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The purpose of this paper is to develop a simulation tool which permits reducing the cost of long time‐range simulation of complex converters and running at high frequency.

A different method is used to represent a simplified converter but the adopted technique uses the average representation of the cell converter.

The paper shows that the use of averaged representation of the pulse width modulation switch in multilevel converters is staying applied. The main advantage of the proposed averaged model is its simplified representation when only electrical behaviour is considered.

The analytical algorithm of the averaged model can be introduced in different simulator as it has a description language, enabling study of the Compatibilité Electromagnétique and electrothermal phenomena.

This paper presents an averaged model of the multilevel converter which can be implemented in any simulator as it has a description language.

The accelerating need for sustainable development across the globe has put firms under great pressure to play their role in social sustainability by working on several objectives. Among them, the demand for a highly resilient and engaged workforce to sustain their competitive edge is at the forefront. Despite noted literature revolving around work engagement, there is a lack of research investigating the effect of sustainable leadership on employee resilience and work engagement. The current epidemic (COVID-19) brings many challenges for organizations. In these times of uncertainty, sustainable leaders provide the basis for achieving the human dimension of sustainability by fostering and cultivating a vision across the employees that enables the organizations to work positively for their well-being, enhancing their ability to be resilient and engaged in their work. The present chapter has two broad aims, first to give a comprehensive review of our present understanding of work engagement, that is, the conceptualization, operationalization, and prediction of work engagement; and the second part outlines the interventions that may facilitate the sustainability of work engagement in times of uncertainty. The study suggests that sustainable leadership and the ability of resilience enables employees to overcome their experience of fluctuating levels of engagement. It is established that in the uncertainties of an epidemic, the construct of work engagement with its antecedents and consequences has its theoretical and practical implications for academicians as well as for industry.

Social media has become an indispensable part of modern politics. Its rise in the political arena has coincided with the decline in trust toward mainstream media. Today, more than half of the population gets their political news and information through social media platforms like Twitter and Facebook. Social media offers a great marketing opportunity to politicians as they allow them to bypass traditional media and communicate directly with voters, engage citizens during campaign and noncampaign periods, and create a brand image. As social media's influence in politics grows, so has the research devoted to political marketing on social media. It is against this backdrop that this chapter is written, which provides readers with an overview of the academic domain and the current state of literature. The chapter highlights the various research areas that have been explored in the literature and the implications of social media for political marketing strategy, along with the domain's current limitations and possible avenues of further research.

The purpose of this study is to investigate talent development (TD) through the lens of intrapreneurship within small and medium-sized enterprises (SMEs) in the French context. Grounded in the human capital theory, the authors aim to identify challenges, competencies and the role of actors involved in the process of TD. This approach would provide a clearer and more nuanced understanding of how SMEs implement and manage TD while identifying the key competencies associated with these practices.

This study adopts a qualitative methodology, drawing insights from 22 semi-structured interviews conducted with HR managers, talent managers and CEOs across 15 SMEs operating in diverse sectors in France. The data is rigorously analyzed using thematic analysis, enabling the identification of key themes and patterns that emerged organically from the participants’ perspectives.

The study results identify three critical approaches for successful TD in SMEs, consistent with the principles of human capital theory. First, SMEs embrace an inclusive approach to TD where all employees are considered for development opportunities, rather than focusing solely on high-potential individuals. Second, SMEs broaden the tripartite competency framework to equip talent with intrapreneurial competencies – cognitive, functional and behavioral – critical for innovation, from idea generation to implementation phases of the intrapreneurial project. Third, SMEs not only emphasize the critical role of line managers in driving TD, but also actively delegate key responsibilities traditionally managed by HR departments or CEOs, positioning line managers as pivotal agents in embedding TD practices into daily operations. This enables line managers to cultivate a culture of intrapreneurship while aligning talent management efforts with the strategic growth objectives of SMEs.

SMEs should adopt inclusive TD strategies, offering growth opportunities to all employees to foster innovation and adaptability. A structured competency framework, rooted in the French tripartite model – savoir, savoir-faire and savoir-être – equips employees with the cognitive, functional and behavioral skills essential for developing intrapreneurial capabilities. SMEs should implement balanced compensation systems that recognize both individual and team contributions, when line managers with HR responsibilities must ensure that talent needs are identified and aligned with organizational goals through empowerment. To support this, SMEs should provide targeted training and structured resources for managers, enhancing their effectiveness in promoting TD through intrapreneurship.

This study is among the few that specifically investigate TD through the lens of intrapreneurship in French SMEs, illustrating how organic structures and the delegation of TD responsibilities to line managers can enhance a tripartite competency model. By comparing this model to other international frameworks, the research brings nuanced insights into a more holistic, context-sensitive approach that fosters both collective intelligence and strategic alignment in talent management.

This article provides a comprehensive, critical examination of talent management (TM) literature through a narrative review spanning the past two decades. It explores the evolving TM landscape, offering a holistic view of its development and insights on global TM, global mobility and related theories. The goal is to enhance understanding of TM’s evolution and recommend future research directions grounded in contemporary theoretical frameworks.

A rigorous screening process produced a sample of 95 peer-reviewed articles (2004–2024) from Q1 and Q2 journals, selected for their theoretical and empirical contributions. Strict inclusion criteria ensured relevance, focusing on academic discourse. A thematic analysis traced key themes and TM’s evolution.

The synthesis identified six historical contexts and three narrative questions, addressing the standardization versus contextualization debate to frame TM’s evolution. Findings reveal a progression from early concepts to a mature, theory-driven field. Three research perspectives are proposed to guide TM toward balanced, contemporary approaches. Global mobility highlights the need for context-specific strategies, while integrating global and critical perspectives underscores contextualizing TM practices to diverse organizational and national contexts. This ensures inclusivity, equity and actionable insights for practitioners.

This narrative review provides a fresh perspective by tracing TM’s evolution through a historical lens, revealing trends and dynamics often missed in systematic reviews. It integrates the standardization vs. contextualization debate with dynamic capabilities and institutional theory, positioning TM as an agile, context-specific process adaptable in rapidly changing global environments.

Achieving sustainable development in heart-wrenching milestone in the face of the current pandemic (COVID-19) situation is becoming a key factor for competitiveness of organizations. Human Resource Development professionals are deemed to be in an ideal position to facilitate the organizational sustainable development by bringing about contextual changes in the workplace and by changing the behavioral patterns of employees. The COVID-19 pandemic has engendered the disruption across societies, raising challenges for the organizations besides other institutions to play their imperative role for a sustainable development pathway. One such way of striving by organizations would be to embark among employees a spark of bringing a change among its employees from being self-centered to societal-oriented by instilling among them the kindle of DSIW (Desire to have Significant Impact through Work). It is the desire of making substantial impact toward society and others' lives, which is evoked under ethical leadership and perceived ethical Corporate Social Responsibility (CSR). Thus, we have identified the underpinning values of being an ethical leader in wake of contributing toward the Sustainable Development Goals (SDGs) toward bringing a societal perspective among employees by infusing the altruistic desire, that is, DSIW among employees. This chapter is broadly divided into two main sections. The first section highlights the contextual settings and the underlying mechanisms that lead to DSIW. The second section draws the attention toward the implication of DSIW for employees in bringing about social change with respect to sustainability, social well-being, as well for the sustainable development of organizations and for positive socioeconomic consequences.

This study reviews existing cryptocurrency research to provide answers to three puzzles in the literature. First, is cryptocurrency more like gold (i.e., a commodity) or should it be classified as a new financial asset? Second, can we apply our knowledge of the traditional capital market to the emerging cryptocurrency market? Third, what might be the future of cryptocurrency?

Bibliometric analysis is used to assess 2,098 finance-related cryptocurrency publications from the Web of Science (WoS) Core Collection database from January 2009 to April 2022. Three key research streams are identified, namely, (1) cryptocurrency features, (2) behaviour of the cryptocurrency market and (3) blockchain implications.

First, cryptocurrency should be viewed and regulated as a new asset class rather than a currency or a new commodity. While it can provide diversification benefits to the portfolio, cryptocurrency cannot work as a safe haven asset. Second, crypto markets are typically inefficient. Asset bubbles exist and are exacerbated by behavioural finance factors. Third, cryptocurrency demonstrates increasing potential as a medium of exchange and store of value.

Extant review papers primarily study one or two particular research topics, overlooking the interaction between topics. The few existing systematic literature reviews in this area typically have a narrow focus on trend identification. This study is the first study to provide a comprehensive review of all financial-related studies on cryptocurrency, synthesising the research findings from 2,098 publications to answer three cryptocurrency puzzles.

In today’s challenging world, achieving professional commitment among healthcare workers is becoming the need of time. Drawing on self-determination theory, the current study examines how and under which boundary conditions perceived organizational support affects professional commitment.

Data was collected from doctors and nurses employed in public and private sector hospitals by employing a split-questionnaire design.

The authors’ study findings demonstrate that perceived organizational support has a positive and indirect effect on the professional commitment of nurses and doctors via mediating the role of subjective well-being. The authors also found that these findings depend on healthcare workers’ burnout levels. The positive relationship between perceived organizational support and subjective well-being is attenuated by burnout syndrome.

The current study poses implications for policymakers and administrators of healthcare institutions as well as to develop a supportive culture to evoke more professional commitment among healthcare workers. Implications for nursing managers and policymakers are discussed in light of the study findings.

Healthcare institutions are increasingly paying attention to raising the professional commitment of their workforce, especially in the wake of a crisis like the COVID-19 outbreak. The current study will add to the body of literature on nursing management, healthcare studies and organizational psychology in the South Asian context by explaining the relationship between POS and professional commitment, drawing on self-determination theory.

This study aims to investigate the time-frequency comovement between wheat futures traded on three US markets (Chicago Board of Trade (CBOT), Kansas City Board of Trade (KCBOT) and Minneapolis Grain Exchange (MGE)) at different maturities and a global equity index.

As they allow to trace transitional shifts over time and across different frequency bands, this paper relies on continuous wavelet tools to investigate the time-frequency comovement among wheat and global stock markets.

The results show an increase in wheat futures prices at all maturities and a weak integration level within each wheat market during the subprime crisis. Moreover, the wavelet power spectra maps show high wheat and equity price volatility at different time scales and for various subperiods. Furthermore, the continuous wavelet coherence highlights time-frequency-varying comovements between the markets considered, which become particularly high during times of crisis.

The results provide market participants with a better understanding of the nature as well as the magnitude of the relationship between the global financial market and different wheat markets at different maturities and during tranquil and crisis periods. Indeed, from investors' perspective it is important to understand how markets are segmented or integrated during tranquil and crisis periods in order to better assess risks, diversify portfolios and implement more effective hedging strategies. As for regulators, a better understanding of the level of integration of different markets would further help refine macroprudential policies, and thus strengthen financial stability and resilience.

This paper enriches the existing literature by investigating the time-frequency comovement between wheat and a global equity market. Indeed, the dynamics between stock and wheat markets across different nearest to maturities have not been widely explored by previous studies.

Talent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises (SMEs) and contexts outside the Anglo-Saxon sphere. However, TM in SMEs is still under-researched, with a lack of studies and evidence on TM determinants and TM in practice. This study explores, using the lens of institutional theory, how talent philosophies and a combination of institutional factors shape TM in French SMEs, highlighting the interplay between these elements within the specific context of French SMEs.

Given the limited knowledge about TM determinants in SMEs and the need to uncover and understand the phenomenon investigated, this study is exploratory in nature and lends itself to a qualitative research approach. In-depth semi-structured interviews with 27 CEOs, managers, TM and HR managers across 15 SMEs in France provided a comprehensive cross-industry perspective.

The study reveals that talent philosophies in French SMEs are predominantly inclusive and development-oriented, influenced by institutional factors such as the cultural logic of proximity and personalization, state support mechanisms like the Fonds Unique Interministériel (FUI) and legal frameworks that emphasize equal opportunity. Organizational elements like size and proximity foster a community-focused, egalitarian TM approach, while ownership and vulnerability lead to a reactive and informal TM strategy. The study presents a model that links these determinants to the specific TM approaches observed in French SMEs, illustrating how institutional factors like centralized control and egalitarianism shape TM practices.

This paper highlights the need for more empirical studies on talent philosophies, institutional and organizational factors not only in SMEs but also in comparison with multinational enterprises (MNEs), through institutional theory. Particular attention should be paid to the homogenization of SME sizes based on their level of establishment.

This study extends studies on TM determinants in SMEs, from the perspective of talent philosophies, utilizing insights from French institutional theory. It is also among the few and new studies to highlight contextual issues of TM as well as how TM is practiced depending on internal and external factors.