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This study aims to examine the post-return-to-office challenges faced by the internal audit (IA) division of a financial services firm, focusing on employee retention. It aims to explore policy adjustments necessary to align with the evolving expectations of a workforce influenced by Generation Z and the pandemic-induced shifts in work dynamics.

Using a systematic review methodology, the study follows a seven-stage process, including the development of research questions, protocol creation, evidence gathering, quality assessment, data extraction and synthesizing the findings. This approach ensures a comprehensive analysis of the current state of employee satisfaction and retention strategies within the IA division.

The study identifies three critical insights: the need for enhanced flexibility and a better work–life balance, a growing demand for continuous learning opportunities, and the importance of promoting equity and inclusion within the workplace.

Conducted within an 11-week time frame, this rapid evidence assessment faced time limitations and relied on a single researcher and limited databases. The assessment might not encompass external factors affecting employee retention, like industry changes, economic fluctuations or competitive shifts.

To augment retention, management should prioritize implementing flexible work policies, nurturing a culture of continuous learning and addressing equity and inclusion gaps within the division.

This study has a significant social impact as it seeks to understand and quantify factors that contribute to the retention of Generation Z employees in financial institutions. Organizations can tailor their policies and practices to better support and retain this generation in the workforce, ultimately leading to a more engaged and satisfied workforce. This, in turn, can have broader societal implications, such as reducing turnover rates, improving job satisfaction and fostering a more inclusive and supportive work environment for all employees.

This research provides a fresh perspective on how management can better support employee retention through policy adaptations, particularly in the context of transitioning back to in-office work. The findings offer valuable insights into the unique needs of Generation Z employees, who represent a significant portion of the workforce and the broader implications for workplace policies in a postpandemic world.

This study aims to examine publishing patterns regarding the incorporation of organizational learning in philanthropic organizations.

This study conducts a quantitative bibliometric analysis using Scopus database data from 1997 to 2024. The search terms “organizational learning” combined with “philanthropy,” “non-profit,” “nonprofit,” “charity,” “humanitarian” or “endowment” yielded 162 articles. The data were processed in RStudio using the Bibliometrix R package, specifically the Biblioshiny component.

The results of the bibliometric analysis indicate a significant increase in research interest in the theme of organizational learning within philanthropic organizations from 1997 to 2024. This analysis also elucidates the relationships among the most prolific authors based on the country of their affiliated universities, the collaborations that have taken place, the most cited documents, keywords and the scientific knowledge used.

A comprehensive literature review will be valuable for future researchers aiming to build a robust conceptual framework. This study’s science mapping is limited to the Scopus database and languages.

To the best of the authors’ knowledge, this study is the first to describe research patterns focusing on organizational learning in philanthropic organizations.

Although listed firms in Africa are increasingly establishing board sustainability committees, their impact on corporate outcomes in the region remains relatively understudied. This study investigates the effect of executive compensation (EC) and board sustainability committee initiatives (BSCIs) on both self-reported greenhouse gas emission reduction initiatives (SRGI) and actual greenhouse gas emissions (GHGE).

Through the lens of resource-based view and legitimacy and stakeholder theoretical perspectives, the study conducts a fixed-effects model over a dataset of 2,310 firm-year observations from African countries between 2002 and 2022.

The findings show that while EC has a negative impact on SRGI, it does not have a similar effect on outcome-based GHGE reduction. The study observes that SRGI has no effect on actual GHG emissions. We add a fresh dimension to the literature by documenting that BSCIs are associated with greater outcome-based GHGE but do not seem to improve symbolic SRGI. The evidence shows that BSCIs have no moderating impact on the association between symbolic SRGI and outcome-based GHGE. Finally, the study establishes that the predicted associations vary across different periods.

This study helps unpack the role of the board sustainability committee, which Orazalin et al. (2024) show has key economic implications. The findings help stakeholders including corporate boards, executives and regulators to understand how board sustainability committee characteristics and EC are associated with GHG emissions. The results are particularly essential as this study demonstrates the need for specific standards for disclosing GHG emission-related information, notably in the non-existence of mandatory GHG reporting.

This study aims to enhance the understanding of team virtuality by exploring its impact on individual counterproductive knowledge behaviors, particularly knowledge hiding. It examines the mediating roles of cognitive and affective trust and the moderating influence of learning goal orientation, addressing a significant gap in understanding how virtual interactions affect knowledge management processes at the individual level.

We conducted a three-wave online survey with a matched sample of 274 employees who have virtual work experience in China. We performed a series of structural equation modeling (SEM) analyses using Mplus 8.3 to test our proposed hypotheses.

The results indicate a significantly positive association between perceived team virtuality and individual knowledge hiding, mediated by both cognition- and affect-based trust, with the latter showing a stronger mediation effect. Additionally, individual learning goal orientation negatively moderates the indirect relationship between perceived team virtuality and knowledge hiding via cognitive (affective) trust.

By understanding the mechanisms through which virtuality influences individual knowledge behaviors within teams, organizations can provide emotional and instructional support for virtual interactions to mitigate knowledge hiding and improve the efficiency and effectiveness of knowledge management.

This study offers a differentiated analysis by exploring the mediating roles of cognitive and affective trust and the moderating role of learning goal orientation within virtual environments. Previous research has not concurrently examined these variables within the framework of team virtuality and knowledge hiding, making this research pivotal in enhancing the theoretical and practical understanding of individual knowledge behaviors in virtual settings.

This aim of the research is to explore the link between offline and online retail sales through a comprehensive analysis of 15 years of retail sales data in Great Britain. By quantifying the impact of online sales on offline sales and vice versa on different retail categories, the study seeks to expand upon prior research that often focused on unidirectional relationships or specific retail segments. With channel- and sector-specific dynamics, the present study aspires to shed light on the dynamics shaping the retail industry and provide valuable insights for retailers.

The present study draws on 15 years of retail sales data in Great Britain to examine the interplay between offline and online sales across various retail categories. By grounding the analysis in the theoretical underpinning of cross-channel synergies and dis-synergies and applying principles of substitution and complementarity in online and offline retail sales, the research aims to quantify how shifts in online retail influence offline sales and vice versa. The study follows a systematic analysis approach that includes analysis of seasonality, autocorrelation, correlation, lagged cross-correlation and time series regression to provide a holistic understanding of the strength and direction of the relationship.

Among the myriads of findings, the most noteworthy ones are these. It was found that offline sales tend to increase significantly when online sales increase and online sales also increase significantly when offline sales increase. However, the extent of influence offline sales have on online sales is lower than the extent of influence online sales have on offline sales. For instance, it was found that for every one-unit increase in online sales, on average, the offline sales of retail stores increase by 5.82 units, but for every one-unit increase in offline sales, on average, the online sales of retail stores increase only by 0.07 units. This pattern was found true for all categories for retail stores, with predominantly non-food stores showing the lowest increase (0.02) and non-store retails exhibiting the highest increase (0.23). Additionally, evidence suggested that the retail stores can expect a sizable level of offline sales when there are no online sales (β₀ = 5155474.1); however, this was not true for online sales if they have no offline sales.

The study deepens our insight into the complex interplay between offline and online sales in the retail sector by providing empirical evidence on how online sales and offline sales interact with each other in a retail setting. It also adds nuances to existing knowledge on the relationship between online and offline sales based on channel and sector-specific dynamics. Such findings, coming from the analysis of a whole retail economy, strengthen the existing body of literature and provide a solid foundation for future research in this area. However, the study would have benefited from including qualitative interviews of different categories of retailers to provide more context and depth on interpreting quantitative patterns.

The study provides practical guidance for retailers on how they can optimize their omnichannel strategies for maximum impact. It also provides insights into the changes in relationship in terms of channel-specific and sector-specific differences. This is particularly important for retailers who operate in those categories of retail as it provides them with an insight into how they can allocate their resources for reaping substantial benefits.

Despite the wealth of research exploring the link between online and offline retail sales, there remains a gap in understanding the complex relationship between these two. This study is one of the first to fill this gap by exploring the link through a comprehensive analysis of 15 years of retail sales data in Great Britain. With these channel- and sector-specific findings, this study adds to the growing body of literature that provides an understanding of the bidirectional relationships between offline and online sales. These strengths strengthen the existing body of literature and provide a solid foundation for future research in this area.

This paper aims to explore virtual simulations, merging artificial intelligence with real-world simulations, supporting Canadian armed forces (CAF) junior military leaders (JMLs) leadership development. Our research questions are: (1) How do virtual simulations support CAF junior military leadership development within a globalized and complex environment in the 21st century? (2) Could virtual simulations support a leadership culture change through efficacious “soft skills” training? In this paper, we explore the efficacy of virtual simulations for enhancing or developing leadership in JMLs in the CAF through a four-day pilot project with twenty JMLs (n = 20).

To assess the efficacy of virtual simulations for leadership development, we designed and studied a four-day leadership workshop for JMLs in the CAF using several virtual artificial intelligence leadership role-play simulations developed by McGraw Hill in their smart book textbook (Manning & Curtis, 2022) and several non-virtual in-class simulations for comparison. We selected four twenty to thirty-minute virtual role-play simulations that synergized with the in-person morning leadership workshop. We facilitated the three-hour leadership workshops and virtual/in-class simulations over four consecutive days. We emulated the ELESS model (De Freitas & Routledge, 2013) to assess soft and leadership skills.

The participants (JMLs) reported beneficial learning utility associated with the virtual simulations. Participants also expressed that further utility might be leveraged through virtual simulations incorporating greater complexity with multiple potential outcomes. They also suggested that leadership simulations designed around military situations would prove highly beneficial, something that was outside of the scope of this small pilot project.

Since this phase of our research is a pilot project, we secured a small amount of funding to test our hypothesis that simulations enhance leadership development for JMLs. These funding limitations resulted in several constraints in the research, such as the availability of virtual simulations articulating leadership from a military perspective. However, we believed the assigned organizational leadership simulations in the McGraw Hill Smart Book ecosystem would approximate generic leadership situations enough to test the hypothesis with the JMLs. As a pilot project, our sample size was relatively small (n = 20 JMLs) since participation was voluntary amidst a busy spring season for the JMLs. Since this is a pilot project, we suggest that twenty JMLs are an adequate sampling to test the hypothesis that simulations enhance JML leadership development. We will expand the sample size in the next phase of our research as we work with the CAF to expand the pool of participants to at least forty JML participants (n = 40). We also plan to secure further funding to collaborate with subject matter experts to design virtual simulations based on Canadian military leadership scenarios.

The CAF host robust simulations capabilities for combat training, but have not exploited the potential training and analytical capacity of virtual leadership simulations for leadership development within the CAF. We believe that virtual simulations provide an opportunity for the CAF to effect desired culture change through leadership development that leverages the substantial pedagogical benefits of simulations.

The CAF encountered several detrimental leadership scandals that eroded the reputational capital of the CAF. In the current geo-political climate of an expanding North American Treaty Organization (NATO) and threats from several international actors, the CAF seeks to expand its capabilities by adding and enhancing its human capital. However, the CAF currently experiences a significant gap in its human capital aspirations. There is a unanimous consensus that the endemic traditional culture of the CAF, as expressed in the recent explosive leadership scandals, is a deterrent to recruitment and thus weakens the CAF’s capability. The CAF targets leadership development with new leadership paradigms as pivotal to culture change. The CAF suggests that by enhancing leadership development in the CAF the new cadre of leadership will change the culture of the CAF and thereby enhance the reputational capital of the CAF. It is believed that this rejuvenated culture will lead to greater recruitment and retention, leading to a strengthened military. A strengthened military is important to provide effective support and protection for the Canadian people in these volatile and uncertain times. This expanded capacity will enable the CAF to address external military threats more effectively and also the increasing operations other than war (OOTW), such as the military support of long-term care facilities during COVID-19 or the military’s support in fighting record wildfires and the military’s support in climate change related disasters such as flooding.

The satisfaction measures indicated by the participants are typical evaluative measures of leadership development (Noe, 2023). These satisfaction ratings do not, however, indicate whether training has produced a change in behaviour (Brown, 2022). The implications of these outcomes for leadership education are that role-player simulations are useful leadership education and development tools because they provide a theatre of practice in which mistakes are not detrimental and serve as learning moments (Moore, 2012; Piro and O’Callaghan, 2021; Riotto, 2021). Further, the importance of role-player simulations that closely approximate the sector where leadership is experienced and practiced is perceived to enhance the experience. While the CAF invest in combat related simulations, but leadership development simulations are not as evident in the training and development array. This study seeks to assess their potential value as a leadership development tool within the wider context of character development as a leadership competency.

The purpose of this paper is to better understand the role of virtual teams in organizational transformation. This conceptual paper explores the significant influence of the digital era on organizational structures, specifically focusing on the transformative shift toward virtual teams (VTs) with a strong message for small and medium-sized enterprises (SMEs).

The article is based on the review of existing concepts identified in the previously published studies and their critical reflection. The literature search was conducted in the Web of Science database in May 2024 by using the keywords VTs, Digitalization and SMEs.

In the rapidly changing business environment, organizational transformation is no longer a choice but a prerequisite for the survival and growth of businesses. It is argued in the study that organizations, especially SMEs, need to embrace VT despite the challenge of a comprehensive theoretical framework for understanding VT and the need for the development of a novel theory, which has been a reoccurring phenomenon and subject of debate in the literature. Furthermore, the paper underlines the necessity of providing essential preparation and training for VTs, focusing on both technological skills and collaborative work methods. In the context of SMEs, the paper argues that collaboration with external partners and the adoption of virtuality can enhance competitiveness. In the end, the emergence of virtual learning communities is proposed as a solution, providing a platform for SME owners/managers to share experiences and acquire new skills.

Overall, this study provides several recommendations for future research on VTs.

This study aims to address a systematic literature review (SLR) using bibliometrics on the relationship between academic integrity and artificial intelligence (AI), to bridge the scattering of literature on this topic, given the challenge and opportunity for the educational and academic community.

This review highlights the enormous social influence of COVID-19 by mapping the extensive yet distinct and fragmented literature in AI and academic integrity fields. Based on 163 publications from the Web of Science, this paper offers a framework summarising the balance between AI and academic integrity.

With the rapid advancement of technology, AI tools have exponentially developed that threaten to destroy students' academic integrity in higher education. Despite this significant interest, there is a dearth of academic literature on how AI can help in academic integrity. Therefore, this paper distinguishes two significant thematical patterns: academic integrity and negative predictors of academic integrity.

This study also presents several contributions by showing that tools associated with AI can act as detectors of students who plagiarise. That is, they can be useful in identifying students with fraudulent behaviour. Therefore, it will require a combined effort of public, private academic and educational institutions and the society with affordable policies.

This study proposes a new, innovative framework summarising the balance between AI and academic integrity.

This study explores the pioneering approach of utilising machine learning (ML) models and integrating social media data for predicting tourist arrivals in Sri Lanka.

Two sets of experiments are performed in this research. First, the predictive accuracy of three ML models, support vector regression (SVR), random forest (RF) and artificial neural network (ANN), is compared against the seasonal autoregressive integrated moving average (SARIMA) model using historical tourist arrivals as features. Subsequently, the impact of incorporating social media data from TripAdvisor and Google Trends as additional features is investigated.

The findings reveal that the ML models generally outperform the SARIMA model, particularly from 2019 to 2021, when several unexpected events occurred in Sri Lanka. When integrating social media data, the RF model performs significantly better during most years, whereas the SVR model does not exhibit significant improvement. Although adding social media data to the ANN model does not yield superior forecasts, it exhibits proficiency in capturing data trends.

The findings offer substantial implications for the industry's growth and resilience, allowing stakeholders to make accurate data-driven decisions to navigate the unpredictable dynamics of Sri Lanka's tourism sector.

This study presents the first exploration of ML models and the integration of social media data for forecasting Sri Lankan tourist arrivals, contributing to the advancement of research in this domain.

This study aims to identify the determining factors of perceived altruism and attitude toward an inclusive sponsorship activation, as well as the impact of these variables on the attitude toward the sponsor.

Online survey data were obtained from 1,228 respondents from France, the UK and South Africa. The data were analyzed using partial least squares structural equation modeling (PLS-SEM).

The results show that the cause-brand fit has a strong positive impact on the perceived altruism toward the motivations underlying inclusive activation, while skepticism toward advertising has a very weak negative impact. In return, perceived altruism positively influences the attitude toward inclusive activation and sponsor attitude. Furthermore, this attitude toward inclusive activation is positively influenced by involvement in women’s soccer and France men’s national football team identification. The attitude toward inclusive activation also positively influences the attitude toward sponsor attitude. However, contrary to what had been advanced, identification with the France women’s national football team and the nationality of the respondents (French, British or South African) had no impact on the attitude toward inclusive activation, while the perceived importance of the cause had very weak impact on attitudes toward inclusive activation.

This study highlights the potential benefits of investing in inclusive sponsorship activations, particularly with respect to their positive impact on consumer attitude toward sponsor attitude. It also highlights the importance of establishing, in advance, a strong association between the brand image and the cause supported, so that the motivations underlying the inclusive activations are perceived as more altruistic.