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Do consumers rate reviews describing other consumers' sensory experience of a product (touch, smell, sight, hear and taste) as helpful or do they rate reviews describing more practical properties (product performance and characteristics/features) as more helpful? What is the effect of review helpfulness on purchase intention? Furthermore, why do consumers perceive sensory and non-sensory reviews differently? This study answers these questions.

The authors analyze 447,792 Amazon reviews and perform a topic modeling analysis to extract the main topics that consumers express in their reviews. Then, the topics were used as regressors to predict the number of consumers who found the review helpful. Finally, a lab experiment was conducted to replicate the results in a more controlled environment to test the serial mediation effect.

Contrary to the overwhelming evidence supporting the positive effects of sensory elicitation in marketing, this study shows that sensory reviews are less likely to be helpful than non-sensory reviews. Moreover, a key reason why sensory reviews are less effective is that they decrease the objective perception of the review, a less objective review then decreases the level of helpfulness, which decreases purchase intention.

This study contributes to the interactive marketing field by investigating customer behavior and interactivity in online shopping sites and to the sensory marketing literature by identifying a boundary condition, the authors’ data suggest that sensory elicitations might not be processed positively by consumers when they are not directly experienced, but instead communicated by another consumer. Moreover, this study indicates how companies can encourage consumers to share more effective and helpful reviews.

Will consumers accept artificial intelligence (AI) products that evaluate them? New consumer products offer AI evaluations. However, previous research has never investigated how consumers feel about being evaluated by AI instead of by a human. Furthermore, why do consumers experience being evaluated by an AI algorithm or by a human differently? This research aims to offer answers to these questions.

Three laboratory experiments were conducted. Experiments 1 and 2 test the main effect of evaluator (AI and human) and evaluations received (positive, neutral and negative) on fairness perception of the evaluation. Experiment 3 replicates previous findings and tests the mediation effect.

Building on previous research on consumer biases and lack of transparency anxiety, the authors present converging evidence that consumers who got positive evaluations reported nonsignificant difference on the level of fairness perception on the evaluation regardless of the evaluator (human or AI). Contrarily, consumers who got negative evaluations reported lower fairness perception when the evaluation was given by AI. Further moderated mediation analysis showed that consumers who get a negative evaluation by AI experience higher levels of lack of transparency anxiety, which in turn is an underlying mechanism driving this effect.

To the best of the authors' knowledge, no previous research has investigated how consumers feel about being evaluated by AI instead of by a human. This consumer bias against AI evaluations is a phenomenon previously overlooked in the marketing literature, with many implications for the development and adoption of new AI products, as well as theoretical contributions to the nascent literature on consumer experience and AI.

Industry 4.0 has been one of the most topics of interest by researches and practitioners in recent years. Then, researches which bring new insights related to the subjects linked to the Industry 4.0 become relevant to support Industry 4.0's initiatives as well as for the deployment of new research works. Considering “organizational learning” as one of the most crucial subjects in this new context, this article aims to identify dimensions present in the literature regarding the relation between organizational learning and Industry 4.0 seeking to clarify how learning can be understood into the context of the fourth industrial revolution. In addition, future research directions are presented as well.

This study is based on a systematic literature review that covers Industry 4.0 and organizational learning based on publications made from 2012, when the topic of Industry 4.0 was coined in Germany, using data basis Web of Science and Google Scholar. Also, NVivo software was used in order to identify keywords and the respective dimensions and constructs found out on this research.

Nine dimensions were identified between organizational learning and Industry 4.0. These include management, Industry 4.0, general industry, technology, sustainability, application, interaction between industry and the academia, education and training and competency and skills. These dimensions may be viewed in three main constructs which are essentially in order to understand and manage learning in Industry 4.0's programs. They are: learning development, Industry 4.0 structure and technology Adoption.

Even though there are relatively few publications that have studied the relationship between organizational learning and Industry 4.0, this article makes a material contribution to both the theory in relation to Industry 4.0 and the theory of learning - for its unprecedented nature, introducing the dimensions comprising this relation as well as possible future research directions encouraging empirical researches.

This article identifies the thematic dimensions relative to Industry 4.0 and organizational learning. The understanding of this relation has a relevant contribution to professionals acting in the field of organizational learning and Industry 4.0 in the sense of affording an adequate deployment of these elements by organizations.

This article is unique for filling a gap in the academic literature in terms of understanding the relation between organizational learning and Industry 4.0. The article also provides future research directions on learning within the context of Industry 4.0.

This paper aims to investigate how emerging market multinational enterprises (EMNEs) are integrating and expanding into other emerging market host countries, focusing on Chinese mining companies in Peru.

Adopting a qualitative approach, an in-depth analysis of two Chinese state-owned enterprises’ strategies was conducted, building on stakeholder theory and the business ecosystem perspective.

This study reveals a reliance on high-level political lobbying rather than localized engagement strategies. However, findings point to increasing grassroots resistance among local stakeholders, undermining EMNEs’ bargaining power.

This paper argues for a paradigm shift toward inclusive, cooperative “translocal governance” approaches as empowered communities gain voice. Key contributions include advancing theoretical understanding of changing stakeholder relationships and power configurations in emerging countries, underscoring the rising significance of microlevel sociocultural embeddedness for MNE success and highlighting practical imperatives for EMNEs to embark on rapid localization strategies in Latin America. By elucidating multilayered integration realities in Peru, this interdisciplinary study yields contextualized insights and enriches perspective on the conditions and pathways for EMNEs to build sustainability in Global South emerging market environments.

Alice Rangel de Paiva Abreu is Director of the Office of Science and Technology of the Organization of American States in Washington DC, and Professor of Sociology at the Federal University of Rio de Janeiro, Brazil. For three years she was Vice President of the National Council for Scientific and Technological Development (CNPq). She is also a member of the Executive Committee of the International Sociological Association and President of RC30 Sociology of Work. Her research interests include industrial restructuring and gender and work. alice.abreu@br.inter.net Graciela Bensusán is a professor/researcher at the Universidad Autónoma Metropolitana-Xochimilco, and is also affiliated with FLACSO in Mexico City. She is the author of numerous books and articles on comparative labor policy, organizations, and institutions, including Trabajo y Trabajadores en el México Contemporáneo (co-editor, 2000), which received the Latin American Studies Association Labor Studies Section award for best book. bensusan@servidor.unam.mx Leni Beukema is Assistant Professor of Labor Studies in the Department of General Social Sciences at the University of Utrecht. Her research activities and publications have – beside matters concerning labor movements – focussed on quality and organization of work, network-organizations and time management, and globalization/localization at work. l.beukema@fss.uu.nl Bob Carter is Senior Lecturer in the Sociology Department, the University of Leicester, UK. His original interests were focused on the class position of white-collar workers and the nature of their organizations. He has taught trade unionists, has written on labor process theory and the distinctiveness of public sector employment, and is currently developing research on comparative US/UK union strategies. bc20@leicester.ac.uk Harry Coenen is a Professor of Social Sciences (labor studies) in the Department of General Social Sciences at the University of Utrecht. His research activities and publications include among others the theories of structuration and the risk-society, citizenship and social participation, union movements and labor relations and the research methodology of action research. h.coenen@fss.uu.nl Maria Lorena Cook is associate professor in the School of Industrial and Labor Relations, Cornell University. A political scientist, she has published widely on Mexican labor politics, labor reform, regional integration, and transnational movements. Professor Cook is writing a book on labor law reform and union responses in Latin America. MLC13@cornell.edu Rae Cooper teaches industrial relations in Work and Organisational Studies at the University of Sydney. Rae’s research addresses organising and membership renewal strategies of Australian unions. In 2002, she edited a special edition of Labour History on union organising and mobilisation in Australia and New Zealand. Rae is an active union member and the Chair of the New South Wales Working Women’s Centre. r.cooper@econ.usyd.edu.au Daniel B. Cornfield is Professor of Sociology at Vanderbilt University and Editor of Work and Occupations. His research has addressed the growth, decline and revitalization of labor movements, the wellbeing of immigrants, changing workplace social organization, the employment relationship, and work & family. Among his recent publications is his volume co-edited with Randy Hodson, Worlds of Work: Building an International Sociology of Work (Kluwer/Plenum, 2002). daniel.b.cornfield@vanderbilt.edu Rick Delbridge is Professor in Organizational Analysis at Cardiff Business School. His research interests include the changing nature of work and organizational innovation. He is author of Life on the Line in Contemporary Manufacturing (Oxford University Press) and co-editor of Manufacturing in Transition (Routledge). Peter Fairbrother is a Professorial Fellow in the School of Social Sciences at Cardiff University, Wales. He researches in the area of trade union and labour studies. This work includes work on changes in public services, international trade unionism and labour rights and the impact of globalisation and de-industrialisation on labour. He has published broadly in these areas and has made a major contribution to debates about trade union renewal. FairbrotherPD@cardiff.ac.uk Enrique de la Garza Toledo is former Visiting Professor at the University of California, Berkeley, Professor in the Graduate Program in Labor Studies at the Metropolitan University of Mexico, and Editor of the journal Trabajo. A prolific writer on labor and work in Latin America, he was recently awarded the National Prize for Labor Research for his work on productive restructuring, firms, and workers in México in the beginning of the 21st century. egt@xanum.uam.mx Edmund Heery is Professor of Human Resource Management at Cardiff Business School. His main research interests are trends in union organising and union representation of workers with non-standard contracts. Professor Heery is an editor of the British Journal of Industrial Relations and an academic advisor to the New Unionism Task Group of the Trades Union Congress. Russell D. Lansbury is Professor of Work and Organisational Studies and Associate Dean (Research) at the University of Sydney. A Fellow of the Australian Academy of Social Sciences, his recent publications include After Lean Production: Evolving Employment Practices in the World Auto Industry, with T. A. Kochan and J. P. McDuffie (Cornell University Press, 1997) and Working Futures: The Changing Nature of Work and Employment Relations in Australia, with R. Callus (Federation Press 2002). He is joint editor of the Journal of Industrial Relations. r.lansbury@econ.usyd.edu.au Héctor Lucena is Professor of Labor Relations and Coordinator of the Doctoral Program in Social Science at the Universidad de Carabobo, Valencia, Venezuela. He has written widely on processes, institutions, and transformations in labor relations in Venezuela and Latin America. hlucena@postgrado.uc.edu.ve Holly McCammon is Associate Professor of Sociology at Vanderbilt University. Recently she has studied the changing strategies of the U.S. labor movement, particularly its shift from strike activity to legal mobilization. Her interest in collective strategies has also led her to study the U.S. women’s suffrage movement and its use of various tactics and arguments. José Ricardo Ramalho is professor of sociology in the Graduate Program of Sociology and Anthropology of the Federal University of Rio de Janeiro, Brazil. His main research interests have been related to the sociology of work, trade union and working class movements, and development studies. jramalho@ifcs.ufrj.br John Salmon lectures in industrial relations and Japanese management at Cardiff Business School. He is Joint Coordinator of the Asian Pacific Research Unit at Cardiff. His research interests have been largely associated with workplace relations. Currently, he is involved with empirical research of union organising campaigns in both Britain and Japan. Rachel Sherman is Assistant Professor of Sociology at Yale University. Her dissertation, “Class Acts: Producing and Consuming Luxury Service in Hotels,” is an ethnographic investigation of inequality in interactive service work. Melanie Simms is a lecturer in industrial relations and human resource management at Canterbury Business School, which is part of the University of Kent. Her research interests focus on trade union renewal, specifically attempts to organize groups of workers who are under-represented in the trade union movement. M.Simms@ukc.ac.uk David H. Simpson is a Lecturer in Industrial Relations and Director of the Trade Union Research Unit at Cardiff Business School, Cardiff University. His main interests centre on trade unions, particularly in South Wales, and has conducted research projects for the GMB, GPMU, UNISON, UNIFI and NAHT amongst others. He is currently a member of the ACAS Single Panel of Arbitrators. Doowon Suh is an assistant professor at the Graduate School of International Studies of Korea University in Korea. His research areas of interest cover social movements, historical sociology, sociology of work, and modern Korean society. His current research project addresses the issue of how social movements influence democratic transition and consolidation in the Third World. dwsuh@korea.ac.kr Lowell Turner is professor of international and comparative labor at Cornell University, in the School of Industrial and Labor Relations. Among his books are Democracy at Work: Changing World Markets and the Future of Labor Unions (1991) and Fighting for Partnership: Labor and Politics in Unified Germany (1998), along with several edited volumes including Rekindling the Movement: Labor’s Quest for Relevance in the 21st Century (2001). Kim Voss is Associate Professor of Sociology at the University of California, Berkeley. She is the author of The Making of American Exceptionalism: The Knights of Labor and Class Formation in the Nineteenth Century and is co-author of Inequality By Design, Des Syndicats Domestiques, and the forthcoming Hard Work: Remaking the American Labor Movement. Her current research is focused on social movement unionism in the U.S. and elsewhere, on the life history of labor activists, and on the impact of participatory democracy on civil society. Mark Westcott is a lecturer in the School of Business at the University of Sydney. His research interests include union structure and activity within workplaces as well as the effects of corporate structure and strategy upon the management of labor.

Introduction: Sustainable human resource management (SHRM) as a practice is nowadays seen as an essential factor contributing to an individual’s and organisation’s growth. At the organisational level, the people concerned face many pressures to inculcate SHRM practices from various authorities and stakeholders.

Purpose: This chapter explains SHRM as a concept through an extensive literature review along with the evolutionary stages and multi-lateral perspectives of SHRM. The factors affecting this concept are Economic, Social, and Environmental; its driving forces like Employees, Government and Market Pressure; Employee Outcomes, namely Employee retention, satisfaction, motivation and Employee Presence; Organisational outcomes – Business level, Workers’ satisfaction, improved environmental outcomes better correlations, etc.; and value created by SHRM in terms of both employee and organisation are thereby explained.

Methodology: A specific procedure has been employed since the chapter has been based on literature review. The process of systematic literature review has been followed, which lays down the process followed by the authors – right from the Scope Formulation to the Illustration of Conceptual Framework.

Findings: A conceptual model is represented as a basis of the literature review, which the organisation can use and apply to develop SHRM practices, and finally, the precise effects of the research findings are suggested alongside ideas for future research.

Taking as reference a sample of around a hundred biographical materials on entrepreneurs in Mexico and Colombia, the purpose of this chapter is dual. Both to show the relevance and varied modalities that the biographical approach has enjoyed in business history research since the 1990s, and to display the intrinsic potential this modality of scholarship entails for entrepreneurship endeavors. In particular, it discusses the prospects to incorporate this body of empirical works into the large Latin American audience attending undergraduate, graduate and executive education programs in business, economic history and related fields. The chapter is organized into three sections. The first two are devoted to illustrate relevant patterns in the entrepreneurial trajectory of individuals and entrepreneurial families studied in each of the two countries under consideration. The last section identifies some conceptual issues that may impact current debates on Latin American business development as exemplified in recent business and economic history journal venues and scholarly conferences.

This study aims to determine whether, by means of the application of genetic algorithms (GA) through the traditional technical analysis (TA) using moving average convergence/divergence (MACD), is possible to achieve higher yields than those that would be obtained using technical analysis investment strategies following a traditional approach (TA) and the buy and hold (B&H) strategy.

The study was carried out based on the daily price records of the NASDAQ financial asset during 2013–2017. TA approach was carried out under graphical analysis applying the standard MACD. GA approach took place by chromosome encoding, fitness evaluation and genetic operators. Traditional genetic operators (i.e. crossover and mutation) were adopted as based on the chromosome customization and fitness evaluation. The chromosome encoding stage used MACD to represent the genes of each chromosome to encode the parameters of MACD in a chromosome. For each chromosome, buy and sell indexes of the strategy were considered. Fitness evaluation served to defining the evaluation strategy of the chromosomes in the population according to the fitness function using the returns gained in each chromosome.

The paper provides empirical-theoretical insights about the effectiveness of GA to overcome the investment strategies based on MACD and B&H by achieving 5 and 11% higher returns per year, respectively. GA-based approach was additionally capable of improving the return-to-risk ratio of the investment.

Limitations deal with the fact that the study was carried out on US markets conditions and data which hamper its application in some extend to markets with not as much development.

The findings suggest that not only skilled but also amateur investors may opt for investment strategies based on GA aiming at refining profitable financial signals to their advantage.

This paper looks at machine learning as an up-to-date tool with great potential for increasing effectiveness in profits when applied into TA investment approaches using MACD in well-developed stock markets.