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Business analytics (BA) is a new frontier of technology development and has enormous potential for value creation. Information systems research shows ample evidence of its positive business impacts and organizational performance. However, there is limited understanding of how decision-makers or users of BA outcomes actually engage with data analysts in the process of data-driven insight generation and how they improve their understanding of business environments using BA outcomes. To aid this engagement and understanding, this study investigates the interaction between decision-makers and data analysts when they attempt to uncover data capacities and business needs and acquire business insights from BA tools.

This study employs an interpretive field study with thematic analysis. The authors conducted interviews with 31 participants who all relied on BA in their daily decisions. The study participants were engaged in different BA roles, including data analysts and decision-makers. They validated the applicability and usefulness of our findings through a focus group with eight practitioners, including decision-makers and data analysts from the same companies.

This study proposes a process model of data-driven sensemaking and sensegiving based on Weick’s sensemaking framework. The findings exhibit that decision-makers are engaged in sensemaking by identifying areas of focus, determining BA scope, evaluating generated insights and turning BA into action. The findings also show that data analysts engage in sensemaking by consolidating data, data understanding, preparing preliminary outcomes and generating actionable reports. This study shows how sensemaking processes and sensegiving activities work together over time through immediate enactment, selection and decision cycles.

This study is a first attempt to understand interactions in the context of BA using the perspective of sensemaking and sensegiving.

The purpose of this study is to revisit the conventional wisdom about a key contribution [i.e. strengths, weaknesses, opportunities, threats (SWOT) analysis] in the field of strategic management. The societal context and the role of academics, consultants and executives is taken into account in the emergence of SWOT analysis during the 1960–1980 period as a pivotal development within the broader context of the satisfactory, opportunities, faults, threats (SOFT) approach. The authors report on both the content and the approach, so that other scholars seeking to invigorate indigenous theories and/or underreported strategy practices will thrive.

Applying a historiographic approach, the authors introduce an evidence-based methodology for interpreting historical sources. This methodology incorporates source criticism, triangulation and hermeneutical interpretation, drawing upon insights from robust evidence through three iterative stages.

The underreporting of the SOFT approach/SWOT analysis can be attributed to several factors, including strategy tools being integrated into planning frameworks rather than being published as standalone materials; restricted circulation of crucial long-range planning service/theory and practice of planning reports due to copyright limitations; restricted access to the Stanford Research Institute Planning Library in California; and the enduring popularity of SOFT and SWOT variations, driven in part by their memorable acronyms.

In the spirit of a renaissance in strategic planning research, the authors unveil novel theoretical and social connections in the emergence of SWOT analysis by combining evidence from both theory and practice and delving into previously unexplored areas.

Caution is advised for scholars who examine the discrete time frame of 1960–1980 through mere bibliometric techniques. This study underscores the risks associated with gathering incomplete and/or inaccurate data, emphasizing the importance of triangulating evidence beyond scholarly databases. The paradigm shift of strategic management research due to the advent of large language models poses new challenges and the risk of conserving and perpetuating academic urban legends, myths and lies if training data is not adequately curated.

Current research addresses the issue of brand loyalty while identifying its potential predictors. The research also examines the direct impact of brand credibility on brand loyalty and attitude toward brand and the direct impact of attitude toward brand and on brand loyalty respectively. Moreover, this research examines the mediating effect of attitude toward brand for the relationship of brand credibility and brand loyalty.

This is a cross-sectional research. Data is collected with the help of structured questionnaire. Simple random sampling technique is used for gathering the data from 220 Samsung users from Lahore, Pakistan.

Results indicate that brand credibility has a positive influence on attitude toward brand and brand loyalty respectively. Attitude toward brand partially intervenes the relation of brand credibility and brand loyalty.

There are some limitations of the current research. It includes only the customers of Samsung mobile. Data is collected from the customers of Lahore, Pakistan, only. This research can also be conducted among the customers of OPPO, Vivo and Apple and compare the results of current research with the results of OPPO, Vivo and Apple, which will provide the useful insights. This kind of research will also be conducted among the customers of other kinds of products like FMCGs, luxury items and even on the organizations of industrial products for generalizability. In future, customers of other cities of Pakistan like Karachi, Multan and Faisalabad may also be included for generalization.

This research provides a practical framework for the marketing department of Samsung mobiles and explains how brand credibility shape the brand loyalty through the path of attitude toward Samsung mobiles. So, Samsung mobiles can maintain current policies regarding brand credibility and attitude toward brand for attaining the better level of brand loyalty. Longitudinal research studies on these variables will also be helpful for the marketing department of Samsung for checking the level of propose relationships periodically and comparing it with previous results which will provide the true picture about propose relationships. If the value of propose relationships increases or remains at same level, then Samsung can maintain the current policies about these variables and if the value of these variables decreases, the Samsung will improve the current policies about these variables.

This research contributed in theory of reasoned action by proposing the brand credibility, attitude toward brand and brand loyalty in single model. Before this, these relations were explained separately. This research adds to the body of literature by checking the mediating effect of attitude toward brand for the relationship of brand credibility and brand loyalty.

The purpose of this study is to present ANTi-microhistory of social innovation in education within Robert Owen’s communal experiment at New Harmony, Indiana. The authors zoom out in the historical context of social innovation before zooming into the New Harmony case.

The authors used ANTi-microhistory approach to unpack the controversy around social innovation using the five-step procedure recently proposed by Mills et al. (2022), a version of the five-step procedure originally proposed by Tureta et al. (2021).

The authors found that the educational leaders of the New Harmony community preceded proponents of innovation, such as Drucker (1957) and Fairweather (1967), who viewed education as a form of social innovation.

The authors contribute to the history of social innovation in education by exploring the New Harmony community’s education society to uncover the enactment of sustainable social innovation and the origin story of humanistic management education.

Underpinned by the exit-voice and work design models, this study investigates how work autonomy reduces employee turnover intentions and promotes voice behavior via the mediator of skill utilization and how this mediation process is moderated by social (learning from colleagues) and personality (future time orientation) characteristics.

The hypothesized moderated mediation model was tested using regression analysis based on two-wave survey data of 350 Chinese employees.

The relationships between work autonomy on the one hand and voice behavior and turnover intentions on the other were mediated by skill utilization. Furthermore, such mediated relationships were intensified by collegial learning and future time orientation.

Adopting empowering HR practices (e.g. autonomous work teams and job rotation) that give employees job control and learning opportunities is important to encourage employee voice and reduce turnover.

The paper identifies collegial learning and future time orientation as boundary conditions that regulate the effects of work autonomy. This reconciles the contradictory findings in prior research testing the relationship between autonomy and exit-voice decisions.

This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational agility, a crucial factor for efficiency and effectiveness and promote long-term interventions through job redesign, upskilling and reskilling.

This study employed two surveys, one for personnel (employees) and one for human aid managers (HR managers). These surveys collected data from 384 employees and 67 HR managers. The study utilized a work design questionnaire (WDQ), skilling application evaluation and the change acceptance model and testing to evaluate job redesign, skilling application effectiveness, technology acceptance and change readiness.

It was revealed that there is a significant and positive relationship between job redesign and the application of skilling programs. This relationship was shown to enhance organizational agility, with a particular focus on employees' technology acceptance and readiness for change. The integrated framework that combines job redesign, upskilling and reskilling was empirically tested and found to enable organizations to build their agility. The study also identified challenges and offered solutions for implementation, emphasizing the importance of employee responsiveness.

This research emphasizes the need for organizations to adapt job designs and enhance employee skills to enhance organizational agility, recommending a structured approach that combines job redesign and skill development efforts.

This research integrates job redesign, upskilling and reskilling in Lebanese service provider industries, contributing to organizational change and workforce development. It emphasizes technology acceptance and readiness for change.

Based on the conservation of resources (COR) theory, we investigate antecedents and consequences of work meaningfulness.

We used survey data from employees in various South Korean organizations and applied Structural Equation Modeling (SEM) and a bootstrapping procedure to test our proposed model.

We found that employees’ perceptions of their jobs’ social impact and task variety are positively related to work meaningfulness, which leads to higher levels of innovative behavior. We found that work meaningfulness mediates the effects of employees’ perceived social impact and task variety on their innovative behaviors.

Our study contributes to the positive psychology literature by identifying work meaningfulness as a critical underlying mechanism in explaining the relationship between task variety, perceived social impact, and innovative behavior.

Warehouses are under pressure to operate as efficiently as possible. In pursuit of attaining high efficiency in the order picking process, the warehouse manager must take several planning decisions, typically supported by a central planning system. However, highly centralised work erodes the autonomy of warehouse workers, interfering with worker well-being and productivity. This study holistically explores the impact of a work system with more decision autonomy for order pickers.

We conduct a unique field experiment in a real-world warehouse and use a within-subjects design to compare two work systems, one with worker autonomy and one without. 18 permanent employees participate in our study, in which we measure both psychosocial and physical well-being as well as productivity. Post-experimental interviews are conducted to delve deeper into the observed effects.

Our study illustrates that involving order pickers in operational decisions can benefit their job satisfaction and motivation without compromising productivity. Although we fail to find significance at the conventional level (α = 0.05), we do find marginally significant effects of our treatment on physical well-being aspects. Furthermore, our intervention invoked a highly positive user experience.

We show that slightly loosening tight process control results in organisational and individual benefits without endangering smooth operational flows. The warehouse in this paper acknowledged this and decided to permanently work according to this philosophy.

This study is the first to holistically explore the effects of a participatory work setting in a real-world warehouse.

The purpose of this paper is to explore the influence of employees’ job crafting on safety innovation performance through psychological empowerment and the moderation effects of employees’ mindfulness traits and job complexity on such impact.

This study conducted structure equation modeling to analyze data collected from 1,566 employees in 96 manufacturing enterprises in northern and central China.

Results showed that employees’ job crafting has a positive effect on safety innovation performance, partially through psychological empowerment, and that effect was moderated by employee mindfulness traits and job complexity.

Manufacturing enterprises should seek to promote employees’ job crafting behavior in the workplace, improve employees’ psychological empowerment and pay attention to mindfulness training for enterprise managers and employees, so as to reduce the probability of unsafe behavior.

This study reveals the underlying influence mechanism of employees’ job crafting on safety innovation performance using the self-determination theory and suggests that psychological empowerment is critical in determining how employees’ job crafting influences safety innovation performance. Furthermore, both employees’ mindfulness traits and job complexity positively moderate the above mediation.

This paper aims to examine the creation of the first commercial school in early independent Argentina in 1826 – the Academy of Accountancy of Buenos Aires (AABA) – at the request of the Argentine Government, which entrusted its direction to French expatriate Amédée Brodart, who was considered an expert in commercial education.

This study adopts a microhistory approach based on individual biography and archival research. First, it investigated published biographies of contemporary political figures Brodart had been in contact with. Then, the Argentine archives of the Ministry of Finance and the Arturo Jauretche Museum of the Bank of the Province of Buenos Aires provided information on Brodart’s life during his expatriation to Latin America. Finally, the French Archives of the Paris National Library and ESCP Business School in Paris provided information on Brodart’s life before his departure for Argentina and after his final return to France. These primary sources include extracts from Brodart’s correspondence, financial ledgers, study plans and a few rare iconographic documents.

AABA was connected to a nationalist agenda: to develop Argentinian trade to overcome national underdevelopment and to counter political agitation in the country. However, the lack of local expertise in commercial education, as well as Argentine authorities’ desire to avoid depending on foreign powers, led them to call on a French expatriate rather than on a network of organizations to open this school.

This paper contributes to the literature on the history of commercial education in Latin America and to the literature on the international transfer of commercial education models. This paper is also among the first to consider the origin story of Argentina’s relationship with commercial education.

This research offers new reflexive perspectives on the emergence of commercial education in Latin America by highlighting the agentivity of local actors.

Through a lens of dependency ambiguity, this paper repositions narratives of the development of commercial education in Latin America away from a Western-centric explanation, highlighting the role of local contextual actors. In doing so, it offers an alternative history of commercial education focused on Latin America.