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Data used to develop the case included primary data from employees and supervisors of a commercial floorcovering manufacturing plant in Northwest Georgia. The case company is not disguised.

The survey was developed using existing instruments from the Organizational Behavior and Human Resources Literature. Instruments were listed in Exhibits 2 through 7. The survey administration had the support of the Vice President for Resources and Facilities, and employees and their supervisors were given time to complete the surveys. The data gathered was analyzed by the researcher using SPSS statistical software.

Established in 1957, J&J started as a family-owned business but had grown and diversified its product offerings by focusing on commercial flooring. It survived several economic downturns and remained competitive in a market dominated by more prominent flooring manufacturers. J&J Industries strived to empower its 800 employees with various incentive programs. Employees remained loyal to J&J; many had worked for the company for over 15 years. However, management wanted to measure the impact of empowering and initiatives on employee performance and satisfaction to determine the real power of employee incentive programs. The Resources and Facilities Vice President employed Professor Lopez, a Management Professor, to develop a survey to measure these constructs and analyze the data to guide future incentive programs. Data from the employee and supervisor survey was provided along with the statistical analysis results for interpretation and recommendations for VP Fordham.

The target audience for this case is primarily students in a research methodology course and students studying quantitative regression analysis and interpretation. The focus is predominantly on graduate-level students in Master of Business Administration or Master of Accounting programs in business. Graduate students should have completed courses in management or organizational behavior, business statistics or quantitative methods or data visualization and cleaning as background knowledge for this case. Specifically, students should understand regression analysis and know when and how the tool is used for managerial decision-making.

The purpose of this paper is to analyze the strategic management of risks in companies from a marketing management perspective and to provide some guidance for management practice.

This paper presents the authors’ viewpoint, and it conceptualizes a new approach to risk management.

The conceptual discussion has opened up a possible new way for enterprises, especially SMEs, to start taking a strategic approach to risk.

This paper would like to contribute to the current debate on the role of marketing function in managerial practice beyond the classic four Ps.

This study aims to determine that the factors that lead to university spin-offs (USOs) high-growth firms (HGFs). In recent years, HGFs have been a topic of growing interest in the field of economic research because of these companies’ capacity for job creation and the dynamism they bring to the growth of the economy. In parallel, companies that are born of knowledge or technology developed at universities, known as university spin-offs, have also received attention from the literature in entrepreneurship.

In this study, to analyse the extent to which USOs have become HGFs, a sample of 237 Spanish companies with university origins for a period of study from 2007 to 2014 were used. To contrast the present study’s hypotheses, eight different models were estimated using probit models.

The results show that factors such as number of employees, internationalization, profitability and indebtedness positively affect the probability that a USO will become an HGF. However, for age, industry, innovation, the presence of venture capital and productivity, no statistically significant relationship could be found.

This study contributes to the literature in HGFs and university entrepreneurship in different ways. First, to the best of the authors’ knowledge, no previous studies have analysed the determinants of becoming an HGF from a USO. Second, hypotheses that, until now, had not been analysed in previous studies, in particular the fact of being a knowledge-intensive company, are tested. Third, the results obtained allow the establishment of recommendations to improve policies to support HGF-USO.

This study aims to delineate the fast-growing path of human resource management (HRM) research with a sustainable orientation and resolve confusion over the differences and interdependences of the various approaches that have emerged: green human resource management (GHRM), sustainable human resource management (Sustainable HRM), and socially responsible human resource management (SR-HRM).

In this study, bibliometrics and science mapping were used to analyze the field's conceptual structure based on 587 related documents extracted from the ISI Web of Science database. Co-word analysis with SciMAT software enabled the authors to map the main themes studied and identify evolution, importance, and relevance.

SR-HRM is the least developed of the three approaches analyzed and has been overlooked by the journals that publish the most work in the field of HR. The authors identify a lack of sustainability-related HRM studies on higher education and an ongoing need both to explore the role of culture in GHRM implementation and to explain further the potential non-green behavioral outcomes that can result from GHRM's use.

This study demonstrates how human resource factors are key to managing challenges such as aging workforce, unstable employment relationships, implementation of green supply chain management, and Industry 4.0.

This study explores in detail the interrelations among various emerging sustainable human resource approaches and subtopics derived from the interrelations to reveal hotspots, dilemmas, paradoxes, and research gaps.

The hostile environments in which museums operate force them to be innovative. Most of them have fewer resources and are publicly owned. Because these factors may hinder their innovative potential, this paper aims to propose an open innovation model adapted to this type of organization to improve visitors’ experience.

A qualitative method based on a thematic analysis is carried out. Data sources are: (i) focus group with stakeholders from the destination and (ii) in-depth interviews with museums experts.

This new framework is important because it brings something new to a field that previous research had barely considered. The study of the implementation of open innovation in publicly owned small and medium-sized museums brings to light the growing importance of the relational, organizational, technological and experiential dimensions, their interactions and their main constituent factors.

The study is limited to a specific type of institution, and results should not be extrapolated to other contexts. The construct of open innovation is highly complex, and that advises future research to include other players. Quantitative methods and longitudinal techniques will contribute to tackling new challenges in future research works.

Results are helpful for museum managers and policymakers. Stakeholders improve their comprehension of how an open innovation model works because the paper offers a few guidelines for its active designing. A solid networking based on trust and the emphasis on improving the visitor experience determine making-decision processes.

The paper provides a systemic innovation management model for museums, where there is almost no previous research. It is theoretically supported in the open innovation paradigm, as well as the absorptive capacity framework. The emerging and central role of the experiential dimension constitutes another notable contribution to literature.

This paper analyses the role of green human resources management (GHRM) practices on the application of logistics social responsibility (LSR) practices and examines the moderating effect of big data analytics (BDA) utilisation levels within these relationships.

Based on quantitative research methodology using survey data from 404 managers in the logistics service providers (LSPs) industry in the Philippines, PLS-SEM technique was used to test hypotheses formulated in this research.

Empirical results achieved suggest that GHRM practices have a significant positive impact on LSR. Among all individual GHRM practices, green training and development did not have any influence on LSR. While the results also revealed that BDA assimilation acts as a moderator of the relationship between GHRM and LSR, no support was found for the moderation effect of BDA acceptance or adoption on this relationship.

The study fills a gap in the logistics literature by introducing dynamic capabilities theory to the nexus between GHRM and SLR for the first time, which reveals previously unknown answers on effects of GHRM practices on LSR. The study also introduces BDA assimilation as an important moderator that can strengthen positive impact of GHRM on LSR.

This paper aims to study the impact of consumers’ corporate social responsibility (CSR) associations on corporate financial performance and the moderating role of market competition.

The panel data set is analyzed using a random effects regression model. The analyzed data is based on the unique RepZ Responsibility scores published by the global research agency Kantar Millward Brown and contains information about consumer CSR associations.

This study reveals CSR associations' positive, lagged, direct impact on firms’ market value. Market competition moderates this relationship in the way that a company’s market value benefits more from consumers' CSR associations when facing high rather than low market competition.

Consumers' CSR perceptions increase the market value of a company. This effect is intensified when brands are exposed to intense competition, which allows conclusions about CSR as a differentiation strategy to be drawn: To stand out in a competitive market, brands should prioritize improving their CSR associations among consumers to differentiate themselves and increase their market value.

To the best of the authors’ knowledge, this study is the first to test the effect of consumers’ CSR associations on forward-looking financial performance measures. Moreover, by analyzing the moderating effect of market competition on the relationship between CSR associations and firms' market value, this study provides information about the differentiating power of CSR from a brand perspective using a panel-data analysis.

This paper aims to provide an overview of the application of blockchain to agri-food supply chains, including key issues and trends. It examines the state of the art and conceptual structure of the field and proposes an agenda to guide future research.

This article performs a bibliometric analysis using VOSviewer software on a sample of 205 articles from the WoS database to identify research trend topics.

The number of publications in this area has increased since 2020, which shows a growing research interest. The research hotspots are related to the integration of blockchain technology in the agri-food supply chain for traceability, coordination between all actors involved, transparency of operations and improvement of food safety. Furthermore, this is linked to sustainability and the achievement of the sustainable development gtoals (SDGs), while addressing key challenges in the implementation of blockchain-based technologies in the agri-food supply chain.

The application of blockchain in the agri-food supply chain may consider four key aspects. Firstly, the implementation of blockchain can improve the traceability of food products. Secondly, this technology supports sustainability issues and could avoid disruptions in the agri-food supply chain. Third, blockchain improves food quality and safety control throughout the supply chain. Fourthly, the findings show that regulation is needed to improve trust between stakeholders.

The paper provides a comprehensive overview of the blockchain phenomenon in the agri-food supply chain by optimising the search criteria. Moreover, it serves to bridge to future research by identifying gaps in the field.

The purpose of this paper is to examine the effects of the #MeToo movement in the work environment of professional football organizations in Spain. It also explores the current situation of the professional career of women working in this industry to know if the opportunities are equal for men and women to reach management or executive positions.

From a gender approach and considering gender as a social structure (Risman, 2004), the authors are going to analyse men and women’s professional careers in football organizations from a three-dimensional gender perspective (individual, interactional and institutional). The objective is twofold: to know the effect of the #MeToo movement in these organizations; and also to know the opinion of both men and women of these organizations concerning gender influence for women’s career progression. The methodology implemented in this investigation is qualitative; 24 in-depth interviews (12 men and 12 women) have been carried out with professionals from different executive positions in both football clubs and organizations.

The gender approach improves current knowledge about women’s roles in the football industry. The exploratory analysis of the results shows that although the #MeToo phenomenon is relatively known it has had an indirect impact in Spanish football, where its consequences have not been as visible as in other sectors.

The paper provides an exploratory approach by analysing the effects of the #MeToo movement in the football sector, an area where almost no previous research has been done. Also, it presents the main factors that influence women’s professional careers in this sector and the significance of the recent #MeToo phenomenon in the football industry.