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This paper reports a study that compares two different team-building approaches. The first one is the traditional top-down management approach. The second one is a hybrid bottom-up approach based on the consensus model. The aim of this paper is to determine which of the two approaches is the most effective across a number of performance measurements.

A case study is presented using data collected and analysed from a small family-owned vehicle maintenance firm. A mixed methods approach to data collection is utilized, including participant observation, focus groups, survey questionnaires and organizational performance reports. A convenience sample of eight routine maintenance jobs was selected for team performance comparison purposes. The measures used for comparing the two team approaches were lead time, customer satisfaction ratings and employees’ satisfaction ratings.

The teams assembled using the consensus approach performed better than those selected using the traditional top-down approach across all three performance measures, i.e. the jobs were completed faster and both customers and employees were more satisfied.

This is an exploratory case study limited to one small family-owned business and, as such, findings may not be generalizable.

As an alternative to manager selected work teams, managers should involve and empower employees to select their own teams. This has the potential to offer benefits for both customers and employees of faster delivery times and increase satisfaction, as well as increase productivity for the firm.

This is the first field study to compare the performance of a hybrid, bottom-up approach to team building with the performance of a more traditional management, top-down approach to team building. It paves the way for a wider study to be conducted in the future to test the findings’ generalizability.

The purpose of this paper is to propose an innovative approach for providing an answer to the emerging trends on how to integrate e‐learning efficiently in the business value chain in medium and large enterprises.

The proposed approach defines methodologies and technologies for integrating technology‐enhanced learning with knowledge and human resources management based on a synergistic use of knowledge models, methods, technologies and approaches covering different steps of the knowledge life‐cycle.

The proposed approach makes explicit and supports, from the methodological, technological and organizational points of view, mutual dependencies between the enterprise's organizational learning and the business processes, considering also their integration in order to allow the optimization of employees' learning plans with respect to business processes and taking into account competencies, skills, performances and knowledge available inside the organization.

This mutual dependency, bridging individual and organizational learning, enables an improvement loop to become a key aspect for successful business process improvement (BPI) and business process reengineering (BPR), enabling closure of, at the same time, the learning and knowledge loops at individual, group and organization levels.

The proposed improvements are relevant with respect to the state of the art and respond to a real need felt by enterprises and further commercial solutions and research projects on the theme.

The development of adaptable and intelligent educational systems is widely considered one of the great challenges in scientific research. Among key elements for building advanced training systems, an important role is played by methodologies chosen for knowledge representation. In this scenario, the introduction of ontology formalism can improve the quality of formative process, allowing the introduction of new and effective services. Ontology can lead to important improvements in the definition of courses knowledge domain, in the generation of adapted learning path and in the assessment phase. The purpose of this paper is to provide an initial discussion of the role of ontology in the context of e‐learning. It seeks to discuss the improvements related to the introduction of ontology formalism in the e‐learning field and to show a novel algorithm for ontology building through the use of Bayesian networks. Finally, it aims to illustrate its application in the assessment process and some experimental results.

A novel method for learning ontology for e‐learning is illustrated, using an approach based on Bayesian networks. Thanks to their characteristics, these networks can be used to model and evaluate the conditional dependencies among the nodes of ontology on the basis of the data obtained from student tests. An experimental evaluation of the proposed method was performed using real student data.

The proposed method was integrated in a tool for the assessment of students during a learning process. This tool is based on the use of ontology and Bayesian network. In particular through the matching between ontology and Bayesian network, it was found that our tool allows an effective tutoring and a better adaptation of learning process to demands of students. The assessment based on Bayesian approach allows a deeper analysis of student's knowledge.

The proposed approach needs more experimentation with other domains and with more complex ontology.

This paper provides an initial discussion of the role of ontology in the context of e‐learning. The improvements related to the introduction of ontology formalism in the e‐learning field are discussed and a novel algorithm for ontology building through the use of Bayesian Networks is showed. Finally, its application in the assessment process and some experimental results are illustrated.

Eco-museums safeguard the cultural authenticity and the historical identity of the place in which they operate. Conventional organizational models and management practices are generally employed to achieve this institutional aim. Conversely, innovative solutions – such as digitization – are overlooked. Adopting a service quality management perspective, the article intends to examine the role of managerialization and professionalization in triggering eco-museums' digitization.

An empirical analysis involving 126 eco-museums operating in Italy as of 2018 was designed to investigate the implications of managerialization and professionalization on the eco-museums' propensity to embark on a digitization process. Two different forms of digitization were examined: (1) the presence of eco-museums in the digital environment; and (2) the exploitation of digital tools for service delivery. The mediating role of two “soft” total quality management (TQM) practices, i.e. people centredness and strategic focus on visitors' experience, was contemplated in the empirical analysis.

The research findings suggest that managerialization and professionalization have ambiguous effects on eco-museums' digitization. Nevertheless, they indirectly contribute to a greater digital presence of eco-museums and to a larger use of digital tools for service delivery through an increased use of soft TQM practices.

Managerialization and professionalization are likely to foster the digital transition of eco-museums, which advances their ability to protect and promote the local cultural heritage. Soft TQM practices intended to achieve people-centredness and to enhance the visitors' experience should be exploited to stimulate the eco-museums' digitization.

The article examines the triggers of eco-museums' digitization, providing some food for thought to scholars and practitioners.

This paper aims to investigate the brand identity drivers used online by wineries and to assess cluster identity from the analysis of firms’ specific branding strategies.

Chianti, Chianti Classico and Brunello di Montalcino wine clusters (located in Tuscany, Italy) were selected as the set for this study. A total of 452 wineries websites were analyzed using a text frequency query, and the results were further examined through a discriminant analysis.

The theoretical framework was modeled after a careful analysis of the literature and is composed of three macro-areas of identity drivers: locational, product/process and social attributes. The analysis of winery websites shows the presence of all the drivers examined, which explain not only the wineries’ specific strategies but also the drivers of a particular cluster’s brand identity. A discriminant analysis highlighted that some drivers are able to explain the unique characteristics of the three clusters.

This research seeks to build a holistic investigation of all the identity drivers used by firms online. The specific brand identity focus and the holistic approach can enrich both academics and practitioners with a framework of current branding strategies.

The human dimension of open innovation is paramount for organisational excellence. However, there is scant evidence of the implications of human resource management practices on employees' orientation towards open innovation. The article shows how such practices facilitate the development of an open innovation climate among food companies.

An empirical study was designed to obtain insights into the approach to open innovation of a large sample of food companies (n = 2,458). Secondary data were collected from the sixth European Working Condition Survey. A parallel mediation analysis allowed us to investigate the human resource management practices' implications on individual perceptions of an open innovation-oriented organisational climate through the mediating effect of employees' involvement and engagement.

Human resource management practices have an impact on employees' skills, motivation and interpersonal relationships, but they do not have direct implications on the employees' perception of an open innovation-oriented organizational climate. As they solicit employees' involvement and engagement, human resource management practices indirectly nurture a favourable perception of an open innovation-oriented organisational climate.

Tailored human resource management practices should be crafted to increase employees' capabilities and motivation and, therefore, to sustain open innovation in the food sector. Human resource management practices foster employees' involvement and engagement, which pave the way for a greater proclivity to open innovation at the individual and collective levels.

The article discusses the implications of human resource management practices on the perception of an organisational climate conducive to open innovation, envisioning aspects to focus on and avenues for future research.

The new Italian National Recovery and Resilience Plan (NRRP) has prioritised a new healthcare model that will establish the additional community healthcare facilities (CHFs). The paper proposes a methodology for supporting decision-making on location of the future facilities according to new parameters that consider how proximity to healthcare benefits communities. Rethinking the spatial parameters for locating future CHFs, focusing on fragile areas, creates a novel decision support system.

The methodology is based on multifactor analysis and on geographic information system (GIS) mapping to simulate the potential and risks associated with the proposed location of CHFs, focusing on territorial contexts of metropolitan cities, medium-sized cities, and Inner Areas, characterized by different fragilities. This method aims to innovate urban planning practices by updating the practice of per-capita urban planning standards and promoting implementation of the 15-minute city model.

The method defines new spatial parameters useful to inform the appropriate location of CHFs in Italy's Inner Areas. This offers a new integrated approach to spatial design mixing urban planning and healthcare dimensions.

The methodology will bring about an integrated urban planning approach, which guides both transformative urban choices and health services' implementation according to the needs of communities.