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Today, companies are struggling to develop their human resources analytics (HRA) capability, although interest in the subject is rapidly increasing. Furthermore, the academic literature on the subject is immature with limited practical guidance or comprehensive models that could support organisations in the development of their HRA capability. To address this issue, the aim of this paper is to provide a maturity model – i.e. HRAMM – and an interdependency matrix through which an organisation can (1) operationalise its HRA capability and assess its organisational maturity; (2) generate harmonious development roadmaps to improve its HRA capability; and (3) enable benchmarking and continuous improvement.

The research described in this paper is based on the popular methodology proposed by Becker et al. (2009) and the procedure for maturity evaluation developed by Gastaldi et al. (2018). This method combines academic rigour and field experience in analytics, in a process spanning eight main phases that involves literature reviews and knowledge creation techniques.

We define HRA maturity through four areas and 14 dimensions, providing a comprehensive model to operationalise HRA capability. Additionally, we argue that HRA maturity develops through an evolutionary path described in four discrete stages of maturity that go beyond traditional analytics sophistication. Lastly, the interdependency matrix reveals specific enablers for the development of HRA.

This paper provides practitioners with useful tools to monitor, evaluate and plan their HRA development path. Additionally, our research helps practitioners to prioritise their work and investment, generating an effective roadmap for developing and improving their HRA capability.

To the best of the authors’ knowledge, this study is the first to provide a model for evaluating the maturity of HRA capability plus an interdependency matrix to evaluate systematically the prerequisites and synergies among its constituting dimensions.

Talent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises (SMEs) and contexts outside the Anglo-Saxon sphere. However, TM in SMEs is still under-researched, with a lack of studies and evidence on TM determinants and TM in practice. This study explores, using the lens of institutional theory, how talent philosophies and a combination of institutional factors shape TM in French SMEs, highlighting the interplay between these elements within the specific context of French SMEs.

Given the limited knowledge about TM determinants in SMEs and the need to uncover and understand the phenomenon investigated, this study is exploratory in nature and lends itself to a qualitative research approach. In-depth semi-structured interviews with 27 CEOs, managers, TM and HR managers across 15 SMEs in France provided a comprehensive cross-industry perspective.

The study reveals that talent philosophies in French SMEs are predominantly inclusive and development-oriented, influenced by institutional factors such as the cultural logic of proximity and personalization, state support mechanisms like the Fonds Unique Interministériel (FUI) and legal frameworks that emphasize equal opportunity. Organizational elements like size and proximity foster a community-focused, egalitarian TM approach, while ownership and vulnerability lead to a reactive and informal TM strategy. The study presents a model that links these determinants to the specific TM approaches observed in French SMEs, illustrating how institutional factors like centralized control and egalitarianism shape TM practices.

This paper highlights the need for more empirical studies on talent philosophies, institutional and organizational factors not only in SMEs but also in comparison with multinational enterprises (MNEs), through institutional theory. Particular attention should be paid to the homogenization of SME sizes based on their level of establishment.

This study extends studies on TM determinants in SMEs, from the perspective of talent philosophies, utilizing insights from French institutional theory. It is also among the few and new studies to highlight contextual issues of TM as well as how TM is practiced depending on internal and external factors.

The purpose of this paper is to contribute to a grounded understanding of how mobility impacts talent designation and with what consequences.

An exploratory qualitative case study was conducted of a global medical technology corporation, based on interviews with HR managers, line managers and non-managerial employees.

The findings illustrate that mobility plays a significant role in how employees are assigned talent status, and that mobility manifests and impacts talent designation through two types – geographical and lateral mobility. Mobility is not determined based on abilities and competencies, but rather on an employee’s overall personal situation, including age, family status and relationship status. Two main practices emerged through which these determinants were decided: direct questioning and guesswork. The consequences that follow are that individuals are left with little room to influence their own talent situation, and that there is a risk of discriminatory and exclusionary consequences arising.

The study makes two main contributions. First, it provides a more nuanced understanding of how talent designation unfolds in practice, showing that performance and potential alone cannot explain the process and emphasizing the consequential role of mobility. Second, it contributes with knowledge about the consequences of basing talent designation heavily on mobility. Individual employees are left with significantly less room for enacting agency and playing active roles in relation to TM than has been suggested. Added to this are the potential discriminatory and exclusionary consequences.

Criminological research, particularly in the Anglo-Saxon academic realm, has extensively examined the sharp increase in incarceration rates since the mid-1970s. Referred to as the “sociologies of the punitive turn” (Carrier, 2010), these studies argue that this surge reflects a sudden and harsh transformation in the logic governing penal practices and discourse. Some findings even suggest that this punitive shift has a global reach, impacting regions like Latin America. This broader narrative prompts an inquiry into whether a similar punitive turn occurred in Ecuador, a South American nation. Examination of prison demographics and legal frameworks in this country reveals a notable increase in incarceration rates during the 1990s, closely linked to drug trafficking control policies led by the United States. Consequently, I suggest that while the influence of neoliberal rationality, characteristic of the punitive turn, is evident, it’s more aptly described as a manifestation of punitive imperialism. Thus, it is imperative to analyze shifts in punishment trends within the framework of imperial dynamics, particularly considering the economic dependency of peripheral countries.

In this study, we assessed the educational value and efficacy of a virtual educational escape room (VEER), called “The Mysterious Disappearance”, for training pre-service teachers.

“The Mysterious Disappearance” was developed ad hoc and contains various activities and puzzles focussing on the Sustainable Development Goals (SDGs). The research will evaluate the design quality and satisfaction of 193 participants regarding the VEER, their perceptions of game-based learning (GBL) and analyse which soft skills are most used and which valence typology (positive/pleasant or negative/unpleasant emotions) has the greatest impact on players’ experience. Descriptive, exploratory factor and inferential analyses are employed.

The study indicates that the VEER is rated very positively by pre-service teachers. Overall satisfaction levels are high, and the resource and methodology are perceived as favourable. The design quality of the resource is also well rated, with participants perceiving it as a challenging but engaging and well-balanced. Participation in the VEER shows several benefits, especially in cognitive and motivational areas. The participants demonstrated high levels of soft skills utilisation. The resource elicits predominantly positive and pleasurable emotions. Finally, there is a positive perception towards GBL among pre-service teachers, both as students and future teachers.

This study employs a multivariate analysis, using a questionnaire comprising three scales. This study’s dual focus on participants’ perceptions, as current Students and Future teachers, provides insights into their potential role as designers/implementers. Findings contribute to the ongoing development of academic hypotheses, particularly by highlighting the increased motivation linked to VEER use and its positive impact on learning. Designed with the SDG framework, the game enhances teachers' engagement with the 2030 Agenda, supporting their professional development and promotes values related to sustainability. The VEER was developed ad hoc by one of the authors, and the study has potential implications for numerous fields and areas of research.

This study examines the impact of corporate social responsibility (CSR) on innovation, considering the role of the three dimensions of intellectual capital (human capital, structural capital and relational capital). Specifically, the analysis explores the direct effect of CSR and intellectual capital on innovation, the effect of CSR on intellectual capital, and the mediating effect of intellectual capital on the relationship between CSR and innovation.

Data were collected from a sample of 101 Tunisian firms operating in various industries. The conceptual model of direct and indirect effects was tested with partial least squares structural equation modelling (PLS-SEM) using SmartPLS 4 software.

CSR is positively related to innovation, as well as all dimensions of intellectual capital. Structural capital is the only dimension of intellectual capital that has a significant effect on innovation. CSR affects innovation through its impact on structural capital.

Most studies have examined the direct effect of CSR on innovation in firms in developed countries. In contrast, this research sheds light on the mediating role of intellectual capital in this relationship, underlining the specific role of human capital, relational capital and structural capital. In addition, the study focuses on a developing country, which thus differentiates it from previous studies.

The goal of this work is to evaluate how corporate social responsibility (CSR) affects competitive performance in Nigeria's banking industry, with innovation capability acting as a mediator and environmental uncertainty as a moderating factor.

The banking industry in Nigeria served as the site for the empirical investigation. Employees at deposit money institutions received a questionnaire. Direct and mediating effects and the moderating role were thus examined utilizing a final sample of 267 cases using consistent partial least squares structural equation modeling with ADANCO 2.2.1.

The data shows that CSR has both a significant strategic impact on innovation capability and a competitive innovation capability. In contrast, the outcome shows a strong effect of CSR's strategic character on performance in the marketplace. Furthermore, evidence for mediating and moderating effects was provided.

The study was restricted to Nigerian banking institutions. Additionally, data on competitive performance were acquired from employees' perspectives, while considering the competitive performance of their rivals.

The primary contribution of this paper is the empirical investigation of the mediating impact of innovation capability and the moderating function of environmental uncertainty in banking organizations that use a CSR strategy to attain competitive performance.

This study aims to investigate the relationship between green human resource management (GHRM), corporate social responsibility (CSR) and organizational performance (OP) of small- and medium-sized enterprises (SMEs) by examining corporate reputation (CR) and employee engagement (EE) as mediators in Vietnam.

This study used the quantitative method with 458 valid responses from mid- to senior-level managers and chief executive officers (CEOs) were obtained and used for data analysis. To analyze and explore the relationships between constructs and mediators, SmartPLS version 4.0 structural equation modeling was used to analyze the data of the SMEs of Vietnam in 2023.

The results showed strong and positive relationships between GHRM, CSR and OP in SMEs, with CR and EE serving as significant mediators.

This research provides new insights into how GHRM and CSR enhance OP by using an integrated model that examines how CR and EE mediate this relationship. It demonstrates that businesses implementing GHRM and CSR can promote sustainable development among stakeholders, leading to improved OP in Vietnam’s dynamic economic environment. The findings have practical implications for executives and managers, emphasizing the need to balance stakeholder, environmental and social interests to optimize GHRM and CSR initiatives and foster sustainable growth. This study’s insights could significantly influence SMEs in the Vietnamese economy.

The literature identifies the need to understand better the role of universities’ entrepreneurial orientation (EO), even while this remains an unexplored field. This study seeks to overcome this shortcoming and put forward empirical evidence on the EO of universities and it examines the moderating effects of networks, knowledge and trust, market orientation, and implementing sustainable development goals (SDGs) on the design and development of entrepreneurial universities.

To test the conceptual model, the authors used a sample of 125 questionnaires obtained from Portuguese higher education institutions, and it was deployed a structural equation model by a partial least squared as the estimation method.

The results show that the different dimensions of EO significantly influence the design and development of entrepreneurial universities. Furthermore, our findings show how market orientation and SDGs have moderating effects on the development of university entrepreneurship.

As for practical implications, the results point to the influence EO holds over entrepreneurial universities, and this causal relationship undergoes moderation by networks, knowledge and trust, market orientation and SDGs. As such, HEI rectors, deans and directors need to leverage these moderating effects, fostering human capital and universities’ active initiatives and policies to conceive and develop more entrepreneurial universities.

Our research model seeks to contribute to advancing studies on the EO of universities and assists in better understanding EO within the scope of influence of the third university mission as entrepreneurial institutions.

Corporate digital responsibility is a challenge for companies as it recognizes that the use of technology can have a significant impact on society. In addition, a whole philosophy of nonfinancial disclosure has recently been developing and has become a priority for organizations seeking to be transparent and accountable. While some companies have already adopted this approach, practices related to information transparency in corporate digital responsibility are still in their early stages, creating a need to improve reporting and promote greater understanding in this evolving field. Based on a study analyzing the disclosure of information on digitization and taking into account that the board of directors is the body in charge of companies’ disclosure policy, the study aims to identify the factors that favor this disclosure.

As established by Ponce et al. (2022), IBEX-35 companies are Public Interest Companies subject to European and international regulations and are required to provide information on economic efficiency indicators and nonfinancial indicators. In relation to the proposed objectives, the aim is to analyze the possible factors that condition the degree of dissemination of information on digitization. To this end, a multiple linear regression of the dissemination index has been proposed following the works of Gil et al. (2018), Rodríguez-Ariza et al. (2014) and Briano-Turrent & Rodríguez-Ariza (2013). The estimation will be performed using the SPSS software (version 27).

The results show that the number of independent directors has a positive influence on the level of information disclosed by companies online. Conversely – and in line with previous studies – board size does not have a significant impact on the level of information transparency.

This study has a few limitations that adversely impact the generalizability of the results. First, the subjective problem inherent in the rating and evaluation of information collected in the annual reports of sample companies cannot be excluded. Second, the consideration that each element that constitutes the IDT has the same weight, there being no weighting criteria. Finally, the study population is limited to 35 listed companies, not considering medium and small companies. Nevertheless, despite these limitations, the results are sufficiently interesting to justify and extend the research to a larger number of companies and, of course, to other stock market indices. Another interesting future line of research would be to include more independent variables to analyze what other factors determine the degree of digital transparency of companies.

The study may be useful for organizations to take into account when identifying the corporate governance characteristics that will improve the disclosure of information on digitalization, which is still incipient and voluntary. Similar considerations could be made with respect to the competent authorities in regulating the disclosure of information by companies, insofar as they should promote policies that, in general, favor corporate transparency.

This study contributes to the literature in three main ways: 1) although there is a large body of research that has explored the impact of corporate governance dimensions on the level of nonfinancial transparency, the present study pioneers the approach to digitalization disclosure in Spanish listed companies; 2) it provides evidence that it is highly advisable to have a majority of independent directors to achieve a higher degree of digital disclosure; and 3) the results of this research show the current state of digital transparency on the websites of most of the listed companies in Spain, which could serve as a benchmark for those responsible for issuing corporate governance policies and guidelines.