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The purpose of this paper to analyze the effect of Soret with heat and mass transfer on an unsteady two-dimensional Magnetohydrodynamics flow through a porous medium under the influence of the uniform transverse magnetic field in a rotating parallel plate is considered.

A mathematical model was developed using the slip conditions under unsteady state situations. Analytical expressions for the velocity, temperature and concentration profiles, wall shear stress, rates of heat and mass transfer and volumetric flow rate were obtained and computationally discussed with respect to the non-dimensional parameters. Further, the velocity reduces with increasing Hartmann number M and increases with Grashof number Gr and permeability parameter K.

It is observed that temperature reduces with an increase in Prandtl number Pr and ω. It is noted that the thermal radiation increases with increase in Soret number Sr, Schmidt number Sc, Prandtl number pr and ω.

Concentration decreases with an increase in radiation parameter R and chemical reaction parameter Kc.

Chemical reaction effects are added to the governing equation. This paper aims to get the solution by converting the partial differential equation into an ordinary differential equation and solve using a perturbation scheme and applying the boundary conditions.

In this paper, the authors discussed the chemical reaction effects of heat and mass transfer on megnato hydro dynamics free convective rotating flow of a visco-elastic incompressible electrically conducting fluid past a vertical porous plate through a porous medium with suction and heat source. The authors analyze the effect of time dependent fluctuating suction on a visco-elastic fluid flow.

Using variable parameters of the fluid, the velocity, temperature and concentration of the fluid are analyzed through graphs.

The velocity profile reduces by increasing the values of thermal Grashof number (G_r), mass Grashof number (G_c) and the magnetic parameter (M). On the other hand, the velocity profile gets increased by increasing the permeability parameter (K). The temperature profile decreases by raising the value of Prandtl number (P_r) and frequency of oscillation parameter (ω). However, the source parameter (S) has the opposite effect on the temperature profile. The concentration profile reduces in all points by raising the chemical reaction parameter K_l, Schmidt number S_c, frequency of oscillation ω and the time t.

The objective of this study is to analyze the process of reverse knowledge transfer (RKT) occurring in multinational companies (MNCs), examining whether headquarters' absorptive capacity and the human resource management (HRM) practices developed by the parent unit influence success.

The data were collected through a questionnaire completed by the human resource manager of multinational company (MNC) headquarters. The analysis has been carried out on a sample of 115 Spanish MNCs by using structural equation models (SEM).

The results indicate that a parent firm's absorptive capacity positively influences RKT and that, in turn, this absorptive capacity is greater if headquarters implement certain practices of employee staffing, training, participation and performance appraisal.

This study extends existing research on RKT by examining the absorptive capacity of headquarters. Its main contribution is to provide evidence that MNCs can improve their RKT through HRM practices developed by the parent unit. This is original because most studies on RKT focus on HRM practices used by subsidiaries.

This study aims to analyze the knowledge transfer process for implementing a company-specific production system (XPS) from a subsidiary of a multinational corporation (MNC) to its local suppliers.

A case study approach was adopted and applied in an automotive supply chain. Empirical data were collected from interviews, observations and internal documents.

The literature shows that the successful XPS implementation depends on the ability to transfer XPS knowledge; the motivation of the source unit to share XPS knowledge; the value and nature of knowledge embedded in XPS; the effectiveness of individual, social and organizational transfer mechanisms; the motivation and absorptive capacity of the target unit and, the organizational, social and relational contexts in which XPS is transferred. Based on the research findings, we develop 12 propositions and presented them in a framework.

This paper expands and enriches the literature on the knowledge transfer process of XPS. The proposed framework establishes theoretical propositions and associations raised by qualitative analysis. However, these propositions are potentially testable on a larger scale for broader generalization.

Managers can recognize critical factors and relationships needed to improve the XPS implementation from an MNC subsidiary to its local suppliers.

The proposed framework provides a scheme to capture the essential critical factors affecting a successful XPS implementation between MNC subsidiaries and local suppliers. Moreover, we found relevant associations between pairs of critical factors that were not identified in the literature.

This study examines the sequential mediating role of employee organisational commitment (EOC) and innovation on the relationship between budgetary participation and competitive advantage. Data were collected from a mail survey questionnaire of 86 Australian organisations with PROCESS applied to analyse the data. The study's findings make a significant contribution to the budgetary participation and behavioural management literature and practice. Specifically, the study provides a theoretical insight into the role of an important employee behavioural factor, EOC and innovation in mediating the relationship between budgetary participation and competitive advantage. In particular, the findings inform practitioners that budgetary participation influences the EOC of employees and subsequently influence competitive advantage through exploratory innovation.

In recent decades, organizations globally have faced challenges in adopting disruptive innovation. This chapter explores the relationship between change management and adopting disruptive innovations. Through a systematic analysis of existing literature, common themes and trends in this field are identified. The present study employs a bibliometric and content analysis of 77 publications to analyze the role of change management in the adoption of disruptive innovation. Additionally, a framework is presented to facilitate the understanding of how change management influences the adoption of disruptive innovations within organizations. The research highlights that embracing disruptive innovation is not straightforward; it demands a well-thought-out change management approach. This approach should emphasize cultivating an environment that encourages and nurtures innovation. Creating a culture that empowers employees to take risks and explore new ideas is crucial. Additionally, organizational culture, leadership, communication, and employee engagement emerge as critical factors for the successful adoption of disruptive innovations in the workplace. In summary, it is important to recognize that the successful adoption of disruptive innovations within organizations relies on the successful implementation of change management initiatives.

This study aims to synthesize extant literature on the concept of reverse knowledge transfer (RKT) built up over the past two decades with the help of bibliometric analyssis and also to suggest promising new areas for research in this field.

The study adopts a literature review methodology combined with bibliometric and network analysis based on 117 papers identified from the Scopus database. In particular, this study has tried to identify and capture themes not previously fully captured or evaluated by other reviews on this topic.

The authors have identified research themes and research gaps in the area of RKT. Overall, the review shows the main outlets that have published papers on RKT and the theoretical background this research is built on. This study exhibits core themes in this area that have persisted and grown consistently such as the subsidiary’s role in RKT. In addition, the review highlights less researched themes such as role of boundary spanning in RKT, which open exciting avenues for new research opportunities.

This study finds that RKT research has experienced remarkable growth from a complete viewpoint in recent years. There was a surge in publications in the area from 2008 onwards, and many of its influential papers seemed to have been published between 2013 and 2018. Prominent themes in this body of research have been identified and potential for future studies has been explored.

To the best of the authors’ knowledge, this is the first study to map, synthesize and discuss the literature concerning RKT.

Technology triggers business collaboration and partnership as well as becomes an essential part for disruptive business strategies. The literature on this topic is dispersed, and the chapter addresses this gap. This chapter aims to present a systematic literature review of academic studies in disruptive collaborative innovation frameworks and provide guidance for future research by identifying current research gaps. The study uses the PRISMA framework and collects literature from 2015 to 2023 from highly ranked academic venues with the final sample of 112 papers. The section is structured around the PRISMA framework, and results are reported accordingly. The analysis was conducted using a range of methods, including bibliometric analysis, multiple correspondence analysis (MCA), and text network analysis.

The analysis of the literature is presented to identify the main areas of research as well as to gauge the emerging streams. The overall results suggest that this area is starting to develop with limited research available to date. The study identified four theoretical foundations for existing research, aligned with behavioral, network, resource-based (RBV), and knowledge-based views (KBV). The identified theoretical views and themes are discussed, and examples of the studies are provided.

Organizational performance (OP) is one of the most important constructs in management research and all functions are evaluated by their contribution toward OP. This paper evaluates the current state of the research on OP in strategic human resource management (SHRM) literature. The study intends to generate new ideas for ongoing research in the field, facilitate the strategic alignment of HR operations and provide practical guidance on adopting OP measurement metrics for evidence-based decision-making at both organizational and individual levels. Consequently, a dual-method systematic review methodology was employed to achieve the stated objectives. This research underpins its theoretical argument on a resource-based view.

This research paper follows a systematic review of 127 empirical studies conducted in the last three decades, in which, the selection of OP as a dependent variable is evaluated. This systematic review followed the integrated and systemic review of literature combining Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and bibliometric analysis. The tools used for bibliometric analysis are Biblioshiny package from R software and VOSviewer software.

Out of selected 127 empirical studies, none of the studies provide a comprehensive measuring framework. As a result, the current literature review provides an expanded list of OP indicators and a measurement framework with 10 different performance perspectives based on Business Process Measurement literature.

Performance is a complex concept that requires understanding its relationships and the impact of context and measures. Objective measures alone may not capture this, so research is needed to determine the best combinations of subjective and objective measures. This systematic literature review identifies gaps in existing literature on performance measurement indicators in management and provides an exhaustive list of 161 indicators. These indicators can be used by practitioners and researchers to choose appropriate ones based on their needs. Future research should focus on case studies to validate results and enhance performance measurement systems in SHRM research.

The study emphasizes the importance of examining the multidimensionality of OP, which is linked to stakeholders affected by performance measures, the assessment environment, and the time frame when gauging performance.

This review analyzed the intellectual structure of SHRM and OP research field and identified various research fronts. This study added to the literature a measurement framework with 10 perspectives in which 161 performance indicators were categorized.

This study explores the structure of founders’ hybrid personal identities and their relationship to social venture performance. The authors hypothesize that founders experience the tension between the social and commercial goals of their venture as a paradox rooted in their personal values.

The authors surveyed 112 social enterprise founders in Chile and used structural equation modeling to test hypotheses about the relationship between self-transcendent values (i.e. promotion of others’ welfare and care for nature) and self-enhancement values (i.e. pursuing own interests and power over others) on a multidimensional scale of social venture performance.

Self-transcendence and self-enhancement are distinct yet interrelated values that coexist within social venture founders (i.e. they constitute a paradox). Self-transcendence values negatively moderate the positive relationship between self-enhancement values and social venture performance.

Mere benevolence is insufficient for effective social venturing; success depends on the founder’s self-enhancement values or their “drive” to succeed. Founder values can thus inform organizational design choices (e.g. tasks, team composition, structures and processes) and guide public and private investment decisions.

This research empirically assesses the structure of hybrid personal identities, uncovering how the concurrent action of self-transcendence and self-enhancement values influences social venture performance. The authors challenge the belief that balancing social and commercial goals benefits social venture performance. Best-performing ventures are those whose founder’s exhibit high self-enhancement and low self-transcendence values.