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This study adopts a capability-based view to investigate the attainment of organizational agility in manufacturing small and medium-sized enterprises (SMEs). It first explores how these firms mobilize different types of operational and dynamic information technology (IT) capabilities to achieve a high level of agility through their digital transformation. In return, it also reveals opposite paths, i.e. those leading to its absence.

The research method involves a qualitative comparative analysis (QCA) of 65 Canadian manufacturing SMEs. Through necessity and sufficiency condition analysis procedures, this approach emphasizes the complexity of the digital transformation processes by revealing different sets (i.e. configurations) of what enable, or inhibit, organizational agility in these firms.

The findings indicate that manufacturing SMEs need to align at least one dynamic IT capability (sensing, learning, coordinating or integrating) and one operational IT capability (IT management, IT infrastructure or e-business) to be highly agile. In contrast, other findings indicate that there are suboptimal combinations of IT capabilities, which result in an absence of agility.

This study offers a deeper understanding of the complex interaction of IT capabilities in SMEs seeking greater agility in their business activities. Its contributions provide insights on the mobilization of a range of capabilities, both complementary and interdependent, to respond to changing conditions in their internal and external environments. These actionable findings can help various actors in the digital development of SMEs to design and implement effective IT strategies and public policies.

Supported by a service ecosystem that is increasingly immersed into digital transformation, small- and medium-sized enterprises (SMEs) have access to turnkey information technology (IT) applications, which may come free of charge but not free of concerns. The purpose of this paper is to explore a group conceptualisation and associated perceptions of IT issues within an ecosystem that includes three subgroup profiles: entrepreneurs, IT professionals and socioeconomic support professionals.

Using group concept mapping, a bottom-up and participatory mixed methods-based approach, a concept map was estimated, based on a list of items, to define seven clusters pertaining to issues and challenges of adoption and use of turnkey IT applications in SMEs of less than 20 employees. Perceptions measures of relative importance and feasibility were obtained by subgroup profiles.

The relative importance and relative feasibility measures for the seven clusters indicate significant statistical differences in ratings among the subgroup profiles. A discussion on the importance of relational capital in addressing challenges of digital transformation in SMEs is developed.

Results highlight signifiant differences concerning key dimensions in the adoption and use of IT from the perspective of three subgroup profiles of actors within the ecosystem. First, the results stress the need to develop a shared understanding of IT challenges. Second, they suggest policymakers could use these conceptual representations to further develop and strengthen the IT-related support agenda for SMEs, especially the smaller ones (e.g. training programs, business support and coaching initiatives, etc.).

This study aims to explore social media capabilities for recruitment in the context of SMEs from the recruiters’ perspective. The conceptual framework is based on a perspective of the RBV that aims to concentrate specifically on the development of IT capabilities in the use of social media for recruitment purposes. In doing so, this study focuses on the following research questions: How do SMEs use social media for recruitment and what are their particularities? What are the capabilities needed to take advantage of social media for recruitment in SMEs? Have these social media capabilities been developed in SMEs? To answer these questions and build an emergent theory about these specific challenges of the digital era, we conducted an interpretive multiple case study in three Canadian SMEs using social media in their HR practices for at least three years.

It was found that there are four main patterns that explain the use of social media for recruitment in SMEs. First, social media is not the first choice when it comes to choosing a recruitment tool. Second, the use of social media for recruitment is not a structured activity. Third, recruiters use social media the same way they do in their own life. Finally, marketing people are often involved in recruitment practices on social media. These patterns stem from the fact that SMEs have shortcomings in their social media capabilities in general and more specifically in recruitment where gaps exist in terms of knowledge, skills, and attitudes. To our knowledge, this study is the first to explore the use of social media for recruitment and to propose an integrated framework to evaluate social media capabilities. Through the identification and the discussion of a series of practices concerning e-HRM, our results are also helpful in a digital context where SMEs are struggling to keep up with the pace of adoption and use of IT in general.

Micro-credentials have become increasingly popular in the higher education landscape, providing students with the opportunity to obtain specific skillsets and competencies in a shorter timeframe than traditional degree programs. Micro-credentials are typically awarded upon the completion of a short course or programme and are designed to demonstrate a student's knowledge and expertise in a particular area. Global online learning platforms, such as Coursera, Udemy, LinkedIn Learning and Khan Academy, allow for anytime, anywhere learning, providing flexibility, self-directed learning and low-cost options for learners who want to enhance their college degrees or cannot afford college fees. Research has shown that micro-credentials are valuable tools for students, higher education institutions (HEIs) and employers. For students, micro-credentials provide a flexible pathway to learning new skills and can help improve job prospects and career advancement. For HEIs, micro-credentials inform faculty pedagogy and teaching practices, as well as upskill and reskill for future job growth. Regarding employers, micro-credentials assist in identifying and recruiting talent and ensuring that their workforce has the necessary skills to meet the demands of a rapidly changing job market. Despite the evident benefits, uncertainties surround the quality and rigour of micro-credential programs, and some critics argue that they may not carry the same weight as traditional degrees. Additionally, there are concerns about the consistency and standardization of micro-credential programs across different institutions. Nonetheless, the popularity of micro-credentials persists, and many universities and colleges now offer micro-credential programs alongside traditional degrees. As the demand for flexible, targeted learning opportunities further increases, micro-credentials will likely continue to play an important role in the future of higher education.

Empirical findings have repeatedly demonstrated that students’ motivation decreases over the course of secondary education. This decline in learning motivation is one of the top challenges nowadays and is relevant for policy, as well as research and practice. Taking this educational challenge into account, the chapter targets the following questions: (1) Is a multicomponent, two-year intervention (combined student/teacher versus student-only intervention group) effective regarding the self-determined motivation and academic self-concept in mathematics of at-risk students? (2) How effective is the intervention for students with and without a migration background? And more generally: (3) Does the motivation (including students’ academic self-concept as a motivational self-belief) differ between students with and without a migration background at three different time points (beginning of Grade 7, end of Grades 7 and 8)? The results indicate that the intrinsic motivation of the combined intervention group could be fostered in the first intervention year. No significant treatment effect could be detected for the student-only group. In line with prior research, students with a migration background demonstrated higher levels of autonomous and controlled forms of motivation. However, students with and without a migration background did not develop differently across the two years. Implications for intervention research addressing adolescents’ self-determined motivation are discussed.

The purpose of this exploratory study is to investigate the impact of sales education on recent graduates' career preparedness and understand how sales programs might prepare students better for successful sales careers. We investigate the known competencies leading to sales success that were, or were not, adequately developed by their university sales programs.

The authors collected and analyzed qualitative data from in-depth interviews with a sample of 20 recent university sales graduates working in a sales career. Over 23 h of interviews were transcribed and analyzed via NVivo. Braun and Clarke’s (2006) framework was applied in this study to code the data.

The study identifies that while respondents are positive about their overall sales education and feel confident about their knowledge of the sales process, they are not always confident in their ability to deal with ambiguity and the unknown. This study revealed that constructs of self-leadership and career choice self-efficacy deserve further consideration as components of the university sales program curriculum.

As with all exploratory research, there are limits to generalizability; however, this study revealed that the constructs of goal setting, self-leadership and self-knowledge hold promise for further study as a means to increase sales-related self-efficacy and career readiness.

Respondents were positive about their overall sales education experience but identified a need for more effective sales education in cold calling, prospecting and the inherent level of rejection to be prepared for inside sales positions in which sales graduates increasingly start their careers.

Lower turnover and better educational preparedness of sales program graduates clearly will accrue socioeconomic benefits.

This is the first study to examine the impact of sales education on recent graduates’ career preparedness and the first study for this journal to focus on sales as an area of professional competency and related sales pedagogy. Further, the qualitative methodology, which is relatively unique in sales research, provides rich data that is particularly useful for exploratory research to help provide a structure for universities to strengthen their sales programs through targeted training to help students enhance self-leadership and career preparedness.

The purpose of this study is to investigate how hotel guests can be nudged for more active engagement in hospitality plate waste prevention and moderation at buffets, through designing effective persuasive interventions. Plate waste is a main sustainability challenge, and it is considered one of the major drivers of food waste in the hospitality sector, whose operations generate excessive amounts of waste. The hospitality industry, featured by all-you-can-eat buffet-style settings, is somehow encouraging consumers to increase the amount of food ordered or taken and not been eaten.

This study reports a field experiment conducted in a real hotel setting, where persuasive interventions were targeted to consumers at the croissants buffet, when guests were making their selections. The research tests the persuasiveness of functional and experiential appeal messages to nudge hotel guests towards a more active engagement in avoiding plate waste. Each single treatment was carried out for three weeks in varying sequence.

The findings are based on 63 rounds of data collections and show the superiority of experiential appeal messages in positively influencing guests’ behaviour. This implies that appropriate messages can persuade tourists to avoid plate waste in buffet-style settings, especially if these messages are grounded in participatory cues with an emphasis on altruistic values.

This is one of the few studies that empirically tests the effectiveness of different persuasive interventions in a real consumption setting, thus measuring actual behaviours which have been rarely studied. This study further contributes to the identification of concrete communication tools that can help to mitigate plate waste generation.

This study aims to examine travel patterns and factors that explain children’s use of green space for outdoor learning. This knowledge will be valuable for urban planners and policymakers to plan, design, develop and maintain green spaces that consider children’s interests.

The analysis consists of three steps. First, this paper performed a mapping analysis to explain the accessibility and services of green spaces in supporting children’s education. Second, using data from a survey distributed to school teachers, this paper explored factors affecting trip frequency, travel distance and walking when visiting green spaces. Third, this paper interviewed teachers and conducted observations and conversations with children to gain additional insights.

The quantitative analyses found that size, path network linkages, path length, use for nature observation, play features, path density, walking and biking may influence children’s preference for using green spaces. This study identified five factors (playing, socialising, exploring, biodiversity and accessibility) that drive children to visit green spaces.

There is limited knowledge of the links between green space and children’s travel patterns and factors explaining the use of green spaces. To the ebst of the authors’ knowledge, this study seems to be the first attempt to introduce a mix of methods containing mapping, qualitative and quantitative analyses to explain children’s use towards green spaces.

The purpose of this paper is to test empirically whether there exist spillover externalities in job satisfaction, i.e., to test whether individual-level job satisfaction is affected by the aggregate job satisfaction level in a certain labor market environment.

The authors use a linear-in-means model of social interactions in the empirical analysis. The authors develop an original strategy, motivated by the hierarchical models of social processes, to identify the parameters of interest. BHPS and WERS datasets are used to perform the estimations both at the establishment and local labor market levels.

The authors find that one standard deviation increase in aggregate job satisfaction leads to a 0.42 standard deviation increase in individual-level job satisfaction at the workplace level and a 0.15 standard deviation increase in individual-level job satisfaction at the local labor market level. In other words, the authors report that statistically significant job satisfaction spillovers exist both at the establishment level and local labor market level; and, the former being approximately three times larger than the latter.

First, this is the first paper in the literature estimating spillover effects in job satisfaction. Second, the authors show that the degree of these spillover externalities may change at different aggregation levels. Finally, motivated by the hierarchical models of social processes, the author develop an original econometric identification strategy.