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With the emergence of the digital era, the role of digital leaders in developing digital capabilities and driving their firms towards digital transformation has gained significant attention. Digital dynamic capabilities involve continuous engagement of leaders in sensing, seizing, and transforming activities needed to digitally transform their firms. However, little attention is given toward the role of digital leadership in developing digital dynamic capabilities. We seek to develop an understanding of the role of digital leadership in building digital dynamic capabilities for successful digital transformation.

We conducted a systematic literature review and looked at relevant articles using Google Scholar, ScienceDirect, and Scopus databases with key search items being “digital leadership”, “dynamic capabilities”, “digital dynamic capabilities,”. We used AND, OR operators in between the key terms to search for the relevant articles.

Our conceptual framework and propositions demonstrate the digital leader's role in building three core dynamic capabilities: digital sensing (technological trends, digital scouting, digital vision, future interpretation, and digital strategies), digital seizing (organizational agility and digital portfolio), and transforming (redesigning internal structures and ecosystem partnerships) for successful digital transformation.

This study pioneers an integrated framework that elucidates the role of digital leadership in fostering digital dynamic capabilities essential for successful digital transformation. While previous research has examined digital leadership and transformation in separate silos, our work bridges this gap by defining and dissecting three core capabilities—digital sensing, digital seizing, and transforming. By doing so, we offer both academic and practical communities a nuanced understanding of how digital leadership shapes dynamic capabilities. The study serves as a foundational roadmap for future research and offers actionable insights for organizations striving to navigate the complex landscape of digital transformation.

The impact of dependence on self-care on people’s lives is very significant, with consequences for the person and their caregivers. The purpose of this study is to map the evidence on the factors that influence the empowerment of the person dependent on self-care on returning home.

Scoping review according to the criteria proposed by the Joanna Briggs Institute: population (people with a dependence on self-care), concept (factors that influence training) and context (return home after hospitalization in a medical-surgical context). The research was carried out from March 1 to April 30, 2022, in the databases CINAHL and MEDLINE (via EBSCO), Scielo, LILACS, Cuiden and MedicLatina; Gray literature searched RCAAP, DART-Europe and OpenGrey. Studies published in Portuguese, Spanish and English were included, with no time limit.

One hundred and eighty-one articles were obtained, which, after analysis according to the criteria, resulted in seven studies included for review, ranging from 2007 to 2021, with a level of evidence between 2. c and 4. a (according to Joanna Briggs Institute), and two thematic areas/four categories emerging.

The need for information and training, the relationship and proximity with the health-care team, the design of nursing care targeted at the person’s level of dependence, education, gender, type of surgical intervention and postoperative period, physical space and lack of privacy and audiovisual media.

The perception of these factors proves to be important in the person’s training process, with the nurse’s role being highlighted due to their emphasis on the transition home.

The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the lenses of age, work and identity.

An interpretivist methodology was adopted and data were obtained via semi-structured interviews with 32 managers across 10 different sectors in England and Scotland. These data were analysed thematically.

Change manifested itself in various contradictory ways across three domains of age, work and identity. Age was experienced dichotomously, with these 7DMs identifying as subjectively younger yet openly (if reluctantly) accepting signs of ageing. They appeared more tolerant and kinder but could be impatient and outspoken. Work remained important, providing structure, a sense of purpose and camaraderie; however, career progression was not. Altruistically, the 7DMs exercised generativity by providing their colleagues with counsel in both work and personal matters. Their sense of self and identity work featured prominently, particularly in the liminality associated with the impending cessation of work. Preparation for the psychosocial transition to retirement was lacking.

This project would have benefitted from a larger and broader cohort demographic. Whether there are any significant gender or ethnic differences in attitudes, values or approaches to work cannot be ascertained from the data obtained. Future studies should therefore include a greater diversity of participants. There may also be merit in investigating if any differences exist for the ex-military 7DM manager compared to others.

Organisations can benefit from greater recognition of the value experienced managers in their later working lives can bring. Both the broader community of managers and their employers would benefit from leveraging the experience, knowledge and attributes of older managers in their passage through their 7th decade and better prepare younger people to succeed them.

Different agencies such as government, employers, professional bodies like the Chartered Institute of Personnel and Development, Trade Unions or consultancies may wish to explore the benefits and practicalities of preparing the individual for the transition to retirement. Importantly, this should address the psychosocial connotations associated with ceasing work. Whilst this applies to all 7th decade workers, we suggest that there are some challenges that are peculiar to being an older manager.

Whilst much is known about older workers, research relating to older managers, especially those in their seventh decade, is largely absent. This paper illustrates the changes and challenges they experience in both their professional and personal lives, some of which seem to be unique to this age group and many of which would benefit from being addressed in organisational policy and practice as well as further research.

This study aims to develop an integrative framework for strategic intelligence (SI) tailored to guide companies navigating systemic disruptions within global supply chains, identifying key determinants for its effective deployment. Current literature on management systems addresses SI components individually, hindering a precise definition and implementation strategy. This systematic review aims to fill these gaps by establishing a conceptual model of SI capability, emphasizing the interdependence of its dimensions.

Following the Joanna Briggs Institute (JBI) mixed-method analysis approach and Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement, this systematic review synthesizes empirical studies, conceptual papers, mathematical models and literature reviews on SI capability dimensions. It adopts a flexible approach to explore SI within supply chain resilience during systemic crises.

The study enhances and broadens the field of dynamic capabilities (DCs) by advancing knowledge on SI as a dynamic capability inducing resilience within supply chains facing systemic risks. Additionally, it synthesizes and offers perspective on a rapidly expanding body of literature from the past three years, identifying emerging trends and gaps.

This research focused on three capacities: Supply Chain Visibility (SCV), Environmental Dynamism (ED) and Timely Seizing and Detection-Making (TSDM). While other dynamic capabilities may enhance SC resilience (SCR), this study emphasized the analytical and decision-making dimensions critical for improving SCR.

This systematic literature review introduces a novel conceptual framework, providing a foundation for empirical investigations. By offering an integrated theoretical perspective, the study proposes actionable research propositions and insights into SI’s strategic role in crisis management within supply chains.

This study aims to evaluate and synthesize literature on exoskeleton implementation in the construction industry to understand their current applications, evaluate existing research approaches and identify critical areas for future investigation. Through a comprehensive analysis of empirical studies, the research seeks to establish a clear roadmap for advancing exoskeleton adoption in construction work.

This study conducts a systematic literature review following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) guidelines. By searching relevant databases and applying predefined inclusion criteria, the review focused on empirical studies that evaluate the effectiveness and acceptance of exoskeletons in construction. Both objective parameters (EMG data, Kinematic analysis, heart rate) and subjective parameters (user comfort, perceived exertion, usability surveys) were analyzed to assess how impactful are exoskeletons among construction workers.

The review identified 236 publications, of which 36 were included, revealing several critical insights: (1) A significant reliance on studies conducted in controlled environments, accounting for 77.78% of studies. (2) A limited representation of actual construction workers, mainly non-construction worker volunteers, which may affect the practical relevance of the findings. (3) A significant gap exists in standardized evaluation protocols, with researchers using varying assessment methods that hinder cross-study comparisons. (4) Predominantly short-term nature of existing studies. These findings highlight the need for more real-world testing, standardized evaluation frameworks and longitudinal studies.

This review contributes original insights into the deployment of exoskeletons in the construction sector, particularly highlighting the industry's gap in direct, in situ engagement with construction workers. It suggests that future research should prioritize long-term, onsite studies to achieve a more comprehensive understanding of exoskeletons’ impacts, thus supporting the development of targeted intervention strategies for reducing work-related musculoskeletal disorders (WMSDs) among construction workers.

This study aims to represent the initial impact analysis of a human resource development (HRD) intervention – the Center for Human and Organizational Potential (cHOP) – for faculty and staff at an academic medical center in the Midwestern US. cHOP seeks to unleash faculty and staff potential and advance organizational outcomes by fulfilling employees’ basic psychological needs, posited by self-determination theory (SDT, Ryan and Deci, 2000): competence, autonomy and relatedness.

Using Cianciolo and Regehr’s (2019) layered analysis framework as a guide, the authors conducted a program evaluation to analyze, in-depth, the nature and impact of two representative cHOP programs: Accelerate and BOOST. Specifically, the authors examined whether the implementation of these programs was consistent with SDT, as reflected in participants’ reported program experiences (i.e. “Did the intervention, in fact, occur as intended?”). The authors also examined program outcomes and opportunities for improvement based on program participants’ voices (i.e. did the intervention, implemented as intended, work?). Because SDT is a theory of individual motivation, the authors identified a need to evaluate outcomes at the individual level and beyond, broadly exploring what would happened if program participants’ basic psychological needs had been addressed. The aim was to determine the potential downstream consequences of intrinsically motivated faculty and staff, while promoting divergent thinking on program impact and sustainability.

Participants reported experiences suggest that Accelerate and BOOST addressed all three psychological needs and strengthened their intrinsic motivation to advance their leadership and career development and improve the performance of their teams and departments. These outcomes suggest the potential for impact at the individual level and beyond, such as the institution and external, professional societies.

The study assessed two representative programs among cHOP’s many offerings. A comprehensive study of cHOP’s impact, directly linking psychological need fulfillment and organizational impact, is beyond the scope of a single study and requires further research.

The authors suggest expanding scholarly discussions in the HRD and health professions education (HPE) literature to characterize the promise of HRD-HPE partnerships and to account for their impact more fully.

The study contributes to both HRD and HPE scholarship by providing a layered account of academic medical center (AMC) faculty and staff development using an HRD approach; and examining the impact of a theory- and evidence-based novel HRD intervention (i.e. cHOP) at the individual level and beyond in an AMC context.

As more hotels adopt artificial intelligence (AI), it becomes inevitable for employees to rely on abilities enhanced by the use of AI to complete tasks. However, our understanding of how employees adapt to this shift in work design remains limited. Therefore, the purpose of this study is to explore hotel employees’ approach and avoidance behavioral reactions to dependence on AI.

A three-wave field study was conducted, collecting data from 303 hotel employees and analyzed using Mplus 8.3.

Dependence on AI can be construed as a positive stimulus, augmenting employees’ harmonious work passion and subsequently promoting approach job crafting. The promotion focus of employees positively moderates this process. On the other hand, dependence on AI also can be perceived as a negative stimulus, heightening employees’ feelings of AI threat and, consequently, fostering avoidance job crafting. In this case, the prevention focus of employees positively moderates the process.

This study provides theoretical foundations and decision-making references for management practice. Managers should implement measures to guide employees in developing a proper understanding of AI and provide them with emotional support and institutional safeguards.

This study unveils the consequences of dependence on AI for employees, offering new perspectives for AI research in the hotel industry. By differentiating job crafting, this study theorizes and tests a dual-path model of how dependence on AI may influence hotel employees’ approach and avoidance job crafting, thereby enriching the AI–job crafting literature.

This study aims to examine how firm-specific information in stock prices influences corporate tax behavior.

This study uses ordinary least squares (OLS) regressions to examine the association between stock price informativeness and effective tax rate (ETR) volatility.

Stock price informativeness is positively associated with short-term tax avoidance as measured by ETR volatility.

While prior research examines the association between market activity and the level of ETRs, this study examines other various aspects of tax behavior.