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Current business challenges force companies to exchange critical and sensitive data. The data provider pays great attention to the usage of their data and wants to control it by policies. The purpose of this paper is to develop usage control architecture options to enable data sovereignty in business ecosystems.

The architecture options are developed following the design science research process. Based on requirements from an automotive use case, the authors develop architecture options. The different architecture options are demonstrated and evaluated based on the case study with practitioners from the automotive industry.

This paper introduces different architecture options for implementing usage control (UC). The proposed architecture options represent solutions for UC in business ecosystems. The comparison of the architecture options shows the respective advantages and disadvantages for data provider and data consumer.

In this work, the authors address only one case stemming from the German automotive sector.

Technical enforcement of data providers policies instead of relying on trust to support collaborative data exchange between companies.

This research is among the first to introduce architecture options that provide a technical concept for the implementation of data sovereignty in business ecosystems using UC. Consequently, it supports the decision process for the technical implementation of data sovereignty.

Employee engagement is vital for organizational success, driving productivity, innovation, and commitment. While leadership significantly impacts engagement, the precise mechanisms remain under investigation. This study explores how transformational leadership influences work engagement through the lens of meaningful work perception and employee well-being.

The research employed quantitative methods, surveying 391 Vietnamese faculty members. Data analysis utilized SPSS and structural equation modeling partial least squares (SEM PLS).

Results indicate that transformational leadership positively affects perceived work meaningfulness, employee well-being and work engagement. Notably, meaningful work perception mediates the relationship between transformational leadership and the other two factors.

These findings offer practical insights for universities seeking to enhance employee engagement. They highlight the importance of fostering transformational leadership styles and creating an environment where employees perceive their work as meaningful.

This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee creativity is examined as a potential mediator in the leadership styles–organisational innovation relationships.

A cross-sectional, quantitative design was adopted and structural equation modelling (SEM) techniques were used to analyse data collected from 369 employees working in 39 public coffee enterprises in Vietnam.

Transformational leadership and transactional leadership were significant predictors of employee creativity and organisational innovation. Specifically, transformational leadership was instrumental to employee creativity and organisational innovation while transactional leadership was detrimental to these two variables. Additionally, employee creativity partially mediated the relationships between the two leadership styles and organisational innovation.

Results of this study benefit the management of organisations and policy makers by providing an insight of which leadership style will effectively suit public enterprises to promote employee creativity and foster organisational innovation.

While there is a lack of studies investigating organisational innovation in organisational methods and that the interrelationships between leadership styles, employee creativity and organisational innovation are not fully understood, this study pioneers in examining relationships between leadership styles and organisational innovation that is being mediated by employee creativity. Figuring out that organisational innovation is more likely to be fostered by the positive influence of leadership behaviours and the improvement of employee creativity, in particular, the significant role of employee creativity represents important contributions of the current study.

The purpose of this paper is to identify the evolution of the intellectual structure of international human resource management (IHRM) studies and to propose a theory of an invisible network of knowledge (INK).

Researchers can also use this methodology to explore the knowledge network of their own fields so as to gain a vantage position with respect to their field and conduct seminal research.

The results help to profile the INK production in IHRM and provide important insights with implications for current and future research directions of IHRM studies for management scholars and practitioners.

This study examines the status of contemporary IHRM research over the last decade. This study examines the status of contemporary IHRM research over the last decade. With Social Sciences Citation Index citation data from the top IHRM journal, International Journal of Human Resource Management, this study used citation and co-citation analysis to identify the most important publications, scholars, and research themes in the IHRM area, and then mapped the intellectual structure of IHRM studies.

The purpose of this paper is to explore the success factors needed for the development of global human resources from both the organisation’s and expatriates’ perspectives in emerging eastern economies. Specifically, this study focuses on pre-expatriation preparation, during-expatriation adjustment and post-expatriation repatriation.

In total, 23 Taiwanese personnel contributed to this case study. Data collected from the focus group discussion and open-ended asynchronous email interviews was analysed using the content analysis approach.

The results of this study revealed four main selection criteria for the selection process and five desired preparation methods from the organisation and the expatriates’ perspectives.

This study makes two main contributions to cross-cultural related global human resources research. Firstly, this study deepens understanding on the pathway to developing culturally intelligent global human resources for successful mission accomplishment from both the organisation and expatriates’ perspectives based on a three-phase expatriation process in emerging eastern economies. Secondly, this study provides an insight into the best practices that HR practitioners can use in developing global human resources for expatriation.

Online collaboration allows the learners to exchange ideas and views beyond time and space constraints and can improve the richness and quality of learning experiences. It promotes co-construction of knowledge, offers authentic learning contexts, and also enables learners to become more cognitively and affectively engaged. However, there is also evidence that online collaboration presents psychological difficulties or stress for learners. Even though a certain level of stress can stimulate a learner's physical and mental functions and enhance learning performance, it is generally agreed that persistent or excessive stress leads to negative beliefs, and results in poor learning performance. This paper will explore instructional design strategies that help learners mitigate stress in an online collaborative learning environment in the Asian context, based on the results of a study that identified important factors influencing learners' stress in online collaboration where English was used as a medium of communication. Four stress factors in English-based online collaboration in a high context culture in Asia are: Self-efficacy, instructional design, technology use, and collaborative process. Instructional strategies to promote self-efficacy, especially language self-efficacy, match Asian learners' learning styles to online collaboration, reduce fear of using online technologies in interactions, and scaffold and facilitate collaborative process will be offered in the paper. The paper will highlight the importance of considering both individual features of learners and socio-cultural aspects of learning environments in instructional design.

This research explored the intersection of cognitive processes, emotions and their impacts on digital game-based vocabulary learning (DGVL) among university students. Recognizing the scant research in this area, especially with integrating innovative technologies, this study aims to understand the influence of these elements using advanced monitoring tools.

This inquiry was carried out as an observational study involving 44 university students segmented into three English language proficiency levels: high, intermediate and low based on their English course scores. The methodological tools included a portable eye tracker to observe visual behaviors and deep learning technology to identify and analyze the participants’ emotional responses and engagement with the DGVL during the learning process.

The results showed that distinct fixation sequences and variations in visual attention during DGVL were correlated with different levels of competency, suggesting a direct correlation between visual engagement and language competence. In addition, emotional transitions, predominantly from engagement (“flow”) to challenge (“frustration”), were common among participants, reflecting the emotional dynamics of learning. Furthermore, all participants consistently focused on the English vocabulary definitions, indicative of their targeted approach to understanding and test preparation. These findings highlighted the intricate dynamics between emotions and cognitive processes in learning environments.

Contribution of this study shows the interplay of cognitive engagement and emotional experiences in the context of DGVL. It underscored the complex nature of these factors and their collective influence on learners’ visual and emotional engagement, offering valuable implications for educational strategies and technological applications in language learning.

The purpose of this study is to examine the factors that affect managers’ ethical decision-making in export-oriented readymade garments in Bangladesh.

This is an empirical study based on the quantitative approach undertaking a cross-sectional survey method where a convenience sampling technique was applied. The analysis was done using partial least square structural equation model applying Smart-PLS version 3.0.

This study confirmed that all the components of cognitive appraisal processes, including perceived severity, perceived vulnerability, response efficacy and self-efficacy, have a significant influence on attitude. Attitude, in turn, mediates the relationship between these variables and the behavioural intention of ethical practice, except for perceived vulnerability. Besides, moral obligation is found to mediate the relationship between attitude, self-efficacy and the behavioural intention of ethical decision-making. The study also found that ethical climate and subjective norms have a direct influence on behavioural intention. Furthermore, behavioural intention, ethical climate and self-efficacy are positively related to actual decision-making behaviour. However, this study did not find any direct effect of subjective norms on moral obligation.

The organization should include an emphasis on building ethical culture and setting an ethical code of conduct within the organization to sustain ethical practice within employees. However, the practitioner should work on enhancing self-efficacy to curb unethical practices by individuals.

This research contributes to the management of garments manufacturers by a practical and theoretical understanding of what influences the ethical behavioural decision-making process. Valuable guidelines are provided on the ethical decision-making process in the garments manufacturing companies for future researchers.

This study aims to analyze the determinants influencing Chinese manufacturing companies in implementing lean manufacturing (LM).

The determinants to be explored in this study consist of technological, organizational and environmental (TOE) dimensions. A questionnaire survey was conducted on Chinese manufacturing companies, and 208 samples were analyzed.

The findings show that the relative advantage of LM and organizational support have significantly positive effects on Chinese manufacturing firms’ adoption of LM. The complexity of LM, quality of human resources, organizational readiness, customer pressure, international situation, governmental support and environmental uncertainty do not have significant effects.

This paper contributes to the literature by using the TOE model to explore the factors influencing LM adoption in the Chinese manufacturing industry.

Well-being is an important dimension of human life but plays a controversial role in organizations, especially in different working environments. This study aims to explore the role of well-being in work from home (WFH) context, and its consequence on job outcomes among accountants in a fast-developing country, Vietnam.

A quantitative study is conducted with the data from Vietnamese accountants who had to work from home during the pandemic time. Partial least squares structural equation modeling method is applied to analyze the data.

The results show a direct and significant relationship of WFH with the employees’ well-being and job satisfaction (JS). Well-being fully mediates the influence of home-based work and JS on job performance.

This study generates valuable knowledge and practical implication in organizational policies and initiatives that aim to enhance employees’ well-being and promote positive job outcomes in the context of remote work. Organization employers should take their employees’ well-being as a key factor and consider it in personnel policy to enhance their work performance.