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Elderberry (Sambucus nigra) fruits are rich in bioactive components, specifically in anthocyanins. In this study, freeze-dried and powdered elderberry fruits were added to milk, yoghurt and kefir samples at ratios of 5, 10 and 15% (w/w) to fortify these dairy products at home scale, and final products were monitored to understand the behaviour of bioactive compounds.

The action of bioactive compounds was examined before and after in vitro gastrointestinal digestion by the analysis of total anthocyanin content, total phenolic content and antioxidant activity assays as well as the HPLC-PDA system on the first day of preparation. Moreover, the effect of three days of storage on individual phenolic compounds was evaluated.

Kefir samples exhibited the highest total anthocyanin content levels among prepared products (255±4-702±65 µmol cyanidin-3-glucoside eq/100 g), which is followed by yoghurt samples. Individual phenolics in samples prepared at the same concentrations behaved almost similarly with each other during gastric digestion phases (p > 0.05), whereas intestinal digestion phases caused significant differences, and phenolics in yoghurt samples exhibited higher values than others (p < 0.05). The stability of bioactive compounds in samples tended to decrease during storage; however, as observed during gastrointestinal digestion, yoghurt and kefir samples provided better matrices than milk to maintain the presence of bioactive compounds (p < 0.05).

Previous studies have indicated that elderberry fruits contain high levels of bioactive compounds, and these fruits have been used to fortify different food matrices. However, this research paper investigates the interaction between three selected dairy products and elderberry powder with each other for the first time.

This study aimed to investigate the primary factors driving human resource analytics adoption in small and medium-sized organizations. The research seeks to confirm and expand the UTAUT model using direct predictors and a unique moderator to understand contextual complexities in a developing country.

This study employed convenience sampling to survey 308 HR experts with an 88% response rate, uncovering valuable insights into technology integration. SPSS and AMOS 21.0 were used for analysis.

The influencing elements for adopting human resource analytics in these firms were performance expectancy, effort expectancy, facilitating conditions and social influence. Moreover, personal innovativeness, fear appeal and perceived trust were highlighted as additional significant determinants. Finally, perceived supervisor support was reported as a significant moderator in driving human resource analytics adoption.

The study comprehensively models the elements that influence the adoption of human resource analytics in SMEs of a developing economy. The research validates and expands upon the unified theory of acceptance and use of technology, analyzing key contributors and a unique context-specific moderator using robust statistical methods.

Human resource analytics (HRA) has recently received attention. However, its literature remains unknown and scattered due to both limited conceptual lenses and limited classification. So, this study is conducted to provide a comprehensive research analysis in this field.

Accordingly, 107 HRA studies, which were collected according to the Scientific Procedures and Rationales for Systematic Literature Reviews (SPAR-4-SLR) in the last 14 years (2010–2023), were analyzed in the first using the theory-context-characteristics-methods step to examine the evolution of HRA research. The study also develops a conceptual framework based on socio-technical system theory that shows the antecedents and outcomes of HRA adoption. In the second step, fuzzy Delphi and fuzzy step-wise weight assessment ratio analysis techniques were used to validate and refine the antecedents and outcomes obtained from the first step in such a way that experts’ opinions can be used and the existing knowledge body can be expanded.

In total, 30 antecedents and outcomes were confirmed based on the consensus of experts. Senior management support was identified as the most important antecedent and achieving organizational strategic outcomes as the most important outcomes of HRA adoption.

The study maps the current state of HRA studies, identifies directions for future studies by providing a state-of-the-art review of theories, antecedents, outcomes, contexts and methodologies and proposes a framework for HR managers and professionals to apply.