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Companies are once again launching large reengineering projects. Will they repeat the mistakes of the reengineering boom of the nineties? Two veterans offer guidance around the pitfalls.

Many of today's major reengineering projects involve the implementation of an ERP – “enterprise resource planning” system that spans processes from finance and accounting to human resource management to supply chain optimization., based on readily available software packages that can run almost all of a company's standard processes. The authors explain how top management can better manage implementation of these systems.

At a company that recently implemented an enterprise resource planning (ERP) initiative that achieved it business goals the CEO advised: put the best people, internal and external, on the program full‐time; establish clear alignment and accountability for target actions and results, top to bottom in the organization; drive a bias for leveraging off‐the‐shelf solutions, not customized technology; and strike the right balance when defining goals and the cost versus benefit plan for the program.

The authors are veterans of scores of mission‐critical enterprise and operations solution implementation projects.

Senior executives are privately crossing their fingers that this round of investment in reengineering will not result in an endless drain on corporate resources. Executives need this checklist for getting beyond IT train wrecks to achieve real business value.

Business process reengineering, which turned from fad to flop a few years ago, has rebounded, and is now utilized by some 61 percent of companies according to a recent survey. Senior executives need a strongly worded reminder not to make the same leadership mistakes that caused so many reengineering failures in the past.

The use of digital technology is crucial for building resilience and shaping competitive advantages in project-based organizations (PBOs). The purpose of this study is to explore the impact of digital elements on organizational resilience and resilience enhancement paths in PBOs represented by the construction industry in the context of digitization.

This study uses multivalue-set qualitative comparative analysis (mvQCA). First, we collect digitization keywords from the annual reports of PBOs in the construction industry and classify them as process digitization, digital technology application and production intelligence while also considering word frequency statistics as antecedent conditions. Second, through a literature review and the use of the data collected, we define organizational resilience as the ability of organizations to defend, resist, recover and develop. Then, we use the mvQCA approach to examine how digital antecedent variables collectively advance PBO resilience.

By collecting data on 79 listed Chinese construction companies and utilizing mvQCA, we identify five combinations of conditions that produce high levels of organizational resilience, and the solution coverage is 1. These methods are (1) digital technology application-oriented, (2) process digitalization-oriented, (3) digitized multifactor coupling, (4) process digitization and digital technology application-driven and (5) process digitalization and production intelligence-driven.

These findings have important theoretical and practical implications for revealing the digital-driven path to high levels of PBO resilience. In theory, this study enriches the research on organizational resilience and expands the application scope of organizational resilience theory and the QCA method. Furthermore, this study provides new ways and ideas for PBOs to effectively integrate and utilize internal and external digital resources to increase their levels of organizational resilience.

Rather recently, corporate volunteering (CV) has become a relevant topic of academic research. Nonetheless, there is still uncertainty about several aspects of the relationship between volunteerism and the corporate realm and research on the relationship between CV and employer attractiveness is scarce. This study aims to attempt to fill this gap by studying the influence that the perceived importance attributed by prospective applicants to the opportunity of engaging in CV programs may have on employer attractiveness while also pondering the existence of an indirect relationship between CV and employer attractiveness mediated by the individual cognition of corporate morality (CM).

To fulfill the objectives of this research, and test its hypothesized model, the authors opted to use a quantitative methodology via survey by questionnaire of Portuguese students who are close to entering the job-seeking process or are currently involved in it, either passively and actively. Data on 238 Portuguese students was collected mainly through social media channels such as LinkedIn and Facebook and was analyzed with the IBM SPSS Statistics 25 software and the IBM SPSS AMOS extension, using a structural equation model to test the hypotheses and obtain insight into the relationships between the variables.

A theoretical model was elaborated based on the literature reviewed and was used to validate the existence of a positive direct relationship between CV and employer attractiveness, CV and CM and between CM and employer attractiveness. Finally, it was observed that CV could prompt an indirect effect on the socioethical perception of employer attractiveness, mainly due to the mediating mechanism of the individual cognition of CM.

This study has some limitations that should be acknowledged and considered in future studies, namely, the diversity of the sample, as it was essentially formed by students enrolled in the University of Porto and studying mainly in the areas of social sciences, trade and law. It is also worth noting that a global analysis of the employer attractiveness attributes was not considered, focusing instead on the social and ethical spectrum of employer attractiveness. Nonetheless, it is important to keep in mind that different individuals prioritize distinct attractiveness attributes.

Through the present study, it was understood that CV programs constitute a desired and pertinent tool that should be adopted by firms (employers) to establish a strong position in the job market. These findings are particularly useful for the area of human resources management, which is in charge of finding the most adequate applicants in the job market. Furthermore, for the variable of CM, the authors noticed that there is a theoretical lack of measurement instruments. Consequently, the measure advanced in this study represents an important theoretical and methodologic contribution to the literature.

CV is a concept that is yet maturing within the Portuguese business environment. As such, this study delivers useful insights regarding Portuguese applicants’ growing interest around CV, their concerns about the social, ethical and humanitarian attributes of firms and their beliefs regarding the morality of firms’ social policies and actions. Hence, it allowed us to comprehend that by developing a structured CV program, an employer may be able to enhance other essential concepts for Portuguese prospective applicants, respectively, employer attractiveness and CM.

This study corroborates the premise that corporate community involvement activities, namely, CV, hold a positive effect in terms of perceived employer attractiveness. Moreover, it is consistent with the idea that CV programs foment a feeling of intimacy between individuals and firms, consequently creating a perception of morality as part of the firms’ intrinsic traits. Finally, it corroborates and extends for the case of prospective applicants the conclusion that individuals may be relatively more concerned with the motives behind firms’ corporate social responsibility practices than with the content of such practices.

This study aims to investigate some individual factors that may positively/negatively impact upon the willingness to use AI-assisted hiring procedures (AI-WtU). Specifically, the authors contribute to the ongoing discussion by testing the specific role of individuals’ personality traits and their attitude toward technology acceptance.

Data have been collected from a cohort of workers (n = 157) to explore their individual level of AI-WtU, their personality traits and level of technology acceptance, along with a series of control variables including age, gender, education, employment status, knowledge and previous experience of AI-assisted hiring.

The results obtained show the significant role played by a specific personality trait –conscientiousness – and technology acceptance in shaping the level of AI-WtU. Importantly, technology acceptance also mediates the relationship between AI-WtU and conscientiousness, thus suggesting that conscientious people may be more willing to engage in AI-assisted practices, as they see technologies as means of improving reliability and efficiency. Further, the study also shows that previous experience with AI-assisted hiring in the role of job applicants has a negative effect on AI-WtU, suggesting a prevailing negative experience with such tools, and the consequent urge for their improvement.

This study, to the best of the authors’ knowledge, is the first to test the potential role of personality traits in shaping employees AI-WtU and to provide a comprehensive understanding of the issue by additionally testing the joint effect of technology acceptance, age, gender, education, employment status and knowledge and previous experience of AI-assisted hiring in shaping individual AI-WtU.

Additive manufacturing of concrete (AMoC) is an emerging technology for constructing buildings. However, due to the nature of the concrete property and constructing buildings in layers, constraints and limitations are encountered while applying AMoC in architecture. This paper aims to analyze the constraints and limitations that may be encountered while using AMoC in architecture.

A descriptive research approach is used to conduct this study. First, basic notions of AMoC are introduced. Then, challenges of AMoC, including hardware, material property, control and design, are addressed. Finally, strategies that may be used to overcome the challenges are discussed.

Factors influencing the success of AMoC include hardware, material, control methods, manufacturing process and design. Considering these issues in the early design phase is crucial to achieving a successful computer-aided design (CAD)/computer-aided manufacturing (CAM) integration to bring CAD and CAM benefits into the architecture industry.

In three-dimensional (3D) printing, objects are constructed layer by layer. Printing results are thus affected by the additive method (such as toolpath) and material properties (such as tensile strength and slump). Although previous studies attempt to improve AMoC, most of them focus on the manufacturing process. However, a successful application of AMoC in architecture needs to consider the possible constraints and limitations of concrete 3D printing. So far, research on the potential challenges of applying AMoC in architecture from a building lifecycle perspective is still limited. The study results of this study could be used to improve design and construction while applying AMoC in architecture.