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Human resources analytics (HRA) can potentially create value and provide a competitive advantage; however, whether and how HRA creates this value has been sparsely explored in scholarly literature. Hence, the purpose of this study is to provide a process-oriented framework for value creation from HRA use by exploring the underlying mechanisms, complementary resources and outcomes.

The study used a qualitative research design as the research question was exploratory. A total of 26 in-depth expert interviews with different organizations were conducted. These interviews were transcribed and coded for emerging themes, which were placed in a temporal sequence of occurrence to derive a process understanding of value creation from HRA. Additionally, validation tests were conducted.

The thematic analysis using NVivo provided qualitative evidence of the value-creating potential of HRA. Further, it unraveled the process of value creation from HRA in the form of problem construction, insight generation, the buy-in of stakeholders and solution implementation. This process resulted in various human resource management (HRM) and organizational outcomes. The analysis also highlighted the significance of three complementary resources, namely data quality, analytical competency and business knowledge.

This study offers guidance for HR executives and business managers to assess the conditions under which HRA can add business value to organizations.

The paper is novel as this is among the first studies to provide evidence of value creation from HRA and identify the underlying mechanism, which has been highlighted as a gap in the literature. Based on resource-based theory and its complementarities perspective, the study makes a valuable contribution to the nascent HRA literature.

Addressing integrity, flexibility and interoperability challenges in enterprise information systems (EISs) is often hindered by the “three-fit” barrier, which encompasses vertical, horizontal and transversal fit problems. To overcome these obstacles, we propose solutions aimed at defining the business view of EIS. This study addresses these issues by proposing solutions tailored to the business view of EIS. Specifically, it introduces the core ontology of sensitive business processes (COSBP), a conceptual framework designed to formalize and define the multidimensional dimensions of sensitive business processes (SBPs). By providing a unified structure of central concepts and semantic relationships, COSBP enhances both knowledge management (KM) and business process management (BPM) in organizational contexts.

This paper adopts the design science research methodology covering the phases of a design-oriented research project that develops new artifacts, such as the COSBP ontology, based on SBP modeling requirements. Following a formal multi-level, multi-component approach, COSBP is structured into sub-ontologies across different abstraction levels. Built upon the Descriptive Ontology for Linguistic and Cognitive Engineering (DOLCE) foundational ontology, COSBP integrates and extends core concepts from core domain ontologies in business processes. The framework specifies six key modeling dimensions of SBPs – functional, organizational, behavioral, informational, intentional and knowledge – each represented as a distinct class of ontological modules (OMs).

COSBP offers a semantically rich and precise framework for modeling SBPs, addressing complexity and ambiguity in conceptual modeling. It supports the creation of expressive and effective SBP models while enabling consensus-driven representation at a generic level. Additionally, COSBP serves as a foundation for extending modeling notations and developing tools that align with these notations. Its application in enterprise environments improves the integration, adaptability and interoperability of EISs, ultimately enhancing organizational processes and decision-making.

The development of the COSBP ontology holds considerable potential for application in various industries beyond its original focus on business process management and KM. The ontology’s capability to semantically model sensitive, knowledge-intensive and dynamic processes can be extended to other real-life scenarios in other complex domains and sectors – for example, finance and banking, government and public services, insurance, manufacturing and supply chain management, retail, E-commerce, logistics and transportation crisis management, government and public services, higher education and so on. By integrating artificial intelligence (AI) with the COSBP ontology, we aim to enable more intelligent decision-making, process monitoring and improved management of SBPs in knowledge-driven domains.

Given the evolution that knowledge management (KM) has undergone since the advent of the digital transition, the purpose of this paper is to evaluate how KM processes have changed as a result of agile organisations’ adoption of digital technologies.

Years have passed since the onset of the fourth industrial revolution, and the technologies unique to this revolution have permeated every organisation to varying degrees. Whether organisations have been at the forefront of technological innovation or have had to adapt to much more advanced digitised processes, they have had to change how they manage operations internally and with the remainder of the supply chain they serve. These changes have been much more significant for agile organisations, which rely heavily on digital systems and have strong supplier and customer interactions. Due to the large amount of data generated, these organisations are referred to as knowledge-intensive businesses, and as a result, their KM processes are of the utmost importance. For this reason, a multiple case study with a grounded theory approach has been implemented to carry out a field analysis.

The results show that Industry 4.0 technological advances can be included in the scientific debate on KM and agile innovation, given the effects that such technologies have on organisations.

In today’s increasingly connected world, these findings have the potential to generate significant economic value by improving coordination and collaboration in KM processes.

Knowledge transfer is a crucial ingredient of employee innovation, yet affective work events may disrupt knowledge flow among employees. This study aims to investigate a previously overlooked, yet frequently occurring affective work experience, namely, that of being envied, and examine how perceptions of being envied may drive contrastive knowledge behaviors of sharing and hiding, which subsequently impact employee innovation. The study further examines how the zero-sum game beliefs of the envied individual may moderate these mechanisms.

This study builds on territorial and belongingness theories to delineate the contrastive motivations for knowledge hiding and knowledge sharing. This study tests a moderated mediation model through a multisource survey design involving 225 employees.

The results support the notion that perceptions of being envied are linked to both knowledge hiding and knowledge sharing; however, the indirect effect of being envied on innovation is observed only through knowledge sharing. The indirect positive link between perceptions of being envied and innovation via knowledge sharing is weakened when the envied employee holds high zero-sum game beliefs.

This study advances knowledge scholarship by identifying and testing the organizationally relevant but largely overlooked antecedent of being envied at work. The results provide useful insights to practitioners on how sharing or hiding knowledge serves as a strategic asset in response to being envied at work and how this may in turn impact employee innovation.

The purpose of this study is to investigate whether ChatGPT could provide answers to participants' questions about their sexual health risks during and after the trip, as well as to examine whether the information provided was reliable.

The study included 21 young travellers by interacting with scripts to related questions and cases for health and travelling through the artificial intelligence tool ChatGPT (3.5).

The findings of the research indicate that ChatGPT can help a traveller by giving them information to prevent, recognise and address risks related to their sexual health. An indicative conclusion is the information provided by ChatGPT was adequate and correct as in the case of being provided by a health professional. In addition to the accuracy of the information provided, it shared the concerns expressed by the participants and guided them to find support, either from their doctor or from their family and friends. In addition, an important finding of the research is the digital empathy that ChatGPT demonstrated to the research participants. In particular, based on the way it responded to questions about participants' feelings, it appeared to use specific phrases that indicated empathy.

The study contributes to the literature by enhancing knowledge of the relationship between ChatGPT and travellers to their sexual health. The research focuses on strategies to prevent and manage a traveller’s potential STI infection, either during or after the trip, using the artificial intelligence tool ChatGPT.

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.

The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.

The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.

This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

Given the complex nature of integrated care systems (ICSs), the geographical spread and the large number of organisations involved in partnership delivery, the importance of leadership cannot be overstated. This paper aims to present novel findings from a rapid realist review of ICS leadership in England. The overall review question was: how does leadership in ICSs work, for whom and in what circumstances?

Development of initial programme theories and associated context–mechanism–outcome configurations (CMOCs) were supported by the theory-gleaning activities of a review of ICS strategies and guidance documents, a scoping review of the literature and interviews with key informants. A refined programme theory was then developed by testing these CMOCs against empirical data published in academic literature. Following screening and testing, six CMOCs were extracted from 18 documents. The study design, conduct and reporting were informed by the Realist And Metanarrative Evidence Syntheses: Evolving Standards (RAMESES) training materials (Wong et al., 2013).

The review informed four programme theories explaining that leadership in ICSs works when ICS leaders hold themselves and others to account for improving population health, a sense of purpose is fostered through a clear vision, partners across the system are engaged in problem ownership and relationships are built at all levels of the system.

Despite being a rigorous and comprehensive investigation, stakeholder input was limited to one ICS, potentially restricting insights from varied geographical contexts. In addition, the recent establishment of ICSs meant limited literature availability, with few empirical studies conducted. Although this emphasises the importance and originality of the research, this scarcity posed challenges in extracting and applying certain programme theory elements, particularly context.

This review will be of relevance to academics and health-care leaders within ICSs in England, offering critical insights into ICS leadership, integrating diverse evidence to develop new evidence-based recommendations, filling a gap in the current literature and informing leadership practice and health-care systems.