CSFs). The purpose of this study is to identify and synthesize the most influential CSFs of digital transformation and to propose a comprehensive, phase-based model that addresses this gap in existing literature. Design/methodology/approach: The study employs a PRISMA-guided structured conceptual systematic review to ensure methodological transparency and consistency in the identification and synthesis of relevant studies. A total of 50 peer-reviewed journal articles and conference papers published between 2010 and 2024 were selected using explicit inclusion and exclusion criteria focused on digital transformation and CSFs. The selected studies were analyzed using thematic analysis to identify recurring patterns, relationships, and dominant success factors across multiple industries. Findings: The findings indicate that leadership commitment and strategic alignment are the most consistently cited critical success factors (CSFs)for successful digital transformation.The analysis further reveals that the relevance of these factors evolves across transformation phases, demonstrating phase-specific salience and dynamic interaction among strategic, technological, organizational, and regulatory dimensions. Additional key factors include technological readiness, user-centric design, regulatory compliance, and continuous improvement. Based on these findings, the study proposes the Comprehensive digital transformation Success Model (CDTSM), which integrates these CSFs into a structured framework encompassing the initiation, planning, execution, monitoring, and sustainability phases of digital transformation Research limitations/implications: This study is conceptual and based on a structured systematic literature review of existing scholarly work. Although the review follows PRISMA-guided procedures to ensure transparency, the proposed model remains theoretically grounded and requires empirical validation across different organizational and industry contexts. Practical implications: The proposed model offers a structured and actionable guide for managers and decision-makers to systematically plan, implement, and sustain digital transformation initiatives. By emphasizing strategic alignment, leadership commitment, and regulatory considerations, the model supports organizations in reducing transformation risks and improving implementation outcomes. Social Implications: Being aware of main critical factors in digital transformation at firms can facilitate the change in the way human resources collaborate and socialize in firm’s teams and networks. Originality/value: This study contributes to the digital transformation literature by consolidating fragmented critical success factors (CSFs)into a single, coherent, and holistic model. The CDTSM extends existing frameworks by integrating technological, organizational, human, and regulatory dimensions,and introduces a lifecycle-oriented and temporally structured perspective that explains how critical success factors (CSFs)factors evolve and interact across distinct transformation phases, extending RBV, Dynamic Capabilities, and TOE-based models. thereby providing both theoretical advancement and practical value for organizations navigating complex digital transformation processes.
Purpose: This paper examines the direct and indirect relationships between Quality of Work Life (QWL), Job Satisfaction (JS), and Employee Commitment (EC), and their combined effect on Employee Performance (EP). Design/methodology/approach: A 43-item questionnaire was designed and applied to 600 white and blue-collar workers in Mexico. Partial Least Squares Structural Equation Modeling was used to test the hypothesis. Findings: The results show that QWL significantly influences both JS and EC, and has a moderate impact on EP. Besides, JS partially mediates the QWL–EP relationship, confirming its importance as an indirect driver of performance. However, no significant relationship was found between EC and EP, nor between JS and EC. Only normative commitment showed a significant effect on performance, suggesting that this type of obligation-based commitment may have more influence than other forms. Research limitations/implications: The main limitation was the exclusion of employers' perspectives regarding employee performance, which could be assessed using different metrics. Practical implications: The results may help design strategies to improve employee commitment, which in turn could positively influence job satisfaction and performance, fostering a happier environment both inside and outside the organization. Originality/value: Its originality lies in the integration of four correlated but often separately studied variables. It provides a more complete picture of how these factors impact human capital within organizations. Indirect effects were identified, and inconsistencies and similarities were found across various relationships.
Purpose: The purpose of this paper is to compare how Slovak companies responded to market opportunities and threats in the pre- and post-COVID-19 survey years and to analyze the role of the internal environment in shaping these responses. Design/methodology/approach: The research is based on two surveys of Slovak enterprises (489 in 2016 and 573 in 2021), applying correlation and regression analyses to evaluate responses to external opportunities and threats and their relationship to internal organizational factors. Findings: The study shows that firms’ responsiveness to opportunities and threats is mechanism-dependent rather than uniform, varying across firm size, maturity, and sector. Opportunity responsiveness is strongly associated with internal capabilities—particularly strategic alignment and trend analysis—and drives innovation in processes, automation, and informatization. In contrast, under recessionary conditions, threat responsiveness also stimulates innovation, but through a necessity-driven mechanism that operates largely independently of internal capability levels. Research limitations/implications: The study is limited to Slovak enterprises and is based on two independent cross-sectional samples with differing sectoral representation in 2016 and 2021, which restricts causal interpretation of the results. In addition, the analysis relies on self-reported managerial perceptions. Future research could extend the comparison to other EU countries and longer timeframes to assess long-term effects. Originality/value: This paper contributes to strategic management and innovation literature by providing empirical evidence from an emerging innovator economy. It shows that both opportunity recognition and threat responsiveness drive innovation, especially in turbulent contexts such as COVID-19.
Purpose: This research examines the global threat of spreading false information by analysing how perceived media richness influences international students’ decision-making during information seeking. Despite extensive research on the harmful effects of fake news on social media, a gap remains in understanding the causal pathways of false news acceptance and the mediating role of content richness. Design/methodology/approach: The study integrates media richness theory, internet dependency theory, and parasocial interaction theory to develop a conceptual framework. The participants included 345 students enrolled at private universities in Spain. The data were analysed quantitatively using structural equation modelling (SEM) with SmartPLS. Findings: Results showed that internet dependency (IDR), information seeking (IS), and parasocial interaction (PSI) positively affect fake news acceptance behaviour (FNB). Additionally, perceived media richness (PMR) significantly mediates the relationships among IDR, IS, PSI, and FNB. Therefore, a higher perception of media richness enhances the cognitive and emotional effects of online content, making individuals more vulnerable to false information. Originality/value: These findings clarify the mechanisms behind misinformation perception and aid in conceptualising intangible assets - trust, credibility, and decision-making among social media-active students in the digital environment. From a strategic standpoint, it offers practical insights for universities and policymakers on social media communication strategies.
Purpose: The purpose of this study is to examine the influence of servant leadership and team commitment on team performance, with team citizenship behavior (TCB) serving as a mediating variable. By investigating these relationships, this study addresses a critical gap in understanding how servant leadership fosters team citizenship behavior, strengthens team commitment, and ultimately enhances team performance in disability-inclusive workgroups. Design/methodology/approach: Data were collected from 187 teams across 71 private companies in Yogyakarta and Jawa Tengah, Indonesia, using non-probability purposive sampling. Validated scales measured servant leadership, team commitment, TCB, and team performance on a 7-point Likert scale. Partial Least Squares Structural Equation Modelling (PLS-SEM) analysed relationships, with hypotheses tested using t-values (greater than 1.96) and p-values (less than 0.05). Findings: The findings indicate that servant leadership and team commitment are directly related to team performance and TCB. Indirectly, TCB has been proven to mediate the relationship between servant leadership and both team commitment and team performance. Research limitations/implications: The research was conducted in private companies located in Indonesia, which may limit the generalizability of the findings to other cultural contexts with different organizational norms or leadership expectations. Future research could expand the sample to include public sector organizations or cross-cultural settings to validate the model across diverse environments. Practical implications: The findings offer practical guidance for managing disability-inclusive teams. Managers are encouraged to apply servant leadership practices, such as demonstrating empathy, active listening, and empowerment, to strengthen psychological safety and team commitment. Implementing inclusive feedback and recognition, involving all members in decision-making, and facilitating peer-support collaboration can foster team citizenship behaviours that ultimately enhance team performance. Social Implications: By promoting servant leadership and equitable participation, the findings support broader social goals of workplace inclusivity and diversity empowerment. Servant leadership can serve as a human-centered approach that not only improves performance but also enhances the dignity and social integration of employees with disabilities within organizations. Originality/value: This study provides empirical evidence on how servant leadership and team commitment enhance team performance through TCB within the cultural context of Indonesia. It adds value by demonstrating how leadership practices operate in diverse workgroups, including teams that involve members with disabilities. By focusing on a non-Western organizational setting, the study expands the geographical and cultural scope of leadership and inclusion research, offering insights into how servant leadership supports effective and inclusive team dynamics in Indonesian workplaces.
Purpose: This study aims to explore and identify effective talent retention practices in small and medium-sized enterprises (SMEs) within the knowledge-intensive IT sector. Given the need for more research on this topic, particularly in SMEs, the study seeks to fill this gap by examining how IT SMEs in Spain retain their highly skilled employees in a competitive environment. Design/methodology/approach: An exploratory qualitative research design involved semi-structured interviews with CEOs and Chief Human Resources Officers (CHROs) from eight Spanish IT SMEs. The interviews were analyzed using grounded theory to identify and categorize the talent retention practices employed by these companies. The practices were then classified into four main blocks: workplace environment, work-life balance, career development, and work content, each mapped across two dimensions: impact on current versus future work and organizational versus project level. Findings: The study identified 12 distinct practices SMEs use to retain talent, yielding 14 practice-block instances, as mentoring operates across 3 of the 4 blocks, despite their limited resources compared to multinational enterprises (MNEs). These practices highlight the importance of personalized employee experiences, a supportive workplace environment, career development opportunities, and a balanced work-life approach. The findings reveal that although SMEs face significant challenges in competing with MNEs, they can still enhance employee retention through innovative, human-centric strategies. Originality/value: This research contributes to the emerging literature on talent management in SMEs by moving beyond context-specific description. By adopting an inductive approach, the study develops an integrative framework that maps retention practices along two theoretically grounded dimensions—temporal impact and organizational scope—revealing that SMEs predominantly deploy informal, relational, and inclusive retention mechanisms that differ qualitatively from the formalized, exclusive approaches documented in the MNE-focused literature. The cross-cutting role of mentoring across three of the four practice blocks further highlights how resource-constrained organizations leverage a single relational mechanism to simultaneously address workplace environment, career development, and work content.
Purpose: The influence of the organizational culture (OC) on the Talent Management (TM) approach has been highlighted by the literature; nonetheless, most of the studies are qualitative and do not draw upon a validated organizational culture instrument. Thus, the current research examines the influence of the OC, based on the Competing Values Framework, upon the adoption of an exclusive TM approach. Design/methodology/approach: A cross-sectional survey was conducted on a sample made up of 104 firms, part of the top 300 Mercado ranking organizations, located in Argentina. Findings: Market OC firms were found to be more likely to adopt an exclusive TM approach than clan ones, confirming the influence of OC on the adoption of an exclusive TM approach. Nevertheless, no significant results were found regarding the adhocracy OC firms. Furthermore, as to specific exclusive TM practices, findings reveal that certain practices are more likely to be present in a clan or adhocracy OC firm. Originality/value: This is the first study that assesses the OC direct influence on TM exclusive approach relying on a validated organizational culture instrument. Besides, it explores a collectivist cultural environment in an emerging country as Argentina.
Purpose: This article examines the conceptual evolution and research trends in sustainability within Higher Education Institutions (HEIs) over the period 2000-2025. Beyond bibliometric description, the study identifies shifts in field priorities, underlying conceptual tensions, and knowledge gaps shaping its development, contributing to an understanding of the transition from operational approaches toward transformative perspectives. Design/methodology/approach: The study draws on a quantitative bibliometric methodology using the Scopus database, complemented by critical interpretation. Co-authorship, co-citation, and keyword co-occurrence analyses were conducted through scientific visualization tools (VOSviewer) to examine the intellectual structure, thematic evolution, and collaboration networks of the field. Findings: The results show accelerated growth in scientific output, particularly since the adoption of the 2030 Agenda, alongside thematic diversification and a turn toward governance, impact assessment, and transformative action. Eight interconnected clusters are identified, reflecting the field's maturity - from curricular integration and early environmental management through to systemic approaches encompassing student engagement, community outreach, digitalization, and global frameworks such as the SDGs. Geographic concentration in the Global North persists, though emerging transnational networks are expanding knowledge circulation. Research limitations/implications: The study is limited to Scopus and a specific search strategy, which may have excluded relevant literature. The bibliometric approach also constrains analysis of institutional and pedagogical processes, pointing to the need for qualitative and comparative research. Practical implications: The findings identify priority areas for universities, policymakers, and researchers. They underscore the need to strengthen integrated governance models, develop impact-oriented metrics, foster international collaboration, and advance the mainstreaming of sustainability across teaching, research, and community engagement. The strategic role of collaboration networks as mechanisms for knowledge dissemination and legitimation is also highlighted. Social implications: The study points to the need to move toward more inclusive and transformative models of higher education - integrating Global South perspectives, promoting co-creation with communities, and preparing graduates capable of navigating complex challenges. Originality/value: This work offers a longitudinal and structural reading of the field by integrating network analysis, thematic trends, and geographic dynamics. It traces the evolution toward systemic,
Purpose: This study seeks to understand how market and technological turbulence shape and potentially moderate the relationship between market orientation and the business performance of micro, small, and medium enterprises (MSMEs). Design/methodology/approach: The study employs a survey design. The respondents are owners or managers of MSMEs in Bali, a developing region in Indonesia. The primary data was analyzed using SEM-PLS. A robustness check was conducted by testing for non-linear effects and endogeneity. Findings: This study shows that market orientation positively influences business performance. Market turbulence weakens this relationship, while technological turbulence strengthens it, although with a weak effect. Customer orientation and inter-functional coordination are essential for enhancing MSME performance in developing regions. Research limitations: The cross-sectional design limits the ability to infer causal relationships. The absence of back translations from Indonesian to English and of a pilot test may reduce confidence in construct validity. This study used two different data collection methods, thus limiting the response rate calculation. The findings may have limited generalizability. Practical implications: MSMEs need to regularly explore consumer needs in a cost-effective way and participate in exhibitions to interact directly with customers. They should also strengthen their resources to improve their ability to respond to market information. Social implications: By adopting a market-oriented approach, MSMEs become more aware of consumer needs, enabling them to develop products and services that meet market demands, which, in turn, enhance business performance and employee welfare within the sector. Originality/value: This study contributes to the literature on intangible capital by conceptualizing market orientation as an intangible dynamic capability under environmental turbulence. It integrates market and technological turbulence as moderating variables in the relationship between market orientation and the business performance of MSMEs. This perspective remains underexplored in prior studies, as it situates the analysis within the dynamic context of MSMEs in Bali as a developing region that has a strong dependence on tourism, which in turn exposes firms to high levels of environmental uncertainty. We extend the scope of research beyond the conventional focus on large firms and developed regions to MSMEs in developing regions. This study further advances dynamic capabilities theory by demonstrating that environmental turbulence does not uniformly enhance the effectiveness of market-oriented capabilities in resource-constrained MSMEs.
Purpose: This study proves the influence of supplier collaboration, management commitment, and organizational agility on innovation performance by using the Relational View as the main theory. The research model is applied to tour operators who are considered relevant because they have a collaborative business model. Design/ Methodology: Based on the main and supporting theories, the hypotheses are developed and then evaluated using Structural Equation Modeling assisted by AMOS software. Respondents were top leaders of tour operators in the Special Region of Yogyakarta and Central Java, one of the priority tourist destinations in Indonesia. Findings: Supplier collaboration, management commitment, and organizational agility positively affect innovation performance. Organizational agility also plays a mediator role between supplier collaboration and innovation performance. However, contrary to the theories and literature that are already available, management commitment does not affect organizational agility. Research Limitations/ Implications: Facts on the ground show that tour operators in the Special Region of Yogyakarta and Central Java are small and medium-scale companies that are under pressure due to Covid-19, so they have to survive and rise slowly. They cannot add to the risk by becoming an agile organization. This condition has the potential to eliminate the influence of management commitment on organizational agility. This study also did not apply the model to large-scale tour operators in other provinces in Indonesia, so the findings were limited only to small and medium-scale tour operators. Originality/ Value: Integrating the company's internal factors, which is the management commitment in the Relational View study, will solve the issue of declining cooperation benefits in a long term collaboration. Based on the existing literature, Relational View researchers have not yet used this variable because the focus was still on external factors of the company.
Purpose: This paper aims to provide new insights to enhance university strategies for attracting international student talent in Spain within a competitive global Higher Education scenario. It focuses on understanding the perspectives and satisfaction of international students within the Spanish University System (SUE) to inform strategic decision-making. Design/methodology/approach: The research employs a mixed-methods approach, combining text mining of student reviews with a literature review to develop a weighted SWOT matrix. NLP techniques were applied with the use of software SAS Viya to analyze text reviews from international undergraduate students in Spanish universities, covering the period 2019–2022. Findings: The study reveals an overall positive sentiment among international students regarding their experiences in Spanish higher education. Key positive aspects include good teaching and the academic environment. However, negative sentiments are primarily linked to perceptions of university offerings and institutional image. The SWOT analysis highlights Spain's attractiveness and the satisfaction of international students as strengths, and the cost of tuition and university rankings as weaknesses. Practical implications: Universities should strategically combine academic offerings with the Spanish lifestyle in their promotions. Employability programs and a focus on service quality are crucial for attracting and retaining international talent. Social Implications: The research underscores the relationship between internationalization of Higher Education and socioeconomic progress. By improving the attractiveness of Spanish universities, the study contributes to fostering a more internationalized environment, potentially leading to enhanced global competitiveness and the development of a knowledge economy Originality/value: The paper applies advanced text mining techniques to a large dataset of international student reviews, providing a nuanced and data-driven understanding of satisfaction in the Spanish university context. This approach provides an advanced understanding of student satisfaction that goes beyond traditional surveys and contributes a student-centric perspective to the development of internationalization strategies for Spanish universities.
Purpose: This study aims to explore how internal human behavioral factors—specifically competency, integrity, and job placement—contribute to public organizational performance through the mediation of good governance practices. It also investigates the moderating role of organizational citizenship behavior (OCB) in this relationship, focusing on the law enforcement context. Design/methodology/approach: The study adopts a quantitative research design using Structural Equation Modeling (SEM) to examine both mediating and moderating effects. Primary data were collected in 2024 through structured questionnaires distributed to 396 personnel from the Aceh Regional Office of the National Police of the Republic of Indonesia, drawn proportionally from a total population of 35,315 individuals. Findings: The findings reveal that competency and integrity have significant direct effects on both good governance practices and organizational performance, while job placement significantly influences only good governance. All three variables—competency, integrity, and job placement—indirectly enhance organizational performance through their positive impact on good governance. Additionally, OCB is found to significantly strengthen the relationship between good governance practices and organizational performance. Research limitations/implications: This study is limited to a single regional police institution, which may affect the generalizability of the findings. Future research could expand the geographical and institutional scope to validate and enrich these results. Further studies may also examine additional psychological or contextual variables that influence governance and performance. Practical implications: The results suggest that investing in human capital development—specifically competency building and integrity reinforcement—alongside effective job placement strategies, can enhance good governance and organizational outcomes. Encouraging OCB among personnel can amplify these effects, promoting performance improvements beyond formal role expectations. Social Implications: By highlighting the role of behavioral and governance factors in public sector effectiveness, the study contributes to broader efforts aimed at improving law enforcement institutions. Strengthening internal governance mechanisms can lead to better public trust, accountability, and service delivery, ultimately improving societal welfare. Originality/value: This paper offers novel insights into the behavioral antecedents of good governance and organizational performance in the public sector, particularly within a law enforcement setting. It uniquely integrates the mediating role of governance practices and the moderating effect of OCB, offering a comprehensive framework for enhancing institutional performance through internal capacity and behavior management.
Purpose: This study explains how employees' perceptions of corporate social responsibility (CSR) initiatives influence firm performance and firm growth, via stakeholder-oriented commitment mechanisms and strategic CSR outcomes. It examines the influence of four CSR-related factors- obligation to society, obligation to customers and markets, obligation to natural environment, and economic benefit in CSR-on stakeholder relationship commitment and authentic stakeholder commitment. These commitments are assumed to impact strategic CSR satisfaction and durability, which in turn affect firm performance and growth. Design/methodology/approach: Data from 411 employees in CSR-active firms in Ho Chi Minh City were analyzed using PLS-SEM (SmartPLS 4; 5,000 bootstrap resamples). The paper fills a gap in the literature by considering employee perceptions along with CSR strategy and long-term performance, specifically in an emerging economy. Findings: CSR priorities toward customers/markets, the natural environment, and perceived economic value strengthen both stakeholder relationship commitment and authentic stakeholder commitment. In contrast, perceived obligation to society does not significantly predict authentic stakeholder commitment. These commitments enhance strategic CSR satisfaction and strategic CSR durability, which improve firm performance and growth. Research limitations/implications: The convenience sample restricts the generalizability of findings, and the sample did not include different industries and regions. Only those firms actively engaging in CSR were included, which may overlook perspectives from firms at an incipient stage of CSR implementation. The sample was concentrated within a few industries, which restricts the generalizability of results to other industries. SocialImplications: The study highlights the importance of integrating CSR initiatives and considering employee perspectives to improve business performance and promote sustainable development. It determines which dimensions of CSR most strongly facilitate stakeholder involvement and trust, with a keen realization of the importance accorded by employees to perpetual sustainable development. The results from this study offer pragmatic inspiration for industry practitioners and policymakers on operationalizing CSR as a guiding principle for sustainability in emerging markets. Originality/value: The study (i) conceptualizes CSR priorities at the employee-perception level instead of as a uniform action and (ii) separates relationship commitment from authentic stakeholder commitment as different mechanisms linking CSR to strategic CSR outcomes and firm performance. The results indicate that CSR authenticity in emerging institutional contexts depends on internal institutionalization rather than symbolic compliance, contributing to the symbolic-substantive CSR debate.
Purpose: This article analyses the trajectory of Barcelona-based public-private company PROCIVESA (1988-2002) with the aim of determining how the specific mechanisms that drive the generation, transfer and erosion of intangible capital function in urban contexts. While models for managing intangible assets have been extensively theorised in the private sector, their application within the sphere of urban public-private partnerships (PPPs) remains fragmented, particularly with regard to the micro-level mechanisms underlying how these assets are shaped and transformed. Design/methodology: A qualitative longitudinal case study was adapted, based on an inductive approach characteristic of economic and business history studies. The research was grounded in extensive triangulation of primary and secondary sources, analysed through a qualitative coding process to identify the mechanisms underlying the creation, transfer and erosion of intangible capital across four dimensions: human, structural, relational and social capital. Findings: The article makes three theoretical contributions. First, the coexistence of political and business logics cannot be addressed by formally separating the spheres, and instead requires institutional buffers. Second, the accumulation of structural capital can erode community social capital, thereby generating a trade-off in which technical success exists alongside failures in social legitimacy. Third, codifying tacit knowledge in the public sector presents a challenge owing to its political and relational characteristics. Research limitations: The article presents four key limitations: its reliance on documentary sources, the difficulty of generalising findings due to the use of a single case study, the distinctive features of the Barcelona context, and the absence of a gender perspective within PROCIVESA, which renders the feminised networks supporting community social capital invisible. Practical implications: The findings suggest that social capital indicators should be incorporated into monitoring systems from the outset, that technical management be shielded from electoral cycles through fixed mandates and consensus protocols, and that the codification of tacit knowledge be prioritised to prevent losses during organisational transitions. Originality/value: This represents the first retrospective analysis of an urban public-private partnership (PPP) in Barcelona from the perspective of intangible capital. In addition to identifying the specific mechanisms that drive the management and erosion of intangible capital, it provides an analytical framework for moving beyond static views and conceptually advancing the understanding of how tensions between technical efficiency and social legitimacy condition the sustainability of such projects.
Purpose: This study seeks to understand what are the separate and grouped effects of innovation and diversity of the board of directors on the value creation and financial performance of the global pharmaceutical industry. Design/methodology/approach: To this end, a sample of 92 publicly traded companies, located in 24 countries, whose data were obtained between 2015 and 2022, is considered. The hypotheses arising from the objectives of the study are verified by means of a regression with panel data, both for the main and robustness tests Findings: The results indicate that: i. innovation positively (negatively) affects value creation (financial performance), ii. board diversity positively affects value creation, and iii. the moderating effect of diversity in innovation negatively affects value creation. Practical implications: The results can help investors and pharmaceutical companies to better direct their investments in innovation, as well as in the composition of boards that are more appropriate to the industry's profile. Social implications: Regulators and governments are encouraged to evolve by defining policies focused on research in cutting-edge technologies and diversity in corporate leadership. Originality/value: This study differs from the others since it analyzes the mentioned effects in the pharmaceutical industry on a global scale. In addition, it innovates by considering a diversity proxy that combines gender and age aspects.
