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Small islands are particularly vulnerable to environmental impacts, as multiple environmental as well as socio-economic changes are impacting their local communities and especially the most vulnerable segments of their population. Information and communication technologies (ICTs) are increasingly viewed as an opportunity for small islands to mitigate and adapt to climate change. ICT may help to monitor short-term and long-term climate trends, raise awareness, help protect the environment and reduce carbon emissions. Though the ICT sector has been recognised as crucial in ensuring sustainable development, it is also important to address its potential adverse impacts like energy consumption, electronic waste generation and digital inequality among others. The ICT-environment link is thus rather complex. While there is extensive literature on the ICT-climate change nexus, the evidence remains mixed. The evidence on small island economies is rather scant. The objective of this chapter is to investigate into the ICT and environment linkage for small islands taking on board the specificities of island economies. The Panel Vector Error Correction Model (PVECM) is used on 38 small islands over a period 2000–2020, and the long-run results show that higher use of ICT has resulted in lower carbon emissions.

Construction experts acknowledge the adverse effects of rework on project performance. However, the limited understanding of its underlying causes remains a significant challenge. Therefore, this study aimed to thoroughly investigate the sources of construction rework.

A mixed review using bibliometric analysis as a quantitative method and content analysis as a qualitative method was performed to understand the current knowledge in the field. The Web of Science (WoS) was selected for its comprehensive collection of major research articles and integrated analytical tools for generating representative data. The study involved an extensive bibliometric analysis of 107 journal articles on rework causes from 1991 to 2023. RStudio Bibliometrix, an R statistical programming package, was used to analyze rework origins. This method involved mapping the research landscape, identifying research gaps and analyzing emerging trends.

The causes of rework can be classified into three main clusters: human- and contractual-based rework causes, design-, quality- and project management-based rework causes and organizational-based rework causes.

Although several studies have addressed rework causes from various perspectives and methods, the topic has not been investigated holistically. This study is the first to leverage the quantitative and qualitative analytical capabilities of the RStudio Bibliometrix package. Innovative approaches, including the use of metrics, such as the h-index, thematic mapping and trend topic analysis, were employed for a comprehensive understanding of rework causes.

This study investigates the coupling effects between temperature, permeability and stress fields during the development of geothermal reservoirs, comparing the impacts of inter-well pressure differentials, reservoir temperature and heat extraction fluid on geothermal extraction.

This study employs theoretical analysis and numerical simulation to explore the coupling mechanisms of temperature, permeability and stress fields in a geothermal reservoir using a thermal-hydrological-mechanical (THM) three-field coupling model.

The results reveal that the pressure differential between wells significantly impacts geothermal extraction capacity, with SC-CO2 achieving 1.83 times the capacity of water. Increasing the aperture of hydraulic and natural fractures effectively enhances geothermal production, with a notable enhancement for natural fractures.

The research provides a critical theoretical foundation for understanding THM coupling mechanisms in geothermal extraction, supporting the optimization of geothermal resource development and utilization.

This study aims to enhance the precision and efficiency of English Bond brick masonry by developing three unified templates: Tc, T1, and T2. These templates are designed to address the complexities in the placement of bricks, particularly queen closers and brickbats, in English Bond patterns.

The research introduces a unique numbering system integrated within each template to facilitate accurate brick placement. Template Tc is designed explicitly for corner masonry, while T1 and T2 are developed for linear masonry along the X and Y directions, respectively. The approach standardizes the bricklaying process, ensuring proper alignment and bricks overlap.

Applying these templates significantly improves the efficiency and pace of English bond brick masonry. They simplify the construction process, reduce errors, and enhance the overall quality of masonry work. The study demonstrates that using these templates results in consistent and high-quality brickwork, surpassing traditional speed, efficiency, and accuracy methods.

This study contributes a novel, systematic approach to bricklaying in English Bond masonry. The introduction of unified templates aids in skill acquisition for professionals and learners, ensuring flawless execution of masonry projects. This innovative approach holds great value in modern construction practices, promoting standardization and excellence in masonry work.

This paper examines the impact of corporate digital transformation on employee satisfaction. Therefore, this study extends our understanding of the economic consequences of corporate digital transformation from employees’ perspectives.

The data used to construct our main proxy of employee satisfaction are collected from Kanzhun.com, which provides reviews by rank-and-file employees on their employers. This study uses a large sample of Chinese firms and adopts various empirical methods to examine the impact of digital transformation on employee satisfaction.

We find a significant positive relationship between corporate digital transformation and employee satisfaction. Moreover, we document that the relationship between corporate digital transformation and employee satisfaction is more pronounced in firms with higher labor intensity and in state-owned enterprises (SOE).

One significant limitation is that corporate digital transformation is constructed based on word frequency analysis. This approach may be influenced by variations in corporate disclosure practices and might not accurately capture the true extent of corporate digital transformation. This limitation is not only present in our research but is also pervasive in many other studies that utilize similar methodologies. Therefore, our results should be interpreted with this caveat in mind.

Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success.

Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success.

Our study contributes to the literature on the economic consequences of corporate digital transformation and extends existing research on the determinants of employee satisfaction. Additionally, it provides a novel measurement of employee satisfaction for a large sample of Chinese firms.

The emergence of Construction 4.0 technologies provides an impetus for radical change and rejuvenates the interest of stakeholders in addressing long-standing performance issues in the construction sector. However, construction firms struggle to implement Construction 4.0 technologies for performance measurement and improvement. Therefore, the purpose of this research is to develop a conceptual model of innovation management for implementing Construction 4.0 that guides and facilitates the strategic transformation of construction firms.

A conceptual model of innovation management is presented, and the findings are synthesised based on a literature review, 20 semi-structured interviews, two focus group discussions, three workshops, expert consultation and observations on three digitally-enabled projects. Data were inductively analysed using thematic analysis.

The analysis of empirical data revealed: (i) Four scenarios that could lead the industry to different futures, based on the extent of research and development, and the extent of integration/collaboration; (ii) Construction 4.0 capability stages for a sustained implementation route; (iii) Possible business model configurations derived from servitisation strategies; and (iv) Skills management challenges for organisations.

First, the empirical data was only collected in the UK with its unique industry context, which may limit the applicability of the results. Second, most of the research data comes from the private sector, without the views of public sector organisations. Third, the model needs to be further validated with specific data-driven use cases to address productivity and sustainability issues.

Successful Construction 4.0 transformation requires a concerted effort of stakeholders, including those in the supply chain, technology companies, innovation networks and government. Although a stakeholder’s action would depend on others’ actions, each stakeholder should undertake action that can influence the factors within their control (such as the extent of collaboration and investment) and the outcomes.

The conceptual model brings together and establishes the relationships between the scenarios, Construction 4.0 capability stages, business models and skills management. It provides the first step that guides the fuzzy front-end of Construction 4.0 implementation, underpins the transformation to the desired future and builds long-term innovation capabilities.

The purpose of this study is to empirically examine the cause–effect relationships between workplace friendship and knowledge-sharing behavior, from a static perspective. Furthermore, it investigates the bi-directional relationship between the increase in both workplace friendship and knowledge-sharing behavior over same time periods, and also endeavors to identify whether there is a significant negative lagged effect of the increase in both workplace friendship on knowledge-sharing behavior, and vice versa, across time from a dynamic perspective.

The study conducts a three-wave questionnaire survey to test the research model. A latent change score approach was used to test the direct relationship between changes in workplace friendship and changes in knowledge-sharing behavior.

The findings reveal that knowledge-sharing behavior fosters workplace friendship and workplace friendship promotes the emergence of knowledge-sharing behavior. An increase in workplace friendship promotes an increase in knowledge-sharing behavior over same time periods. However, an increase in workplace friendship will lead to a lagged decrease of knowledge-sharing behavior across time, and vice versa.

The time interval in this study is a little short to capture the full changes in workplace friendship. Some important control factors and mediating mechanisms are not included in the research model.

This study guides managers to focus on various motivators to better strengthen workplace friendship and knowledge-sharing behavior and to consider and effectively respond to the negative side of workplace friendship and knowledge-sharing behavior across time.

This study emphasizes the predictivity of one important interaction patterns, namely, knowledge-sharing behavior on friendship at the workplace, from a static perspective. This study also shows the benefits of an increase in workplace friendship for the development of knowledge-sharing behavior in the same time period. Furthermore, the study presents a counterintuitive finding when taking the lag effect into consideration in exploring the relationship between changes both in workplace friendship and knowledge-sharing behavior, and identifies a negative side of both when viewed over longer periods.

This paper aims to design a hybrid model of knowledge-based performance management system (KBPMS) for facilitating Lean Six-Sigma (L6s) application to increase contractor productivity without compromising human safety in Indonesian upstream oil field operations that manage ageing and life extension (ALE) facilities.

The research design applies a pragmatic paradigm by employing action research strategy with qualitative-quantitative methodology involving 385 of 1,533 workers. The KBPMS-L6s conceptual framework is developed and enriched with the Analytical Hierarchy Process (AHP) to prioritize fit-for-purpose Key Performance Indicators. The application of L6s with Human Performance Modes analysis is used to provide a statistical baseline approach for pre-assessment of the contractor’s organizational capabilities. A comprehensive literature review is given for the main pillars of the contextual framework.

The KBPMS-L6s concept has given an improved hierarchy for strategic and operational levels to achieve a performance benchmark to manage ALE facilities in Indonesian upstream oil field operations. To increase quality management practices in managing ALE facilities, the L6s application requires an assessment of the organizational capability of contractors and an analysis of Human Performance Modes (HPM) to identify levels of construction workers’ productivity based on human competency and safety awareness that have never been done in this field.

The action research will only focus on the contractors’ productivity and safety performances that are managed by infrastructure maintenance programs for managing integrity of ALE facilities in Indonesian upstream of oil field operations. Future research could go toward validating this approach in other sectors.

This paper discusses the implications of developing the hybrid KBPMS- L6s enriched with AHP methodology and the application of HPM analysis to achieve a 14% reduction in inefficient working time, a 28% reduction in supervision costs, a 15% reduction in schedule completion delays, and a 78% reduction in safety incident rates of Total Recordable Incident Rate (TRIR), Days Away Restricted or Job Transfer (DART) and Motor Vehicle Crash (MVC), as evidence of achieving fit-for-purpose KPIs with safer, better, faster, and at lower costs.

This paper does not discuss social implications

This paper successfully demonstrates a novel use of Knowledge-Based system with the integration AHP and HPM analysis to develop a hybrid KBPMS-L6s concept that successfully increases contractor productivity without compromising human safety performance while implementing ALE facility infrastructure maintenance program in upstream oil field operations.

This paper aims to identify challenges and facilitating factors in interorganizational knowledge acquisition. For this purpose, the interorganizational settings of the Orange Line Metro Train System and Sustainable bus rapid transit (BRT) Corridor in Pakistan are examined.

This study uses an exploratory multiple case study approach. The empirical data encompasses semi-structured interviews and archival documents. Within and cross-case analyses are used for analyzing the data.

The findings identify challenges such as time pressure, knowledge hiding, finding credible information sources, organizational red tape and facilitating factors such as clear objectives, individual interest and personal commitment, and revisiting the organizational culture and environment in which interorganizational knowledge acquisition takes place.

By examining knowledge acquisition in interorganizational projects, this study contributes to the literature on knowledge-based theory.

This study aims to identify the strategic leadership and change management used to obtain the Association to Advance Collegiate Schools of Business (AACSB) accreditations as well as the research development on AACSB in the past decade.

This study used a systematic literature review following Petticrew and Roberts’ study. The articles were limited to empirical studies published from 2013 to 2022, taken from the Dimensions AI database.

The findings suggested that two leadership styles were used to obtain AACSB accreditation: dominance-oriented transformational and financial leadership, alongside three traits of academic leaders: commitment, engagement and encouragement. Additionally, three change management models/processes were found in the articles: teaching evaluation framework, temporary isomorphism and authenticity. Finally, they discovered that the object of the studies on AACSB accreditation had been narrowed down from the organizational level to smaller objects consisting of schools’ identity, teaching, learning and business schools’ key players.

As this study only used Dimensions AI, potential articles related to the topic outside the database could not be obtained. Thus, it limits the scope of the findings of this paper.

This study informs academic leaders in business schools about the role of strategic leadership and change management in obtaining AACSB accreditation.

Through a systematic scoping review, this study presented a decade of research development on AACSB in addition to the strategic leadership and change management needed to obtain it.