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States that today, the corporate environment is characterized by complexity, uncertainty, contingency and evolution. In these conditions, the design of a learning organization should be based upon Einstein’s conception of time, which represents a dramatic shift from our traditional organizations built upon Newton’s time. In this research, the author defined nine temporal dimensions of organizational culture (for instance schedules and deadlines) which could be managed in order to facilitate change and learning and examined them in relation to individuals’ polychronic behavior, a temporal orientation. Polychronic people do many things at once and experience time as a relatively intangible phenomenon that emerges from specific events. This empirical investigation shows that polychronic time use is related to several dimensions of temporal culture. These results can be used to make the development of learning organizations more effective, particularly when applied to human resource activities and programs.

Temporal dimensions of work is about how individuals perceive the concept of “time”. Time is the critical success factor in any organisation. This article focuses on the theme time, diversity and team performance with an attempt to emphasise that time acts as a mediator between the group and its performance in organisations. The question addressed in this paper is whether the different temporal dimensions of the diverse work force affects the team performance. The study also attempts to understand the impact of task meaningfulness, performance norms and organizational temporal orientations on the team performance in diverse work force.

This paper aims to provide the integrated model with artificial intelligence (AI) awareness for the betterment of the higher education system in crisis i.e. fear of contagious viruses (different kinds of flu, monkeypox, chickenpox, COVID-19, etc.) corollaries in developing nations where the quality of education depends on teachers’ commitment, stress and the turnover intention.

This empirical investigation employs a self-administered survey distributed among the faculty members within higher education institutions (HEIs) of the Punjab province and the Federal Capital Territory (FCT) Islamabad, Pakistan. The final sample of 622 faculty members was collected through convenience sampling, and structural equation modeling was performed with SmartPLS to assess the proposed model.

The study reveals that remote work significantly enhances organizational commitment while concurrently lowering the turnover intention. Conversely, perceived work stress negatively impacts organizational commitment but positively influences turnover intention. Organizational commitment partially mediates between perceived work stress and turnover intention but exhibited no mediation between remote work and turnover intention. Notably, fear of contagious viruses and AI awareness positively moderate and amplify both the perceived work stress with turnover intention and remote working with organizational commitment, respectively.

The current study extends the AI-mediated social exchange theory (MET) by observing faculty members of HEIs in the context of remote working, perceived work stress, commitment, turnover intention, fear of contagious viruses and AI awareness. Moreover, the successful application of AI-MET extended the researcher’s understanding of quality education in crisis.

The study offers several contributions including applications of technical skills with AI awareness among faculty members to provide quality education for society’s welfare. Moreover, HEIs should arrange training programs for performance enhancement.

This research provided a quality-based model for HEIs for developing nations to deal with forthcoming calamities of contagious viruses and deliver quality education through remote working during lockdown. Nowadays, off-campus education during calamity situations has been an alternative to on-campus education. Therefore, HEIs must introduce AI awareness to increase the dedication of faculty members toward society’s welfare with the utilization of full effort.

The purpose of this paper is to explore the factors that may be related to a career choice in the public vs the private sector in a developing African country.

Using a sample of graduate management students, the authors tested reward preferences and altruism, elements of public service motivation, on their generalizability to a developing country in Africa. The authors also examine the role of career attitudes, individual personality factors, and cultural values on a career choice in public service.

The authors find that not all the factors associated with the choice of sector (public or private) found in previous studies apply in the Botswana context.

Perry and Wise (1990) developed the concept of public service motivation to explain why individuals may be motivated to serve the public. However, two of the factors associated with public service, intrinsic motivation, and altruism, were not predictive of a career choice in the public sector in Botswana, and thus may limit its generalizability outside of western developed countries.

In Botswana and other developing economies, government jobs are considered to provide lucrative and stable employment, and attract educated citizens regardless of motivations. However, as the private-for-profit sector is emerging, these countries could soon be facing serious competition for top university students, and will need to develop a strategy for attracting the best talents to choose employment in the public sector over career options in the private sector.

The present study seeks to further the understanding on how individuals make a career choice between public vs private sector management in a developing country.

This research attempts to identify and observe emerging features of public administration (PA) in Mozambique, Africaʼs newest democracy. Mozambiqueʼs public administration has had to assume a significant role in the process of promoting sustainable human development. Public administration in the country is challenged by Napoleonic character of Constitutional arrangements for administering public policy, shortage of skilled human capital and the apparent absence of human development plans that would facilitate a more engaged civil society.

The purpose of this study is to examine and interpret the characteristics of social responsibility in general, and business responsibility in particular, that were evident during a period in European history that was plagued by widespread social problems and change. Based on that interpretation, the authors explore the lessons those characteristics may have for social responsibility in a contemporary world that is facing similar conditions.

The paper presents a qualitative analysis of the proceedings of the Bienfaisance Congress held in Frankfurt in 1857, where societal leaders from different nations met to answer the question, who has responsibility for whom, and for what? The authors use grounded theory, as it is operationalized in what is known as the “Gioia template,” to conduct a structured analysis of this particular text, and to in turn produce a theoretical interpretation of how that question was answered.

The interpretation from this study is that congress participants articulated certain established dimensions of responsibility (individual, organizational, national), as well as one new dimension (international), and did so by differentiating boundaries of responsibility; in turn, the authors suggest that these dimensions and boundaries work together to form a nested system of responsibilities.

There is limited empirical evidence available that documents the variety of responsibility-based initiatives that were being conducted during the 19th century. An analysis of the congress proceedings allows us to gain a better understanding of how the 19th-century world, particularly the upper echelons of European society, approached the question of under what conditions actors in different domains have responsibility for another. While the implications are limited by the analysis of the proceedings of one congress that was attended by elites, they do provide a snapshot of how Europe sought to articulate a system of bounded responsibilities during a time of widespread social problems and change.

Although the nested system of responsibilities framework that emerged from the grounded theory analysis is not applicable to all situations, it should sensitize policymakers and business leaders to the need to address social problems in a systemic way.

The authors both present a systems-based framework for understanding how responsibility is differentiated among actors (individual, organizational, state and international) and demonstrate how a theoretical interpretation of historical documents can be accomplished through the use of grounded theory, as operationalized through the Gioia template.

The purpose of this paper is to critically discuss the participation of sovereign wealth funds (SWFs) in the corporate social responsibility (CSR) programmes. Sovereign wealth funds in emerging economies are often involved in corporate social responsibility. However, the 1 Malaysian Development Berhad (1MDB) scandal illustrates the possible use of SWF as a vehicle for corruption and abuse.

The primary objective is to develop good governance practices of CSR by SWFs that could limit corrupt practices. A case study approach is adopted to investigate the CSR involvement of two SWFs – Norway’s Government Pension Fund Global (GPFG) and Abu Dhabi Fund for Development (ADFD).

The finding shows that SWFs should not be directly involved in CSR. It is proposed that independent Non-government Organisations (NGOs), through a competitive funding model, could serve the CSR purpose of SWFs more effectively and bring socio-economic changes in emerging economies.

The funding model identifies the expected outcomes, priorities and uses of the funds. The funding committee should also be independent of the Board and transparent in its allocations.

Drawing from social capital, social network theory of stakeholder influence and stakeholder management, the purpose of this paper is to examine the relationship between board network centrality and firms’ environmental, social and governance (ESG) performance.

Using social network analysis, the authors construct five board network centrality, namely, degree centrality (the number of connections), closeness centrality (distance among firms), eigenvector centrality (the quality of connections), betweenness centrality (how often a firm sits between two other firms) and the information centrality (the speed and reliability of information), as measures of board access for social capital and timely information.

Using a sample of non-financial firms listed in the UK FTSE 350 index from 2007 to 2018, the authors find that board networks, measured by degree, closeness, eigenvector, betweenness and information centrality, has positive influence on firms’ ESG performance. Furthermore, the findings show that there is a non-linear relationship between board networks and ESG performance, and this relationship is stronger in the sectors where firms that have high product market concentration and high percentage of women board members.

This study unveils that strong board network centrality brings higher social (reputational) capital and information advantages to the firm to effectively, timely and accurately deal with the pressures from stakeholders (stakeholder management), which leads to better ESG performance.