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The aim of this chapter is to discuss the key challenges that the academia and the academics of higher education have to face in relation to AI but also to make recommendations on the strategies that the academia can adopt so to optimize the use of AI in an ethical manner. Due to the lack of knowledge in the field of AI, there is limited literature on the field of AI, especially on issues related to academic integrity. For this reason, this chapter suggests several recommendations on how AI can be a foe not an enemy of academia. Those practices include the developing a culture of ethos for the use of AI among the stakeholder of higher education, the use of AI as a personalized tutor, and on grading. However, from a critical perspective, the most important issue of AI is academic integrity. At this case the stakeholders of higher education must take immediate action so to ensure the ethical use of IA in Higher Education. The authors of this chapter suggest making modifications on the way that students are assessed, including having more examinations and online quizzes along with written assignments which will promote critical reflections so to avoid the use of AI in written assignments.

Given the increasing attention on ChatGPT in academia due to its advanced features and capabilities, this study aims to examine the links among Artificial intelligence (AI), knowledge sharing, ethics, academia and libraries in educational institutions. Moreover, this study also aims to provide a literature base while discussing recent trends in AI and ChatGPT technologies, highlighting their specific uses in institutions.

The paper involves a structured interview format where a human interviewer poses questions “Qs” in ChatGPT, related to knowledge sharing, ethics, academia and libraries. Moreover a literature base is also provide to discussed recent trends in AI and ChatGPT technologies, highlighting their specific uses in institutions.

The study find out that AI and ChatGPT technologies in educational institutions affect knowledge sharing, ethical consideration, academia and libraries. This study also highlights literature directions for the trends and proper use of the AI and ChatGPT among institutions, such as improving student-learning engagement.

This research contributes to the prior literature by offering an in-depth review of current uses and applications of AI and ChatGPT in educational institutions. It not only highlights key trends and innovations but also provides insights and guidelines for future research. This study also provides insights and guidelines for future research. Furthermore, the article emphasizes the potential impact of AI and ChatGPT on the future of education and technology.

The theoretical background bases on the big data analytics-artificial intelligence (BDA-AI) technologies and supply chain ambidexterity (SCAX) in the firms to assess their sustainability endeavors such as green supply chain management (GSCM) to improve their green communication and corporate image.

Around 220 participants in the manufacturing firms are participants' industry expertise, diverse roles, and representation as key stakeholders.

The results show BDA-AI and SCAX affected on GSCM and found the significant relationships with green communication and corporate image. Green communication was discovered to impact corporate image significantly.

Prior studies are neglected to address the relationship among the AI, powered by rapid computational and BDA breakthroughs, redefines cognitive tasks, achieving feats previously deemed impossible-making implicit judgments, simulating emotions, and driving operations. This study selects manufacturing firms as respondents due to their forefront of BDA-AI and supply chain ambidexterity adoption to benefit the operational efficiency and competitiveness. The firms intricate supply chains, diverse stakeholders, and strategic emphasis on corporate image make it an ideal context to examine the nuanced impact of these technologies.

The emergence of artificial intelligence (AI) which operates through technology and digital workspace has proven to transform organisations in recent times. However, there has been key concern over its efficiency among the workforce on how it may replace human intelligence in the contemporary work environment. This study aims to investigate the drawbacks otherwise known as the dark side of AI and its effect on employee quality of work−life and organisational performance through the lens of employee capacity development in reducing its shortcomings.

This study used a descriptive research design using a cross-sectional survey approach to administer the research instrument to 1,847 customer service officers of banks, customer agents of telecoms, customer care of retail organisations in Nigeria business environment across various units were respondents of this study, however, 862 participants were finally used. A simple random strategy was used to survey the study participants, and existing scales were adopted to form a new research instrument. A partial least square (PLS) based structural equation model (SEM) was adapted to analyse the collected data from the respondents.

The outcome of the study indicated that AI lacks creativity and has a negative impact on both employee quality of work−life and overall organisational performance. The outcome of the study demonstrated the drawbacks and the dark sides of AI as lack of emotional intelligence, lack of in-depth contextual knowledge, over-reliance on data quality and lack of ethical and moral decision analysis are the possible dark side of AI which adversely affect quality of work−life and overall performance of the organisations. The study concluded that it is difficult to replace human intelligence because of AI’s drawbacks and dark side. AI cannot function effectively beyond what is programmed in the system.

This study has offered a novel trajectory against the efficiency and possible benefits of AI that people are familiar with. It has changed the understanding of the researchers, policymakers and organisations that AI cannot replace human intelligence in the workplace without improvement on those established AI dark sides.

This paper examines whether there is a presence of behavioral consistency in CEOs' earnings management decisions. Based on insights from the career imprint theory, we propose that firms are more likely to engage in earnings management when their newly appointed CEOs come from firms that were also involved in such practices. Empirical support was found by analyzing a dataset that tracks 855 CEO transitions. Additionally, we find that the strength of this effect is influenced by factors such as the age of the CEO when they joined their previous firm, the length of their tenure at the previous firm, the size of the former firm, and the strength of corporate governance in their current firm. Furthermore, additional tests support the idea of “moral cleansing” behavior in CEOs, but not the “slippery slope” mechanism.

Age-inclusive management practices are crucial for addressing the needs of the older workforce, but there is limited research on these practices. One underexplored area is how workplaces can support older employees dealing with the loss of a loved one. The psychological process of loss differs for older employees and can have adverse effects on their ability to perform in the workplace. The purpose of this paper is to explore how workplaces can provide the necessary tools to support their older grieving employees.

This conceptual paper draws on the job-demand resource model and signaling theory to investigate how flexible work arrangements can support older employees after a bereavement and contribute to optimal employee performance.

Flexible work arrangements are theorized to lead to optimal performance via informational support. An ethical climate and stronger cultural competencies are proposed to strengthen this relationship. A theoretical framework is presented for a comprehensive research approach.

This paper advances the current understanding of age-inclusive management and offers a novel perspective on the benefits of flexible working arrangements.

This paper explores the profound philosophical and conceptual foundations that underpin comparative international education research, particularly concerning the evolving roles of universities and colleges that transcend mere skills training or human capital development in contemporary times. Universities and colleges have predominantly focused on measuring their success through criteria such as research excellence and their ability to adapt to the ever-evolving demands of the job market. It is imperative to recognize that the diversity of postsecondary institutions is not only providers of human capital with curriculum shaped by labor market needs; rather, they should be recognized as institutions dedicated to human development, community anchors, the promotion of the public good, democratic education, the cultivation of civil society, and global citizenship. Relying on an extensive review of selected literature pertaining to the mission, goals, aims, and roles of the postsecondary sector in three regions (East Asia, Germanic Europe, and North America), this paper considers the question, “How do different approaches and traditions in different social contexts contribute to our understanding of the civic roles of postsecondary education institutions in shaping future global citizens, transcending the confines of national boundaries?” Throughout the paper, the unique contexts and traditions of these regions are meticulously examined alongside thematic discussions, culminating in comprehensive analyses on what factors are considered as the civic roles of institutions and what challenges are there for them to realize their goals.

This study is aimed at decoding the impact of supportive leadership behavior (leader–member exchange [LMX]) on job satisfaction (JS) through the mediating role of the work–nonwork interface (work-to-nonwork conflict [WNC] and work-to-nonwork enrichment [WNE]), within the work-from-home context in India.

Multiphased data collected from 232 full-time working Indian dual-working parents (with one or more children) were analyzed using structural equation modeling.

Overall, the hypothesized model receives empirical support from the data. LMX positively influenced WNE and simultaneously negatively influenced WNC. WNE, in turn, positively impacted JS, and WNC negatively influenced JS. Results supported only the mediating role of WNE between LMX and JS but not WNC. Women reported greater JS than men, and respondents staying in a joint family reported decreased WNC.

The current study takes a multiphased, multidomain approach to understand the underlying mechanisms of leadership’s impact while working from home.

By adopting a tailored approach, organizations can ensure better alignment between employee goals and the desired outcomes of the organization. This entails considering extended family requirements and designing HR interventions and strategies that accommodate the specific challenges faced by dual-working parents.

This study helps to shed light on the sparsely researched arena of the role of leadership in the work-from-home context, more so for Indian dual-working households. Hence, it makes significant contributions to theory and practice.

The present study examines the interplay between age, marital status, alpha female status and various adaptive performance dimensions among a cohort of 380 female professionals.

This study adopts a positivist approach to collect and analyse the data, utilizing appropriate statistical techniques to explore the relationships between the variables of interest.

The study elucidates the significant role of alpha female status in predicting adaptive performance. It finds that alpha females possess distinct competencies, particularly in learning and training, indicative of proactive behaviour and self-efficacy. While older participants tend to demonstrate higher performance levels, the study reveals no significant correlation between age and alpha female status, suggesting that leadership traits may develop independently of age. Furthermore, marital status exerts a modest influence on adaptive performance. The interplay of age and marital status significantly affects adaptive performance, potentially due to the Cumulative Advantage Paradigm, which is the accumulation of advantages or disadvantages throughout an individual's life course.

This study contributes to the existing literature by providing a nuanced understanding of how demographic factors converge to influence adaptive performance in professional settings. It highlights the importance of recognising and nurturing alpha females in organizations and considering the interactions between age and marital status when designing career development programmes and support systems.