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This study, grounded in social cognitive career theory, aims to investigate the effects of the change to remote work during the COVID-19 pandemic on job security and job quality in Portugal.

It adopts a quantitative methodology by conducting a nationwide geographical study. The sample consists of 2,001 employees working in companies registered in Portugal. It explores the impact of the change to remote work on job quality and job security. In addition, it explores the relevance of demographic, organizational and social factors to explain this relationship.

The findings reveal that the change to remote work has influenced the perception of job quality but not job security. Furthermore, demographic, organizational and social variables are factors that influence this perception.

Implications that digitalization can have on job security and quality, especially among the population with lower levels of education and more precarious working conditions, should be explored. It is also important to replicate this study in other countries, especially in emerging economies.

By investigating job security, the study offers insights into the stability and predictability of employment during crises and disruptive events. By examining job quality, it delves into the multifaceted nature of work satisfaction, including factors like work-life balance, autonomy and fulfilment. Practically, the study provides valuable guidance for policymakers, organizations and individuals navigating remote work environments.

Understanding the implications for job security allows policymakers to design supportive policies and interventions to mitigate potential negative impacts on employment stability.

This study uses a sufficiently comprehensive national sample to determine the impact of COVID-19 on employment. It offers both theoretical and practical contributions to increase knowledge about the phenomenon and provides a relevant guide for policymakers to adopt measures to mitigate the effects of the transition to remote work.

This study aims to examine the literature on accounting ethics education to capture and synthesise the characteristics of scholars dedicated to this area of research.

Using a combination of PRISMA systematic literature review methods and research profiling, the study collects a sample frame consisting of 278 articles published in peer-reviewed academic journals from 1970 to 2023. The articles were analysed to identify key authors of accounting ethics education research, the institutions conducting this research and the journals publishing this research.

The results indicate that research in accounting ethics education is not dominated by any single institution but is distributed across 225 institutions in 36 countries, with a significant concentration in the United States. Additionally, most articles were published in accounting or business journals, rather than in education-focused journals.

The findings provide insights into the ranking of researchers in accounting ethics education and establish benchmarks among the institutions involved in this research area. Further studies could explore the implications of these findings on future research directions.

This study offers valuable information for academics and institutions seeking to understand the landscape of accounting ethics education research and highlights areas for potential collaboration and development.

This paper addresses a gap in the literature by providing a comprehensive synthesis of the existing research on accounting ethics education and the scholarly community surrounding it.

Analyst team forecasts are the most frequent form of earnings expectations available to investors, with teams issuing more than 70% of research reports in 2016. Prior research provides differing evidence on whether analyst teams issue higher or lower quality forecasts than individual analysts.

I use a sample of more than 17,000 hand-collected analyst reports representing 7,586 forecasts from 89 companies in three industries from 1994–2005.

I document that analyst teams benefit from an assembly bonus, and issue more accurate forecasts than individual analysts only in time periods when teams would be expected to benefit from an assembly bonus.

I outline multiple factors within the control of brokerage houses that impact teams’ relative forecast quality, such as the number of members in the team, how long the team has worked as a unit and the costliness of integrating information when forming a forecast.

Given the preponderance of analyst teams and the strength of market reaction to their forecasts, it is valuable to document factors both in the past and present likely to affect analyst teams’ relative forecast accuracy.

Foreign firms in China, particularly those from the Global West, are in a difficult position as deglobalisation and strained international relations create risk. This paper offers research avenues on how operations and supply chain management scholars can analyse the risk factors, de-risking practices, and de-risking outcomes of foreign firms in China.

This paper is primarily based on interviews with managers of foreign firms’ subsidiaries and joint ventures in China between late 2019 and early 2024 and employs institutional theory to develop a conceptual framework.

Six risk factors motivating foreign firms to consider “China+1” (diversification and multi-sourcing) or “In-China-For-China” (localisation with potential bifurcation) are identified. Four pathways focusing on politics, locations, technologies, and people enable further investigation of these de-risking strategies.

This is the first paper to take a deeper look at perceptions, worries, and considerations of foreign firms in China and offers specific recommendations for impactful research.

This study proposes a new framework for business process improvement (BPI) by identifying areas of improvement based on customer complaints.

The proposed framework comprises several stages. The first stage captures the voice of customer (VoC) in the form of customer complaints. The complaints are processed using text mining and sentiment analysis. Negative sentiments indicate areas for improvement by matching words with SERVQUAL dimensions. The FMEA method is used to identify business processes that need to be improved.

The opposing quality dimensions of SERVQUAL can be incorporated into a database for later identifying consumer complaints. FMEA can be used to identify potential failures in aspects that correspond to consumer complaints; therefore, improvement areas can be identified. The proposed framework, applied to a garment manufacturer, shows that the SERVQUAL dimensions, which were originally intended for service companies, can be adapted to manage customer complaints to support BPI in manufacturing companies.

The framework can be used by either the manufacturing or service industries to handle customer complaints and use the complaint analysis results to identify improvement areas to avoid the same complaints occurring in the future.

In this study, the construction of a database based on the SERVQUAL dimension to match sentiment results, where negative sentiment indicates improvement, and the use of FMEA to indicate specific business processes that should be improved is novel and has not yet been proposed by previous studies.

The purpose of this paper is to provide an account of student perceptions (age 16+) of the value of both obtaining a university degree and how it relates to the profession of policing. In addition, the paper details opinions of the perceived benefit of a degree with regard to potentially supporting career progression.

Participants were recruited directly, following input from a Midlands based University at a range of outreach activities, where they completed short, online questionnaires offering their thoughts and opinions on higher education and policing. Study participants were from four school and colleges within the West Midlands area, with all respondents meeting the inclusion criteria of being in the 16+ age group (Year 12 and 13).

The study yielded several key findings. Firstly, respondents positively demonstrated an intention to progress from school/college onto university, believing that having a degree or some form of formalised training is beneficial to development. Secondly, almost half of respondents indicated that they felt a police officer should have a degree to properly perform their duties. Thirdly, there was a mixed response as to whether they would prefer a police officer had a degree when dealing with the public. Finally, over half of respondents felt that holding a degree would be beneficial for career development within the police.

Higher Education Institutions (HEIs) and partner force to work closely with feeder schools and colleges to provide information on the most suitable pathway into policing for potential officers of the future. By working closely with individual students, HEIs and forces have the scope to best align a potential police officer with the “bespoke” course for them, which should offer career and academic satisfaction. HEIs to further develop a broad range of skills, supporting both academic credibility and career development, further embedding the value of obtaining a degree.

This original research highlights clear evidence from respondents that there is a good deal of perceived value that can be gathered from holding a degree. This is shown from both the perspective of new recruits joining the police and to the potential as an aid to career development.

The pandemic has caused severe disruptions and significant losses in various industries. In particular, the nursing service industry has been greatly affected, leading to increased service costs and attrition of nursing service provider (NSP) residents. Although prior studies suggest that outsourcing may mitigate losses from disruptions, there still lacks a detailed analysis of whether and when to adopt such a disruption solution.

This study develops a two-period game-theoretical model to explore the impacts of demand and cost disruptions caused by the pandemic on NSPs’ operational strategies, suppliers’ strategy choices and equilibrium prices and demand.

The results present several novel managerial insights. First, we suggest that higher demand and cost disruptions decrease service demand, but do not necessarily prompt an NSP to outsource nursing services. Interestingly, we find that even when the service cost of the outsourcing strategy is low, the NSP may still insist on the in-house strategy. Additionally, the equilibrium strategy does not always result in lower prices and higher demand.

Our findings provide insightful takeaways for NSPs to cope with the pandemic in the nursing service industry. The results also offer theoretical support for other industries to recover from demand and cost disruptions.

This study analysed students’ perceptions of teachers’ behaviours, teachers’ management practices and the use of inputs by teachers and whether these are associated with primary school progression and completion.

School-level fixed effect analysis is conducted using cross-sectional data collected from 4,000 randomly selected primary school-aged students and their schools.

Our findings reveal that students’ perceptions of teachers’ behaviours are associated with the probability of grade progression during primary school, and whether students complete primary school. Particularly important are positive behaviours, like students perceiving their teachers to be engaged and being praised by their teachers while in primary schools. It increased the likelihood of school progression by at least 15%. The use of inputs such as worksheets/written handouts and reading stories/books in the language of instruction were also found to have a statistically significant positive effect on students’ primary school performance. These are important results which hold after accounting for school management, household and child-level factors and regional differences.

Our findings provide a deeper understanding of the teaching practices which pupils perceive as beneficial to retention. While we are unable to conclude that learning is taking place, our contention is that greater time in school could increase the opportunity to learn. In this respect, beyond its policy relevance in improving educational outcomes, the paper contributes to the limited literature on the student–teacher classroom relationships particularly when looking from the perspective of students’ perception of their teachers’ teaching behaviours in developing countries.

A significant challenge arises from the inconsistent terminology used to describe augmented reality (AR) technology, leading to confusion and hindered communication. The purpose of this paper is to address the absence of a comprehensive taxonomy to define AR use cases in the architecture, engineering, construction and operation (AECO) domain and present a structured approach to developing one.

A literature review was conducted to identify AR use cases and use case taxonomies in the AECO and other industry domains in the Compendex database. This review resulted in the identification of 315 AR use cases. From the identified taxonomies, one was selected based on its comprehensiveness, relevance and applicability to the AECO industry. Leveraging this taxonomy from the manufacturing domain, this study validated, refined and added classes to the taxonomy through a content analysis of the existing AECO AR use cases. Additional critical categories were identified from existing taxonomies to enhance the taxonomy. A subset of 63 use cases was then used to validate the refined taxonomy.

The resulting taxonomy comprises two main dimensions: context-related and technology-related. The context-related dimension encompasses six classes, including the field of application, effect level, manual action category, context awareness capability, collaboration mode and interaction functions. The technology-related dimension encompasses the aim of augmentation, proximity to reality, hardware, location, content positioning, time and scale.

The taxonomy provides a comprehensive framework for categorizing and understanding AR use cases in the AECO industry using the domain language. By providing a structured framework for exploring AR applications, the proposed taxonomy may not only facilitate standardized communication but also foster creativity when designing an AR use case.

The purpose of this study is to examine how team identification influences employee work behaviors within organizational contexts. Specifically, we investigate the impact of team identification on two distinct behaviors: organizational citizenship behavior toward individuals (OCB-I) and counterproductive work behavior toward Individuals (CWB-I), with knowledge sharing as a mediating mechanism. By examining these relationships, this study provides insights into how team identification shapes both positive and negative employee behaviors and how knowledge sharing functions as a crucial mechanism in this process.

A two-wave, time-lagged survey design was employed. Data were collected from 269 full-time employees across various industries in South Korea, with participants providing follow-up responses one week after the initial survey.

The study’s findings revealed that team identification significantly influences employee work behaviors. A strong sense of team identification was positively associated with organizational citizenship behavior toward individuals (OCB-I). Although not statistically significant, team identification also showed a tendency to negatively impact Counterproductive Work Behavior toward Individuals (CWB-I). Importantly, knowledge sharing mediated both relationships. Specifically, knowledge sharing partially mediated the positive relationship between team identification and OCB-I while mediating the negative relationship between team identification and CWB-I. These results highlight the crucial role of knowledge sharing in translating team identification into observable workplace behaviors.

This study contributes original insights to the organizational behavior field by elucidating the mediating role of knowledge sharing in the relationship between team identification and employee work behaviors. While previous research has examined these elements separately, our study uniquely integrates them, demonstrating how knowledge sharing serves as a pivotal mechanism translating team identification into both positive (OCB-I) and negative (CWB-I) work behaviors. The findings provide a nuanced understanding of team dynamics within organizations and underscore the importance of fostering strong team identities and knowledge-sharing cultures. This research offers valuable implications for both theory and practice in organizational development and management.